長庚醫療體系的照服人員職能發展與管理制度

Care Workers' Competency Development and Management of Chang-Gung Medical System

不同的工作場域發展出不同的服務方式、在職訓練內容與職能發展。長庚醫療體系包含醫院、護理之家、老人住宅三個不同場域，均有照服員在其中提供照顧服務工作。在不同場域的照服員與長庚合作及管理模式因法規、服務對象需求、照顧型態及慣行收費標準不同，呈現差異化的樣貌。長庚醫療體系透過個人特約、聘為正式員工、外包給合約廠商以及資源轉介等方式導入照服員加入照顧服務的工作，除了長照2.0居服照服員之外，在醫院、護理之家及養生文化村在宅中心照服員，以「非受雇人員」或「正式員工」二種身分進行服務規範、培育訓練、薪資福利等職能管理，期使照服員獲得良好工作環境、被照顧者得到優質服務。從穩定的留任率可以看到此一模式之成效。

 

Difference care situations have developed their own approach to services, job training, and competency management. The Chang-Gung medical system includes hospitals, nursing homes, and residences for the elderly, and each unit has its own care workers to fulfill different care services. Care workers from different working areas operate under their own management model when cooperating within the Chang-Gung medical system: hospitals’ contract-based care workers are supervised under the nursing department; care workers of nursing homes are full-time employees; care workers of residences for the elderly are supervised under the contractor of its care workers; and home care workers within the Chang Gung Health and Culture Village are assigned from the B unit of long-term care 2.0.