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SNF, AL providers struggle to find quality CNAs—and federal/state regs aren’t helping
Certified nursing assistants (CNAs) are the backbone of post-acute care. But finding quality CNAs to recruit is harder than it should be, provider organizations say.
As the demand for long-term and post-acute care services increases, providers are feeling the pinch in local markets where there is a lack of trained CNAs available. The 75-hour federal training requirement is difficult to fulfill in many regions, especially rural areas. Yet, 31 states require more training than the federal minimum—ranging from 80 to 180 hours. Amid the dearth of qualified CNAs, providers are often compelled to host their own training programs to ensure sufficient staffing.
But if a provider receives a civil monetary penalty of more than $10,484 from the Centers for Medicare & Medicaid Services for survey deficiencies, the provider’s own in-house training programs can be suspended for two years, creating a “wag the dog” situation.
“The long-term care sector is facing many challenges today, but our members continue to provide better care than ever despite financial downturn and a tight labor market,” says Mark Parkinson, president and CEO of the American Health Care Association (AHCA), who has joined other post-acute care organizations in taking their frustrations to Capitol Hill. “That’s why it’s so important to tell policymakers that we need a predictable financial future and fair regulatory environment to survive the current economic climate.”[/vc_column_text][vc_infobox title=”How your organization can gain quality CNAs”]With an increase in the older demographic, competition is heating up for qualified nursing and nursing aide staff. Healthcare HR organizations predict that shortages will become worse.
By 2025, the long-term and post-acute care industry could find itself short by 95,000 nursing aides, according to the U.S. Healthcare External Labor Market Analysis, conducted by healthcare consultancy Mercer.
In order to become the provider that draws—and keeps—quality CNAs, consider offering one or more of the following:
- Creative bonus structures and incentives for off-time
- Opportunities for housing
- Incremental educational stipends
- Mentoring programs to foster onsite skills development and job satisfaction
- Educational incentives to encourage CNA-to-LPN advancement