Direct Care Workforce

This is the fifth national survey of the direct-care workforce published by the National Clearinghouse on the Direct Care Workforce. It examines public policy actions taken by states to strengthen the direct-care workforce, and updates information collected in prior surveys. Responses were received from 38 states, representing a 76 percent return rate. The report contains data tables with survey results and details national initiatives pertaining to the direct care workforce.

Organizations interested in applying to become Employment Networks (EN) can now do so directly with the Social Security Administration, no longer having to process requests through MAXIMUS. All Request for Proposal (RFP) applications can be downloaded from the Federal procurement web site. This press release provides detailed instructions and contact information.

This AARP Public Policy Institute fact sheet and report outlines the need for publicly funded respite services for family caregivers and describes the types available. The research concludes that publicly funded caregiver support programs play an important role in sustaining and strengthening the unpaid, informal care provided by families.

The West Virginia C-PASS Grantees developed and designed this survey to determine the status of direct support workers providing home and community-based personal assistance services. The survey was distributed to agencies where workers provide services such as homemaker and personal care. The information gathered will be used by state policy makers to guide strategic planning and improve service delivery. The data will also help to implement and evaluate workforce development.

This paper, an effective practice description originally published by the Paraprofessional Healthcare Institute in 2003, is now available free of charge in Spanish. The 32-page document discusses adult learner-centered training methods, the importance of teaching communication and problem-solving in addition to clinical skills, and orientation, peer mentoring, and other forms of on-the-job support. It is the first in a series of training materials PHI is translating into Spanish.

The Maine CHOICES CEO (Comprehensive Employment Opportunities) project seeks to develop and implement a comprehensive statewide plan to support more people with disabilities who work, or would like to work. The project will also improve information about, and access to, some key work incentives for Maine people with disabilities. The website features materials & resources, links to other work incentives resources and a description of the planning process.

The Hawaii Medicaid Infrastructure Grant, called Hire Abilities–Hawaii, is brand new this year but a dynamic website has already been unveiled. The site offers information about the project’s goals and strategies, advisory board and staff, and work incentive programs. It also serves as an important communication tool through the use of a public discussion board and on-line calendar. As an added feature, the site contains administrative tools to help the project team manage grant activities.

This report describes the FY 2002 and FY 2003 Grantees’ challenges and progress using information provided by the Grantees during the reporting period October 1, 2003 to September 30, 2004. The report describes grant activities in four major LTC systems areas: Access to Long-Term Care Services and Supports, Services, Supports, and Housing, Administrative and Monitoring Infrastructure and Long-Term Care Service and Support Workforce

This is the fourth in a series of <i>Data Profiles, Family Caregivers of Older Persons</i>. This Data Profile (Number 4, August 2005) examines primary family caregivers age 25 to 64 who are working and those who are not working. Review the statistics, demographics and other characteristic differences between working and non-working caregivers.

This fact sheet issued by the AARP Public Policy Institute examines recently published data shedding light on the characteristics of direct care workers, their working conditions, future demand for their services, and efforts to improve recruitment and retention of these workers.