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QUESTION: Do any other agencies utilize contractors in lieu of employees to provide direct services to individuals? If so, could they provide information on the circumstance in which this model is used? How do they oversee this to maintain a contractor versus employee relationship? Additionally, if there is an agency that used to have this model and stopped, would they be willing to explain why? Several years ago, our agency formed a partnership with a local healthcare temporary staffing agency to supply temporary employees to cover direct care shifts. The staffing agency provided basic training on abuse/neglect, exposure control, CPR, First Aid, and our agency provided a modified orientation to supplement the additional training requirements for our field. This initially proved successful for filling short term vacant shifts, but over time we found that the temporary employees had more freedom through their agency to turn down shifts and cancel last minute, so it was not always worth the investment to train the staff when many only worked 5 or so shifts before stopping. In addition, our agency staff expressed frustration because the temporary staffing company paid higher wages, as benefits were not offered, and the temporary staff were sharing their wage information with our employees. We are not currently pursuing this as an option and would have some hesitation to do so again in the future. *** Our agency currently has agreements with provider agencies to provide contracted mental health services. We would be happy to speak to any agencies about this agreement and how it works. This information is a compilation of suggestions, ideas, and opinions shared by INARF Members in response to the featured question. This information should not be considered official interpretation or guidance of State or Federal Policy. Additionally, statements within this document do not necessarily reflect an official position or opinion of INARF.
Several years ago, our agency formed a partnership with a local healthcare temporary staffing agency to supply temporary employees to cover direct care shifts. The staffing agency provided basic training on abuse/neglect, exposure control, CPR, First Aid, and our agency provided a modified orientation to supplement the additional training requirements for our field. This initially proved successful for filling short term vacant shifts, but over time we found that the temporary employees had more freedom through their agency to turn down shifts and cancel last minute, so it was not always worth the investment to train the staff when many only worked 5 or so shifts before stopping. In addition, our agency staff expressed frustration because the temporary staffing company paid higher wages, as benefits were not offered, and the temporary staff were sharing their wage information with our employees. We are not currently pursuing this as an option and would have some hesitation to do so again in the future.
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Our agency currently has agreements with provider agencies to provide contracted mental health services. We would be happy to speak to any agencies about this agreement and how it works.