CNA Apprenticeship

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CNA Apprenticeship

• Is It Worth It?
• Janice Testa RN,MSN
• Administrator
• Arcadia Nursing and Rehabilitation
• Hamilton, NJ

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CNA Apprenticeship

• A pathway for CNAs via an internship to expand
  their geriatric clinical knowledge and skills to
  assume more patient/resident care responsibility.
  

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CNA Apprenticeship Model

• CNA Lattice Areas
• Level 1-CNA (1) 3-5 months OJL 34 hours related
  training.
• Level 2-CNA Advanced 3-5 months OJL 72 hours of
  related training.
• Level 3-Specializations
• Geriatric 3-5 months OJL 88 hours related
  training.
• Dementia Care 3-5 months OJL 72 hours related
  training.
• Restorative 3-5 months OJL hours 80 hours related
  training.
• Mentor 3-5 months OJL 68 hours related training.
• Completion of Level 1, 2, and any specialization
  of Level 3 equals Certificate of Completion of
  Apprenticeships.

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CNA Apprenticeship Project at Burnt Tavern
Rehabilitation and Health Care Center (BTRHCC)

• The BTRHCC CNA Apprenticeship Project was a 1,000
  hour education and clinical experience program.
• The Restorative Care Specialization (Level 3) was
  chosen for the initial apprenticeship project.
• Curriculum and text Restorative Nursing a
  Training Manuel for Nursing Assistants.
• Hands-on clinical training re-enforces didactic
  curriculum.
• An in-house selection process was established.
• Four CNA advanced level candidates and four
  mentors/educators were chosen to participate in
  the initial project.
• The initial apprenticeships began in September
  2006 and the candidates completed the restorative
  care specialization in the Fall of 2007.

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CNA Apprenticeship Model

• Competence
• Demonstrated on the job with trained mentor
  support.
• Completed at own pace with individualized
  learning.

• Related Training
• Specific to job skills.
• Provided in variety of formats to incorporate
  adult learner strategies.
• Distance Learning Network Broadcasts
• Self-study Modules

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Outcome Anticipated

• Targeted Recruitment
• Enhanced Entry-Level Training
• Supportive Services
• Opportunities For Advancement
• Wage and Benefit Enhancements

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Actual Outcomes

• Enhanced Training
• Supportive Service

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Needed Outcomes

• Opportunity for Advancement
• Credit towards LPN
• College credits
• Wage Enhancements
• Not .25/hour
• 2-4/hour differential
• Targeted Recruitment
• Only if advancement/wages are tied into program

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Why It Is Needed

• Currently in New Jersey
• 43,000 elderly in LTC
• 27,000 or 50 are on Medicaid
• 17,000 elderly in AL
• 3,300 or 20 on Medicaid
• An expanding geriatric population

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Employment in New Jersey

• 55,000 LTC workers
• 29,000 or more than 50 are direct patient care
  workforce
• RNs 5,000
• LPNs 6,000
• CNAs 18,000
• Turnover Rate 42
• Vacancy Rate 15

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What Is Needed For It To Work

• Collaboration Between
• Business
• Industry Association
• Public Workforce
• Education Systems
• Labor Unions

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Workforce Initiatives

• Organized at the State Level
• Based on Strategic Partnerships
• Depend on LTC Leadership
• Focus on Direct-Care Workers

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Unless commitment is made, there are only
promises and hopes but no plans
-Peter F. Drucker