Workforce tips: Career ladders and career paths are not a new concept, but assisted living providers should consider creating career ladders, especially when staff development is so critical.

• This month in Provider Magazine, NCAL Quality Improvement Director Pamela Truscott interviews with Angie Mastin, a registered nurse, and licensed assisted living director, from Monarch Health care Management in Minnesota, who provided an insider’s scoop into the organization’s career ladder program.

Setting the foundation for a career ladder might include:

• Defining the career ladder or the career path.
• Describing the benefits and value of career ladder or career path.
• Updating or identifying the organizational chart.
• Defining job positions and opportunities.
• Road mapping the skills needed for each position.
• Identifying training needed to achieve the next level in the career ladder or career path.
• Creating the training or developing the program to build skills.
• Mapping the employee’s career ladder or career path based on their individual goals.
• Helping the employee achieve success in advancing their career or re-evaluating what is needed next to accomplish their goals.

Read the full article: Career Ladder Innovations in Assisted Living (providermagazine.com, April 18, 2024)

Additional resources: Career ladders and career paths don’t have to be complex, and there are resources, such as the 2024 LTC Workforce Webinar Series, available to help. The series has multiple offerings available including:

• Building the Path: Creating Careers in Long Term Care
• Refugee Workforce Partnerships in Long Term Care
• Career Upskilling: Creating Opportunities to Level Up