Proposal Presented for the Master Plan for Aging (#31)
Disclaimer
Throughout the MPA process, more than 100 proposals were developed thanks in particular to thousands of hours of work by external stakeholders and members of the public. These proposals and the MPA Council commentary are being submitted to the Governor and shared with policymakers and the public to inform policymaking. These proposals represent a starting point for discussion. Further discussion is necessary between relevant state agencies and stakeholders to both refine these proposals and assess which may be appropriate to adopt and implement.
Summary
Institute a demonstration pilot for the peer-to-peer Legacy of Care Mentorship Program within home care service provider agencies statewide, in which seasoned home care staff will mentor newly hired staff over a six-month period, with the aim of boosting retention rates and enhancing job satisfaction. The proposal includes a proposed structure for the program and compensation for the mentors.
Justification
There are high turnover rates and significant staffing shortages statewide across the spectrum of LTSS and home and community-based services (HCBS) that serve the aging and disabled populations. Peer-to-peer mentorship programs increase retention rates, which reduce the cost to replace caregivers, increase job satisfaction and elevate the standard of care provided to patients.
Full Proposal
A progressive relationship between people with different levels of expertise is called mentoring. In a professional setting, the sharing of practical guidance and implicit organizational knowledge between mentors and mentees helps newcomers to establish professional identities, build career skills, and integrate into their work surroundings. This proposal would institute a demonstration pilot for peer-to-peer Legacy of Care Mentorship Program within home care service provider agencies statewide, in which seasoned home care staff would mentor newly hired staff over a six-month period, with the aim of boosting retention rates and enhancing job satisfaction.
- Newly hired home care staff members would be paired with experienced mentors within the first week of their employment. Agencies would choose mentors from existing staff and the program provides guidance on the traits of successful mentors.
- The mentorship program would encompass regular bi-weekly check-ins, hands-on training sessions, and constructive feedback loops. Mentors would meet weekly with their mentor manager to review progress, discuss issues, and receive additional guidance and/or training when needed Mentors would be provided with training to equip them with mentoring skills and knowledge about effective communication.
- Mentors would be paid a stipend (or improved hourly rate) to splitting it compensate them for their new responsibilities. As such, and to create role stability, Mentors would be afforded eight hours of time per week to participate in the program and to offer mentorship to mentees.
- The effectiveness of the proposed Legacy of Care Mentorship program would be examined to identify best practices to streamline future implementation.
MPA Council Commentary
This proposal is categorized as near-term. Proposed first steps for implementation could include establishing a new pilot program through the Center for Home and Community-Based Services within the Office of Aging and Long-Term Care at DOH. Proposed metrics for evaluating implementation success could include staffing turnover rate at participating home care service provider agencies. Funding allocations would be subject to the annual budget process and the availability of resources.