The Importance of Employee Credentialing in the Long-Term Care Industry: Trends for 2024

In the long-term care industry, maintaining up-to-date credentials for employees is not only essential for regulatory compliance but also plays a significant role in ensuring the safety and well-being of residents. As the industry continues to evolve, so do the trends and best practices surrounding credential management. 

Here is a list of primary credentialing that long term-care administrators typically deal with: 

1. Licensed Practical Nurses (LPN) and Registered Nurses (RN) Licensing

• State Licenses: Nurses must hold valid state licenses to practice, and nursing homes must verify the status and renewal of these credentials regularly.
• Nurse Aide Registry Checks: Facilities must confirm that nursing staff are listed in state nurse aide registries and are in good standing.

2. Certified Nursing Assistants (CNA)

• CNA Certification: Certified Nursing Assistants must complete state-approved training programs and maintain certification.
• Ongoing Training and Certification Maintenance: facilities must ensure that CNAs complete required continuing education or recertification as per state requirements.

3. Physician Credentialing

• Physicians who work with LTC facilities such as nursing homes need to be credentialed by verifying their education, licensure, board certifications, and work history.
• Privileging: In addition to general credentialing, facilities need to ensure doctors are granted privileges to perform specific procedures or services.

4. Physical Therapists, Occupational Therapists, and Speech Therapists

• Therapist Licensing and Certification: Therapy professionals must hold appropriate state licenses and/or certifications and must meet continuing education requirements.

5. Administrator Credentialing

• Nursing home and assisted living administrators must be licensed in their respective state, typically requiring a combination of education, training, and passing a state examination.
• Continuing Education: Administrators must complete continuing education to maintain their license.

6. Medication Aide or Medication Technician Credentialing

• Some states require medication aides or technicians to be credentialed separately, ensuring they are trained to handle and administer medications to residents.

7. Social Workers

• Licensure: Social workers need to have the appropriate licensure (e.g., Licensed Clinical Social Worker, LCSW) to provide services in facilities such as nursing homes.
• Specialty Certifications: Some states may require additional certifications for areas like gerontology or case management.

8. Allied Health Professionals (e.g., Dieticians, Pharmacists)

• State Licenses and Certifications: Allied health professionals, including dieticians and pharmacists, must be licensed and certified in accordance with state and federal guidelines.

9. CPR and Basic Life Support (BLS) Certifications

• Staff involved in direct patient care (nurses, aides, etc.) are often required to maintain current CPR and BLS certifications to handle emergencies.

10. Background Checks and Exclusion Lists

• Nursing homes are required to verify that staff are not listed on federal or state exclusion lists (e.g., OIG Exclusion List), meaning they are barred from participating in federally funded programs like Medicare.

11. Criminal Background Checks and Abuse Registry Checks

• Many states require criminal background checks and abuse registry checks for all staff who will be working directly with residents, to ensure they do not have a history of abuse or misconduct.

12. Compliance Training and Certifications

• HIPAA Compliance: All staff must undergo HIPAA training to protect patient information.
• Infection Control and Safety Training: Staff must be trained and certified in infection control protocols, particularly in light of COVID-19.
• Emergency Preparedness Training: Ensuring staff are trained in emergency protocols, including fire drills and evacuation procedures.

13. Specialized Training Programs

• Dementia Care Certification: Many nursing home staff, especially those working with residents with Alzheimer’s or other forms of dementia, may be required to hold dementia care certifications.
• Wound Care Certifications: Staff who manage wound care often need specialized certifications in wound care management.

14. Renewal and Expiry Tracking

• Facilities must track and manage the expiration of certifications and licenses for all staff, ensuring compliance through automatic renewals and reminders.

In this article, we’ll explore the importance of credentialing and the key trends shaping how nursing homes and assisted living facilities manage staff certifications in 2024.

Why Credentialing Matters in Long-Term Care

Credentialing ensures that healthcare workers—such as nurses, nursing assistants, and administrators—are qualified and certified to deliver care. In the long-term care environment, proper credentialing helps:

• Maintain compliance with federal and state regulations.
• Mitigate legal and financial risks by avoiding fines and penalties during audits.
• Ensure quality care for residents by ensuring staff qualifications are current.
• Reduce turnover by building a competent and satisfied workforce that meets required standards.

Key Credentialing Trends in 2024

1. Automation Takes Center Stage: As long-term care facilities face increasing regulatory scrutiny, more organizations are turning to automated systems like PERLA to manage credentialing. Automation allows HR teams to:
   • Reduce manual data entry errors.
   • Receive real-time notifications when staff credentials are nearing expiration.
   • Track expirables.
   • Streamline the entire process by automatically collecting, storing, and verifying employee documentation.
   • Trend Insight: Automation is becoming a non-negotiable for long-term care HR teams looking to save time and reduce risks associated with outdated or missing credentials.
2. Mobile Accessibility for HR Directors and Employees: In 2024, mobile-friendly platforms are no longer a luxury but a necessity. With the rise of remote work, and employees often working varying shifts, mobile access to credentialing platforms ensures that:
   • Employees can upload certification documents and receive renewal reminders on their smartphones.
   • HR directors can monitor credential statuses on the go, making the process more seamless and efficient.
   • Trend Insight: Mobile access increases compliance rates and improves communication between HR and employees.
3. Integration with Other HR Systems: The shift toward integrated HR platforms is accelerating. Long-term care facilities are increasingly looking for credentialing solutions that work alongside payroll, timekeeping, and other HR management systems. Seamless integration reduces data silos, enabling HR teams to:
   • Track credentialing alongside other employee records.
   • Ensure credentialing data is consistently updated across platforms.
   • Trend Insight: Integrated solutions will dominate the long-term care industry, providing a more cohesive HR experience.
4. Increased Focus on Compliance and Auditing: Regulatory agencies are enforcing stricter compliance requirements, particularly in long-term care. In 2024-2025, we anticipate:some text
   • More frequent audits of nursing homes and assisted living facilities.
   • Higher penalties for facilities that fail to maintain proper credentialing records.
   • Greater emphasis on ensuring that even temporary or contracted staff meet the required certification standards.
   • Trend Insight: Investing in robust credential management systems will become a priority to ensure compliance with rapidly changing regulations.
5. Employee Empowerment Through Self-Service Tools: Another growing trend is the rise of self-service tools that empower employees to manage their own credentials. Platforms like PERLA enable staff to:some text
   • Receive automated reminders about upcoming expiration dates.
   • Submit updated certifications directly through the system.
   • Monitor their credential status and stay compliant without HR intervention.
   • Trend Insight: Self-service credential management boosts employee accountability, reduces administrative burdens on HR, and ensures timely renewals.
6. Data-Driven Decision Making: As credentialing platforms evolve, the use of data analytics is becoming more prevalent. HR teams are beginning to leverage credential data to:some text
   • Identify trends in employee certifications.
   • Pinpoint areas of non-compliance early.
   • Use predictive analytics to foresee staffing issues caused by upcoming credential expirations.
   • Trend Insight: The ability to extract actionable insights from credential data will help facilities make proactive decisions to maintain compliance and optimize staffing.

Conclusion

In 2024 and 2025, the long-term care industry will see continued advancements in how employee credentialing is managed, with automation, mobile access, integration, and data-driven decision-making leading the charge. As regulatory pressures increase, facilities that adopt streamlined credential management solutions, like PERLA, will be better positioned to remain compliant, improve staff satisfaction, and ensure high-quality resident care.

‍Are you ready to streamline your credentialing process for 2024? Book a DEMO with PERLA today to see how our automated credential management system can help your nursing home or assisted living facility stay compliant and efficient.