Issue # 96 - Six Ways to Make More Money Serving Medicaid Waiver

Medicaid Waiver Can Be Successful

July 11, 2007

In This Issue
The Six Strategies
Kathy's Corner
Private Duty Today
Jason Tweed, editor of Private Duty Today 
Welcome to Private Duty Today, the bi-weekly electronic newsletter for Private Duty Home Care Leaders from Leading Home Care ...a Tweed Jeffries company. In this issue, we bring you ideas, information, and insights to help you grow your Private Duty Home Care business.

Private Duty Today is a permission-based newsletter. It is only sent to our recent customers and those individuals who have requested it, or who have given permission for their address to be included on our list of subscribers.

I'm Jason Tweed, Director of Business Development for Leading Home Care, and Editor of Private Duty Today

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As some of you know, I'm on the Waiver program in Pennsylvania.  While my wife and I make a reasonable living, we certainly can't afford all the help I need.  The care I receive costs well in excess of $50,000 a year.  My two caregivers provide 32 and 20 hours a week.

 

But this article isn't about me, it's about serving people like me, and people not like me whom receive funding from the same source I do.

The Six Strategies

First, let me describe the clientele for those who aren't familiar.  Generally speaking they are people with disabilities under the age of 60 with income anywhere from poverty level to upper-middle-class.  All have long-term disabilities, many of which are permanent.

 

Many home care agencies struggle to make money providing to Medicaid waiver.  For many it's simply a breakeven endeavor used to provide hours to caregivers.  Other organizations have been successful at making profits using Medicaid waiver, and here are six strategies that have helped.

 

Client/caregiver matching -- Being a profitable provider to Medicaid waiver means that you run a high-volume, high efficiency operation.  Getting the right client with the right caregiver takes extra time, and schedulers often fall back to the "any warm body" strategy.  I've seen this more frequently with demanding and/or impolite clients.  (Believe it or not, people in wheelchairs can be jerks too.)  Taking extra time to find a caregiver who can get along with a particular client will often reap benefits.  A client who has failed to retain caregivers this year will be very happy to find one who is a perfect personality match.  When that good match is found, the calls to the scheduler and the money you spend on this particular client will decrease.

 

Recruit dependable caregivers -- Years ago we conducted a detailed client satisfaction survey and found that the most important aspect of a caregiver is dependability.  I know from personal experience that a caregiver with excellent clinical skills and a sparkling personality is only valuable to me if he/she will be at my home at 6:30 a.m. on time every day.  Identifying dependable caregivers early can save you lots of money in the long run.  Dependability is one of the six characteristics that can be assessed in pre-employment testing and interviewing.

 

Improve continuity -- Several times agencies have tried to convince me that having multiple levels of caregivers provides more stability and security.  One agency even provided a total of 12 different individuals during a single two week pay period.  They weren't my agency for long.  For most clients two caregivers is the optimum.  Only use more than two if the client has more than 40 hours weekly.  I realize this presents a scheduling challenge, but in the long run it will save you money.

 

Reduce travel time -- If you serve a large geographic area, try to get highly organized to reduce travel time.  Shorter commutes create happier caregivers, happier clients and a happier bottom line.  One New York City agency who serves many Medicaid waiver customers who live in public housing has been successful in recruiting caregivers from the same building.

 

Upsell -- In today's market consumer preference is highly regarded.  Nowhere is this truer than Medicaid waiver, where empowering recipients is a mark of success.  Talk with your happy clients, and ask how you could make them happier by providing more care.  Then help them get in touch with their case managers and help them to become better self advocates.  I'm not suggesting that you get every client to simply ask for more hours, but identify areas of a client's life that would be improved with additional care.

 

Lobby -- Running an efficient operation is terrific, but ultimately, the fastest way to improving profits is to increase rates paid to Medicaid waiver providers.  In many states, individual agencies don't get a choice about the rates they are paid.  Get organized and lobby legislators and program directors for increased rates.  Connect with other Medicaid waiver providers, and without violating antitrust, share data that will bolster your case.  A true lobbyist isn't a beggar or whiner.  A true lobbyist shows data that supports their cause.  Show how increasing funding to the Medicaid waiver program will save money in other areas, promote the economy, provide to the underprivileged, or reduce bureaucracy.

 

The six techniques not only work for Medicaid waiver, but for other governmental programs as well.  Apply them to other state or county funded agencies or even philanthropic community groups.

"I like to hire caregivers who can think on their feet."

 
By Kathy Clater

The client who made that comment to me recently went on to explain that her private duty caregivers work without direct supervision, generally don't receive comprehensive ongoing training, and deal with difficult people and potential medical emergencies.  Our research confirms that she's right.

 

The psychologists that developed our assessments found that there is a very strong correlation between adequate problem solving skills and successful caregiver performance.  Most of the studies in our industry regarding caregiver performance confirm that problem solving is a critical skill for caregivers.

 

That is why one of the three assessments in our caregiver selection system includes a general reasoning scale that measures problem solving and learning speed.  When combined with our other two assessments (which measure a variety of critical integrity and behavioral traits), you truly do have an objective measure of the whole person, which explains why our process is so effective.

 

You can also give the general reasoning and behavioral assessments to your current employees (integrity assessments are for pre-employment use only).  They're great placement and coaching tools for supervisors and schedulers.

 

Okay, so you've identified your current caregivers who have weak problem solving skills.  What to do?  Here are some suggestions.

 

1.  Place them in routine assignments

With repetition, guidelines, and supervisory coaching, they can learn to handle routine problems.  However, dealing with new situations, especially complex and challenging ones, is best left to caregivers who can "think on their feet".

 

2.  Use an experiential training approach

Although people have different learning styles in general, classroom training is not going to be very effective here.  Instead, provide opportunities to learn by doing: 

  • Explain the key points
  • Demonstrate the correct method
  • Observe the trainee performing the task
  • Give them specific feedback and suggestions
  • Repeat
  • Use peer mentors who have a heart for training if possible

3.  Provide clear, specific guidelines in writing

You want simple lists of  "do's and dont's" that they can carry with them.  Frankly, even your best caregivers are not going to sort through mounds of policies and memos to find the one piece of information they need.  It's management's job to organize this in a user friendly way.

 

4.  Ensure adequate monitoring and follow up

No way around it.  They're going to need extra support, especially whenever something changes (new client, change in medical condition or expectations).

 

Better yet, why not hire people in the first place who are a great whole person match with successful caregivers?  If you are considering assessments and would like to participate in one of our free weekly phone in training sessions, contact me:  email Kathy@leadinghomecare.com or phone (502) 339-0653.