Sending an SOS: Sourcing, Optimizing, and Sustaining Long-Term Care Staff

Workforce shortages remain a persistent challenge within the post-acute care industry. This situation has implications for both the quality of care provided and the long-term stability of our care infrastructure. Focusing on Sourcing, Optimizing, and Sustaining a skilled and dedicated workforce is an increasingly important aspect of ensuring the sector's future.

The Gravity of the Situation:

The workforce challenges are multifaceted. Staffing shortages, burnout, and high turnover rates are rampant. These issues are exacerbated by an aging population requiring more complex care, coupled with a competitive labor market where healthcare professionals have numerous options. The result? Increased strain on existing staff, compromised patient outcomes, and a significant financial burden on post-acute care facilities. In fact, of according to AHCA, 72% of facilities are concerned that they will have to close their facility because of persistent workforce challenges. Here are some of the top challenges:

·         Supply of Staff is Lacking:

• • • Demand Increasing: The need for healthcare professionals continues to rise.
    • Insufficient Supply: There aren't enough qualified individuals to meet the demand.
    • High Turnover: Frequent staff departures create instability and increase costs.

·         Difficulty Optimizing Staff Deployment:

• • • Controlling cost: Balancing staffing needs with budget limitations is a constant challenge.
    • Internal/external data and reporting obligations: Administrative tasks take time away from patient care.

·         Challenges with Sustaining Staff:

• • • Rigid schedules and lack of communication and adjustment tools: This can lead to burnout and dissatisfaction.
    • Timely, competitive pay vs alternative options: Inadequate compensation can drive staff to other opportunities.
    • Keeping staff available (current with training and licensing/certification): Ongoing development is crucial for retention and compliance.

Addressing SOS Labor Challenges: A Comprehensive Approach

Addressing Supply of Staff:

• Boost Recruitment: Implement targeted outreach, leverage applicant tracking software to streamline the hiring process, forge partnerships with educational institutions, offer robust internship and apprenticeship programs, and utilize attractive incentives like sign-on bonuses and referral programs. Emphasize the fulfilling nature and impact of a career in long-term care.
• Reduce Turnover: Enhance onboarding processes, thoroughly analyze exit interview feedback to identify areas for improvement, cultivate a positive and supportive work culture, invest in effective leadership development, and actively promote work-life balance initiatives.

Optimizing Staff Deployment:

• Leverage Workforce Technology: Implement mobile scheduling apps for staff empowerment and flexibility. Utilize census and acuity-based smart scheduling systems with integrated time and attendance tracking for dynamic staffing and accurate payroll. Employ Payroll Based Journal (PBJ) reporting and compliance software for streamlined regulatory adherence. Explore telehealth and Electronic Health Records (EHRs) to optimize workflows and consider AI-powered tools for predictive staffing.
• Improve Processes: Streamline daily workflows to maximize efficiency, implement comprehensive cross-training programs to enhance staff versatility, adopt team-based care models for collaborative support, and explore the creation of centralized resource pools to address fluctuating staffing needs.

Sustaining Staff:

• Enhance Flexibility & Communication: Offer a variety of flexible scheduling options, utilize effective communication platforms for seamless information sharing, and actively involve staff in scheduling processes to foster a sense of ownership.
• Improve Compensation & Benefits: Conduct regular reviews of compensation packages to ensure they are competitive within the market, offer comprehensive and attractive benefits packages managed efficiently through benefits administration software, process payments accurately and on time using payroll software, and explore innovative incentive programs to reward dedication and performance.
• Invest in Development & Recognition: Provide ample opportunities for ongoing professional development and skill enhancement, offer support for obtaining and maintaining necessary certifications and licenses, implement robust recognition programs to acknowledge staff contributions, and create clear career advancement pathways within the organization.
• Prioritize Well-being: Offer comprehensive Employee Assistance Programs (EAPs) to support mental and emotional health, promote proactive self-care initiatives, and implement strategies to identify and mitigate the risk of staff burnout.

Successfully addressing the complex labor challenges within the post-acute care industry necessitates a comprehensive, collaborative, and adaptable approach that embraces both innovative technologies and human-centered strategies.

The Call to Action:

The post-acute care industry is at a crossroads. We must act now to address the workforce crisis and ensure the delivery of high-quality care to our aging population. By focusing on sourcing, optimizing, and sustaining our workforce, we can build a resilient and thriving industry that meets the needs of our communities.

Ready to see how technology can answer your operation's SOS? Contact us for a quick workforce management demo !