Private Duty
With the price clients pay for homemaker and home health aide services going up, agencies should look for ways to stand out in the crowd and clearly communicate any price increases.
The national turnover rate for private duty caregivers in 2018 ballooned to 81.6% — by far the highest turnover rate in the 10 years Home Care Pulse of Rexburg, Idaho, has tracked this data.
After more than a year of legal back-and-forth, home care agencies in New York can rest easy in the longstanding practice of paying live-in caregivers in the state for 13 hours a day — excluding sleep and rest periods.
Ensure all employees are properly classified and paid appropriately based on that classification and proposed salary level changes. Doing so will ensure your agency is in compliance before finalization of a newly proposed rule raising the salary threshold for employee overtime exemption.
Don’t ignore the impact office employees have on client satisfaction and caregiver recruitment and retention. Doing so could cost your agency dearly.
The cost for providing care to private duty clients has once again increased, according to the 2018 Genworth Cost of Care Study.
Adding in-home sensor technology to the range of services your agency provides can help attract clients and increase revenue.
Removal of the companionship services exemption for personal care workers created an added challenge to home care agencies providing live-in care. In response, more agencies eliminated the service entirely as of February 2018 when compared to November 2015.
New guidance for implementing electronic visit verification (EVV) as required under the 21st Century Cures Act may open the door for agencies to seek financial support for the cost of implementing such a system.
Seek out ways to encourage and promote your agency’s top caregivers. Doing so will help with your agency’s retention rate — an ongoing struggle that’s worse now than ever before for the private duty industry.


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