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Governor’s Workforce Investment Board The Aging of Maryland: Challenges and Opportunities

Governor’s Workforce Investment Board The Aging of Maryland: Challenges and Opportunities. Gloria Lawlah Secretary Maryland Department of Aging June 13, 2007. Maryland Department of Aging Mission, Organization, and Function.

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Governor’s Workforce Investment Board The Aging of Maryland: Challenges and Opportunities

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  1. Governor’s Workforce Investment BoardThe Aging of Maryland:Challenges and Opportunities Gloria Lawlah Secretary Maryland Department of Aging June 13, 2007

  2. Maryland Department of AgingMission, Organization, and Function • The mission of the Maryland Department of Aging is to enable older citizens to age with choice, independence and dignity • The Maryland Department of Aging in partnership with the 19 Area Agencies provides leadership and advocacy to Maryland’s seniors and their families through information, education, and services • Many of the programs we administer, provide services to individuals in their own homes or other community settings

  3. The Demographic Challenge • In the year 2000, the number of seniors in Maryland was just over 800,000 • Today there are about 900,000 and in five years there will be over one million seniors in Maryland • By 2030, the number is projected to increase to about 1.7 million seniors • Given this demographic trend, we face many challenges

  4. The Workforce Challenge • Asthe demand for home and community-based care increases, how will the direct service industries attract and retain enough qualified, trained workers to meet this need? • Direct service positions tend to be at the low end of the salary scale • We need to identify mechanisms to recruit and train workers to assume positions in direct care and we need to create incentives and a career ladder that will enable workers to assume greater responsibility and higher salaries over time

  5. The Workforce Challenge • Many small businesses and nonprofits that provide services to seniors need training in order to develop the business skills to support their operations as their client base grows • There is also a critical shortage of trained health professionals

  6. The Opportunity • The growth of the senior population also represents an opportunity for the State’s workforce development efforts • Although large numbers of Baby Boomers are about to enter their retirement years, rising numbers of seniors are expected to remain in the workforce well beyond traditional retirement age, or seek career changes and other opportunities for continued employment

  7. Future Steps The Department of Aging, the GWIB, and the Departments of Labor, Licensing, and Regulation, Business and Economic Development, Health and Mental Hygiene, Disabilities, and Human Resources need to work jointly on initiatives to address the workforce challenges faced by the personal care industries

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