| Don’t Underestimate the Importance and Complexities of Senior Nutrition | <p><img src="/Articles/PublishingImages/740%20x%20740/food.jpg" class="ms-rtePosition-2" alt="" style="margin:5px;width:200px;height:200px;" />Everyone, no matter your age or who you are, needs to have a balanced diet along with exercise to maintain a good and healthy lifestyle. As we get older, the body changes and many different food requirements are added and/or changed through the years depending upon a person’s health criteria. These include areas such as sugar and glucose levels, blood pressure, cholesterol, other cardiac issues, or perhaps it’s about cancer prevention. These are taken into account for seniors and others who are living long-term or short-term at skilled nursing facilities (SNF), as well as assisted living housing. </p><h3>The Importance of Dietary</h3><p>At a typical SNF, the dietary department is the second largest department after nursing. What goes into having a robust and successful dietary and nutrition department is more complex than meets the eye. Kitchen preparation for three meals a day at a SNF that can host either 60 or 560 residents, no matter the amount, the kitchen staff needs to meet all of their food needs. There’s so much more.</p><p>This department oversees everything food-based, from production to calories and fluid intake. It’s a highly complex system, and its importance cannot be taken for granted. The head of dietary oversees it all, they need to be on top of the kitchen staff at all times, making sure the residents have their food, that it’s healthy, on time, and the taste makes them happy. So much is happening behind the scenes when it comes to food that the average person doesn’t realize, and it’s always changing. Staying on top of it is the challenge but a system where dietary listens to what the residents want and need is a successful program.</p><h3>Residents’ Wide Range of Dietary Intake and Needs</h3><p>At SNFs, one of the biggest areas that dietitians look at are carbohydrates in the diet, especially for people with diabetes and cardiac issues. Additionally, salt content, portion control, monitoring calorie count and fluid amount in the diet are areas that are followed within the daily recommended allowances.</p><p>If a resident requires more food, the dietary staff adheres to that after reviewing with clinical staff. If there are residents who require more calories or they just want more food, the facility does provide double portions and even healthy conscious snacks, some fortified foods like super puddings, super mashed potatoes, or super cereals for extra calories. If they need a supplement or something with more protein, dietary provides that as well.</p><p>From a dietitian’s point-of-view, these areas are considered requirements, but happiness may not be 100 percent fulfilled because taste is also a big factor. Taste leads to happiness and one of the biggest areas in feedback from families comes from food complaints. According to management at SNFs, complaints can be easily handled through communication and open dialog between the families, their loved ones, and the facility. Drawing the balance between healthiness and taste may be the million-dollar question because of it being highly individualized and subjective, but easily tackled through family and resident council meetings. </p><h3>Food Prep and Menus</h3><p>Whether a SNF is a stand-alone or part of a large network, a massive amount of food is prepared and served each day three times a day. The trick is to have an organized food service director who plans and leads the kitchen staff professionally, as well as gets to know the residents over time. This director is key to a successful dietary program. Residents are given menus, many times a regular menu and an alternative food menu, but some residents may want something that’s not on the menu.</p><p>At a large network of multiple SNFs, the corporate dietary department also includes regional directors and the facility’s dietitian. On a monthly basis in a food committee meeting, they gather to talk about changes, additions, and edits to the menu while also taking into account requests. The food menu will also be brought up at resident council meetings so anytime a food service director wants to change or improve something that’s on the menu, the clinical staff will be aware and informed.</p><p>Sometimes the residents will have a home recipe that they request. Dietary can add it into production, but they need to make sure that the calories and the overall nutrition pieces work out. SNFs are always trying to balance the types of foods because often the long-term residents prefer comfort food and short-term folks choose wraps, salads, and food they can pick at. It’s a constant push-and-pull with menu items. The provider wants the food to be the best it can be and gives the residents that choice, keeping in mind that the food needs to be highly nutritional and palatable. </p><h3>Regular Meals vs Alternative Means</h3><p>From time to time, families may bring food for their loved ones when they visit. They do this from the goodness of their heart as an alternative to the resident’s everyday meals. The dietary department suggests that whatever is brought in should have a nutritional value.</p><p>Additionally, dietary receives questions regarding food supplements. The facility’s dietary department know that these supplements may have value, but they should not take the place of food and regular meals. The bottom line is that residents need vitamins and minerals from all of the food groups in order sustain strength, health, and longevity, especially for those of advanced age and who are fighting diseases.</p><p>There are residents who cannot feed themselves so placing a straw into a supplement is much easier, but the residents may need more to meet their nutritional needs. Regular food can be better absorbed in the body; it’s better for their muscle mass and bone structure. The dietary staff may recommend more fortified, enhanced foods.</p><h3>Room for Improvement and the Need for Change</h3><p>Dietary personnel at SNFs are always looking to improve their food in terms of spicing it up, so many health institutions investigate outside food vendors exploring new tastes for their residents. In many markets throughout the country, vendors invite SNFs in for taste tests so the facility can get a new flavor perspective on many new items they can offer, such as soups, cooked vegetables, and different types of desserts. These taste tests are attended by the SNF’s nutritionists, dietitians, purchasing managers, and members of leadership.</p><p>Like restaurants, the kitchen at SNFs needs to be aware of food items that are not ordered or are even complained about. When this occurs, the dietary staff will meet with the kitchen staff and try to figure out how to improve the item or remove it. The dietitian will also speak to their vendor about ways to improve that item.</p><h3>Feedback, Social Media, and the Future</h3><p>In today’s world of social media, the field of nutrition and dietary in post-acute care are not immune from feedback over social media. Families who are on social media have discussions about the food where their loved one lives. Dietary leaders need to take that seriously and look at these discussions as an education about how to change or improve.</p><p><span><span><img src="/Articles/PublishingImages/2024/TonjaWerkman.jpg" class="ms-rtePosition-2" alt="" style="margin:5px;width:155px;height:190px;" /></span></span>Looking into the future, dietary and nutrition leaders would like to see better options for the residents who need to have mechanically altered diets—food that is pureed and blended—geared towards to those who have ongoing, advanced age illnesses. These menu options need to be more visually and tastefully appealing and present on the menu. Simultaneously, foods need to have that overall “home” appeal where the residents can connect with the food better, mirroring foods that they would have in their home. Nursing home and assisted living residents are someone’s family so offering them healthy food with a balanced diet 365 days a year is the overall goal. <br><br><span></span><em>Tonja Werkman is a registered dietitian nutritionist and corporate director of food and nutrition at <a href="https://centershealthcare.com/" data-feathr-click-track="true" data-feathr-link-aids="60b7cbf17788425491b2d083">Centers Health Care</a>. Werkman oversees the heads of dietary and food services in all of Centers Health Care’s 45 skilled nursing facilities throughout the Northeast, making sure the residents’ food intake is healthy and plentiful so they can maintain a strong and healthy life. She has been a leader in the dietary field for over 25 years.</em></p> | 2024-12-03T05:00:00Z | <img alt="" src="/Articles/PublishingImages/740%20x%20740/food.jpg" style="BORDER:0px solid;" /> | Caregiving;Diet | Tonja Werkman | As we get older, the body changes and many different food requirements are added and/or changed through the years depending upon a person’s health criteria. |
| Help Is Here for the OSHA Respiratory Protection Standard | <p><img src="/Articles/PublishingImages/740%20x%20740/mask.jpg" class="ms-rtePosition-2" alt="" style="margin:5px;width:200px;height:200px;" />Efforts to keep residents, staff, and others safe were heightened during the pandemic, and respiratory protection was a top priority. The Occupational Safety and Health Administration (OSHA) is increasing the focus on its Respiratory Protection Standard (29 CFR 1910.134) to make sure these efforts continue. As facilities are wrestling with regulatory changes, staffing shortages, and other challenges, this may seem like one more concern to deal with; but there is help and guidance to enable everyone to breathe easier. </p><h3>Stringent Standards: What Do They Mean?</h3><p>The OSHA Respiratory Protection Standard requires nursing facilities, assisted living communities, and ID/DD centers, among other health care organizations, to establish and maintain a respiratory protection program when respirators are required to protect against airborne hazards, including infectious agents such as COVID-19.</p><p>This mandate includes performing medical evaluations, conducting fit testing, providing appropriate respirators, and ensuring proper training for all at-risk employees. Failure to comply can result in substantial fines, penalties, increased liability, and severe health risks to employees.</p><p>OSHA identifies several required elements for a respiratory protection program within its standard. These include:<br></p><ul><li>Identification/assignment of a “suitably trained” program administrator to oversee the program. This could be an infection preventionist or nurse, for example.</li><li>A written respiratory protection program (RPP) with details of specific procedures and elements for required respirator use and other information. </li><li>A risk assessment to identify workers who are at risk of exposure to airborne hazards. These individuals could include clinical or nonclinical staff who come in close contact with residents who have confirmed or suspected COVID-19 or other airborne illnesses during services such as bathing, dressing, toileting, and direct care.</li><li>Procedures to select appropriate types of respirators based on the facility’s hazards and other workplace factors.</li><li>Assurance that any worker using a tight-fitting respirator is fit tested before initial use. This ensures that the size, make, and model provides a proper facial seal to protect the wearer.</li><li>Procedures for conducting medical evaluations of workers who are required to use respirators to assess their ability to wear a respirator safely before they need one.</li><li>Procedures/schedules for respiratory maintenance and storage.</li><li>Training for workers who are required to wear respirators. These should be customized for the education level of each person and ensure that they understand all instructions.</li></ul><p>A facility’s respiratory protection plan applies to all employees who are required to wear a respirator and those that voluntarily wear one. Each employee must be medically cleared to wear a respirator, and a health care professional must review a medical questionnaire form that may include information such as limitations or conditions of use. </p><p>A fit test is needed to determine that the respirator a person will use on the job fits their facial features and maintains a tight seal. Every person must be re-fit tested annually, as well as if the facility changes respirator models or a person experiences a change in facial structure (such as weight loss or gain). Workers should never use a different model of respirator other than the one they are fit tested to use; and they should notify their supervisor if their respirator no longer fits for some reason or the respirator they are fit tested on isn’t available. </p><p>The written plan can be flexible, enabling facilities to respond to possible changing guidance during an emergency, shortages in supplies, reallocation of personnel, and other circumstances that may cause certain aspects of the plan to be impossible to follow or require additional precautions.</p><h3>New Focus for Old Standards</h3><p>As penalties for noncompliance with these standards can be significant, facilities are feeling pressure to get processes in place. However, Michael Arther, owner of MCA Consulting, LLC , noted that this actually isn’t a new standard. What’s new is the focus on nursing homes and assisted living facilities. The baseline is: Have you done a hazard assessment? If you identify a hazard, an airborne hazard in this case, it requires you to implement protections that meet the OSHA standard.</p><p><img src="/Articles/PublishingImages/2024/MichaelArther.jpg" alt="Michael Arther" class="ms-rtePosition-1" style="margin:5px;width:130px;height:161px;" />In long term care facilities, said Arther, the closest thing to an identifiable hazard pre-COVID was tuberculosis (TB); and the standard only applied if a facility housed “known active” TB patients. They would need a method of transferring those individuals out to a secondary provider, such as a hospital, with respiratory protection efforts such as negative pressure environments.</p><p>When COVID hit, the need for more formal respiratory protection processes became clear. This contributed to <a href="https://www.osha.gov/sites/default/files/respiratory-protection-covid19-long-term-care.pdf" data-feathr-click-track="true" data-feathr-link-aids="60b7cbf17788425491b2d083" target="_blank">OSHA’s expansion of their standards to encompass long term care.</a> The agency noted, “Long term care facilities are different than other health care settings because they assist residents and clients with tasks of daily living in addition to providing skilled nursing care.” The agency further observed, “While this guidance focuses on protecting workers from occupational exposure to SARS-CoV-2 (the virus that causes COVID-19 disease) by the use of respirators, primary reliance on engineering and administrative controls for controlling exposure is consistent with good industrial hygiene practice and with OSHA’s traditional adherence to a ‘hierarchy of controls.’ Under this hierarchy, engineering and administrative controls are preferred to personal protective equipment (PPE). Therefore, employers should always reassess their engineering controls (e.g., ventilation) and administrative controls (e.g., hand hygiene, physical distancing, cleaning/disinfection of surfaces) to identify any changes they can make to avoid over-reliance on respirators and other PPE.” </p><p>It is worth noting that addressing respiratory protection in long term care has been a focus for the U.S. Department of Labor for several years. In 2021, the agency announced a <a href="https://www.federalregister.gov/documents/2021/11/05/2021-23643/covid-19-vaccination-and-testing-emergency-temporary-standard" data-feathr-click-track="true" data-feathr-link-aids="60b7cbf17788425491b2d083" target="_blank">new emergency temporary standard to protect more than 84 million workers from the spread of the coronavirus</a> on the job. Under this standard, covered employers were required to “develop, implement, and enforce a mandatory COVID-19 vaccination policy, unless they adopt a policy requiring employees to choose to either be vaccinated or undergo regular COVID-19 testing and wear a face covering at work,” according to a press release from the agency at the time. “The federal government was really pushing for an infectious disease standard that would cover all potential exposures for all employers, but primarily health care providers,” said Arther. </p><h3>Respirator Review</h3><p>Arther stressed, “The primary purpose of a respirator is to protect your health from airborne hazards, which come in multiple forms.” These include solid particles like dust, droplets like mists, or even gases. Respirators are a type of PPE used to protect workers against breathing these airborne hazards. They are often used in conjunction with other types of PPE such as gloves, goggles, and procedure gowns. Practitioners and direct care staff are obvious candidates for the use of respirators and other PPE and a clear target of training for the OSHA standard. However, Arther observed that respiratory protection may be needed for other workers as well. For instance, maintenance staff may be exposed to airborne hazards when they are performing tasks such as replacing filters or making repairs in high-risk areas.</p><p>When a respirator is required to protect against COVID-19, employees should use a National Institute for Occupational Safety and Health (NIOSH)-approved filtering face piece respirator rated at N95 or greater. The respiratory protection program administrator should coordinate with infection preventionist and/or other team leaders regarding respirator selection, supplies, and usage. This individual also will monitor the inventory and availability of respirators. Of course, there may be instances where respirator supply is limited; when this happens, alternate precautions may be employed based on guidance such as emergency use authorization. </p><h3>Help Is Here</h3><p>“Preparation for compliance with the standard starts with the training and education piece,” said Arther. This is especially key in a world where turnover is high, and training can fall through the cracks for new employees. Everyone needs to know what the potential exposures are and the correct application of PPE. They need to know that if masks and other devices are used properly, they are protected. Arther, who frequently conducts training on respiratory protection, said that there is a sigh of relief among people once they understand the basics and the value of a respiratory protection plan. They realize that if there is another pandemic or other respiratory emergency, they will be able tobest protect their residents, colleagues, family, friends, and themselves. <br><span><a href="https://educate.ahcancal.org/products/osha-respiratory-protection-plan-training-and-compliance-resources#tab-product_tab_overview" data-feathr-click-track="true" data-feathr-link-aids="60b7cbf17788425491b2d083" target="_blank"><img src="/Articles/PublishingImages/2024/24%20RPP%20300x250.png" class="ms-rtePosition-2" alt="" style="margin:5px;width:200px;height:167px;" /></a></span></p><p>There are many tools and materials for providers to help them start this journey and stay on track. Among the resources is a comprehensive <a href="https://educate.ahcancal.org/products/osha-respiratory-protection-plan-training-and-compliance-resources#tab-product_tab_overview" data-feathr-click-track="true" data-feathr-link-aids="60b7cbf17788425491b2d083" target="_blank">Respiratory Protection Plan</a> from AHCA/NCAL, in collaboration with MCA Consulting. This training program and tool kit provides everything needed to comply with the new OSHA standard, including a customizable template plan, essential forms, training videos, and detailed reference guides. </p><p>Resources include:<br></p><ul><li>Access to OSHA-compliant forms for program documentation.</li><li>Step-by-step fit testing instructions to ensure proper respirator use.</li><li>Customizable templates tailored to your facility's specific needs.</li><li>Practical guides and tools for straightforward implementation.</li><li>Video training for managerial staff and program administrators on respiratory protection requirements.</li><li>Video training for employees, meeting all annual OSHA training requirements.</li></ul><p>“This is beyond a template or a course. We built a system with all the tools providers need,” said Arther. “They don’t need to be experts on respiratory protection. We know what OSHA requires and what they will be looking for and enable them to have OSHA-compliant policies and procedures. This system is customizable for each organization.” </p><h3>Looking on the Bright Side</h3><p>While a more comprehensive awareness of this standard may require facilities to implement some new programs and policies, they will also reap benefits. “It’s important for staff to know that you have a respiratory protection program and that you are going to supply them with everything they need to protect themselves,” said Leslie Eber, MD, CMD, a Colorado-based multi-facility medical director.</p><p>The OSHA standard, she suggested, “codifies for facilities the steps they need to take to have an appropriate respiratory protection program.” She added, “This helps ensure you don’t get caught off guard with the next respiratory emergency.” As a result, everyone in a facility or community—from the business offices to the kitchen and housekeeping staff—will have the knowledge and confidence to protect residents, themselves, and others from airborne illnesses and other infections. They will know what it feels like when an N95 mask fits correctly.</p><p>Once this gets on everyone’s radar and facilities get a process in place, they can ensure yearly testing and keep their plans moving forward. Arther added, “It's going to reduce airborne infection and make it possible for facilities to take in more residents.”</p><p>He stressed, “This isn’t about keeping people in respirators day in and day out. You want to maintain it for the purpose of being able to react and respond quickly and agilely. This will keep you ahead of things, which is important for reacting to surges in respiratory virus activity in your community.”</p><p><img src="/Articles/PublishingImages/headshots/JoanneKaldy.jpg" alt="Joanne Kaldy" class="ms-rtePosition-2" style="margin:5px;width:145px;height:183px;" />Instead of panicking, facility leaders should take stock about what processes and policies they already have in place so they don’t try to reinvent the wheel. “Providers likely have most of the pieces, but the AHCA/NCAL resource gives them the checklists to identify any gaps or missing pieces and address them promptly and effectively,” said Arther. He added that having an effective respiratory protection program sends a positive message to current and prospective staff. It tells them, he suggested, that the facility prioritizes staff safety and will work to protect them from illness and infections. </p><p><em>Joanne Kaldy is a freelance writer and communications consultant based in New Orleans.</em><br></p> | 2024-11-19T05:00:00Z | <img alt="" src="/Articles/PublishingImages/740%20x%20740/mask.jpg" style="BORDER:0px solid;" /> | Caregiving;COVID-19 | Joanne Kaldy | As facilities are wrestling with regulatory changes, staffing shortages, and other challenges, this may seem like one more concern to deal with; but there is help and guidance to enable everyone to breathe easier. |
| How to Keep Up with the Jones to Attract Residents | <p>Are you a Baby Boomer or Gen Xer who feels like you don’t quite fit in your generation? It could be because you’re really Generation Jones, a member of that group of people born between about 1954 and 1965. </p><p><img src="/Articles/PublishingImages/2024/Jonathan-Pontell.jpg" class="ms-rtePosition-2" alt="" style="margin:5px;width:185px;height:171px;" />According to Jonathan Pontell, who coined the term ‘Generation Jones,’ research has shown that these individuals have personalities, attitudes, and values that distinguish them from Boomers and Xers. “I think Gen Jones plays a particularly pivotal role. It’s arguably the most important demographic for people in this industry to learn about,” said Pontell. After all, he observed, while they may be a bit young for assisted living or even senior communities, there “is going to be a huge wave of these people headed your way;” and the time to start preparing is now. </p><h3>Who Are The Jonesers?</h3><p>Generation Jones takes its name from a common, almost anonymous name from the ‘50s and ‘60s, as well as the terms “jonesin,’” meaning craving, and “keep up with the Jones,” two concepts that were popular among kids growing up in the 1970s. </p><p>Most Generation Jonesers, unlike Boomers, didn’t have fathers who were World War II veterans, and they didn’t have to deal with a military draft. They grew up with television, and many haven’t lived in a world without a TV. Jonesers were young adults in the go-go ‘80s, but high mortgage rates made it nearly impossible for most to buy a house on a single income. Their music was disco, punk, and new wave; and the concept of free love waned as the AIDS epidemic made headlines. </p><p>Gen Jones “has a distinctive personality that is quite different than Boomers and Xers,” said Pontell. If anything, he added, “We are closer to Xers.” One important thing to understand about Gen Jones is that “as children, we were given huge expectations during arguably the height of post-World War II American confidence and affluence.”</p><p>Financially, Jonesers assumed they would do at least as well as their parents financially. “We turned our eyes to future with sort of a new, improved American dream,” Pontell said, that wasn’t just about money and financial security. “Our dream was more reflected in the zeitgeist of self-fulfillment and self-realization,” he explained. </p><p>While Jonesers grew up with huge expectations, they were confronted with a dramatically different reality as they came of age in the ‘70s and ‘80s with a souring economy and accompanying disillusionment. Pontell said, “We entered the workforce at a difficult time with some of the worst employment options since the Great Depression.” In order to survive, many Jonesers put their dreams on hold and “went first for the cash.”  Young Jonesers dreamt of writing the great American novel, traveling the world, or doing great humanitarian things, but they put these things off and hoped to revisit them some day.</p><h3>Gen Jones and Long Term Care</h3><p>While Gen Jonesers may not be looking at assisted living for themselves, many of them are decision makers for their parents. As a result, providers need to appeal to these individuals in their marketing and amenities. “Providers need to be effective at selling Gen Jones children on why their parents should choose their facilities,” Pontell said. They will want communities that offer both quality of life and security. For instance, many will want to know what will happen to their loved one if they are no longer able to afford monthly fees. Jonesers will be counting on technology to keep in touch with their loved ones in assisted living or other setting, so they will be looking for a robust digital presence. As they value authenticity, they will be viewing websites critically. Instead of stock photos, said Pontell, consider using images of actual residents and staff.</p><p>For themselves, Gen Jones is likely to be attracted to communities that are more like a college campus, a place of growth and learning where they can explore things they’ve always wanted to. Pontell suggested that they are going to want to more amenities than are typically offered and won’t be satisfied with the same old same old. </p><p>“Our generation is going to be challenging for people in this industry because of how fiercely independent we are,” said Pontell. This stems from the fact that this was the first generation of latch-key kids and many were children of divorce. “This is fundamentally different than previous generations, including Boomers,” he said. As a result, they will be “less than enthusiastic” about going into an assisted living community or similar setting. To attract these individuals, it will be important to emphasize how they will be able to maintain their independence and what technology and other supports will enable this. </p><p>At the same time, said Pontell, “The nature of Gen Jones is such that it that it's going to be much more effective with them to create a more cooperative business model where the residents help determine what's going on, where you ask them what they want, and then you create more of a horizontal than a linear style analogous to the ‘it takes a village’ model.” It is important for providers to embrace this concept, he noted, as Jonesers are going to demand customization and personalization. The one-size-fits-all approach “is just not going to work with Gen Jones.”<br></p><h3>Words Matter</h3><p>Marketing/promotional words and phrases that were particularly effective with older generations won’t work with Jonesers, Pontell said. For instance, “You earned it” is a phrase that has been used effectively with the generations that grew up during the Depression and World War II. Gen Jones, on the other hand, “has a sense of entitlement,” so “you deserve this” is more likely to resonate with them. He explained, “We feel that we deserve things, and this messaging appeals to us.”</p><p><img src="/Articles/PublishingImages/headshots/JoanneKaldy.jpg" class="ms-rtePosition-2" alt="" style="margin:5px;width:131px;height:165px;" />Generation Jones is more reachable, more persuadable today than they were 15 years ago, said Pontell, and there is a lot of data to support this. “They are changing brands and open to trying new things, so it’s a good opportunity for people who are trying to sell them things,” he suggested. However, he stressed that Jonesers are much more skeptical than Boomers so it will be important to win their trust. This means, for instance, not just telling them that the food is good but inviting them in for a meal. Instead of telling or even showing them how good the amenities are, invite them to spend the day or a night and experience things firsthand. “It will be really important to communicate with them in transparent and authentic ways.”</p><p><em>Joanne Kaldy is a freelance writer and communications consultant based in New Orleans.</em><br></p> | 2024-11-05T05:00:00Z | <img alt="" src="/Articles/PublishingImages/740%20x%20740/boomers.jpg" style="BORDER:0px solid;" /> | Caregiving;Assisted Living | Joanne Kaldy | Are you a Baby Boomer or Gen Xer who feels like you don’t quite fit in your generation? It could be because you’re really Generation Jones, a member of that group of people born between about 1954 and 1965. |
| Navigating SNF Success: Building Resilience in Today's Complex Landscape | <p><strong class="ms-rteForeColor-2">ADVERTORIAL</strong></p><p style="text-align:center;"><img src="/Articles/PublishingImages/2023/CuranaHealth.jpg" alt="" style="margin:5px;width:300px;height:86px;" /></p><p style="text-align:center;"><br class="ms-rteFontSize-2"></p><p style="text-align:left;"><img src="/Articles/PublishingImages/2024/Curana.jpg" class="ms-rtePosition-1" alt="" style="margin:5px;width:200px;height:200px;" />In today's rapidly evolving health care landscape, skilled nursing facilities (SNFs) face a myriad of challenges. From occupancy concerns and payment issues to regulatory hurdles and rising patient acuity, there's no single solution to address the complex web of difficulties operators face.</p><p>However, certain facilities are finding success by embracing a multi-pronged, holistic approach that incorporates several strategies backed by value-based care principles.</p><p>At Curana Health, we partner with SNFs across the country, helping them stay ahead of the curve and improve their patients' overall wellbeing. Through this work, we've identified three specific strategies that significantly benefit skilled nursing operators, allowing them to not just survive, but truly thrive, in the ever-changing senior care landscape.</p><h3>Leverage Cutting-Edge Technology Solutions</h3><p>The skilled nursing sector is undergoing a technological revolution, which is characterized by greater levels of interoperability as well as the development and adoption of various HIPAA-compliant technologies, like:<br></p><ul><li>Remote patient monitoring devices that use radio wavelengths to detect vital signs (including heart and respiratory rate) and activity without requiring a clinician’s presence.</li><li>Real-time intelligence software that identifies patients who may be at high risk for rehospitalization and sends timely alerts regarding changes in patient care settings, hospital discharge summaries, and medical history updates to clinicians and providers (prompting earlier intervention and better outcomes).</li><li>Secure clinical communication applications that improve care team collaboration and allow for the sharing of patient information (that leads to improved clinical outcomes).</li></ul><p><span><span><em><img src="/Articles/PublishingImages/Pages/Navigating-SNF-Success-Building-Resilience-in-Today%27s-Complex-Landscape/Curana_Sharon.jpg" alt="Curana_Sharon.jpg" class="ms-rtePosition-2" style="margin:5px;width:140px;height:172px;" /></em></span></span>While these technologies have been shown to positively impact facility operations and patient outcomes, they can be costly to implement. That's where a value-based care partner can make a difference.</p><p><span><em></em></span><span><em></em></span>“By partnering with organizations that invest in and implement these solutions, SNFs can access cutting-edge technology without bearing the financial burden themselves,” says Sharon Andersson, RN, MBA, information technology consultant for Curana Health “At Curana, our technology solutions are part of our overall offerings and toolkit for success. We invest in the software, devices, monitoring staff, and installation. It's all part of our standard practice, and the implementation is managed by our experienced team.”</p><p>In addition to providing SNFs with the aforementioned technologies, clinicians working within value-based care organizations may also utilize best-in-class electronic health record software that allows for interoperability and the capture of complete and accurate resident diagnoses. This raises awareness of quality gaps and provides SNFs’ Minimum Data Set (MDS) teams with access to accurate health records (which support PDPM and Quality Assurance and Performance Improvement). </p><h3>Find the Right Medical Director</h3><p><span><em></em></span><span><span><em><img src="/Articles/PublishingImages/Pages/Navigating-SNF-Success-Building-Resilience-in-Today%27s-Complex-Landscape/Curana_Paula.jpg" alt="Curana_John.jpg" class="ms-rtePosition-1" style="margin:5px;width:140px;height:173px;" /></em></span></span>The role of a medical director in a SNF is more critical than ever before, yet many facilities are not fully leveraging this position.</p><p><span><em></em></span>“The level of acuity in skilled nursing facilities has been increasing steadily for the last several years, with more patients requiring complex and interdisciplinary care after hospital discharge,” says Paula Requeijo, MD, CMD, chief medical officer at Curana Health. “Now more than ever before, it is crucial that medical directors are engaged, available, and knowledgeable about the regulations their facility is held to.”</p><p><span><em></em></span>In addition to being fully engaged with the facility's operations, medical directors should be well-versed in the regulations that govern SNFs, such as the Centers for Medicare & Medicaid Services’ (CMS’) State Operations Manual. They should also actively participate in Quality Assurance and Performance Improvement (QAPI) meetings, review cost and utilization data, and work collaboratively with staff to implement effective workflows.</p><p><span><em><img src="/Articles/PublishingImages/Pages/Navigating-SNF-Success-Building-Resilience-in-Today%27s-Complex-Landscape/Curana_Tasha.jpg" alt="Curana_Tasha.jpg" class="ms-rtePosition-2" style="margin:5px;width:140px;height:172px;" /></em></span>“Curana Health’s medical directors are frequently present in our partner facilities and maintain regular communication with staff,” says Tasha Janssen, NP-C, vice president of operations at Curana Health. “They're also supported by on-site nurse practitioners and 24/7 call coverage. This level of involvement helps prevent hospitalizations, drive better health outcomes, and enhance overall quality of care.”</p><h3>Stack the Reimbursement Deck in Your Favor</h3><p>With CMS mandating that all Medicare beneficiaries participate in a value-based care plan by 2030, SNFs have a unique opportunity to participate in institutional special needs plans (I-SNPs).</p><p>These Medicare Advantage plans are specifically designed to provide targeted coverage for beneficiaries with special needs, providing a highly coordinated level of care for individuals who require long-term care in skilled nursing facilities.</p><p style="text-align:left;"><span><em></em></span><span><em><img src="/Articles/PublishingImages/Pages/Navigating-SNF-Success-Building-Resilience-in-Today%27s-Complex-Landscape/Curana_John.jpg" alt="Curana_John.jpg" class="ms-rtePosition-1" style="margin:5px;width:140px;height:172px;" /></em></span>“By participating in Medicare Advantage plans like I-SNPs, skilled nursing facilities can experience significant upside in a value-based care solution without having to put up significant capital or take on risk,” says John Emami, vice president and general manager of Align Senior Care (a fully owned and operated subsidiary of Curana Health). “These plans offer senior residents supplemental benefits beyond original Medicare and extensive care coordination services, all while allowing facilities to share in savings by meeting quality benchmarks.”</p><p>Alternatively, SNFs ready to dive headfirst into value-based care and I-SNPs can develop their own Medicare Advantage plans, receiving the full capitation rate from CMS.</p><h3>Staying Ahead of the Curve</h3><p>The SNF landscape is undeniably changing, but by leveraging advanced technology solutions, choosing the right medical director, and exploring innovative reimbursement models, your organization can position itself for success. The key is to adopt a holistic approach that combines these strategies in a way that best suits your facility's unique needs and circumstances.<br><br><em>Driven by the mission of improving senior living residents’ health, happiness, and dignity, Curana Health is dedicated to advancing the adoption of value-based care and transforming the health care experience for senior living residents. Curana’s medical group offers primary, post-acute, and multi-specialty care to seniors in skilled nursing facilities, assisted and independent living communities, and memory care settings. Curana’s accountable care organizations and health plan partnerships support the medical group’s personalized, proactive, and coordinated clinical care model. Additionally, Curana Health’s owned and operated Medicare Advantage Special Needs Plans make care more accessible and affordable for residents, while also offering skilled nursing facilities and senior living operators enhanced operational capabilities and new financial opportunities aligned to improved clinical outcomes. Currently, Curana’s 1,000+ clinicians serve approximately 200,000+ patients annually, spanning 34 states and 1,500+ senior living sites. To learn more, visit </em><a href="http://www.curanahealth.com/" data-feathr-click-track="true" data-feathr-link-aids="60b7cbf17788425491b2d083" target="_blank"><em>www.curanahealth.com</em></a><em>.<br></em></p> | 2024-10-29T04:00:00Z | <img alt="" src="/Articles/PublishingImages/2024/Curana.jpg" style="BORDER:0px solid;" /> | Technology;Medicare Advantage | | Curana Health partners with SNFs across the country to help them stay ahead of the curve and improve patients' overall wellbeing. |