Leaders Wanted: Using Career Paths and Apprenticeships to Grow our Talent Pipeline Sponsored By:
What We’re Up Against *in 3 Images
Healthcare Job Openings Exceed 1.1 Million
Bureau of Labor Statistics; figures are seasonally adjusted
Building the Senior Living Workforce
• We need to grow a workforce of trained professionals to serve America’s seniors. • By 2025, 347,000 new jobs will be available in the senior living industry. We need to recruit 1.4 million new employees by then. • The senior living industry outpaced average U.S. job growth by 3.7%.
Leaders Wanted: Using Career Paths and Apprenticeships to Grow our Talent Pipeline Sponsored By:
Leaders Wanted: Using Career Paths and Apprenticeships to Group our Talent Pipeline Moderator: Brent Weil Vice President of Workforce Development Argentum
Tommy Comer Chief Human Resource Officer Commonwealth Senior Living
Morei Lingle Senior Vice President, Chief Administrative Officer Merrill Gardens
Why Apprenticeship? • There is a perception that caregiving careers don’t offer much career advancement, which reduces the number and quality of job applicants • Turnover for caregivers means we are constantly looking for new workers and retraining, instead of retaining and rewarding high performers
The Model • Participating providers define on-the-job training and related technical instruction for employees enrolled as apprentices • Apprentices who complete the requirements earn a defined pay raise and/or promotion at each credential or level
Apprenticeship Steering Group
Proposed Model: Senior Living Apprenticeship
Residential Care Aide
Entry Level
Level 1
Level 2
Level 3 (Choose 2 or more)
CNA (or state equivalent) QMA/Med Tech (or state equivalent)
Safety & Resident Care
Dementia
Advanced Nursing Assistant Preceptor/Mentor Geriatric Specialist
Impact: Trilogy Health Services • Launched program in 2017 • Registered in 4 states (KY, IN, MI, OH)
Thoughts on Provider Participation • A model of inclusion has been very successful – enroll everyone at orientation • The national apprenticeship will establish minimum competencies – you can include more • A focus on culture and “success coaches” is critical • Including apprenticeship raises as “premium pay” has streamlined payroll and maintained compensation bands • Communication and marketing are critical elements – internally and externally
What’s Next • Validate the occupations, levels and pathway • Validate the training standards • Validate hours and competencies • Argentum to develop a national model