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HOW TO BUILD A MORE STABLE, SATISFIED WORKFORCE Direct care workers are the backbone of long-term care, and many providers have adopted strategies to boost the recruitment and retention of quality workplace. NC NOVA is built around the idea that improving workplace culture will not only help providers to recruit and retain quality direct care workers, but it will also improve the care that these workers provide. By embracing NC NOVA, providers can:
RECRUITING TOMORROW'S DIRECT CARE WORKFORCE The demand for direct care workers is growing while the worker pool is shrinking. There is a shortage of direct care workers in North Carolina as there is across the country. As the population ages, the state will need more direct care workers. Nationwide estimates put the cost of lost business productivity related to caregiving issues of employees-including stress and absenteeism-at more than $11 billion. An estimated 400,000 North Carolinians today need personal care assistance, based on the state's population and the percentage of all Americans who need such care. In countless cases, direct care workers mean the difference between a family caregiver keeping a job-maybe with your organization-and staying home. Direct care workers are leaving the field. For nurse aides alone, in the year that ended June 30, 2003, more than 15,000 people eligible to work as nurse aides did not renew their listing in the North Carolina Nurse Aide Registry. Direct care workers cite wages, poor benefits, physical demands, a lack of teamwork and the absence of recognition for what they do among their reasons for not staying in the field. NC NOVA is an important part of North Carolina's strategy for recruiting and retaining the direct care workers the state needs now and in the future.
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