It was twenty years ago in Ontario that the term “personal support worker” was created. While PSWs can perform under different names, this title is becoming more and more popular. According to PSQHQ, Personal Support Worker HQ (2020), there is the greatest variation in titles in facility-based long-term care. In this setting, PSWs may be referred to as health care aides, personal care aides, continuing care assistants, health care assistants, resident assistants, client care attendants, home support workers, community support workers, unregulated care providers, or private caregivers.
In the long-term care industry, obtaining training relevant to PSW employment may be more significant than years of work experience or a high level of education overall. Higher percentages of LTC PSWs reporting education directly relevant to their work align well with previous findings of LTC-specific PSW studies (Chamberlain et al., 2019)
This could be due to more stringent standards and/or legally binding government policies in some Canadian provinces (e.g. as the Long-term Care Act of 2007 in Ontario) that require PSWs to receive college-level training in order to work as publicly-funded LTC PSWs, without the implementation of comparable government-level legislation to the hospital or healthcare sectors
Current demand for personal support workers in Ontario
The aging population and advancements in healthcare have led to an increased demand for personal support workers in Ontario.
With the number of elderly individuals requiring care expected to double in the next decade, the need for skilled PSWs is crucial to ensure quality healthcare services.
Challenges faced by healthcare system
The healthcare system in Ontario is faced with several challenges in meeting the demand for personal support workers.
Factors such as a lack of funding, limited resources, and high turnover rates pose significant obstacles to providing adequate care to patients.
It is essential to address these challenges to maintain the quality of healthcare services.
Care quality and PSW labor supply results can both be impacted by how well the necessary skills meet the demands of care recipients (Price-Glynn & Rakovski, 2012).
As the demand for healthcare services continues to rise in Ontario, the need for personal support workers (PSWs) has never been greater. We will explore the current demand, challenges faced by the healthcare system, the importance of PSWs, the benefits of increasing their numbers, and solutions to address the shortage.
To address the shortage of personal support workers in Ontario, several solutions can be implemented.
These can include increasing funding for PSW education and training programs, improving working conditions and benefits, offering incentives for PSWs to work in underserved areas, and promoting the profession to attract more individuals to pursue a career in personal support work.
The number of PSW positions likely to open across the country over the period 2022-2031, is expected to be around 34,400 (arising from school leavers, immigration, and mobility) – (Employment & Social Development Canada, 2021).
Furthermore, Employment Canada reports that several full-time and part-time employment for personal support workers are currently available. (Employment & Social Development Canada, 2021).
Importance of personal support workers
Personal support workers play a vital role in the healthcare system, providing essential care and support to patients.
They assist with daily activities, medication management, and emotional support, enabling patients to maintain their independence and improve their overall well-being.
The compassionate care provided by PSWs contributes to the holistic healing and recovery of patients.
Benefits of increasing the number of personal support workers
Increasing the number of personal support workers in Ontario comes with numerous benefits.
It will help alleviate the burden on existing healthcare professionals, reduce wait times for patients, enhance the quality of care, and improve patient satisfaction.
Furthermore, it will create more job opportunities and contribute to the economic growth of the province.
Statistics show us that PSWs work full-time 60% of the time and part-time 40% of the time. Knowing that there are plenty of chances for both part-time and full-time jobs can be very appealing to people who desire to transition from part-time to full-time work. (PSQHQ, Personal Support Worker HQ, 2020).
In Ontario, the typical hourly income for this profession is similarly $16.50. PSWs working in city-owned nursing homes can earn up to $22 per hour, while those working in hospitals can earn up to $23 per hour, according to Personal Support Worker HQ (2020).
Finally, as aforementioned, The demand for personal support workers in Ontario is at an all-time high. As the healthcare system strives to meet the needs of a growing population, addressing the shortage of PSWs has become imperative. By recognizing the importance of PSWs, implementing strategies to increase their numbers, and providing support and resources, Ontario can ensure that patients receive the care they deserve.
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References
- Chamberlain, S. A., Hoben, M., Squires, J. E., Cummings, G. G., Norton, P., & Estabrooks, C. A. (2019). Who is (still) looking after mom and dad? Few improvements in care aides’ quality of work life. Canadian Journal on Aging/La Revue Canadienne du vieillissement, 38(1), 35–50. https://doi.org/10.1017/S0714980818000338
- Employment and Social Development. (2021, November 16). Canadian Occupational Projection System (COPS). COPS Home – Canadian Occupational Projection System (COPS). https://occupations.esdc.gc.ca/sppc-cops/[email protected]
- Personal Support Worker [PSW] HQ. (2020). Position Titles You May be Overlooking in Your PSW Job Search. Available at https://personalsupportworkerhq.com/job-titles/
- PSW Job Search. Available at https://personalsupportworkerhq.com/job-titles/
Price-Glynn, K., & Rakovski, C. (2012). Who rides the glass escalator? Gender, race, and nationality in the national nursing assistant study. Work, Employment and Society, 26(5), 699–
715. https://doi.org/10.1177%2F0950017012451634