Staffing remains a priority for many healthcare organizations as shortages continue to impact the landscape. Looking ahead, the U.S. Bureau of Labor Statistics reports the demand for healthcare services will increase due to the large number of older adults, who typically have more complex medical needs.
By 2054, the number of adults 65 and older in the U.S. is projected to increase to 84 million. This could put additional strain on healthcare staffing. Some PACE (Program of All-Inclusive Care for the Elderly) programs have already experienced staffing challenges, particularly in nursing and direct care provider roles like Certified Nursing Assistants and Personal Care Assistants.
But addressing hiring challenges is about more than filling roles—it’s about finding the right fit. This is key for both startups and established PACE programs.
PACE is a unique model of care focused on keeping people with complex, chronic medical needs in their homes, giving them independence and enhancing their quality of life. When staff align with this model and buy into a program’s mission, it can help reduce risk of turnover.
So, how do you recognize mission-driven candidates? Asking certain questions in the job interview process can help.
Some people may be under the impression older adults with complex needs can only live safely in a nursing home facility, but this is not the case. This was underscored during the pandemic when the National PACE Association reported that PACE enrollees contracted or died as a result of COVID at one-third the rate of nursing home residents.
PACE is designed to help people with complex medical needs remain in their homes, so it’s important staff support this model of community-based care. Depending on what safe at home looks like to various job candidates, programs can better sense whether they align with the program mission and PACE model of care.
The PACE model is built around meeting participants where they are, giving them greater autonomy. So, it’s critical for staff to be flexible in attending to participant needs. Gauging how candidates might react in certain situations, and whether their reactions demonstrate flexibility, can help programs sense how they may handle similar cases and whether they are a fit for PACE and the program’s mission.
In PACE, programs work to mitigate risk and support participants in their home life. It’s important to remember that everyone’s home life is different. As one example, homes might have varying levels of tidiness and cleanliness, where some homes may be more cluttered or disorganized than others.
Mitigating risk does not necessarily mean completely changing how participants live. It means enabling them to live their lives and make their own choices while also keeping them healthier and safer.
Living the mission
Job interviews are a two-way street. In addition to giving organizations the opportunity to evaluate candidates, interviews also allow candidates to determine if an organization is the right fit for them, their experience, and their personal mission. So, it’s vital programs clearly articulate their mission when interviewing candidates.
It’s also important programs nurture their mission among staff who have been brought on board. One way for programs to do this is by living their mission, which means keeping their mission top of mind in program operations, thereby making decisions based on the best interest of participants. This will help programs embody their mission and demonstrate it to employees. Programs can also provide ongoing education.
In addition to helping reduce turnover, when programs live their mission, it can lead to better health outcomes for participants. This in turn could drive better financial results—reducing unplanned facility utilization and medical expenditures and lowering total cost of care—which is a true win all around.
Transforming healthcare through comprehensive pharmacy management, helping people with the most complex needs live healthier, wherever they call home.
© 2024 All Rights Reserved.