Turnover In Nursing Home Essay

Introduction“High turnover for direct care staff, recently measured at 71% for the nation’s nursing homes is acostly problem” (Bishop, C. E., Weinberg, D. B., Leutz, W., Dossa, A., Pfefferle, S. G., &Zincavage, R. M. 2008, p. 1/15). The recruitment, training, and screening process is costly fornursing homes. It has been estimated to cost nursing homes $2,500 to go through this processwith a new employee. The initial cost is not the only thing that the nursing homes lose. Lossesinclude the prior CNA’s knowledge of how the nursing home is run, the preferences and needs ofthe residents, and relationships with the residents. The turnover rate directly effects the care thatresidents in extended care facilities receive. Factors that affects the turnover rate is the pay,benefits, staff to resident ratio, and the possibility for growth in the job.

Research has and isbeing done on how to ensure that resident are receiving the best care possible.DevelopmentAll residents of any nursing home deserve to be treated with dignity and respect.

Thework of a CNA can decide whether or not they receive this care. Several factors affect the qualityof work CNA’s provide. A high intent to stay rate at nursing facilities means better and morepersonal care for a resident. Nurse assistants realize that if their work is done correctly it willsave them pain in the future. If a nurse assistant does not have the intent to continue in his/hernurse assisting career, they may not care about the residents as much because any they won’treap the consequences of poor care. Residents are more willing to trust and cooperate with anurse assistant that has been caring for them for a long time verses a person that was just hired. Anurse assistant that has been on the job for a substantial amount of time will better know

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RUNNING HEAD: NURSE ASSISTANTCAREresidents preferences, habits, and personality which aids in giving quality care. A study has3shown that the amount of supervision over CNA’s plays a role in the intent to stay. The studyshowed that nursing homes with low supervision over CNA’s resulted in a lower percentage ofCNA’s that intended to stay while facilities with high supervision had inverse results. Hourlywage is not the most influential decider for CNA’s decision to continue, benefits andadvancement opportunities have been shown to be more important to nurse assistant’s intent tostay.For Further StudyThe article’s points would have been strengthened by explaining more on the quality of care thatresidents receive that are cared for by nurse assistants that intend to stay verses those who don’t.It is good that people are researching the quality of care that nurse assistants are giving and why.ConclusionNursing homes need to be rewarding toward those who are passionate about their job and goabove and beyond the expectations for them. CNA’s are frequently look down upon and seen aspeople who do the more unpleasant tasks for those with a degree. There must be a balancebetween supervision, responsibility, and pay.