michigan’s apprenticeship training the future of apprenticeship training in healthcare
TRANSCRIPT
Michigan’sApprenticeship
Training
The Future of Apprenticeship
Training in Healthcare
Key Outcomes For This Presentation
To describe what is happening in the state with healthcare apprenticeships
To explain how we can work together and utilize the apprenticeship training system
To let you know where and how to get information
To make all of us available to you anytime
Healthcare Workforce: Setting the Stage
Healthcare is one of the nation’s largest industries.
Healthcare occupations will grow twice as fast as all others this decade
The health care industry is expected to account for one out of every six new jobs created by 2012.
(Source: U.S. Bureau of Labor Statistics)
What Occupations?
15 of the 30 fastest growing occupations are concentrated in health services. (Source: U.S. Bureau of Labor Statistics)
Medical Assistants (59% growth) Home Health Aides (48% growth) Medical Records and Health Information Technicians (47% growth) Dental Assistants (43% growth) EMT and Paramedics (33% growth) Pharmacy Technician (29% growth) Surgical Technologists (28% growth) Nursing Aides, orderlies and attendants (25% growth) LPN (20% growth)
Healthcare Workforce Issues:
“Nearly all states will experience a shortage of healthcare workers in the next 20 years.” (National Governors Association)
Shortages will affect all occupational categories States are already experiencing shortages
Healthcare workforce development is a long-term effort Shortages are expected for 20+ years
Solutions must target all age groups and all career levels It’s NOT just about nursing
Growing demand for ALL healthcare occupations Predicted supply shortfalls for healthcare occupations Shortages pose serious threats to healthcare delivery
Healthcare Workforce Solutions:
Great variety of model practices have been identified
New worker pipelines – most numerous models Incumbent worker career ladders – most successful Displaced workers – more information needed
Successful models incorporate high levels of collaboration between employers, educators and professional associations
Successful models exhibit flexibility in education and training programs (i.e. flexibility in locations, scheduling and administration)
Apprenticeship and Healthcare
Apprenticeship can help meet current and future demand for healthcare jobs. Attract and recruit new entrants to the
healthcare labor force
Help incumbent healthcare workers gain new skills, knowledge, and responsibilities
Transition displaced workers into healthcare careers
Review the Basics – What is Apprenticeship?
First and foremost - It is employment, a career Referred to as Industry's Training System
A person is hired and trained in all aspects of the profession by a skilled employee of the company who is proficient in the occupation
Provides clearly defined standards which are commonly recognized throughout the industry
Provides portable certification for the apprentice Apprentice earns while he/she learns Provides the apprentice with progressive wage
increments
Apprenticeship’s Two Components: OJL and RTI
On-the-Job Learning (OJL) The profession is taught by the employer in a
practical way through structured, systematic and supervised work-based learning experience
Requires a minimum of 2000 hours of manual, mechanical and/or technical skills and knowledge
Depending upon the occupation, the term of apprenticeship may last from 1-6 years
There are over 800 apprenticeable occupations
Second Component:
Related Technical Instruction (RTI) Apprenticeship requires a minimum of
144 hours of related classroom instruction for each year of the training
Depending upon the occupation and where appropriate, related instruction may be obtained through high schools, technology centers, community colleges, universities, correspondence, distance learning and/or the sponsor
Supplements OJL
What is the difference between Schooling and Apprenticeship?
Student Register Learn in
Classroom or Lab setting
Earn a Certificate or Degree
Obtain a Paycheck
Apprentice Register Learn at Work & Obtain a
Paycheck Earn a Nationally
Recognized, Portable Certificate of Completion
Possibly earn an Associate Degree, which may lead to a Baccalaureate Degree
What Kind of Individual is Suitable for Apprenticeship?
Successful Apprentices Are strongly directed and
motivated Are willing to make long-term
training commitments to both school and work
Possess mechanical and mental abilities to master the techniques and technology of the apprenticeship
Have a firm understanding of reading, writing and mathematics
What are the Advantages for Sponsoring Employers?
Structures systematic form of training
Develops an employee who "fits" into the organization
Provides Local, State and National Recognition
Reduces turnover Attracts applicants Ensures industry-
recognized training standards
Reduces training costs Assures suitable
related classroom instruction
Fosters long-term employee commitment
Offers progressive wage increments
Develops a competent employee, who is capable of advancing
What are the Advantages for Apprentices?
Identifies detailed and planned training schedule
Offers Local, State and National Recognition
Improves job security Provides incentive for
self-improvement Establishes long-term
employer commitment Assures appropriate
related instruction
Opportunity to achieve journeyperson status
Provides an increasing scale of wages
"Earn while you learn" Assures OJL by a
skilled journeyperson Jump start toward a
rewarding career Opportunity to achieve
Associate and/or Baccalaureate Degrees
Michigan Health Care Apprenticeship Examples:
CAEL Health Career Lattice Program Council for Adult and Experiential
Learning
PHI Home Health Aide Apprenticeship Paraprofessional Healthcare Institute
CVS Pharmacy Technician
Council for Adult and Experiential Learning
Career Lattice Program
Initiative to address the nursing shortage
Development of a career lattice model focused on increasing CNAs, LPNs, and RNs
Three Rungs of Training: CNA Apprenticeship Program LPN Apprenticeship Program Online LPN to RN
What are the Goals of the CAEL Program?
Development of pilot CNA and LPN competency-based apprenticeship programs
Link to national online nursing programs that provide for LPNs to become RNs
Encourage careers in nursing, particularly among underrepresented groups
Create support networks for adult learners Promote best practices in educational policy
What are the Sites and Partners?
Nine States are piloting the project which now includes Michigan SW Regional Skill Alliance
Each site partnered with healthcare employers, associations, community colleges, Workforce Investment Boards, One Stops
What does the Sioux FallsGSS Model Look Like?
Good Samaritan Society (GSS) Nation’s largest non-profit long-term care/senior housing organ. 240 facilities - 25 states - 24,000 staff - 28,000 residents
GSS CNA Apprenticeship Training Program Apprentices are employed On-the-job learning is competency-based Evaluation and advancement of the apprentice is based on
demonstration of competencies Related instruction offered in flexible ways to suit the needs of
adult learners and include units on Problem Solving, Stress Management, and Interpersonal Skills
Use of mentors and peer groups support the work and learning
GSS Pilot Training Model 3 Levels of CNA Training – Approx. 1
year
Level I – Entry Level CNA
Level II – CNA Advanced Training
Level III – Specialization in geriatric, dementia, restorative care and peer mentoring
Currently has 134 apprentices participating Improved retention rates from 34% to 79%
CAEL Initiative in Michigan Progress to date
MOU signed between DLEG and CAEL SW Mi RSA selected as demonstration site Jeanne Konrad selected as site coordinator MCTI is a partner Success so far
Met with different organizations Three have shown commitment
Next Steps…
Paraprofessional Healthcare Institute (PHI) HHA Apprenticeship
Home Health Aide Apprenticeship (new apprenticeable occupation) - resembles the GSS model
Pilots in Philadelphia, Indiana, and Michigan
Goals of the project: Improve home health aide (HHA) retention Increase HHA job satisfaction Improve consumer satisfaction Increase provider agencies’ reputation Enhance workforce system partners’ collaboration
Why have a Home Care Aide (HHA) Apprenticeship?
Creates a nationally recognized and credentialed occupation issued by DoL. Enhances worker’s skills An identified standard for employers and
consumers
Enhances initial and ongoing training and builds on current training resources.
Brings home care to the attention of the state and national workforce systems.
Create potential to leverage workforce training funds.
Benefits Continued Creates an internal and external career ladder.
Peer mentors focus on improving retention by: coaching aides in problem solving, and improving quality improving consumer satisfaction improving case referrals.
Brings home care to attention of community colleges.
Wage increases tied to improved competencies.
Enhanced supervisory practices.
Current HHA Model – Level 1
Months 1-4: After initial (minimum 16-hours) training, aide is hired and
gains on-the-job learning with peer mentor and supervisor support.
Complete initial/entry related instruction of 75 to 150 hours. Training includes communications and problem-solving
modules; PHI has curriculum to offer. With successful evaluation, apprentice is issued a DoL
credential, pay raise, and moves on to specializations. Can result in Medicare home health aide certification OR can
begin with incumbent workers who are certified.
HHA Level 2 - Specializations
Months 5-12
Apprentices select 2 specialties and receive 40 classroom hours and 4 months on-the-job learning from mentor and supervisors
Current specialties are: Peer Mentor Dementia care Hospice and palliative care Working with consumers with disabilities Working with consumers with mental illness Other specialties may be added by an employer, i.e. geriatrics
With completion of each specialty, pay raise and DoL credential
Three Demonstration Sites
Harbor Home Healthcare Petoskey and Traverse City, MI Private duty home health agency
Heritage Community Kalamazoo, MI Independent & assisted living homes
Lutheran Home Care Frankenmuth, MI Private duty home health agency
One More: CVS Pharmacy Nation’s leading pharmacy retailer Over 5,000 stores in 38 states Just bought out Eckerd Drug Working with Goodwill Industries of Greater Detroit,
implementing a plan to move disadvantaged individuals from unemployment-underemployment to self-sufficiency by creating the Retail/Pharmacy Career Track.
CVS has a year-long competency-based training and certification for Pharmacy Support Staff
Pharmacy Service Associate – approx. 1 month Pharmacy Technician – approx. 5 months Lead Technician – approx 6 months Looking to take our current time-based Pharmacy Tech model and
offer the CVS competency-based model in 3 levels with 3 credentials
Other Sites for More Information
www.doleta.gov/atels_bat/ Bureau of Apprenticeship and Training
bat.doleta.gov List of Current Registered Employers
www.aboutmasci.org MI Apprenticeship Steering Committee, Inc.
www.cael.org/healthcare.htm CAEL/DOL Healthcare Lattice Program
www.good-sam.com/ The Evangelical Lutheran Good Samaritan Society
www.paraprofessional.org/ The Paraprofessional Healthcare Institute
www.directcareclearinghouse.org National Clearinghouse on the Direct Care Workforce
www.cvs.com/corpInfo/careers/pharmacy_technicians.html CVS Pharmacy Technician Careers
Let’s work together to prepare individuals and employers for the apprenticeship training system to improve MI Health Care workforce
US DOL - Dave Jackson, Apprenticeship Rep.USDOL/BAT, 315 W. Allegan, Room 209, Lansing, MI 48933(517) 377-1746 - (517) 377-1517 (fax) - [email protected]
CAEL - Jeanne Konrad, Site CoordinatorHealth Career Lattice ProgramW. E. Upjohn Institute for Employment Research222 S. Westnedge Ave., Kalamazoo, MI 49007-4628(269) 349-1533 - [email protected]
PHI - Maureen Sheahan, Michigan Practice Specialist Paraprofessional Healthcare Institute 20996 Inkster Road, Southfield, MI 48034 (248) 376-5701 - [email protected]
Any questions?