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Growing Strong Roots

Ongoing Implementation of our award-winning peer mentoring program “Growing Strong Roots” in 22 New York State Nursing Homes

A statewide consortium of not-for-profit and government-sponsored nursing homes applied for and received funding under the New York State Nursing Home Quality Improvement Demonstration Program to implement the FLTC’ CNA peer mentoring program called “Growing Strong Roots.” This peer mentoring program builds upon materials developed and tested earlier (see past projects.) 

As in the original project, we define CNA peer mentoring as a process by which an expert (i.e., an exemplary and experienced CNA) acquaints a novice (i.e., a newly-hired CNA) with the customs, resources, and values of the organization[1] and also in which new CNAs become part of the “culture of caring” desired by all excellent nursing homes.

Peer mentoring supplements, but does not replace, the education CNAs receive in the required 100-hour training course. However, the peer mentor does not teach clinical skills. If the mentor notices that clinical skills are weak, she/he informs the in-service educator who will re-teach the skills. The aide may reinforce already taught skills and demonstrate how these skills are applied with actual residents on the units.

The CNA peer mentors receive formal recognition of their exemplary work and a salary increase and/or bonus. The CNA peer mentor program, therefore, is also the first step to a career ladder within the CNA job category. Although a peer mentoring program is designed for aides, it also serves as an important statement that the entire facility has core values it wishes to impart to the new aides, and is willing to reward experienced aides who embody these values.

The goals of a peer mentoring program are to: (1) improve CNA retention rates; (2) improve orientation processes so that they reflect the values of the facility; (3) reinforce critical skills and behaviors; (4) teach the value of caring; (5) use exemplary aides to role-model exemplary care; (6) support new staff as they make the transition to being part of the facility team; and, (7) provide recognition and a career ladder for experienced nurse aides.

Measurable objectives for each participating nursing home are to: (1) create the management underpinnings for a successful peer mentoring program by training, facility-wide planning and supervisory “buy-in;” (2) implement this program; (3) reduce the turnover rate of new CNAs by 20 percent or more; (4) assess this program in terms of CNA satisfaction and quality of care delivered; and, (5) develop a plan for sustaining the peer mentoring program after the grants end.

To date, we have trained all sites and monitored activities using the materials that received a national award from the American Society on Aging/Brookdale Center on Aging Human Resources and Aging 2005 award. Evaluation is ongoing and a report on retention data and other outcomes is expected at the end of the year.