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Assuring the adequacy of staffing of long-term care, strengthening the caregiving workforce, and making long-term care a career destination of choice: From mission impossible to mission critical?
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Abstract |
This article notes that the annual turnover rate of the national certified nursing assistant (CNA) workforce is estimated at 66 percent; in North Carolina, it is higher than 100 percent. It lists several measures that can be adopted to lower the turnover rate among CNAs and other long-term care workers. Those measures include competitive wages, career advancement opportunities, and employer-supported educational interventions that recognize the many challenges involved in delivering long-term care. |
Author |
McConnell, Eleanor S., Deborah Lekan, and Kirsten N Corazzini |
Publication Date |
March/April 2010 |
Published In |
North Carolina Medical Journal |
Publisher |
North Carolina Institute of Medicine and The Duke Endowment |
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