Exploratory and Quantitative Analysis of Certified Nursing Assistants Staffing Retention Practices in Long-Term Care

Abstract

Adequately staffing nursing assistants in long-term care is difficult. This leads to increased overtime expenses, employee burnout, imposed limits on the census, and decreased quality of care for residents. When care communities are fully staffed, especially with consistent staff, outcomes are enhanced (Bullock, 2008). Improving staff retention makes it easier to maintain optimal staffing levels, and ensure staff understand the unique needs and preferences of care recipients. Data was collected from a convenience sample of 59, skilled nursing facilities. Pearson’s r correlations were used to look for relationships between Nursing Assistant retention practices and facility performance variables. Descriptive statistics were used to characterize respondents and assess current management retention practices, while correlations were used to examine the relationship between management retention practices and operational performance variables. Findings documented current management retention practices. Onboarding, employee benefits, and employee support were correlated with reduced nursing assistant turnover, star ratings, and profitability. When leadership understands which strategies are most effectively addressing their staffing challenges and operational outcomes, they can structure their culture, programs, and practices to best meet the needs of nursing assistants subsequently maximizing quality of care for residents.