CNA Week 2017

The 40th Annual National Nursing Assistants Week starts Thursday!

Are you ready to honor your hardworking CNAs?

Please share the video below with your nursing assistants. And, find a way to recognize their hard work and dedication…whether it be a simple ‘Thank You’ note or an extra paid day off. They deserve it!

Ensure your Aides are ‘In the Know’: www.knowingmore.com

The Key to Nurse Aide Retention

According to the 2016 Private Duty Benchmarking Study, almost 70% of Home Care Providers cite ‘cargiver shortages’ as the #1 threat to their business.  Why is this number so high?  Because nurse aides around the nation are underpaid and undervalued. Their hard work and long hours go unrewarded.

The good news is that it’s not too late to make a change.  We have a step by step plan that could save the future of your business.


The Key to Nurse Aide Retention

The report also found that organizations who provide five or more orientation hours and eight or more continuing education hours have significantly less caregiver turnover rates.

Take action today and keep the future of your organization on track.

Nurse Aide Shortage: A Nationwide Dilemma

There’s a problem in Iowa. According to a recent article published in The Des Moines Register, there are currently thousands of vacancies for direct care workers – including home health aides, certified nurse aides, and personal support attendants.  With the booming economy and low unemployment rate, there are fewer applicants for these positions.  Why?  ”Because direct care is tough work that isn’t rewarded with the pay, benefits and training deserved.”
This dilemma extends far beyond Iowa. In fact, nurse aide turnover is high across the nation. Employers are finding that their existing caregivers are burnt out…and they no longer have potential employees lining up at their doors.  Unless something changes, this dire situation will go from bad to worse as the need for direct care workers is only expected to increase.
What can YOU do to help?
  • Start by valuing your existing nurse aides from day one.
    • Pay a livable wage.
    • Provide a comprehensive orientation.
    • Implement a mentorship program to assist direct care workers when help is needed.
    • Insist upon ongoing quality continuing education to boost confidence.
  • Treat nurse aides like valued members of the healthcare team.
    • Encourage them to share their opinions and suggestions about client care.
    • Involve them in problem solving to encourage critical thinking.
    • Recognize their achievements and praise hard work.
Give your direct care workers the respect they deserve.

Stop Losing Employees. Invest in Them Instead.

Nursing assistant turnover is at an all time high.
What’s the secret to retention?

 

You lose another nursing assistant.   What happens next?

  • Overextended co-workers.
  • Lost productivity.
  • Reduced quality of care.
  • Increased costs.
Your organization scrambles to find another nurse aide…But in the meantime, your existing employees are working overtime and client care is suffering.  You know something needs to be done to prevent this from happening.  But what?
The key is to invest in your nursing assistants.
As front line caregivers, they deserve to feel valuedrespected, and needed.

What can you do?
Quality Continuing Education
In some states, nurse aides can become certified after just a few weeks of training. Once certified, they’re thrust into the ‘real world’ caring for real people with real illnesses.
It’s easy for new CNAs to feel overwhelmed. Staffing shortages and tense co-worker relationships almost “set up” nurse aides to fail.
That’s where continuing education comes in. Prepare YOUR nurse aides for success from DAY ONE.  Quality continuing education will help them feel motivated and confident.

Inservice Packages
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Are Your CNAs In the Know about Sexual Harassment?

Regardless of your political leanings, there is no denying that the current presidential election has brought the issue of sexual harassment to the forefront.  As healthcare professionals, we know that sexual harassment is an important topic, mandated as part of every employee’s training by the Joint Commission, OSHA and state regulations.

Still, it seems as if most women (and some men) have at least one story to tell about a time they were sexually harassed.  Mine occurred many years ago, when, as a 22-year-old college senior, I landed an internship at a well-regarded children’s hospital.  Back then, parents weren’t allowed in the pre-operative area, so my role was to stay with the children and tend to their physical and emotional needs prior to surgery.

One day, as I was comforting a seven-year-old boy who was frightened about his imminent operation, the anesthesiologist assigned to his case came up to the boy’s stretcher.  Loudly enough for the patient to hear, he said to me, “I sure wish you’d hold my hand, lean over me, and talk softly like that…but I’d want you to loosen another button or two on your blouse.”  His words shocked me; I blushed, feeling both embarrassed and angry, but kept my attention on my young patient.

Later that day, I told my supervisor what had happened.  In turn, she relayed the episode to the Chief of Surgery, who asked to meet with me.  He apologized on behalf of the department and said that the offending anesthesiologist would also apologize.  I was told that he had been reprimanded both verbally and in writing in his personnel file.  Soon after, the anesthesiologist did apologize.  He kept his distance for the remainder of my internship and I suffered no repercussions from reporting the harassment.

Looking back, I can’t help but wonder if I would have been so quick to report the incident had I been an employee at the hospital (instead of an unpaid intern).  Would I have potentially jeopardized my job and/or risked escalating the problem by reporting a man with whom I would have to work, day after day, month after month?  I’d like to think the answer is “yes,” especially because the physician’s offending behavior happened in front of a scared child whose life was soon to be in his hands.  But, of course, I’ll never know for sure.

Do your nurse aides understand what constitutes sexual harassment and how to respond if it happens to them?  Is “locker room talk” okay because it’s just words?  What types of actions are considered sexual harassment?  What if the offender is a person of power in your workplace?  What if the offender is a patient?

If your nurse aides could benefit from a better understanding of this important issue, consider our inservice, Sexual Harassment in the Workplace.  It answers all of these questions, and more.  And, because it is such a critical topic these days, we are offering it at a 25% discount now through November 11th.

Sexual Harassment in the WorkplacePlease note that while the inservice was written for nursing assistants and provides them with one hour of inservice credit, the information in the module would be useful for any and all of your employees.

Best wishes,

Linda

Linda H. Leekley BS, RN, President, In the Know