Turnover In Nursing Home Essay

Introduction“High turnover for direct care staff, recently measured at 71% for the nation’s nursing homes is acostly problem” (Bishop, C. E., Weinberg, D. B., Leutz, W., Dossa, A., Pfefferle, S. G., &Zincavage, R. M. 2008, p. 1/15). The recruitment, training, and screening process is costly fornursing homes. It has been estimated to cost nursing homes $2,500 to go through this processwith a new employee. The initial cost is not the only thing that the nursing homes lose. Lossesinclude the prior CNA’s knowledge of how the nursing home is run, the preferences and needs ofthe residents, and relationships with the residents. The turnover rate directly effects the care thatresidents in extended care facilities receive. Factors that affects the turnover rate is the pay,benefits, staff to resident ratio, and the possibility for growth in the job.

Thework of a CNA can decide whether or not they receive this care. Several factors affect the qualityof work CNA’s provide. A high intent to stay rate at nursing facilities means better and morepersonal care for a resident. Nurse assistants realize that if their work is done correctly it willsave them pain in the future. If a nurse assistant does not have the intent to continue in his/hernurse assisting career, they may not care about the residents as much because any they won’treap the consequences of poor care. Residents are more willing to trust and cooperate with anurse assistant that has been caring for them for a long time verses a person that was just hired. Anurse assistant that has been on the job for a substantial amount of time will better know