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The Impact of an Ageing Population on Aged Care Services in Tasmania Presented by - Lee Veitch July 2014.

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Presentation on theme: "The Impact of an Ageing Population on Aged Care Services in Tasmania Presented by - Lee Veitch July 2014."— Presentation transcript:

1 The Impact of an Ageing Population on Aged Care Services in Tasmania Presented by - Lee Veitch July 2014

2 Impact of Ageing on our State…. Fastest ageing population, the oldest state by in every 4 people will over 65, some areas higher - Glamorgan Spring Bay 45% of population over 65 by 2030 Next 20 years the proportion of 65 years and over predicted to grow by 80 per cent 85 years and over quadruple to 41,200 by 2050 Dementia to increase four fold 58 % of people live outside Hobart, most dispersed state Lowest life expectancy, poorest health outcomes, highest welfare dependency, lower income levels, more elders living alone without support

3 The Aged Care Services Sector in Tasmania…… 5,756 residential aged care places 1,911 home care places (including CACPs, EACH and EACH-D) new packages are home care packages level 1-4 and consumer directed 109 Transition Care Packages Over 20,000 older Tasmanians assisted in their home through the the “Home Support Program” Plus retirement village and independent living accommodation across the State.

4 Cont.. Over 1400 independent/retirement units 38 residential aged care organisations across 78 sites – many now also deliver home care and other services like day centres 20 plus community/home care, including HACC specific services 16 (40%) of 38 residential care facilities - 60 beds or less 90 % Not for Profit & State Govt

5 The Challenges….. Over 1 million older Australians currently receive aged care services – by 2050 this will increase to over 3.5 million & 5.1% of population over 85 Government spending - 0.8% of GDP in 2010 to 1.8% in 2050 Increased expectations and demands from consumers Increased incidence of aged related disability and disease especially dementia Concerns about quality of care A relative decline in the number of informal carers Reduced growth in funding – shift to ‘user pay’

6 The Challenges…… Average stay in residential aged care is now around 6 months and decreasing…quick turnover and empty beds has financial implications There is a need to harness technology to improve quality of care and productivity The implementation person centred/consumer directed care, wellbeing & reablement models, keeping people at home longer Strengthening cooperation/relationship with hospitals and primary health care sector

7 Workforce Snapshot…… Workforce of approximately 11,000 and growing 80% of the workforce is employed on a part time or casual A large percentage employed in rural and remote settings 87% is Female….male representation strongest in ‘office based & Management Roles 80% of the workforce are employed in ‘caring/supporting roles’ Average age of workforce is over 48.5, average age of RNs is 55 Average turnover rate is 17%

8 Workforce Challenges…..and solutions ? Increase in the demand for services at the same time as our workforce is ageing Over the coming years ‘service providers’ will become ‘service users’ To meet the increased demand for services we need to increase the size of our workforce by 40% in the next 5 years… what does this mean to Tasmania approximately new workers, this is without taking into account replacing workers leaving the workforce

9 Workforce Challenges…..and solutions ? The need to increase the size of the workforce will occur at the same time as the ‘working age’ population is rapidly declining If we are able to find people…how do we ensure that they are skilled to the level needed to ensure the delivery of ‘quality services’ to our clients? Due to the changing demographic of our client base e.g. living longer, higher incidence of dementia, residential more acute care, change in consumer expectations, staying at home longer… at the same time as training ‘new employee’s we will need to up skill and/or reskill our current workforce

10 Workforce Challenges…..and solutions ? To remain sustainable organisations need to recognise the importance of taking a collaborative approach in addressing many of the issues/challenges We need to review the design of our service delivery models inline with changes related to both the demographics of our client group and the reform agenda We will be competing with other Industries for our workforce, we need to promote our Sector as a career pathway of choice….provide multiple points of entry, don’t let anyone escape!!!

11 Workforce Challenges…..and solutions ? Explore opportunities to share our workforce with like services e.g. disability, hospitality etc. We need to review the design of our service delivery models inline with changes related to both the demographics of our client group and the reform agenda…..less people more work to do There needs to be a whole of Sector approach to Attracting, Recruiting, Retaining & Skilling our Workforce

12 Workforce Challenges…..and solutions ? Support Older Workers to stay in our workplaces: – Redesign job roles – We currently have initiatives in place such as working school hours for ‘parents’ …..we need to implement initiatives relevant to Lifestyle choices/needs of our older workers – Be more conscious of the layout/ergonomics of our workplaces

13 Workforce Challenges…..and solutions ? The need to be proactive in addressing ‘workforce issues’ has reached the critical point. As a Sector we cant do this on our own, if we are to succeed a whole of government approach to policy development and implementation is crucial. BE INNOVATVE & CREATIVE


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