Now in its fifth and final year, the Argentum Healthcare Apprenticeship Expansion Program (HAEP) has proven to be a valuable resource for senior living communities. More than 45 senior living operators, large and small, have enrolled existing workers and job candidates in HAEP, connecting them with training and education and setting them on a career path in senior living. The impact extends even further, with an additional 300-plus employers representing the health care industry more broadly and others engaged on an ongoing basis.
In all, more than 6,500 individuals have benefitted from the Argentum HAEP. Many have earned a certification or license, such as Caregiver, Certified Nursing Assistant (CNA), Licensed Practical Nurse (LPN), or Senior Living Manager.
At the outset, more than half of these individuals (58%) had only a high school diploma or an equivalent. While more than one in three (36%) had completed one year or more of postsecondary education, only 7% had a postsecondary degree, such as an Associate’s degree, a Bachelor’s degree or the equivalent, or an advanced degree. None held a postsecondary certification, license, or educational certificate.
Funded by a $6 million U.S. Department of Labor (DOL) grant awarded in 2020 to Argentum, HAEP is one of many Argentum programs tied to its Strategic Vision imperative to “Develop Our People.” HAEP is administered by Argentum, with support from several partner organizations.
The Goal of HAEP
Through HAEP, the Department of Labor (DOL) Closing the Skills Gap grant program aims to expand the availability of apprenticeships into industries, such as Senior Living, that have not traditionally offered them. It promotes large-scale expansion of apprenticeships to a range of employers, including those that are small and medium-sized.
DOL is particularly interested in expanding apprenticeships to industries that are expected to grow significantly. Its own Bureau of Labor Statistics (BLS) points to an increasingly disproportionate number of seniors in our population as the driving force for growth in Senior Living.
Argentum has previously sounded the alarm about the exceptionally high number of workers needed to fill the future need. Senior Living communities are expected to add nearly 300,000 new jobs, a 32.9% increase, by 2040, when it anticipates the workforce to reach nearly 1.2 million. In addition to this, Argentum projects that more than 2.7 million positions will turn over in Senior Living communities by 2040. Just to maintain its 1.2 million workforce, Senior Living communities will need to recruit, hire, support and retain more than 3 million new workers by 2040.
Training and Education
Apprenticeships put employees on a career path through a combination of structured on-the-job training and classroom education. HAEP training and upskilling consists of 144 required technical instruction hours and 2,000 on-the-job training hours.
“The value has been in the recognition of how powerful structured training can be,” says Janet Andrews, Argentum’s HAEP Program Director.
Once an apprentice is enrolled, the training is determined by the employer’s need. “Apprentices are learning what it is to be a caregiver for seniors in a way that best supports their particular communities. They’re simultaneously learning the competencies needed for the job with formal instructional training and hands-on experience,” says Andrews.
Although flexible, the program is competency-based. Guidelines within the program framework ensure specific training is provided to apprentices according to the occupation they’re pursuing.
Some of the pathways and proficiencies built into the HAEP training include:
- Health, Safety, and Resident Care
- CNA training and credentialing
- Medication Aide Specialty
- Nurse Assistant
- Geriatric Specialist
- Dementia Specialist
Supportive Services
HAEP is unique in that it not only provides workers with on-the-job training and education, but also supports them by eliminating personal barriers that often prevent people from finishing their education and training.
Apprentices can request assistance directly from the program, through a process that can keep the employee’s hardship confidential. “If an apprentice has a need and they contact HAEP support services, their communication and the support they are provided is completely anonymous from their employer,” Andrews says of HAEP’s role in providing aid.
For example, HAEP grant money can be used to help apprentices keep their utility services on or to restore service. It can help with childcare expenses while a parent or guardian is at work. Apprentices can also get help with home and car repair costs, for medical emergencies, and to prevent eviction.
“There are people struggling in various ways that can impact their work – in ways that employers don’t often understand, know, or recognize because of an employee’s hesitancy to vocalize their hardships,” says Andrews.
Employer Benefit
When employers express interest in the program, Andrews says “we look for ways that they could be best supported,” says Andrews. “We are collaborative with our employer partners. What do you need? What are you looking to gain from this? And how can it best benefit and suit your business operations?”
Employer participants benefit by “growing a knowledgeable and credentialed workforce and from higher employee retention rates,” Andrews says. Their workplace culture also benefits from mentor relationships embedded in the program, she adds.
“At Charter, we deeply value the growth of our employees. Getting to know our staff and comprehending their aspirations is a top priority for us,” says Cassandra Carmestro, Charter Senior Living Director of Employee Relations. “The apprenticeship program has proven to be an invaluable asset, enabling us to invest further in our employees and support their career advancement. Additionally, it has contributed to the enhancement of our training and mentorship initiatives, ultimately strengthening our retention rates.”
Measuring Success
“We’ve seen great enrollment. The interest and needs are high in this industry. And I think the benefits of apprenticeship programs for both the employer and the employee have proven to work,” Andrews explains.
“Retention, career and credential gains, and milestone apprenticeship wage increases are all important measures of success,” Andrews says. “A good number of apprentices are incumbent workers, many of which may have supported their communities in a different capacity. The hope is that post-apprenticeship, apprentices have gained a salary increase, a new job title, and path to a sustainable health care career in senior living.”
Argentum is in partnership with Job Corps, local workforce boards and social impact investors “to support the future generation of our workforce and move the needle on a current retention rate that ranges from 30% to 80% among HAEP partner communities,” reports Andrews.
Looking Ahead
Although HAEP, now in its final year, is no longer open to new participants, Andrews is thinking about the future of the apprenticeship model in Senior Living communities. “For small businesses, I wonder how much bigger apprenticeship programs can be within their scope of work and how best Argentum can facilitate their success. I’m also excited about the potential within our industry for growth as we build upon tailored workforce training initiatives and workforce development strategies.”
