In a country like Australia, we expect that we will all be able to rely on powerful elderly nursing systems as we age. However, the elderly nurses cannot find staff and have a crisis.
If the problem is not solved, there is a serious risk of quality and service for the elderly who need support. There are also wider social, economic and political results to underestimate rapidly expanding health and social support personnel.
Nursing employment About 420,000 people. About 80%of them are the front -line staff and provide treatment, and demand for them is rapidly increasing.
Australians are aging
The number of people over 80 years old It is expected to double Until 2050. At the same time, unofficial family management is becoming less available. For the next 25 years Twice You need an elderly nursing staff.
Currently, about 1.4 million elderly people receive Old age nursing service, including basic and intensive home nursing and residential treatment.
Health care and social support job search and advertising are the best of all industries. We already need a direct senior caregiver between 30,000 and 35,000 people a year. Until 2030 shortage It is likely that 110,000 full -time workers are equal workers.
Why do you don’t want enough people to treat the elderly?
Despite the recent PayrollIt is difficult to attract and maintain elderly caregivers because the value of work is inappropriate.
Australian personnel are undergoing profound changes. One generation ago, the manufacturing industry accounted for 17%of the workforce. It fell to 6%today. In contrast, health care and social support personnel doubled from 8%to 16%.
ABS 6291.0.55.001 Labor, Australia.
It was a manufacturing work mostly Reasonably paid jobs with safe and full time dominated by male workers.
In contrast, jobs in the elderly nursing are often unstable, part -time and incomplete payments, women dominant, and many workers do not speak English.
The federal government moved to acquire nursing nursing in the 1980s Cost constraint Covers of consumer choice often through privatization, activity -based funds and competition.
As a result, there are very fragmentary and unjoined elderly nursing sectors with almost 3,200 people, and often small and short -term providers who raise funds and regulate funds in canberas are often lacking in resources.
This is It was followed There is little investment in high -level casualization, education and professional development, especially inappropriate supervision in the home nursing sector.
Nursing elderly nurses face the perfect storm. Demand for nursing and support employees is rapidly increasing. This division is not well adjusted and difficult to explore. Salary and conditions remain, and the workforce is not relatively trained. Many nursing staff at the forefront of the front line do not have minimum standards or registration requirements.
What is the result?
Employees and non -trained elderly nursing personnel reduce access to services and quality and support.
Nursing nurses I report everyday Attracting employees is difficult and cannot meet the increase in demand for the services of the elderly.
Employee shortages are already affecting residential medical share, and some areas are currently reduced to 50%.
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This means that the elderly do not care, neglect, malnutrition, avoid hospital hospitalization and quality of life.
Inevitably, the elderly who lack the elderly put pressure on hospital services when the elderly do not have place.
What should I do?
To solve these tasks, a multifaceted approach is required. In Australia, the number of elderly caregivers and the quality of the treatment they provide should be greatly increased. Wages must be competitive to attract and maintain employees.
But better wages and conditions are just part of the story. If the elderly nursing is not recognized by the community, value and support, it will be difficult to train, attract and maintain employees.
recent Royal Committee on Elderly Nursing Quality and Safety Emphasize the need for more skilled manpower, emphasized the importance of continuous expertise of all employees.
To date, the federal government’s nursing manpower initiative has been overwhelming. They are more limited and fragmentary than a consistent human resource strategy.
In the short term, skilled migration can be part of the solution. But the progress of bringing a skilled elderly caregiver was glacier. Only about 1%of the current providers have signed a contract to bring employees from overseas. At best, foreigners will only meet 10% of the lack of manpower.
Registration, qualifications, and education for direct treatment should be required to meet the medical standards.
Much more important and systematic incentives and support for education are needed. In order to attract and maintain the necessary personnel, supervision, career development and employee development must be greatly improved.
In order to attract future workforce, you need “learning and acquisition” incentives, including scholarships and nursing nurses for elderly nursing.
At the same time, it is necessary to invest a much broader investment to improve the overall manpower through continuous expertise and quality supervision.
As with the manufacturing of a generation ago, the treatment of the times should be precious, skilled, safe, and repaired well if they attract employees needed to avoid the crisis.
