Issues such as working conditions and a negative public image have also contributed to staffing shortages in the sector. This can increase the risk of worker injury, lead to less attention and time spent per resident and contribute to a stressful working environment. Over time, the demand placed on long-term care staff often causes greater workload. While the demand for long-term care and resident acuity have increased year over year, staffing levels and access to training have not kept a corresponding pace. Challenges to the sector and barriers to change During the height of the pandemic, several long-term care homes across the province reported critical staffing shortages – impacting the quality of resident care and employee safety. Many of the reoccurring issues facing both long-term care employees and the sector have been exacerbated by the COVID-19 pandemic. approximately 25% of personal support workers who have two or more years of experience leave the sector annually.approximately 40% of registered nurses and registered practical nurses ( RPNs), and 63% of nurse practitioners work full-time.58% of employees are personal support workers ( PSW), followed by registered nurses ( RNs) at 25%.Some of the key long-term care sector statistics identified in this study are: The staffing study provides an overview of average wages, education, tenure and turnover for employees working in long-term care. The requirements under the Long-Term Care Homes Act, 2007 include various specified staffing roles, including administrators, personal support workers, registered nursing staff, and allied health professionals.
Long-term care homes employ over 100,000 people across Ontario They serve an increasingly medically complex population of approximately 78,000 residents.Īll long-term care homes across Ontario are required to have a staffing mix that provides an appropriate level of care and services. This guidance is intended to support better resident quality of life, respond to increased resident acuity and support the planned expansion of the long-term care system. This study will help inform a comprehensive staffing strategy for long-term care and provides guidance on potential staffing levels, models and skill mix, sector culture, working conditions, and education and training. A range of long-term care partners, including labour unions and operator associations, were engaged during this process. To ensure that the needs and concerns of all impacted groups would be reflected, the ministry relied on the experience and expertise of an external Advisory Group comprised of operators, academics, and thought-leaders – as well as representation of residents and families. The ministry launched the staffing study in February 2020 to provide strategic advice on staffing in the long-term care sector across the province. Recognizing the critical role of staffing in the system, the Ministry of Long-Term Care (the ministry) expanded the scope to include all long-term care staff and to consider key factors in workforce recruitment and retention. The long-term care staffing study responds to Recommendation 85 of the report released by Justice Gillese of the Public Inquiry into the Safety and Security of Residents in the Long-Term Care System. Staffing is essential to meet the needs of all long-term care residents across Ontario.
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