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ReadyCNA is available to providers and training organizations in all 50 states and the District of Columbia. To request a demo, please click below or email us. We posit that it is no accident that while LTC workers in our country provide the essential care that millions of older adults and people with disabilities rely on, the workers themselves continue to be marginalized with little recognition of the crucial role they play in our society.
These caregiving jobs are some of the fastest growing occupations in the U. We believe that in developing innovative workforce policy centered on BIPOC women caregivers, we can confront the links between systemic racial and gender inequities and poor job quality that are at the root of the care crisis. Kellogg Foundation grant to build policy and communications capacity to develop a LTC workforce policy platform that centers job quality and equity, while simultaneously driving narrative change.
Want to get involved? Click here to join the conversation! These models really do provide the necessary intensive wraparound services and supports that may be localized to a variety of languages, because if we think about the health care workers that we serve, we are talking about many immigrants and many different languages depending upon geographic location, etcetera.
We have almost twenty different competency-based occupations registered under our national program. But I think the healthcare sector, as you talked about — even though it has a long history of apprenticeship-like training models — does not have a strong history of uptake for the formal registered apprenticeship model. Oftentimes, when I have this conversation, I think we need to be realistic about people who love to talk about scale and things of that sort related to registered apprenticeship because we are embedding a new model.
I think there are some common misconceptions, but I think we need to be realistic about what traction, application, and scale mean for registered apprenticeship in healthcare right now and build upon the good success that folks such as ourselves and others have had over the past few years.
All that being said, if you look at the core components of registered apprenticeship models in healthcare: earn and learn; structured on-the-job learning; mentorship from an experienced health care provider — that, importantly, is formally trained to be a mentor because just because you are good technically in your profession does not mean that you are a good mentor; robust supportive services; pre-apprenticeship model options…I think it can oftentimes be a particularly elegant solution to some of the challenges in our sector for certain occupations.
Van Ton-Quinlivan: Daniel, could you clarify the role of wages in this type of model? Daniel Bustillo: Yes. So, in a formally registered apprenticeship model, there is a requirement to have at least one — you can have more than one — but at least one formal wage progression.
This is a job from the beginning. This is a real commitment. This is a job that provides real wages with at least one wage progression built-in. Speaking to your point, one of the things that is oftentimes unspoken but certainly true, is that apprenticeships — primarily due to the elements we referenced — certainly function for workers and adult learners, and the evidentiary base continues to build regarding better outcomes for investment on the demand side.
Since the pandemic, ironically, for certain occupations in certain locations, we have definitely seen an uptick.
All of us need more care as our parents age or our family members have needs. What do you think? Daniel Bustillo: I appreciate that question. Working with partners in particular locations such as Washington State and New York, we have a pretty robust registered apprenticeship program for Home Health Aides or Advanced HHAs that, importantly, has a variety of different specializations built into it in terms of separate tracks that are targeted towards disease-specific conditions.
Dementia is an example. Speaking to your question more broadly, Van, when looking at national occupational projections to by far the largest number of projected new jobs needed is for home health and personal care aides. Ideas for how to break that cycle are not training-related. Thank you for your leadership in this area. We definitely need some rethinking on the social structures and the human infrastructure that all of us will need in the future.
Van Ton-Quinlivan: I want to dive in a little bit. You mentioned dementia, the training of a home health aide, and the connection to an apprenticeship.
Talk to us a little bit more about how that model works. There are six different potential specializations at the moment. Dementia is just one of them, and I mentioned that because it is obviously critically important. It involves providing the necessary competencies to those caregivers for the particular clients that they are working with. If it is in a hospital setting, patients. Van Ton-Quinlivan: Is the curriculum for the six areas of specialization already developed out there, Daniel?
Daniel Bustillo: Yes, it is for most of the tracks. This is not necessarily new.
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