| A Small World is a Big Solution for Workforce Woes | https://www.providermagazine.com/Articles/Pages/A-Small-World-Is-a-Big-Solution-for-Workforce-Woes.aspx | A Small World is a Big Solution for Workforce Woes | <p style="text-align:center;"><img src="/Issues/2022/JuneJuly/PublishingImages/060722_immigration_banner.jpg" alt="" style="margin:5px;" /> </p><p style="text-align:center;"><br></p><p>Sometimes we find ideas in our own backyard. Other times they come across the ocean or halfway around the world. Increasingly, post-acute and long term care leaders are finding physicians, nurses, frontline workers, and other staff in numerous countries. While immigration isn’t a panacea, it’s one promising solution to the workforce shortage. <br></p><p>Over several years, Jody Knox, chief executive officer of Lakeview Christian Home, Carlsbad, N.M., and her team have brought in nurses from nine different countries, most from the Philippines. “They are all RN-trained and have brought stability to our workforce. They are kind and caring and have made us a better community; they’ve become like family,” said Knox. <br></p><p>Access to these nurses always had a positive impact, but even more so when COVID hit. “During the pandemic, we didn’t have to bring in traveling nurses, but we struggled horribly with frontline staffing shortages. We decided to have some nurses handle care such as bathing and feeding.” That may sound like an expensive use of nursing staff, she said, but it would be more expensive to use agency certified nursing assistants (CNAs). Knox added, “We’re not sure how this will work down the road. But it has changed who we are.” She added, “Having bachelor-prepared nurses is a big deal. They provide quality skilled care.”<br></p><p>There definitely has been an increased interest in international staffing in the health care sector, particularly for registered nurses, partially due to the increasing need for nurses and a more long-term strategy of employers. Sherry Neal, an employment-based immigration attorney in Cincinnati, Ohio, says, “We have seen the ebb and flow of international nursing throughout the past two decades, but the demand has significantly increased since the pandemic. The nursing need is serious, and health care organizations know it’s not getting better any time soon. A decade ago, some hospitals and health care organizations shied away from international hiring because of the 12- to 18-month processing time for an immigrant visa. Now more and more organizations are realizing that although international hiring is not a quick fix; it’s part of the long-term strategy to help alleviate the shortage.” </p><h3>American Adjustment</h3><p>There needs to be a balance between giving immigrants the means and opportunities to celebrate their native cultures and helping them understand American ways of working and living. For instance, Knox said, “We have to teach them about American medicine and how we look at things like death and dying. This is different from what is believed in some countries.”<br></p><p>Providing help to get new workers acclimated is essential. This means efforts such as helping them find and retain affordable housing and transportation, arranging for cell phones, and securing services such as childcare. <br></p><p>Language barriers may exist, but this is typically not a problem for international registered nurses. Neal says, “As part of the immigration process for a registered nurse to obtain a green card to work in the U.S., a nurse has to pass an English proficiency exam as well as other credentialing requirements.” Usually, for instance, the only language adjustment for Filipino nurses is becoming familiar with American slang. </p><h3>All Together Now</h3><p>From the early days of this country, immigrants were sometimes demonized and ostracized instead of celebrated. So it is essential to help staff embrace their immigrant colleagues. The ease of this may be surprising. As Knox said, “We are a rural facility and have a large Hispanic population. We have long experienced people speaking multiple languages. At the same time, we try to teach people to be respectful and mindful.” She added, “We have nine different languages being spoken here, but we teach people to be courteous to others, for example, by not speaking another language in front of residents or staff who don’t understand it.”</p><h3>Policies that Promote Immigration</h3><p>American Health Care Association/National Center for Assisted Living (AHCA/NCAL) and other organizations are working to help ensure that organizations that want to bring in practitioners and workers from other countries have that opportunity. The processing of immigrant visa applications has been backlogged due to the pandemic and reduced staffing at U.S. embassies and consulates. Many international health care professionals with job offers from long term care facilities in the U.S. with approved immigrant petitions have been waiting a year or longer for visa interview appointments. Neal says, “There has been progress the last six months as consulate appointments have begun to increase, yet processing times have always been slower than desired. Even before the pandemic, employers had to expect a typical processing time of at least a year.” <br></p><p>Dana Ritchie, senior director of not-for-profit and constituent services at AHCA/NCAL, said, “We are pleased about the recent announcement from the U.S. Immigration and Citizenship Services regarding new actions to reduce the significant legal immigration backlogs and encourage further actions along these lines. We also have been working closely with national refugee organizations, noting our center doors are open to those new to our country who would like to pursue a career in long term care.” She stressed, “AHCA/NCAL strongly supports immigration reform.”<br></p><p>Elsewhere, Rajeev Kumar, MD, CMD, FACP, chief medical officer for Symbria in Warrenville, Ill., recently drafted two resolutions regarding immigration that passed the AMDA—The Society for Post-Acute and Long-Term Care Medicine House of Delegates in March 2022. He said, “These resolutions stemmed from a conversation our board had about struggling with the workforce issue. I also thought about my experiences when I first came to this country and did my training.” <br></p><p>In short, the resolutions are:<br></p><ul><li>Undocumented Noncitizens for Post-Acute and Long Term Care (PALTC). This calls for AMDA and like-minded organizations to advocate for legislative action to create a pathway to immigration for undocumented noncitizens in the U.S. who show their commitment to their intended homeland by working as Certified Nursing Assistants and/or nurses in PALTC settings for a minimum of five years.</li></ul><ul><li>Health Professional Shortage Area (HPSA) and Medically Underserved Area (MUA) Designations for PALTC. This calls for AMDA and like-minded organizations to advocate for designation of all PALTC communities, irrespective of their geographic location, as HPSAs and/or MUAs to facilitate professional recruitment/retention.<br></li></ul><h3>It’s Complicated</h3><p>No doubt, immigration is complicated. Positions like professional nurses and physical therapists are U.S. Department of Labor Schedule A workers. This means that employers don’t need to get a foreign labor certificate when hiring these individuals. Instead, you must agree to sponsor the employee for permanent residence in the U.S. Schedule A nurse recruitment can be effective for helping to address nurse shortages. However, there are limitations and barriers. For instance, depending on the country of origin, it may take a year or more to process the petition.<br></p><p>Elsewhere, the TN Visa—for Mexican and Canadian Citizens—is a nonimmigrant visa, which is for temporary employment. However, it can be extended in three-year increments. <br></p><p>The most common temporary visa option in professional occupations is the H-1B. However, although registered nurses are “professionals,” they rarely meet the standard for H-1B. The H-1B is reserved only for occupations that require a bachelor’s degree. Even if a nurse has a bachelor’s degree, that’s not sufficient as the position/occupation itself must require a bachelor’s degree. Since most registered nurse positions in the U.S. can be filled by a nurse with an associate degree or diploma, it’s hard to overcome the U.S. </p><p>Citizenship and Immigration Service perception that registered nursing is not a specialty occupation for H-1B, unless the employer can show the nurse is filling a more specialized or complex nursing role where the employer does require its other nurses in that area to have at least a bachelor’s degree. <br></p><p>A pitfall, said Steve Flatt, chief executive officer of National HealthCare Corporation in Murfreesboro, Tenn., is that “this is a very slow process, and it’s tedious, especially the interview process at the embassy level. I’m hoping that the process will pick up speed, but right now it is slow and cumbersome.” However, facilities don’t have to go it alone or start from scratch. Flatt said, “It’s helpful to engage a third party that focuses on bringing international workers to the U.S. They’re adept at completing the paperwork and following through the process. They also know how to clear the hurdles that can make it cumbersome.” </p><p>He noted that this can cost money, and providers need to be prepared for that. He added that while bringing nurses from other countries can be pricey, it can be “a bargain” compared to the costs of hiring agency nurses. He said, “You get full-time staff who will be with you day-in and day-out and provide continuity of care, which always leads to better quality.” <br></p><p>Moving forward, immigration will likely continue to play a significant role in addressing long term care workforce shortages. President Biden has announced a commitment for the U.S. to take in 100,00 Ukrainian refugees, and AHCA/NCAL is already working with facilities across the country to offer thousands of jobs for these individuals. Of course, many will not have the ready credentials to work in some health care occupations, but some may be able to obtain the additional training or education in a fairly short time or can fill other positions within the sector. Participating facilities will also offer refugees training, relocation assistance, and support for their integration into local communities. Flatt said, “This is not the cure-all to our workforce issues, but it should be considered a major part of solving this challenge for the foreseeable future.” <br><br><em>Joanne Kaldy is a freelance writer and communications consultant based in New Orleans.</em></p> | Increasingly, post-acute and long term care leaders are finding physicians, nurses, frontline workers, and other staff in numerous countries. While immigration isn’t a panacea, it’s one promising solution to the workforce shortage. | 2022-06-01T04:00:00Z | <img alt="" src="/Issues/2022/JuneJuly/PublishingImages/060722_immigration.jpg" style="BORDER:0px solid;" /> | Workforce;COVID-19 | Cover Feature | Joanne Kaldy | 49 | 6 |
| Apprenticeships Are Lighting the Road to Retention | https://www.providermagazine.com/Articles/Pages/Apprenticeships-Are-Lighting-the-Road-to-Retention.aspx | Apprenticeships Are Lighting the Road to Retention | <p style="text-align:center;"><img src="/Issues/2022/JuneJuly/PublishingImages/060722_apprentice_banner.jpg" alt="" style="margin:5px;width:742px;height:200px;" /><br></p><p>In the midst of a national workforce crisis, finding effective ways to keep the good workers you have can feel like a heavy lift. But one way to take the weight off this challenge is to engage frontline team members in a certified nursing assistant (CNA) apprenticeship program. <br></p><p><img src="/Issues/2022/JuneJuly/PublishingImages/ToddSchmiedeler.jpg" alt="Todd Schmiedeler" class="ms-rtePosition-2" style="margin:5px;width:155px;height:176px;" />“We know that residents are coming into our facilities with higher acuity and greater demands for customer service. An apprenticeship can help facilities address these challenges,” said Todd Schmiedeler, chief executive officer (CEO), Thumbprint Consulting, in Louisville, Ky. He added, “This creates an avenue where everyone gets in a pathway that helps them grow and become more self-sufficient. It’s about finding out where our CNAs want to go professionally and helping them get there.”</p><h3>RAP Taps into CNAs’ Potential and Passion to Learn</h3><p>A CNA registered apprenticeship program (RAP) is a career pathway where individuals obtain paid work experience and classroom instruction through a nationally recognized program. This takes them to a higher level of skills and enables them to obtain specialized training and certification. <br></p><p>Ideally, an apprenticeship not only raises skill levels but also productivity, efficiency, and leadership abilities, thus contributing to greater worker satisfaction and the quality of resident care. A key element of a good apprenticeship is clear wage and career progression. Most commonly, wage increases are tied to the completion of special occupational competencies or program modules. This opportunity to make more money, as well as take on new roles or responsibilities, serves as an incentive for participants. <br></p><p>Individuals who complete apprenticeships often go on to become mentors for new apprentices. Usually, these programs are provided at no cost to the worker, and many also cover related fees and materials. Some also offer a stipend to help participants with childcare or transportation expenses.<br></p><p>RAPs provide training in core competencies to equip participants with the knowledge and experience to serve effectively as a CNA. Additionally, programs may involve advanced competencies in specialty areas (such as palliative or end-of-life care) that apprentices will need for a specific care setting or type of facility. At the same time, RAPs also involve competency training in soft skills such as communicating with residents and staff, managing stressful situations, and leadership skills. <br></p><p>There are numerous national program sponsors and industry intermediary groups that offer RAPs. The key, suggested Schmiedeler, is finding one that has conducted apprenticeships for health care and understands the long term care setting. <br></p><p>One advantage of having an RAP is that you are eligible for funding to support the development and expansion of RAPs. For instance, the Department of Labor (DOL) recently announced the Apprenticeship Building America Grant Program, offering a total of $113 million to pay for worker apprenticeship programs. Grant applications were due on April 25, 2022, and awards notifications are pending. <br></p><p>LaShuan Bethea, NCAL executive director, and AHCA’s senior director of not-for-profit and constituent services Dana Ritchie are pleased to announce that AHCA/NCAL has entered into a partnership with a group called Equus Workforce Solutions for offering long term care apprenticeship programs for our state affiliates and/or provider members that are interested. Bethea and Ritchie noted that, “AHCA/NCAL is excited to be collaborating with Equus to support the development and expansion of RAPs that can positively impact our members and those they serve in the future. The partnership will help to encourage more to enter the long term care field.”<br></p><p>Michelle Day, National Workforce Solutions Director, is leading up this partnership for Equus and noted “Under contract with the DOL, Equus serves as an Industry Intermediary and National Apprenticeship Program Sponsor. Our team provides technical assistance to support the development and expansion of RAPs with a focus on the health care industry. As a comprehensive provider of workforce development services, Equus is uniquely positioned to connect career seekers to apprenticeship opportunities.”</p><h3>More Than a Flyer</h3><p>“We think sometimes that if we communicate something through a flyer, people know about it. But that’s not enough to help CNAs understand how an apprenticeship benefits them and their residents,” said Schmiedeler. <br></p><p>Sherry Perry, board chair of the National Association of Health Care Assistants (NAHCA) and a long-time CNA, agreed, “How the apprenticeship program is introduced makes a difference.” For instance, she suggested it’s important for CNAs to understand that while the apprenticeship is about career advancement and upskilling, it doesn’t mean they have to go back to school and/or become a nurse. An apprenticeship, she said, would be attractive for CNAs who love their jobs but would like to advance in this role and have more opportunities as part of the clinical team.<br></p><p>Perry stressed that the apprenticeship must result in real opportunities after CNAs complete it. “Everyone on the team needs to know what an apprenticeship is and what it means. CNAs who complete the program must feel that they are more respected and have new opportunities that they didn’t have before. <br></p><p>You can’t just do it for appearances.” Also remember, she noted, that other CNAs will be watching what happens. “They will be paying attention. They need to see the positive impact of the apprenticeship programs on CNAs who go through it. If they don’t see any impact or benefits, they won’t see it has a genuine attempt by the facility to invest in and lift up CNAs.”<br></p><p>Schmiedeler said, “Thought leadership is often underrated, but it can make a powerful difference.” If a CNA who is respected and looked up to by others goes through the program and can say it makes a difference, more are likely to embrace it. He explained, “Their energy translates to other people.” At the same time, he said, “You need to look beyond general communication. Everyone’s invitation is no one’s invitation if it doesn’t make you feel special.”<br></p><p>Establish the criteria for participation up front, Perry suggested, adding, “Be transparent about who is eligible, what will be expected of them, and what they will get from the program. Start with your long-term people, those who stood by you during challenging times. Don’t just start with new people and forget your veterans.”</p><h3>The RAP in Action</h3><p><img src="/Issues/2022/JuneJuly/PublishingImages/TinaSandri2.jpg" alt="Tina Sandri" class="ms-rtePosition-1" style="margin:5px;width:155px;height:177px;" />The RAP is an important career ladder that gives CNAs an opportunity to climb to heights they didn’t have access to before. As Tina Sandri, CEO of Forest Hills of Washington, D.C., said of her organization’s program, “We are trying to career-ladder our CNAs to be leaders and connect them with the necessary educational resources.” She added, “Sometimes in life it’s not easy getting to that next step, and we need a nudge. This is a nudge to get our CNAs to the next rung of education if they so desire.”<br></p><p>Forest Hills partnered with Suma Prime School of Healthcare, in collaboration with the D.C. Department of Employment Services, to build an apprentice program. In addition to receiving an industry-recognized credential that meets both D.C. and national standards, graduates also will receive encouragement, support, and connections to resources to further their education and pursue Licensed Practical Nurse (LPN) and Registered Nurse (RN) careers. Forest Hills received grant funds from D.C. Healthcare Career Advancement Program to jumpstart the program. Sandri said, “About 70 percent of the program is online, and the rest is onsite. The focus is on retention.” <br></p><p>Sandri so believes in the apprenticeship program and the importance of investing in CNAs that she and her organization recently applied for an Apprenticeship Building America grant to build an apprentice program that every nursing home in D.C. can take advantage of and to build training programs around the city. They also have applied for an AARP grant aimed at fostering resiliency within the workforce. <br></p><p>“Resiliency is low hanging fruit in terms of getting staff to stay. People are committed but tired, and we are trying to find ways to boost their resilience and keep them from burning out.” In addition to the incremental pay bumps, she suggested, there are other ways facilities can encourage and incentivize CNAs to participate in and complete apprenticeships, such as offering scholarships. <br></p><p>Sandri admits that launching an apprenticeship program can be challenging. With budgets tight, it’s not always easy to find money for such endeavors. She said, “That is why we are chasing grants. But if you watch your tips and insights from AHCA, stay alert for various funding opportunities, and are prepared to roll up your sleeves, it can be done.” <br></p><p>Is it worth it? Sandri thinks so. She said, “The principle of encouraging the best and brightest is basic. How can you afford not to? We hear from our staff that pizza parties and other efforts are nice but that we need to do more. We need solutions that make people feel heard, appreciated, and valued on a deeper, more sustained level.” She further noted, “The biggest metric we are going after is decreased turnover rate. The apprenticeship is a promising strategy. When we have such programs designed to support, engage, and empower our teams, outcomes are better. While there isn’t enough data to link this directly to apprenticeships, we do know that low turnover yields better results, and these programs can help us do that.” </p> | In the midst of a national workforce crisis, finding effective ways to keep the good workers you have can feel like a heavy lift. | 2022-06-01T04:00:00Z | <img alt="" src="/Issues/2022/JuneJuly/PublishingImages/060722_apprenticeship.jpg" style="BORDER:0px solid;" /> | Workforce | Cover Feature | Joanne Kaldy | 49 | 6 |
| Innovative Technology Doesn’t Have to Be Out of Reach | https://www.providermagazine.com/Articles/Pages/Innovative-Technology-Doesn’t-Have-to-Be-Out-of-Reach.aspx | Innovative Technology Doesn’t Have to Be Out of Reach | <p style="text-align:center;"><img src="/Issues/2022/JuneJuly/PublishingImages/060722_tech_banner.jpg" alt="" style="margin:5px;" /><br></p><p>Robotics, intuitive software and devices, and innovations that can improve care and staffing are popping up all the time. However, budgets and funding for such technology are scant. While you may feel like a kid with empty pockets outside of a candy store, it’s important to stay on top of technology trends, and there are some innovative ways to bring them into your facilities.<br></p><p>From robots that can help with medication pass to devices that take vitals and send the information to physicians and other team members, many innovations can free staff from mundane tasks and the administrative/paperwork activities that weigh them down. </p><h3>Tech That Takes Burdens Off Staff</h3><p>“People aren’t using technology as effectively or efficiently as they could because there is a cost to being at the forefront of technological innovation,” said Rod Baird, founder of GPM, an Asheville, N.C.-based health information technology company. However, he added, “The balance is shifting to automation such as bedside monitors so staff don’t have to record information constantly. If you are still making people transfer information manually, it’s time-intensive and unsatisfying for team members who are already overburdened and would rather be spending time with their patients. We can expect to see more effort to implement electronic data exchange as part of efforts to attract and retain good staff.”<br></p><p>Elsewhere, Baird said, “Anything that facilitates the contemporaneous exchange of medication administration is critical because that is the root of so many things that can go wrong, especially post-discharge.” He added, “Anything you can do to close gaps in the electronic prescribing cycle is key to achieving better outcomes.” At the same time, technology that makes tasks more do-able and cuts risks will be welcomed by team members.</p><h3>Role of Robotics</h3><p>Robots will never replace human interactions, but increasingly robotics technology is showing promise for handling some simple but important tasks. Among the offerings:<br></p><ul><li>Stanley Healthcare has created Pria, a voice-enabled tabletop robot that gives caregivers day-to-day insights about a patient’s adherence with prescription and over-the-counter medications. The robotic system also can schedule up to 28 medication doses and provide reminder alerts. It enables quick access to family members or caregivers via voice command and built-in camera for video calls.</li></ul><ul><li>The Mabu wellness coach, another tabletop robot, provides medication reminders and other alerts. It also monitors how the patient is feeling on a daily basis. This device is designed to encourage better patient engagement with practitioners and caregivers. The Mabu has a face and eyes to engage patients and interfaces that include voice response/activation and touchscreen interaction capabilities. </li></ul><ul><li>Smile robotics, a Japanese firm, has develop the ACUR-C, a robot that can serve food and drinks or collect trays of dirty dishes. Other companies, such as Bear Robotics, Pudu Robotics, and Keenon Robotics, also produce autonomous service robots.</li></ul><ul><li>The temi robot V3 is an autonomous personal AI assistant robot with pre-set locations that enables telemedicine visits, as well as connections with family and friends. </li></ul><p>Other technological innovations include wearables that can connect, analyze, and share data. For instance, the TENA SmartCare Change Indicator™ attaches a reusable sensor to the outside of an absorbent product. When it detects urine, it notifies family or caregiver via a smartphone app. This enables decisions about when to change products without intrusive personal checking. <br></p><p>Elsewhere, Toto’s Wellness Toilet scans the user’s body and their output, analyzes it, and provides wellness recommendations accordingly. SafelyYou is a system that detects falls and notifies care staff who can immediately view video of the fall. This can help identify causes of falls and prevent similar incidents in the future.</p><h3>The Cost Conundrum</h3><p>While all these technological innovations hold promise for improving staffing and care, they come with a price tag. Particularly as long term care is coming out of a devastating pandemic, it’s hard to find the money for such expenditures. As American Health Care Association/National Center for Assisted Living (AHCA/NCAL) president and chief executive officer (CEO) Mark Parkinson has said, “Providers have spent tens of billions of dollars fighting the virus….Without adequate resources from lawmakers, financial challenges and access to quality care will worsen.”<br></p><p><img src="/Issues/2022/JuneJuly/PublishingImages/DebbieMeade.jpg" alt="Debbie Meade" class="ms-rtePosition-1" style="margin:5px;" />AHCA past board chair Debbie Meade, CEO of Health Management in Warner Robins, Ga., added, “During the pandemic, we saw the value of technology, particularly the use of telehealth.” But although the Centers for Medicare and Medicaid Services (CMS) enacted waivers to expand coverage for these services, there is little financial support to pay the equipment and devices involved and training for staff. <br></p><p>Generally, while everyone seems to agree about the value of technology, it continues to be a low funding priority. As Alex Bardakh, MPP, CAE, director of public policy and advocacy for AMDA – The Society for Post-Acute and Long-Term Care Medicine, said during AMDA’s recent annual conference, “There was not one single mention of IT infrastructure [in the Biden Administration’s nursing home reform proposal]. We have to ensure we have interoperability and can work with our hospital partners and the entire health care sector.”<br></p><p>Baird noted, “There is a need for federal support for nursing homes to leverage and expand existing technologies and be able to access and implement high-tech innovations.” For instance, this may mean advocating for widespread use of up-to-date electronic health records (EHRs) and clinical surveillance in this care sector, as well as for legislation to incentivize facilities to adopt and use technology.<br></p><p>Nonetheless, Baird said, “Even though the capability to share information exists, facilities aren’t investing in seamless electronic communication. But the staffing crisis may prompt people to make the investment in those integrations to reduce otherwise required labor.”<br></p><p>Seamless and low-cost exchange of information in real time is possible. But, Baird said, “We haven’t gotten to the point where all parties involved can collaborate.” This hopefully will change moving forward as payors and regulators see and support collaboration, interoperability, and free exchange of information. <br></p><p>However, before investing heavily in any technology innovations, leadership should consider how these can streamline processes and help staff do their jobs better. A basic risk-benefit analysis can help determine where money spent on technology is likely to generate the greatest return on investment. At the same time, it is important to engage the staff who will be using the technology in these decisions.<br></p><p>Amber Bardon, CEO of the Parasol Alliance in Chicago, also suggested, “Before you can be successful with technological innovation, you need to make sure your core systems are updated. Some facilities are at the top of the life cycle on updates/replacements, staff training, and so on; others aren’t.” She also noted, “Start with an analysis of where you are and where you want to go. Establish a vision of your technology culture transformation.” This may involve establishing an IT committee to develop and execute a strategy, including identifying funding opportunities.<br></p><p>“There are no easy answers for bringing more technology into our facilities,” said Meade. For instance, she observed that few organizations are prepared for the cost of replacement equipment and upgrades. “There’s no funding available to replace computers, and outdated technology hurts patients and staff alike.”</p><h3>It Takes a Community</h3><p>Just as it takes a village to raise a child, it requires a community to invest in innovations that benefit residents and staff throughout the care continuum. “We need to partner with hospitals and other organizations and stakeholders with a vested interest in quality care to build telehealth systems and other technological innovations,” said Meade. “We need innovations that can help all of us work smarter, not harder.”<br></p><p>One opportunity is partnerships between nursing homes and technology stakeholders. “Partnerships with universities and other stakeholders can help provide facilities with access to innovative technology while they participate in pilots and studies,” suggested Meade. For instance, Susan Horn, Ph.D., senior scientist, Institute for Clinical Outcomes Research, and vice president of research, International Severity Information Systems, received funding from the Agency for Healthcare Research and Quality to create a nationwide project to integrate information technology in nursing homes and other long-term care facilities. As a result of the implementation of this technology, the prevalence of pressure ulcers was reduced by 33 percent among residents in 11 facilities. <br></p><p>Technology developers and vendors also can be partners for innovation. Meade said, “Facilities want technology, but they are struggling. Vendors can help us out be spreading out costs to make innovations more affordable.” <br></p><p>When census rebounds and various technologies become more affordable and accessible, it may be easier to take on new technology. In the meantime, AHCA/NCAL will continue to work with its members on ways to modernize facilities and use technology to provide quality care and attract and keep staff. Meade suggested, “We need to focus on what we do and not on the turmoil around us. We will be keeping an eye on technology issues and looking for ways to ensure a brighter future for long term care.” </p> | From robots that can help with medication pass to devices that take vitals and send the information to physicians and other team members, many innovations can free staff from mundane tasks and the administrative/paperwork activities that weigh them down. | 2022-06-01T04:00:00Z | <img alt="" src="/Issues/2022/JuneJuly/PublishingImages/060722_technology.jpg" style="BORDER:0px solid;" /> | Technology | Cover Feature | Joanne Kaldy | 49 | 6 |