Most Area Agencies on Aging (AAAs) face similar workforce challenges. However, as noted in recently published research findings (PDF, 320 KB, 4 pp), the strategies used to address those challenges often vary in accordance with an AAA’s structure or size.
For example, stand-alone nonprofits are more likely to provide wage increases or bonuses, compared with AAAs based in city government, county government, a council of governments (COG), or a regional planning development agency (RPDA).
Additionally, stand-alone nonprofits and COG- or RPDA-based AAAs are more likely than city or county government-based AAAs to allow flexible schedules or remote work.
Also, small AAAs are more likely than medium or large AAAs to partner with public health agencies for wellness checks or assessments.
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