Johns Hopkins University
Number of Employees: 40,000
The Johns Hopkins University Program has the following elements:
- Individual consultations with a LifeSpan Services Manager (graduate degree in counseling; certificate in geriatric care management) have been available for approximately 17 years.
- Workshops on topics including Legal Issues for Families, Advance Directives, Sandwich Generation, Wandering in Dementia, etc., have been in place for 10 years.
- Resources for long-distance caregivers have been available for approximately six years.
- Referrals to local resources and/or a professional geriatric care manager have always been an element of the program, as have print and Web-based access to information and resources.
- Back-up care (up to 10 days of subsidized care annually) has been in place since 2002. This element is managed by Parents in a Pinch, a vendor that provides the back-up care.
The program was developed by the Director of WorkLife Programs and a committee that includes the director of HR and the director of benefits, with the assistance of members of a caregiving task force. In addition, focus groups of employees were conducted to assess needs. Currently the LifeSpan Services Manager in the Office of Work, Life and Engagement is responsible for operations.
Employees receive information about the program through the Work-Life website and information cards made available at outreach events. In addition, the back-up care component has been marketed strategically in an effort to increase the utilization rates. No information was provided on the utilization of any of the program elements.
The back-up care users are surveyed regarding their satisfaction after use of the program. No other evaluation is ongoing. There are plans to survey other users in the near future.
Benefits to Employer
The eldercare programs at JHU have benefitted the employer through improved retention rates and engagement of employees.
Other Program Information
The Johns Hopkins program was an early eldercare program and the director at the time played a leadership role in fostering eldercare programs and innovations in the region. In the future, feedback from supervisors and employees as well as eldercare research will guide modifications in the program.