McKnight’s: Staffing takes a front seat when driving quality of care

In April 2019, CMS began enforcing stricter standards for the Five-Star Quality system, its consumer-facing nursing home ratings system. Our Co-Founder and Chief Nursing Officer, Chris Caulfield, weighs in on the impact these standards will have on staffing in the post-acute setting.

It’s clear that if nursing facilities want to score high on their staffing domain, they will need to keep their RN staffing levels as level as possible. In 2020, it’s expected that nursing facilities will increasingly push to staff more RNs in order to maintain adequate ratings.

Read Chris’s full article here.

Life as a Human: How the Gig Economy Is Helping the Nurse Shortage

With the nursing shortage on the rise, the gig economy is emerging as a viable option to optimize the current nursing workforce and reduce burnout among healthcare workers. The gig economy can provide nursing professionals with the autonomy to create their own schedules, so they don’t have to sacrifice their physical and emotional well-being to stay in the profession they love.

In this article from human interest magazine, Life as a Human, IntelyCare is cited as an app solution that leverages the gig economy model to bring flexibility to the post-acute nursing workforce.

Read the full article here.

The Boston Globe: As gig economy expands into temporary staffing, worker protections retreat

Massachusetts is cracking down on gig economy companies to expand the benefits and protections offered to their employees. In a recent article for the Boston Globe, our CEO David Coppins weighs in and explains why IntelyCare decided to recognize our gig workers as W-2 employees, rather than independent contractors, all along.

“The contractor model, really when you think about it, makes it seem like we don’t really care about [the workers], we care about margins,” he said.

  

Health care has a great need for more temporary staffing, Coppins said, noting his company has 4,000 employees who can work in 125 facilities across Massachusetts, and also has employees in eight other states.

 

Before long, he predicted, all health care staffing will be done through digital platforms. And that doesn’t have to be a bad thing.

 

“We have this tendency to demonize the concept of the gig economy, but the concept itself is really needed,” he said. “The demonization of it is because the companies have treated [workers] like an asset, or a tool, not like people.”

Read the full article here

Outcomes Rocket: Reducing Nurse Burnout

Our Co-Founder and Chief Nursing Officer, Chris Caulfield, RN, NP-C, joined the Outcomes Rocket podcast to describe his journey to become a nurse entrepreneur and explains how IntelyCare’s smart matching technology can allow nurses the build their own schedule and achieve a healthier work-life balance. Ultimately, if nurses have greater autonomy over their own lives, it can hopefully reduce nurse burnout. 

You can listen to the podcast here.

Becker’s Healthcare Podcast

Our Co-Founder and Chief Nursing Officer, Chris Caulfield, RN, NP-C, joined Scott Becker of Becker’s Healthcare podcast to discuss his nursing career, the prevalence of nurse burnout, and his inspiration to start IntelyCare. Scott and Chris also chatted about how IntelyCare is addressing the nursing shortage head-on.

You can find it on Becker’s Hospital Review or listen to a full recording of the podcast here.

Annals of Long-Term Care: Addressing Burnout Among LTC Staff

Our Co-Founder and Chief Nursing Officer, Chris Caulfield, RN, NP-C, joined the Annals of Long-Term Care podcast to discuss nurse burnout, the factors that contribute to burnout, and the steps facilities can take to reduce burnout among their staff.

For long-term care facilities, what is it about that environment that encourages higher rates of burnout?

“Skilled nursing facilities, more than other settings, rely on overtime and doubles, due to the frequency they are encountering short staffing. This is obviously a big cause of the burnout.

 

In general, these facilities don’t have the HR resources or tools to recruit, engage, and refill shifts like big hospitals do. Many of the facilities that my organization is working at, have three units and there’s three nurses working at night time. With a lack of efficient resources, it’s really hard to move and flex nurses around in a skilled nursing facility in the way that bigger hospitals can.

 

Ultimately, a lot of times it’s that nurse that’s working 3:00 to 11:00 and they’re having to stay until 7:00 even though that’s usually the time they sleep! There’s typically not a big pool of staff that the scheduler or director of nursing can call on, and they don’t have resources to refill shifts at the last moment.”

Listen to the recording of the podcast and read the full transcript here.