1. Get Ready for the Alberta Health Care Aide Directory Pilot

2. Purpose of Pilot
Trial a selected portion of the HCA workforce to enrol in the Directory Database
Envolve Supervisors and/or Human Resources in the Process
Evaluate the Outcomes
Reassess the Process and Refine for Launch of the Directory for all HCAs in Alberta

3. Who Should Be Involved in Pilot - HCAs?
The title “health care aide” applies to non-regulated, direct client service providers who provide basic health services and assistance/support with activities of daily living. HCAs work under the direct or indirect supervision of regulated nurses or related health professionals. (Alberta Health, 2001)
-The title “health care aide” applies to non-regulated, direct client service providers who provide basic health services and assistance/support with activities of daily living. Health care aides work under the direct or indirect supervision of regulated nurse or related health professional
Health care aides provide services individuals with:
complex, chronic medical conditions;
physical/cognitive disabilities or functional deficits (in the activities of daily living);
with acute illnesses; and,
requiring end-of-life (palliative) care

4. Why HCAs should be a priority?
HCAs are a vulnerable workforce caring for vulnerable Albertans
Albertans expect quality care
HCAs do not have a provincial oversight organization

5. (estimates for AHS only)
Where Do HCAs Work?
AHS estimates the Workforce is 40,000 HCAs in Alberta.
The above are approximations
Addictions and Mental Health and Cancer Care – Part of Acute Care
84% of HCA work in continuing care.
Note: Based on the AHS estimates, very few (1%) of HCAs, as defined by their competency profile and their general role responsibility, work in the social service sector; however, many other non-regulated occupations work in social service sector, including community support workers, therapy aides, mental health and addictions aides. While some HCA tasks may overlap with other occupational tasks, HCAs are considered a unique occupational category.
(estimates for AHS only)

6. Why is a HCA Directory important?
Data Collection
Evidence-Informed Health Human Resource Planning
Strategic Foresight
Recognition of a Critical Workforce
Accountability in Meeting Draft Continuing Care Health Service Standards
Data Collection: Currently, have unmet HCA workforce data needs (huge data gaps, need to know where they work, how, etc.)
Evidence informed HHR planning: use data to make workforce planning decisions (i.e.: models of care)
Plan for increased LTC beds and increased home care service provision
Strategic Foresight: Strategically, a HCA Directory places AH in a position to move on other initiatives in the 2014 strategy (i.e.: education, competency related activities)
Recognition of a critical workforce
Accountability in meeting the DRAFT Continuing Care Health Service Standards
8.4 “An operator must ensure that all HCAs it employs meet the competency requirements as defined by the GoA’ HCA Competency Profile and provide evidence to the Operator of their competency

7. Other Jurisdictions
Two other Canadian provinces have similar care aide directories:
British Columbia
Nova Scotia
Other provinces Directory’s are known as Registries
Impetus for Registries: conduct issues
Challenges in other provinces include:
Developing Registries under extreme time constraints
Union resistance
HCAs refusing to register when there is a cost associated

8. The ‘New’ Alberta HCA Directory
Objectives of this project are:
Provide HCA data for workforce and educational planning purposes
Support HCAs and their employers by providing information pertaining to education and competency status
We determined that a need to develop a new HCA Directory that is capable of meeting the needs of stakeholders, including HCAs, employers, and Alberta Health (AH). As such, we are working with the College of Licensed Practical Nurses of Alberta (CLPNA) to establish the Alberta Health Care Aide (HCA) Directory.
The goal of this project is to establish a web-based directory of HCAs in Alberta that contains information related to the attainment of core competencies, supports the transferability of assessed core competency and provides workforce data.
Proof of competency status (e.g., copies of certificates, employer conducted competency assessments, learning plans, etc.) will be obtained by CLPNA from the HCA or employer.

9. Directory Features
Ability to enroll all HCAs in Alberta and have an annual renewal process
Web-based and user-friendly
Supports transferability of assessed core competency
Demonstrates compliance with Continuing Care Health Service Standards

10. HCA Commitment
HCAs are required to have their current employment information available, including their primary supervisor’s contact information
HCAs are required to have two pieces of valid identification, with one piece being picture identification
HCAs are required to have their educational or core competency information, including name and address of educational institution, graduation date, etc.
Commitment to login to database and enter required information, log back in and update as necessary and participate in pilot survey
All HCAs are able to enroll, no matter who their employers are.
Designed for ease of use as the HCAs will enter most of their own information
The goal is to have non-certified HCAs competency status transferable from employer to employer
Employer still retains the right and responsibility to ensure employees are competent
Enables regular reporting to Alberta Health, AHS, other employers depending on stakeholders needs

11. Employer Commitment Support HCAs to enrol in the Alberta HCA Directory
Provide required feedback on core competency verification to HCAs that name specific supervisors
Assist HCAs that my not understand process, by directing them to the Alberta HCA Directory website and contact avenues
Utilize the online Alberta HCA Directory employer database to review current HCAs core competency status and participate in pilot survey
Once HCAs are enrolled in database during the pilot, they are part of the active database. Employers that participate in the pilot become early adaptor's.

12. Timelines
Week of November 7 - Pilot participation requests are ed
Week of November 21 – Training for pilot participants
Week of November 28 – Begin of Pilot for 6 -8 weeks
During the pilot, the process will be assessed, revised and adjusted accordingly. Project plan is to begin enrolling all HCAs at the end of the pilot.

13. Outcomes
As indicated the process is iterative, adjustments will be made as the pilot proceeds.
Two surveys will be held during the pilot to measure the success of the process.
The final outcome is after the pilot is complete, the Alberta HCA Directory becomes functioning and all HCAs can apply. Timeline for this is mid-January 2017.
All HCAs that participate in the pilot will be part of the directory and will not have to re-apply.

14. Thank you! Questions?