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<h4 class="HMIRegistration__sub-title">Email Newsletters</h4>
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HOW PAC FACILITIES CAN EVOLVE WITH THE EVER-CHANGING HEALTHCARE LANDSCAPE
Vince Baiera
June 16, 2023
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The COVID-19 pandemic has transformed care delivery. Due to technological
innovations, many services have shifted away from traditional health facilities
to home-based care. Telehealth advancements and the demand for care outside of
health facilities extended the reach of virtual care options. To meet the latest
market demands and provide optimized care, the industry must adapt to new
technologies, embrace their efficiencies, and focus on retaining competent
staff.
In 2030, according to the United States Census Bureau, adults 65 and older will
make up 21% of the U.S. population, meaning more people will require remote care
as they age from the comfort of their homes for as long as possible. A McKinsey
& Company survey shows that up to $265 billion worth of care services could
shift from traditional healthcare facilities to homes by 2025.
To meet this heightened demand, jobs in home healthcare are expected to grow by
17%. With an influx of patients needing home or specialized healthcare, there is
a need for more healthcare professionals and technologies to fill these gaps.
However, the average annual turnover rate within home health is 21% and ranges
from 40% to 60% for nursing home staff.
With high turnover rates, labor shortages, and an increase in more severe
conditions, delivering care to those within the post-acute setting will become
difficult if organizations do not take the proper steps to strengthen their
workforce and improve care.
Here are five steps post-acute care facilities should take to address these
ongoing challenges:
1. ATTRACT THE RIGHT CANDIDATES WITH CLEAR AND THOROUGH JOB DESCRIPTIONS.
Attracting and retaining talent starts with a comprehensive and honest job
posting. Job descriptions should clearly outline job responsibilities and duties
to ensure candidates fully understand day-to-day expectations.
When a job description is unclear, unfit candidates may slow down the
application process while the job may not match what new employees envision,
leading to rapid turnover or burnout. In addition, employers can use job
descriptions to talk about an organization’s culture, mission, and other perks,
highlighting offerings additional to pay.
In a competitive job market, salary and benefits are important factors for
candidates when considering a new career opportunity. In fact, 38% of nurses
change work settings for better pay and 17% change for better benefits.
Highlighting a role’s salary and benefits can help attract and keep quality
employees.
2. IDENTIFY BEST-FIT CANDIDATES BASED ON THEIR CURRENT SKILL SETS AND
EXPERIENCE.
While required qualifications and skills should be listed in job postings to
ensure applicants have the necessary experience and training for the job,
additional assessments may be required to measure a candidate’s current skill
level. Using advanced skills-based job posting boards that match candidates to
relevant roles based on requirements and qualifications can help fill positions
faster and avoid any confusion from either the employer or the applicant.
Additionally, offering personnel assessments to determine an applicant’s
existing skill set and identify areas of improvement ensures that a candidate is
the best fit for the role. Personnel assessments, including knowledge,
behavioral and situational assessments, can supplement an in-person or virtual
interview to efficiently and cost-effectively fill positions.
3. DELIVER QUALITY CARE WITH THE HELP OF COMPETITIVE TRAINING AND GROWTH
OPPORTUNITIES.
Training is essential in all industries, but especially in healthcare, which is
ever-changing and advancing. Whether it be personalized onboarding, compliance
training or continuing education, specialized clinical education is vital to
keep employees working at the top of their licensure and give them opportunities
to advance within their careers.
In a climate in which 24% of nurses change jobs in search of career advancement
or training opportunities, it is vital that post-acute care facilities support
individuals’ professional growth to strengthen their overall organization. Job
satisfaction increases when employees are given career advancement opportunities
that challenge them, recognizing and rewarding hard work without causing
burnout.
4. MEET PATIENTS’ EVOLVING NEEDS BY EMBRACING EMERGING TECHNOLOGIES.
As telehealth and home care become increasingly popular, organizations must
embrace the use of technology to deliver the best possible care to patients. A
2021 report from the U.S. Department and Human Services found that Medicare
visits conducted through telehealth in 2020 increased 63-fold, from about
840,000 in 2019 to 52.7 million. Higher-acuity patients need more services to
support their needs at home or at skilled nursing facilities, which means
post-acute care professionals need proper training to deliver care.
New technologies such as virtual reality and augmented reality can help prepare
healthcare professionals for specialized demands. As more patients receive care
at home and at specialized care facilities, post-acute teams and other providers
must streamline collaboration across the care continuum using tools such as
telemedicine, specialized EHRs or connected medical devices.
5. MAINTAIN EMPLOYEE SATISFACTION AND WELL-BEING WITH CONTINUED APPRECIATION AND
WELLNESS RESOURCES.
Promote wellness within your organization. Working in the post-acute care space
can be incredibly stressful and, at times, overwhelming, with 68.6% of nurses
reporting a stressful work environment as the reason for leaving their jobs.
To avoid employee burnout, offer wellness courses that provide employees with
strategies to improve their own health and wellness, including stress management
and emotional intelligence tactics. Investing in healthy snacks, team-building
activities and other resources to increase employee morale are low-cost
investments that can create a pleasant work environment, increasing employee
satisfaction and retention.
With the post-acute care space accounting for over $2.7 trillion in spending and
almost 15% of total Medicare spending, retaining staff and skilling up to meet
shifting demands are crucial moves. As the industry expands, these roles need to
be prepared to meet evolving care needs. Whether implementing tactics to attract
and retain employees or improving the quality of care, post-acute care
facilities must embrace change to grow and better serve patients.
Vince Baiera, BSN, is Partner, Post-Acute Care at Relias, a trusted partner to
more than 11,000 healthcare organizations and 4.5 million caregivers. Vince is a
former ICU and travel nurse, published author, and founder and president of
step2health.
The opinions expressed in McKnight’s Long-Term Care News guest submissions are
the author’s and are not necessarily those of McKnight’s Long-Term Care News or
its editors.
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