Certified Nurse Assistant (CNA) refers to the caregiver at clinics, rehabilitation facilities, hospitals and also any other healthcare settings that require the services. The major responsibilities of CNA include; assist the patients in doing the daily task such as dressing, feeding, bathing and moving patients as required by the doctor (Sharkey et al., 2011). In United States of America, the CNAs shortage is rising at a worrying rate, and that if neglecting the necessary actions, then many patients will be losing their life.
There are several evidence-based strategies considered so as to improve the problem. First, CNA programs: research identified that by several healthcare institutions and other employees are taking the essential steps to ensure that a greater number of individuals join the certified nursing assistant programs. These will ensure that CNAs and thus it can help improve the shortage of CNAs at the State level. Secondly, is better compensation and remuneration; provision of attractive and additional benefits and by increasing the wages of CNAs is an excellent way of attracting the professionals. Many do not understand that the work done by the assistants is not easy and thus the reason for quitting. Therefore, the call for proper consideration in terms of salary (Rosen et al., 2011). Every employer has to ensure that CNAs efforts are compensated well and that they earn employment benefits.
Thus ensuring that they are satisfied, good working conditions and they will work without any issue. Last, better training options; CNA certification and training is a vital tool in ensuring that CNAs have a stable job in the future in the field of nursing. Training should be done in a way that it equips CNAs with the required practical skills and theoretical knowledge that meet the demand of the job at the healthcare (Han et al., 2014). The same training program should be affordable and accessible to candidates and help them to choose CAN as a career.
Change theory is an important aspect in ensuring that the health sector has to take to counter the shortage of certified nurse assistants. Proper planning and implementations of the CNAs education, increasing their remuneration and compensation by a specified percentage yearly will assist in maintaining the current and also encourage more CNAs to join the profession.
Reference
Han, K., Trinkoff, A. M., Storr, C. L., Lerner, N., Johantgen, M., & Gartrell, K. (2014). Associations between state regulations, training length, perceived quality and job satisfaction among certified nursing assistants: Cross-sectional secondary data analysis. International Journal Of Nursing Studies, 51(8), 1135-1141. doi:10.1016/j.ijnurstu.2013.12.008
Rosen, J., Stiehl, E. M., Mittal, V., & Leana, C. R. (2011). Stayers, leavers, and switchers among certified nursing assistants in nursing homes: A longitudinal investigation of turnover intent, staff retention, and turnover. Gerontologist, 51(5), 597-609.
Sharkey, S. S., Hudak, S., Horn, S. D., James, B., & Howes, J. (2011). Frontline caregiver daily practices: A comparison study of traditional nursing homes and the green house project sites. Journal Of The American Geriatrics Society, 59(1), 126-131.
doi:10.1111/j.1532-5415.2010.03209.x
