Because home care offers 1:1 care wherever clients live, the size of the CCAH provider’s workforce grows exponentially with the increases in the number of clients served. Direct care aides may be deployed in the facility setting or in the geographically dispersed homes of clients. Strong Human Resources functions are paramount to the ongoing viability of the CCAH provider.
1 Workforce Growth and Opportunity
Home care is a growing workforce industry, particularly for women and minorities. With the flexible and caring nature of the work where human relationships form, home care can be a rewarding career choice. With discussions in health care on clinician burnout and burden, home care is viewed as a rewarding career and acts as a strong recruitment tool for any organization8.
2 Enhanced Coordination With Family Caregivers and Others Involved In Care Of The Client
CCAH providers delivering in-home care services may not be the exclusive care provider for a client, since family members and friends often assume informal caregiving roles to support their loved ones. As a result, CCAH providers are more likely to coordinate the provision of services with others in the client’s life
3 Accommodation of Various Payer Requirements
CCAH providers must be able to bill to and receive payment from health insurance companies, long-term care insurance companies, private pay and other third-party payers such as government programs or worker’s compensation insurance companies.
4 Regulatory Compliance
Inasmuch as regulations differ, state law typically assigns regulatory oversight responsibility for senior living and in-home care to different agencies. CCAH providers must carefully study and abide by the in-home care requirements applicable to them, adding an additional level of regulatory complexity to the business.
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