Preface
Nursing
aides and home health aides are two of
the major occupations responsible for
providing patient care of a paraprofessional
nature to chronically ill, disabled, and
elderly persons in nursing homes and other
institutional or community-based settings
as well as at home. The challenges faced
by long-term care facilities in recruiting
and retaining these workers have been
increasing in recent years, resulting
reduced services for many Americans.
Recognizing the importance of this segment
of the health workforce in meeting the
care needs of an increasing percentage
of the population, the National Center
for Health Workforce Analysis (NCHWA)
in the Health Resources and Services Administration's
(HRSA) Bureau of Health Professions (BHPr)
has commissioned and directed this study.
The study concludes that informed workforce
planning is needed to document the extent
of existing shortages in these occupations
and thereby assist states and institutions
in addressing them, as well as to assess
the impact of present and future initiatives
to balance supply and demand.
The comprehensive assessment presented
in this report was based on a review of
eight key Federal datasets, certified
nursing aide registries in 45 states,
and fieldwork in four states (California,
Illinois, New York, and Wyoming). The
fieldwork included interviews and focus
groups with long-term care providers and
State officials to assess both their current
data collection activities and the data
needed for future program and policy development.
The project was guided by an expert advisory
panel and interviews with leaders in the
long-term care field. These efforts, along
with a review of the literature, resulted
in (a) confirmation that there exists
a widespread shortage of long-term care
paraprofessionals and (b) affirmation
that the shortage is likely to be far
more severe in the future. The report
concludes with a series of suggested strategies
for improving data collection relating
to these occupations, building on existing
datasets and data collection activities.
Executive
Summary
Introduction
This report focuses on nursing aides and
home health aides, two of the major occupations
responsible for providing patient care
of a paraprofessional nature to chronically
ill, disabled, and elderly persons in
nursing homes and other institutional
or community-based settings as well as
at home. Faced with an aging population
and a material shift of patient care to
non-hospital venues, the Nation is experiencing
an unprecedented demand for individuals
with the training and experience needed
to provide such care. There is a high
turnover rate associated with these occupations,
the result of a variety of factors relating
to job satisfaction, such as low pay,
lack of a career ladder, and occasional
less than ideal treatment by supervisors.
As a consequence, the supply of these
individuals, while continuing to grow,
has been slipping relative to demand,
a situation likely to continue well into
the future.
Because of the importance of this segment
of the health workforce in meeting the
care needs of an increasing percentage
of the population, the National Center
for Health Workforce Analysis (NCHWA)
in the Health Resources and Services Administration's
(HRSA) Bureau of Health Professions (BHPr)
has commissioned and directed this study.
The study concludes that informed workforce
planning is needed to document the extent
of existing shortages in these occupations
and thereby assist states and institutions
in addressing them, as well as to assess
the impact of present and future initiatives
to balance supply and demand. Current
data systems were found to be limited
in their ability to assist in such planning
efforts. They do not, for the most part,
accurately estimate the supply of individuals
working in these occupations, including
their numbers, locations, characteristics,
and qualifications.
The comprehensive assessment presented
in this report was based on a review of
eight key Federal datasets, certified
nursing aide registries in 45 states,
and fieldwork in four states (California,
Illinois, New York, and Wyoming). The
fieldwork included interviews and focus
groups with long-term care providers and
State officials to assess both their current
data collection activities and the data
needed for future program and policy development.
The project was guided by an expert advisory
panel and interviews with leaders in the
long-term care field. These efforts, along
with a review of the literature, resulted
in (a) confirmation that there exists
a widespread shortage of long-term care
paraprofessionals and (b) affirmation
that the shortage is likely to be far
more severe in the future. The report
concludes with a series of suggested strategies
for improving data collection relating
to these occupations, building on existing
datasets and data collection activities.
Nature of the Problem Across the United
States, there is growing concern about
current and projected shortages of frontline,
direct care workers who provide care and
services to the elderly, chronically ill,
and disabled. National studies cite annual
turnover rates in nursing homes ranging
from 45 to 105 percent (Stone, 2001).
In 1999, Ohio's nursing assistant turnover
rate ranged from 88 to 137 percent while
in Florida, only 53 percent of the state's
certified nursing aides (CNAs) were working
in a health-related field one year after
certification. Long-term care provider
organizations have either reduced services
due to shortages of permanent staff or,
alternatively, hired temporary replacement
staff at significantly higher hourly rates
(Forschner et al., 2001). In areas where
levels of service have been reduced, elderly
or chronically ill persons deprived of
access to care must either remain in more
restrictive, more costly environments
(notwithstanding the Supreme Court Olmstead
decision affirming the right of nursing-home-eligible
people to live in the "least restrictive"
setting) or seek care from family or friends.
Both quality of care and quality of life
suffer as people are denied services,
or services are provided by persons less
qualified or experienced.
Over the next several decades, as population
aging and advances in medicine increase
the number of persons living with chronic
medical conditions, the need for long-term
care workers will continue to grow. The
Bureau of Labor Statistics (BLS) projects
that between 2000 and 2010, an additional
1.2 million nursing aides, home health
aides, and persons in similar occupations
will be needed to (a) cover the projected
growth in long-term care positions and
(b) replace departing workers. This rapid
increase in demand -- over half the year
2000 supply -- can be expected, for similar
reasons, to continue well beyond 2010.
The pool, however, from which such workers
have traditionally been drawn -- largely
women between 25 and 50 without post-secondary
education -- continues to shrink. It is
questionable, therefore, whether the Nation
will have an adequate supply of workers
in these occupations to meet the expected
increase in demand.
Nursing aides and home health aides provide
much of the care in long-term care settings,
both in nursing homes and in the community.
Policymakers and the health care community
have sought to understand the problems
in maintaining an adequate supply of such
healthcare workers. While some studies
have led to an improved understanding
of these occupations and the causes of
the shortages, they have tended to rely
on case studies, focus groups, and data
that are incomplete. The lack of system-wide
data has weakened efforts to understand
the scope of the problem and to develop
programs and policies that could address
it.
Characteristics
of Long-Term Care in the United States
Recipients
Long-term care recipients in the United
States numbered about 12.1 million in
1995 (Kaiser Commission on Medicaid and
the Uninsured, 1999). A diverse population
with a wide age range and variety of service
needs, the common element linking these
individuals is their need for assistance
with activities of daily living (ADL).
Most received services at home or in community-based
settings such as adult day care facilities,
although about 12 percent (1.5 million)
were cared for in nursing homes or other
institutional residential facilities (ibid.).
As shown in Table ES-1, persons 65 or
older constituted slightly over half (6.4
million) of the estimated 12.1 million
long-term care recipients in 1995. Within
that group, 1.3 million (20 percent) received
care in nursing homes; the rest were cared
for at home or in community settings.
Of those receiving care at home or in
the community, about two-thirds relied
exclusively on unpaid caregivers, i.e.,
family and friends (Stone, 2001).
Table
ES-1. Recipients of Long-Term Care in
the U.S., 1995
1.3
million |
5.1
milion |
6.4
million |
0.2
million |
5.5
million |
5.7
million |
1.5
million |
10.6
million |
12.1
million |
Source:
Kaiser Commission on Medicaid and the
Uninsured, 1999
The dichotomy between nursing home and
community-based care is even more pronounced
for persons under 65. Of the nation's
long-term care recipients below the age
of 65, well over 95 percent -- all but
about 0.2 million -- received care at
home or in community settings. Of these,
roughly three-fourths relied exclusively
on family and friends for care. Long-term
care recipients below the age of 65 include
persons with mental retardation and serious
mental illness, as well as adults living
with AIDS or other chronic disorders and
children with developmental disabilities.
Providers
The three major categories in the latest
(1998) Standard Occupational Classification
(SOC) system whose members provide long-term
care of a paraprofessional nature are
as follows:
-
Nursing aides, orderlies, and attendants
(SOC 31-1012) Provide basic patient
care under the direction of nursing
staff. Perform attendants duties such
as feeding, bathing, dressing, grooming,
moving patients or changing linens.
-
Home health aides (SOC 31-1011) Provide
routine personal health care such as
bathing, dressing, or grooming, to elderly,
convalescent, or disabled persons at
patient's home or residential care facilities.
-
Personal and home care aides (SOC 39-9021)
Assist elderly or disabled adults with
daily living activities at person's
home or daytime non-residential facilities.
Duties may include keeping house and
preparing meals. May also provide meals
and perform supervised activities at
non-residential care facilities.
The
number of individuals employed in these
categories, based on year 2000 BLS data,
are as follows:
Nursing aides, orderlies, and attendants
1,262,000
Home health aides 577,700
Personal and home care aides 366,600
Total 2,206,300
Table
ES-2 shows their percentage distribution
by industry group in which employed.
Table
ES-2. Paraprofessional Workers by Industry
Group: 2000
32.9% |
5.4% |
22.3% |
39.4% |
100% |
2.7% |
51.9% |
4.5% |
40.9% |
100% |
30.8% |
3.5% |
24.1% |
41.6% |
100% |
Source: BLS Occupational Employment Survey
Approximately
60 percent of the workers in each occupational
category are seen to be employed in the
three industry groups most clearly associated
with the delivery of long-term care (home
health care, nursing and personal care,
residential care). In addition, a significant
portion of those in industries classified
as "Other" may also be assumed
to have been engaged in the delivery of
long-term care. For example:
-
A substantial percentage of nursing
aides, orderlies, and attendants in
industries classified as "Other"
work in specialty hospitals that provide
long-term care for the chronically ill
or rehabilitation/restorative/adjustive
services to physically challenged or
disabled persons.
-
One of every five home health aides
in industry groups classified as "Other",
as well as one of every ten nursing
aides, orderlies, and attendants in
that category, work for Personnel Supply
Services, i.e., temporary agencies.
When employed in that capacity, they
too may provide long-term direct care.
There also exists a substantial "gray
market" of individuals hired directly
by individuals and families, who do not
show up as employed in either BLS or other
government data systems. One national
study found that 29 percent of workers
providing assistance to the Medicare population
in the home were self-employed (Leon and
Franco, 1998a).
Workers in the described occupational
categories earn relatively meager wages.
In 2000, the median wage for each of these
categories was less than $9 an hour, an
annualized salary of less than $19,000
for a full work-year of 2,080 hours (BLS,
National Occupational and Wage Estimates
for 2000). Many of these individuals work
only part-time. Long-term care paraprofessionals
are reported to work only about 30 hours
a week on average, reducing their annualized
earnings to well below $15,000. A high
percentage (28 percent) live in poverty,
and are more likely than other workers
to rely on public benefits to supplement
their wages (Himmelstein et al., 1996).
Among single-parent nursing home and home
health aides, 30 to 35 percent receive
food stamps (General Accounting Office,
2001). Many also rely on publicly funded
health care.
Data from the BLS Current Population Survey
(CPS) March Supplement indicate that over
90 percent of the two specific occupations
"nursing home aide" and "home
care aide" are female, with the vast
majority falling between the ages of 25
and 54. A significant percentage of these
individuals (12 to 23 percent) are foreign-born,
of whom only about a third are naturalized.
Contrary perhaps to public perception,
a substantial proportion (28 to 35 percent)
reported at least some college education.
Provider Organizations
Organizations that draw upon long-term
care paraprofessionals to provide needed
services include:
-
Nursing facilities
- Intermediate
care facilities for the mentally retarded
-
Residential facilities for adults or
aged
-
Residential facilities for non-aged
-
Adult day care centers
-
Home health agencies (certified or licensed)
-
Hospice organizations (certified or
licensed)
There were approximately 120,000 such
organizations in the United States in
1998 (Harrington et al., 1999), of which
roughly 43 percent (51,200) were residential
facilities for adults or the aged and
another 20 percent (23,300) were home
health care agencies. Nursing facilities
accounted for 15 percent (17,500) and
residential facilities for the non-aged
for 11 percent (13,300).
In addition to these types of organizations,
there are a growing number of alternative
organizational and service configurations
as consumers and providers seek to expand
the options for both health services and
housing arrangements for the elderly and
chronically ill. Many states have developed
Home and Community Based Services (HCBS)
options, with a sharp increase in assisted
living arrangements and options. In addition,
many states are promoting approaches to
giving individuals more control over the
selection of caregivers under programs
generally referred to as "consumer-directed
care".
Shortage Issues
Factors affecting supply
The high turnover and vacancy rates associated
with these occupations are consistently
found to be the result of job dissatisfaction
stemming from the following:
-
Jobs are physically and emotionally
demanding. Many nursing home injuries
consist of back problems resulting from
lifting or transferring residents, a
high rate of injury corroborated by
data from the BLS Survey of Occupational
Injuries and Illnesses (BLS, 1999).
Patient load in many nursing homes is
excessive; the consequent pressure to
"speed up" results in increased
job stress (Wilner, 1994; Foner, 1994;
Diamond, 1992).
- Wages
and benefits are generally not competitive
with other available jobs (Case et al.,
2002; Himmelstein et al., 1996).
-
Jobs are often not well designed or
supervised (Kopiec, 2000), with few
or no opportunities for advancement.
Workers perceive a general lack of respect
from management.
Factors affecting
demand
Factors responsible for the increased
demand for long-term care include:
-
Aging of the population as baby boomers
advance to the ranks of the elderly.
- Technological
advances that extend the lives of those
with chronic ailments.
- The
greater availability of services in
less restrictive, less costly community
settings.
Population aging, in and of itself, might
present less of a problem if the supply
of care providers were growing at approximately
the same rate. Unfortunately, it is not.
It is growing at a significantly lower
rate -- not only are providers leaving
the field for reasons of job dissatisfaction
but the pool from which such providers
have typically been drawn in the past
has been dwindling compared to the growth
in demand due to aging. In 2000, there
were 1.74 females between the ages of
25 and 54 for every person 65 and older;
by 2030, that ratio is projected to drop
to 0.92 (calculations based on Census
Bureau National Population Projections).
Since women provide the majority of both
paid and family-provided long-term care,
this "care gap" will increase.
Families unable to care for their loved
ones by themselves will find, when they
turn to the formal system for assistance,
relatively fewer paid staff available.
Data Issues
Need for Data
Data that are clear, comprehensive, current,
and correct are needed in the case of
long-term care paraprofessionals, as they
are for any other health occupation. Such
data are a valuable tool for meeting the
following purposes:
Workforce planning. - Providing planners
and managers at all levels, especially
State and local, with accurate, timely
data to help them plan and effectively
manage health care delivery.
Policy
formulation. - Informing the process by
which public policies and programs that
could influence workforce supply and demand
are generated, e.g., setting reimbursement
policies and rates for Medicare and Medicaid,
establishing licensure and regulation
policies as well as policies involving
employee benefits, upward mobility, etc.
- Patient
safety. - Promoting patient safety by
ensuring that individual workers are
properly trained and have no record
of inappropriate activities.
- Quality
improvement. - Monitoring the performance
of facilities and provider organizations
for dissemination to patients and their
families.
- Program
evaluation. - Monitoring and assessing
program performance over time and identifying
best practices.
- Informing
the marketplace. - Supplying education
and training organizations, health providers,
and the public with useful information
to serve their individual needs.
Relevant
Data Sources
As noted earlier, the data systems reviewed
in this study, although helpful in many
respects, were limited in their ability
to present an accurate and timely picture
of nursing aides, home health care aides,
and related occupations in the United
States. The datasets reviewed included
six maintained by the Bureau of Labor
Statistics, one on nursing homes maintained
by the DHHS Centers for Medicare and Medicaid
Services (CMS), one maintained by the
Bureau of the Census, and 45 certified
nursing aide (CNA) registries maintained
at the State level. A brief summary of
these datasets follows:
Bureau of Labor Statistics. - The six
BLS datasets cover six separate aspects
of the Bureau's data collection activities:
-
Occupational Employment Statistics (OES).
- A mail survey of 400,000 establishments
per year, resulting in a total sample
of 1.2 million establishments over three
years.
- Current
Population Survey (CPS). - A monthly
survey of 50 to 60 thousand households,
conducted on behalf of BLS by the Bureau
of the Census (personal and/or telephone
interview).
- CPS
March Supplement. - A somewhat more
detailed version of the CPS, conducted
once a year on a slightly larger sample.
- National
Compensation Survey (NCS). - An annual
compilation of data on earnings, benefits,
and work hours, based on visits to some
36,000 establishments.
- Employment
Projections. - Projected labor force
trends based on analysis of OES and
CPS survey results.
- Survey
of Occupational Injuries and Illnesses.
- An annual survey of 250,000 private
sector organizations with at least eleven
employees to obtain data relevant to
occupational safety.
Centers for Medicare and Medicaid Services.
- The CMS dataset, labeled Online Survey
Certification and Registration or OSCAR,
consists of staffing data and associated
facility characteristics for approximately
17,000 CMS-certified nursing homes. The
data are self-reported and updated once
a year as part of the CMS annual recertification
process.
Bureau of the Census. - The decennial
Census collects limited data on the occupation
of residents of the United States. These
data, updated every 10 years, provide
estimates of the numbers of persons employed
in different occupations by Census tract.
The data are tabulated by place of residence
rather than employment.
State CNA Registries. - Registries of
this nature, mandated by the Omnibus Budget
Reconciliation Act of 1987, are maintained
by every State and the District of Columbia.
Used for background checks and other relevant
purposes, they contain information on
certified, licensed, or registered nursing
aides working in skilled nursing facilities
(SNFs), although some states have gone
beyond the legislative mandate to include
other direct care paraprofessionals. Of
the 45 State registries reviewed, nine
include home health aides as well.
Data Limitations
The limitations presented by these data
sources, in terms of meeting the purposes
of this study, fall into three categories:
data exclusions, inconsistency of definitions,
and categorizations that are in some cases
excessively broad.
Data exclusions. - Important data exclusions
are as follows:
-
State CNA registries. - As noted above,
State CNA registries are required by
legislation to cover nursing aides only;
only a small percentage -- less than
a fourth -- include health aides or
other occupational categories as well.
Moreover, these systems were designed
-- and in most cases are being used
-- to track eligibility (completion
of mandatory training) rather than employment.
While most State registries include
some information of a demographic nature,
about a fourth do not.
- Since
most registries do not track the actual
employment of eligible CNAs, they do
not generally provide information on
work setting or location.
-
Online Survey Certification and Registration
(OSCAR). - OSCAR covers staff in nursing
homes only. Nursing aides, LPNs, and
RNs are the only professions/occupations
for which separate tabulations are available.
- BLS
Occupational Employment Statistics (OES).
- OES data, while disaggregated to the
State and metropolitan area level as
well as to industry group, provide no
detail on demographic characteristics,
work conditions, or setting in which
services are delivered. Also, the numbers
do not include self-employed or unpaid
family providers of care.
- BLS
Current Population Survey (CPS) March
Supplement. - Since the CPS March Supplement
contains no State variable, the employment
numbers cannot be disaggregated to the
State level.
Inconsistency of definitions. - Occupational
and industry classifications used have
differed by dataset and varied over time.
However, as announced in the Federal Register
Notice of September 30, 1999, all Federal
agencies that collect occupational data
are now required to use the 1998 Standard
Occupational Classification, the largest
revision to the SOC in two decades. In
addition, all State and local government
agencies, as well as private sector organizations,
that gather occupational data are strongly
encouraged to use the 1998 SOC. In the
words of the announcement, "This
national system ... provides a common
language for categorizing occupations
in the field of work."
While the Federal government has attempted
to standardize classifications through
the SOC, inconsistencies among state-reported
data remain; this includes differing definitions
of workers and different methods used
to quantify the number of workers.
Excessively broad categorizations. - The
occupational category "nursing aides,
orderlies, and attendants", retained
in the 1998 SOC, includes three separate
occupations, each with its own set of
demographic characteristics, work settings,
and job responsibilities. Similar problems
exist with respect to the classification
of industries: some industry codes contain
work settings irrelevant to the provision
of direct care, e.g., medical laboratories,
youth services, crisis centers, food banks,
etc.
Making
Workforce Data More Useful
The limitations noted above apply not
only to the present study but also to
future attempts to achieve a comprehensive
assessment of the long-term care paraprofessional
workforce at national, state, and local
levels. To assure the accurate, comprehensive,
timely data needed to support workforce
planning in this area and offset possible
future shortages, the following options
are identified:
Upgrade and augment existing CNA registries.
Possible options in this area include:
Expanding the occupational categories
included in the registries beyond nursing
aides to include home health aides and
personal care aides, with agreed-upon
definitions.
-
Expanding the recorded data elements
to include demographic characteristics,
educational background, and current
job status, among others.
Maintaining data timeliness and accuracy
by requesting employers to submit annual
lists of individuals currently employed,
including hours worked and other non-sensitive
information.
Adopt and implement state-level workforce
data collection systems for nursing aides,
home health aides, and related health
care occupations.
Such systems, using standard definitions
and terminology, would permit useful totals
and subtotals to be collected from facilities
and agencies, to be shared and compared
across states. A proposed data collection
instrument of this form is shown in Appendix
B of this report.
Involve long-term care provider organizations
and professional associations in data
collection efforts.
Such groups would be a valuable source
of information. Organizations that collect
and maintain informative workforce data
report fewer recruitment and retention
problems than their relatively data less
counterparts. |