Stabilizing the CNA Workforce
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Certified Nursing Assistants (CNAs) handle the direct care of 1.5 million nursing home residents in the United States, providing about 8 out of every 10 hours of resident care. According to the study “The National Nursing Assistant Survey: Improving the Evidence Base for Policy Initiatives to Strengthen the Certified Nursing Assistant Workforce” current demographic, economic, and policy trends suggest that the supply of CNAs could significantly worsen in the coming decades.
The study found that almost half of CNAs are minority and the vast majority is female with no more than a high school diploma, or GED. The median average wage found in 2004 was $10.04. Almost half of the CNAs were living on a single income due to being divorced, separated, widowed, or never married. Although it was found that CNAs work full time (36.8 hr/week), almost 2/3 lived on an annual family income of less than $30,000, and between 20% and 40% had at some point received public benefits, such as food stamps or rental subsidies. About 16% of CNAs working in nursing homes were uninsured, and in addition to that, 42% did not participate in their employer-offered health insurance because they could not afford the plan.
The study stated,
“More than half (56%) of CNAs incurred at least one injury on the job in the previous year. Among the CNAs injured, almost half (45%) sustained scratches, open wounds, or cuts; about one fifth had back injuries (18%), black eyes or other bruising (16%), or other strains or pulls (16%); and about one tenth had human bites (12%) or other injuries (7%; not shown). Of the CNAs who had been injured at least once in the previous year, almost one quarter were unable to work for at least 1 day due to the injury.”
Some of the main reasons for CNA injuries are lack of equipment (ex. for lifting and transferring residents), lack of training on the proper use of equipment, lack of training on managing resident behaviors, and working short staffed. This study makes it possible to do a closer examination of and comparison between facility and CNA reports of when injuries occur, injury prevention training offered, availability of safety equipment, frequency of working short staffed, and extent of vacancies and turnover.
Findings from this study will hopefully allow policymakers to assess and plan for sustainable solutions for the CNA nursing home workforce. It has been found that low wages contribute to high turnover and the need of working overtime or even working an additional job. Long hours may add to mistakes, affecting the residents’ safety and the quality of care. The elderly deserve better care.