The Ontario government plans to train 6000 to 8,000 new PSWs by December 2021, offering free tuition, textbooks and a paid practicum. Given the devastating effects of COVID in Ontario LTC facilities, it is so important to increase the numbers of PSWs in each home. But will increasing the pool of available PSWs actually translate into improved care? And what about the PSWs who are already educated – do they have work?

This funding will undoubtedly encourage people to enter PSW programs. It may help people who need to retrain find new work opportunities. Some who enter the PSW program may discover the joy and the rewards that come with caring for elders, they may love the sharing of laughter and tears and stories. 

However, the funding raises many questions. 

What about the PSWs who are already educated and unemployed or underemployed? There are many PSWs who historically worked at two sites to help meet their payments. Since COVID they have had to limit themselves to working at one site, and still many do not have full-time work and benefits. The wages earned by PSWs have not been sufficient for many to support themselves and their families. The benefits are too often non-existent.

And the working conditions are difficult.

This July 2021 report about LTC identifies challenges that PSWs encounter in their work. It leaves me concerned that the following challenges for PSWs will not be addressed by the new funding.

Challenge: Keeping PSWs in the workforce

Did You Know? 40% of PSWs leave within one year of training.  For every 10 people who graduate, 4 of those leave the profession in the first year.

Working conditions and burnout are the main reasons PSWs leave.

• 50% of PSWs are retained in the health care sector for fewer than 5 years
  • 43% left the sector due to burnout or working short staffed
• 25 % of PSWs with two or more years of experience leave the sector annually

• Improved Staffing: Staffing levels need to change so that PSWs can realistically meet the care needs of residents without the risk of burn out. In addition to educating more PSWs, I hope that the next step for the Ontario government is to provide  increased funding for LTC staffing.
• Valuing PSWs: PSWs need to be fully integrated into the team, including the way that PSWs are treated. PSWs need to be SEEN and HEARD and VALIDATED! As fully integrated members of the team, they need opportunities for leadership and education. 
• Supporting PSWs: With increases in wages and benefits, and full-time jobs possibilities. I hope that the government now provides  increased funding for PSWs to encourage them to stay in their chosen field of work.

 Changes that would help to retain PSWs are:

Challenge: Preparing PSWs

The report acknowledges that “most residents reach end of life in LTC.” PSWs need education and training so that they can be prepared to care for people who are living, but are also dying. New PSWs must graduate with the skills and knowledge for providing palliative and end-of-life care, and how to integrate a palliative approach.

To fully prepare PSWs to care for people who are living and dying:

• Provide sufficient education in core curriculum for PSWs to know how to provide palliative care, and integrate a palliative approach.
• Provide continuing education opportunities on providing palliative care and integrating a palliative approach.

In closing, I raise my hands to PSWs, the work that they do and the care they provide. I hope that this free education will be followed with other changes that will benefit all PSWs, and that PSWs will be best able to provide excellent care.

In closing, I raise my hands to PSWs, the work that they do and the care they provide. I hope that this free education will be followed with other changes that will benefit all PSWs, and that PSWs will be best able to provide excellent care.