Recruitment and Retention
by: Hollis Howell
Sixteen states and at least 10 large cities have increased their minimum wages substantially in 2020, with a majority of them going into effect on January 1. 
Recruitment and retention continue to pose challenges in home health and the trend is expected to continue in 2020 and beyond. But strong, highly visible leadership and a culture of excellence can help agencies continue to recruit and retain quality workers.
Make obtaining staff buy-in a priority during the transition to the Patient-Driven Groupings Model (PDGM). Failure to do so could jeopardize employee engagement levels and open the door to increased turnover and reduced productivity.
An ounce of prevention can prevent a pound of trouble — and legal bills — when it comes to hiring and pre-employment testing practices.
With the Patient-Driven Groupings Model (PDGM) set to go into effect on or after Jan. 1, 2020, agencies large and small are starting to consider how the new payment model is going to affect their utilization of therapy — and many are considering reductions.
You’ve created a compliance program, but are you getting the most out of it? A hospice or home health agency that fosters and supports a culture of compliance is more likely to operate an effective compliance program and to prevent costly fines or condition-level survey deficiencies.
As the number of employees increased at Shanadoa Home Health in Bartlesville, Okla., Owner Shanda Minson sought to improve corporate culture and eliminate back-stabbing and territorial disputes among workers.
Following a recent DecisionHealth webinar about the final interpretive guidelines for the revised Home Health Conditions of Participation (CoPs), agencies asked questions of industry expert Diane Link, owner of Link Healthcare Advantage. Here are some of Link’s answers.
by: J’non Griffin, president and owner of Home Health Solutions LLC
Agencies should use a checklist to ensure they include key components within an effective orientation program.
Many home health agencies fail to properly recognize and reward employees that go above and beyond the normal scope of work, industry experts say. This can lead to disgruntled employees who leave and drive up recruitment costs. 


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