To align with new CMS regulations, long-term facility competency programs should tie into assessments and also should engage the entire staff in their creation and ongoing updates.
A growing trend visible across healthcare is the effort to customize workforce development to specific needs and to learners. Concurrent challenges include growing financial pressures and the U.S. demographics. Here are a few ways that these trends will manifest themselves.
Full staff buy-in is vital for a long-term care provider’s competency program to not only be fully functional, but also as effective as it must be.
The move toward value-based care may have us seeing home health care as a treatment option with even more benefits for patients and outcomes. Cost, clinical results and patient comfort may support providing higher levels of care at home.
When it comes to staff training and competency at long-term care facilities, the more staff engagement in program development, the better. New rules require that organizations must do better.
Knowing the difference between staff training and staff competency could help long-term care providers avoid headaches, penalties, and other operational negatives related to the rollout of Final Rule Stage 3.
There is no “one size fits all’ option for deciding who can receive in-home health care vs. moving to a care facility, but by exploring specific needs, costs and local option, a plan of action can be created.
This blog post, an article excerpt, defines Conditions of Participation (CoPs) and why they were established, as well as why compliance with them is important.