Dobbs Austin, Taylor Morgan, Lott Alexander, Little Nick, Renzi-Hammond Lisa M, Beer Jenay M, Emerson Kerstin, Heckman Timothy, Harris Curt
Institute for Disaster Management, College of Public Health, University of Georgia, Athens, Georgia, USA.
Institute of Gerontology, College of Public Health, University of Georgia, Athens, Georgia, USA.
Gerontologist. 2025 May 10;65(6). doi: 10.1093/geront/gnaf126.
The certified nursing assistant (CNA) staffing crisis in American long-term care facilities (LTCFs) has reached critical levels, jeopardizing the quality of care for residents and the well-being of staff. This article examines the multifaceted causes of the CNA shortage, including inadequate compensation, recruitment challenges, and high turnover rates exacerbated by the coronavirus disease 2019 (COVID-19) pandemic. It also explores the impact of new federal staffing regulations, which risk further straining already limited resources. The article proposes a comprehensive approach to addressing this crisis, emphasizing the need for improved compensation structures, targeted recruitment campaigns, and robust retention strategies. These strategies include implementing mental health support programs, fostering workplace respect, and providing career advancement opportunities for CNAs. Immediate and coordinated action across the long-term care sector is essential to prevent further deterioration in workforce stability and ensure high-quality care for LTCF residents.
美国长期护理机构（LTCF）中认证护理助理（CNA）的人员配备危机已达到危急程度，危及居民的护理质量和工作人员的福祉。本文探讨了CNA短缺的多方面原因，包括薪酬不足、招聘挑战以及2019冠状病毒病（COVID-19）大流行加剧的高离职率。文章还探讨了新的联邦人员配备法规的影响，这些法规可能会使本已有限的资源承受更大压力。本文提出了一种全面应对这一危机的方法，强调需要改进薪酬结构、开展有针对性的招聘活动以及制定强有力的留用策略。这些策略包括实施心理健康支持计划、促进工作场所尊重以及为CNA提供职业发展机会。长期护理部门立即采取协调行动对于防止劳动力稳定性进一步恶化以及确保为LTCF居民提供高质量护理至关重要。
