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LTC workforce will need to grow by 2.3 million in order to suitably care for the nation’s aging population.
The long-term care (LTC) workforce is similar to the direct care workforce, except registered nurses, physicians, administrative staff, and informal caregivers are included in the workforce (Leadingage.org). The LTC workforce includes both medical and non-medical care to any patients who require LTC services. A report shared by CNN claims that by 2025, the LTC workforce will need to grow by 2.3 million in order to suitably care for the nation’s aging population.
Robust recruitment efforts will need to be implemented in order to address this workforce crisis. A large component of maintaining the success of recruitment into LTC is to improve retention efforts. The LTC workforce’s high turnover rate is largely due to various barriers and obstacles keeping LTC workers from job satisfaction.
According to healthaffairs.org, there is a worsening shortage of competent, committed, paid long-term care workers who are able to meet the needs of older adults.
Efforts to address the shortage must be informed by a conceptual framework that acknowledges the unique circumstances affecting these workers.
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We take the time to get to know our your needs, so that we can effectively unite your long-term care workforce development objectives with creative solutions.
Recruitment
We can help you engage the future workforce and attract quality talent by thinking outside the box and bringing new solutions to the table.
REtention
We can help you reduce turnover by implementing an employee digital experience platform that provides seamless access to job specific information, resources, and communication tools.
Training & Development
We can help you meet your training delivery outcomes by providing a robust and highly customizable learning management system, online compliance trainings, and leadership development workshops.
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