';
Human Resources

0 316

Through this partnership created exclusively for RPCA members, organizations interested in partnering with ADP can take advantage of pre-established, preferred pricing and monthly promotions designed specifically for our valued RCPA members. Our partner program also includes:

  • Free benchmarking (labor cost, compensation, employee benefits, etc.)
  • Systems optimization services (system customization, utilization reporting, benefit carrier connections, etc.)
  • Dedicated RCPA implementation teams
  • Dedicated Service Account Manager.
  • For those members who are existing ADP clients looking to enhance their experience/offering, there are options available to you as well.

Currently, ADP has over 45,000 health care & 21,000 nonprofit organization clients. No matter your human services setting – extended care, mental health, substance use disorder, IDD, brain injury, criminal and juvenile justice, medical and pediatric rehabilitation, or physical disabilities and aging services  – health care professionals face unique payroll and HR challenges. With ADP, you get comprehensive solutions that can help you find and retain the best talent, support your people, and manage compliance obligations. Spend less time on manual processes and transform your HR operations. ADP’s solutions help you integrate HR systems, time and labor, and payroll so you can focus on what matters: aligning labor, productivity, and patient care.

Your dedicated ADP contact is Brett Ruina, who has been with ADP for the last 7 years, and has worked in the human capital management space for 16.

Brett is based out of Blue Bell, PA and the human services/health care space is near and dear to his heart as he is surrounded by medical professionals in his family. His wife is a nurse practitioner at a local university, his mother-in-law is a dental hygienist (yes, she is his hygienist as well 😊), and his sister-in-law is an ER nurse in the neurotrauma unit of a local hospital. This close to home experience, coupled with the expertise of working with human services/health care organizations over the last 7 years, has him excited to partner with RCPA to help its members navigate all of the challenges that exist in your space today. Below is Brett’s direct contact information, should you want to connect, and he will plan to introduce himself to the membership in the upcoming weeks!

Brett Ruina
ADP Human Capital Management Consultant
brett.ruina@adp.com
267-481-2932 (direct)

ADvancing States and the ARPA HCBS TA Collective Announce Release of Report Summarizing State Experiences with ARPA HCBS Initiatives

FOR IMMEDIATE RELEASE
April 23, 2024
CONTACT: Camille Dobson
202-898-2578

ARLINGTON, VA — ADvancing States and our partners in the American Rescue Plan Act (ARPA) home and community-based services (HCBS) Technical Assistance Collective (TA Collective) are proud to release a report sharing findings about states’ experience in implementing their ARPA HCBS initiatives. While the ARPA infusion of federal dollars into HCBS provided an historic opportunity to try bold, new approaches to supporting people in their homes and communities, states were challenged to make systemic improvements given the time-limited nature of the federal funds.

To gather insights into states’ experiences in implementing their ARPA HCBS spending plans, the TA Collective fielded a national survey in early 2024 that aimed to identify successful strategies used by states implementing their ARPA HCBS spending plans, as well as any barriers hindering their success. Based on responses to that survey, this report highlights the challenges and barriers states faced in thoughtfully executing their initiatives in the midst of a public health emergency. The thirty-three states that responded to the survey shared the top barriers to implementing their projects as planned. These barriers include:

  • Delays in obtaining approval from CMS for both their spending plans and the necessary federal authorities to implement those plans;
  • Lack of staff capacity to design and implement complex initiatives;
  • The time it takes to complete state procurement processes to implement projects; and
  • The need to secure legislative approval and/or budget authority before beginning work.

The report also suggests ways to make any future time-limited investments in the HCBS system more effective, including giving states more time to implement, easing the CMS approval process and providing resources to both states and CMS. Moreover, any future investments should be accompanied by a federal evaluation to glean insights into successful interventions that could be replicated across the country.

While this report highlights challenges and lessons learned, it should be noted that, against all odds, states created transformational change with their ARPA spending plan initiatives. Our hope is that this report — and the recommendations contained therein — serves as a roadmap for any future federal investment in the HCBS system.

This report is also informed by the TA Collective’s work supporting states with their ARPA initiative planning, implementation, and evaluation activities and by observations and analysis of state and federal ARPA HCBS activities. It builds upon the TA Collective’s past work including, Efforts to Evaluate the Impact of ARPA HCBS Investments, an issue brief examining state evaluation approaches, and a summary of the work of the HCBS Sustainability Summit, which provided valuable context on sustaining the HCBS commitment fostered by ARPA investments. Both reports can be found here.

We are grateful to The John A. Hartford Foundation, the Care for all with Respect and Equity (CARE) Fund, The SCAN Foundation, and the Milbank Memorial Fund for their support in making the work of the TA Collective possible.

Visit here to read the new report.

0 330
Image by Gerd Altmann from Pixabay

RCPA’s 2024/25 membership year begins July 1, and this week marks the beginning of our membership renewal period. You can download the membership applications directly from the RCPA website on our Join/Renew page. Dues are owed by July 1, 2024.

Please contact Tieanna Lloyd at (717) 963-3609 or via email with any questions, and thank you for your continued support of the association. We look forward to working with you during the 2024/25 membership year!

0 607

RCPA member Familylinks’s President and CEO Stacey Vaccaro is currently completing a study for her PhD regarding the characteristics of health and human services managers that make them stay in the industry. Members can assist Stacey by completing this questionnaire. The information obtained will help to shed light on whether or not some managers are truly “built” for this work. The questionnaire will take about 10 minutes to complete and will provide valuable insight to help us all better understand the managers in the industry.

Should you have questions, please contact Stacey directly about the study. You may also contact the faculty sponsor, Dr. J. Rosendale.

This project has been approved by the Indiana University of Pennsylvania Institutional Review Board for the Protection of Human Subjects (Phone 724-357-7730).

0 694

Visualizing the Behavioral Health Workforce Crisis
February 22, 2024, 12:00 pm – 1:00 pm EST
Register Here
Featuring Charles Klinger, Chief Operating Officer, Behavioral Health Alliance of Rural PA (BHARP)

Charles has led a collaborative data project across 24 Pennsylvania counties. It paints a picture of a devastated workforce.

Agencies provide this data, and review it with government and managed care. It is being used to support recruitment and retention efforts.

Charles and his team are working together to find solutions to the BH workforce crisis.


Charles has led the Provider Workforce Staffing (PWS) report in response to the major changes in behavioral health staffing since 2020. Over 20% of available positions remain unfilled, signaling an increased divide between available workers and population need.

This report highlights the costs of adequately filling our network in a clear and comprehensive way. Average rate of pay for a multitude of mental health jobs have been reviewed in the PWS report, from psychiatrists to housekeepers.

Most BH staffing problems arise from lack of available workers. According to Charles’ research, workers are leaving jobs, and there are no candidates available to replace them. Many jobs have consistently remained vacant.

For those from Pennsylvania, the PWS is particularly illuminating, as it focuses on state-specific needs, like the loss of workers in every level from outpatient care, to intensive behavioral health services (IBHS).