CareWise Solutions,Inc

Our product is the Caring Place HUB and embedded Care Industry Organization and Human Performance System. It is a scalable online model with aspirations to be the most trusted destination for care industry workers, employee-caregivers, and their families to communicate, access key resources, and manage non-clinical needs. This is confidence-building across a national community pleading for a breakthrough. This is a starting point.

Communicating the emerging Care Industry’s

workforce strategy, development and deployment plans presents a view of the future of aligned healthcare and family care systems within an expanded home and local care delivery ecosystem. This Includes desired state, organizing structures, leadership, career, learning, total rewards compensation, and human performance solutions aligning national resources to an expanded wellness, work, and care ecosystem. 

Healthcare and Care Equity Priority Solutions are infused into the Caring Place Hub home care delivery infrastructure and human performance system as it impacts the Caree, family unit, and workers in the system. More research and applications are needed.

The lack of adequate clinical and non-clinical staffing levels in the home and care institutions is an enduring labor shortage. Typically considered a dissimilar problem, employers face an employment crisis as the new majority (40%) of every workforce are employee-caregivers, who face inordinate burdens of dual employment. Clearly, the nation must address labor, industry performance, and every family’s quality of life at the root cause. This is no longer negotiable as the shifts are now impacting a critical mass of our society, in every zip code – and disproportionately affect women and minorities in the modern workplace.

A paradigm shift is required to fundamentally change the caregiver culture, ecosystem workforce deployment, job content, professional development and use of advanced technology to change the nature of the work and how the work is done across industry silos. 

Without adequate services, caregivers cannot work. Without a changed care system and needs-based workplace adaptations, employers will not retain a sustainable workforce. Without change, many employees will find their health, job, careers, and family commitments impacted beyond the breaking point.

Enormous public communications, and education, coupled with the care industry’s professional development, will guide professionals to achieve the desired outcomes for families who deserve a higher quality of life and care. Technology must be the enabler; the Internet of Care. The first step is Caring Place and taking the conversations into mainstream America.

When used as wellness, work and caring system, the Caring Place EcoSystem supports daily care activities by a care professional, coordination and communications with family –  immediate access to family members at work,  and provides family care management resources such as legal, financial planners.

This initial phase offers single-stop shopping for best-in-class/certified health, telemedicine, smart home, workforce management services, employee-caregiver education, resources, and training. It would include a dashboard for smart home observation and management; it would include sophisticated technology to connect across external sites, internal IT corporate programs, and families can add their insurance providers to the gateway.

Essential to change in the care industry is education.  Our goal is to build online education programs into the selection, performance, and ongoing performance evaluation of the care workforce across the nation to develop shared values, goals, standards, and consistent performance. All connected to the job itself.  

By taking the Caring Place HUB to scale, and adding many more resources, it is our belief that millions of people around the world will receive better care and remain more connected with their families and communities.  We are making time to care through state-of-the-art virtual and high-touch care management approaches.  This model is not matched anywhere in the industry with proprietary intellectual property.

https://www.youtube.com/watch?v=RTZNnLTaqCQ&ab_channel=CareWiseSolutions

Directly impacts:

Care Workers – Healthcare,  Facilities, and In-Home Care Providers, Insurance, developing a stable workforce

Family Caregivers – Maintaining  health, jobs, income, and family relationships

Those Receiving Care – to increase the quality of life

Employers of Family Caregivers – Developing a stable workforce 

ADVERSE IMPACT ON LABOR MARKET PARTICIPATION (FOR PEOPLE OF COLOR)

 Facts surrounding productivity, absenteeism, collegial breakdowns, care-related stress and increased burdens on employers, little research has been done to understand the disparate impact on people of color and lower-income workers. This obviously extends to employee-caregivers in the non-care industry workforce- a double impact on the care workers who return home to continue caring. 

CareWise Solutions believes that the raw numbers that show higher hours of care in these communities is disproportionately driving non-white caregivers out of the labor market including inordinate numbers of low-income families are transferring care roles for Grandma to Youth. This continues a cycle of poverty.

CareWise Solutions believes deeply in health and care equity and has incorporated Corporate Social Responsibility as a part of a business ecosystem, leaders of each agency and institution must be accountable for advancing preventive and proactive measures.  A custom program is needed to accelerate the transition to a better way of living, working, and caring. 

Our solution is virtual. Trials are underway on Kentucky and New Jersey.

Yes.  Large organizations have the money and human resources expertise to "do their own thing". ( Although it's hard to find solutions in implementation at this time).

Small to mid-sized businesses do not have that advantage- especially in low-income areas. The disadvantage for People of Color is large.  This local implementation requires many more resources than larger businesses and will need associations like the chamber of Commerce and Local Associations to support the dissemination of the products/services.  ( And customization for local needed).

I am a skilled manager of the Baldridge Quality process and have utilized the CONSUMER 1st program extensively. This is the way I approached my work. 

For almost 10 years, I have been highly involved in advocacy and research in the caregiving industry. As a former Fortune 50 executive, my focus has been on education and technology-enabled innovation preserving employment (of family caregivers) as our population ages. 

I am skilled in the Baldridge Quality Process and was trained by the international experts at Bell Labs. This process starts with a clear definition of the problem in meeting the needs of the END CONSUMER, developing a mission and values statement, goals, and measures for success.   

 We are experiencing a collision of wellness, work, and care across the globe. It's clear that we cannot continue this path as the Baby Boomer generation ages over the next decades.

My non-profit education-based organization, CareWise Solutions, states our mission as: “Our focus is to activate a generational shift in line with the Baby Boomer Generation’s aging, life, and care expectations. The Baby Boomer generation has always had high expectations, and we see no reason that should stop now. We believe employed caregivers, their families, and their employers deserve to be treated with respect to preserving dignity as America ages.”

The Caring Place HUB model has the potential, at scale, to provide the foundation for transformational change in the care industry. With resources at their fingertips, and the ability to communicate directly, family members, employees, corporations, care industry workers, and others can build the overarching ecosystem required for people to work and care more naturally.

We are happy to provide a more in-depth analysis of our theory of change as required.

In the next year, CareWise Solutions plans to build upon the current pilot project. We are unable to scale the project due to financial and human capital constraints.

Funding for a Caring Place Virtual Hub will move the vision and Phase I designs to provide high-value products and services for the end consumer (Caree and Family) and their trusted partners - care providers in the home and care institutions.

We aspire to engage 500- 1,000+ employers in the private sector and 100 skilled facility employers with an initial grant in 2022/2023. Jeannette is an experienced senior executive and has the ability to recruit and mobilize senior leaders across the nation. We can move as quickly as funding allows. We have the model, and the nation does not have the time to wait. We are late to the gate in educating and equipping families for a higher quality of life and care.

In five years, we expect the exponential expansion to  over 200,000 employees via employers

Whether an organization of 100,000 employees or a local restaurant, the issue of employee caregiving colliding with work is a major challenge.  We are learning about this emerging marketplace.

It's clear from our research that all employers for their employees. 

Many small primary care physician offices, long-term care facilities, and community organizations are signing up for the Caring Place Hub. I stopped into our local pizza place and Martha- the owner- asked me how my business was going?  Within 3 minutes I was surrounded by 4 men from the construction trade asking how they could get support.  (Business to Consumer)

Many small businesses need support- especially in lower-income communities and the impact on People of Color is worse.  It takes a lot of work to do this local work. Relationship building across local agencies and government groups is essential. 

Trying hard to get their attention. A lot of silos and "I can do it my way" across government agencies.  The end consumers and physicians are very interested because they are dissatisfied with the current support they receive from any organization. (They are basically on their own) 

We have joined the Chamber of Commerce and are breaking into professional associations, talking with labor union leaders and equity advocates. 

I am seen as a very credible business leader. I have never had trust issues, I have learned from consumers and listened to them. I improve based on those open relationships.

I am a transformational leader. It is in my blood. I have 20 years of experience with many diverse colleagues, with very different perspectives. 

Funding for a Caring Place Virtual Hub Phase I designs provide high-value products/services for the end consumer (Caree and Family) and partners - care providers in the home and care institutions. 

Five years:  exponential expansion to over 200,000 employees. 

My work  on  UN Sustainable Development Goals  guides our efforts:

(1) No Poverty – by allowing employees to stay on the job

(3) Good Health and Well-being – by providing better care for carees.

(4) Quality Education – training for employers, employees, families, and the care industry on how to support those who require care without sacrificing themselves

(5) Gender Equality – Most caregivers are women

(8) Decent Work and Economic Growth – by allowing everyone to work and care more naturally. Over 80% of family caregivers are employed.

(9) Industry, Innovation, Infrastructure – Developing an ecosystem for the care economy

(10) Reduced Inequality – Caregiving concerns impact underserved communities, black and brown communities, and immigrants at a higher rate and greater effect than others.

(11) Sustainable Cities and Communities – The HUB curates and amalgamates the services available in a community, encouraging companies to be more socially responsible.

Steeped in 25 years of transformational leadership in a global, Fortune 50 corporation, Jeannette offers alternatives to the current economic, human capital, and digital ecosystem models for work and care across America.

Jeannette introduces several themes that focus on improving the human caregiver experience and building “longevity-of-care” solutions. These achieve many outcomes, including support for employee-caregiver job of choice retention and assistance for employers to build and sustain a viable workforce to reach its engagement and productivity goals. This is achieved as employee-caregivers are enabled by a seamless,  caregiver system with shared values, policies, labor, healthcare, community services, and public health operations…operating in a collaborative ecosystem of care.

 We are introducing the CareWise model in skilled care and healthcare institutions. We have input from employees and existing care workers in the home and those serving roles in the home. 

We have been active on all social media and regularly connect with over 10,000 LinkedIn Connections and transmit thousands of emails to stakeholders. Our Blogs have positioned CareWise Solutions as the premier source for solid work and care performance-enhancing solutions. We are professionals in human development and building high-performing businesses.     

 We have relationships and hold memberships with the Association of Aging, AARP, ARC, National Alliance of Caregiving, Rosalyn Carter Foundation, and Future of Work thought Leaders across the country. Jeannette is also the mom of two daughters with developmental disabilities and serves in leadership capacities in New Jersey.

1) Executive team (cross-industry) committed to innovation and willing to stand up for it.

2)  A design team of top thinkers in the areas noted to build the framework for a 2025 and 2030 model ( values, vision, metrics etc)

3) Public relations/media team

4) Designation as a leadership business- staff, a place to work, equipment, and fair pay.

5) Direct advocacy to address the equity issues of family care, incorporation of the stated solution into healthcare at-home strategies, and a digital ecosystem to relieve all families of the unfair burdens of an uncaring system. 

6) I would like to offer my team benefits and competitive pay for transformational leadership. 

This is an emerging industry. I doubt if many more can honestly answer more than I have. 

Microsoft or an equivalent technology company

Melinda Gates Foundation Caregiving Advocate

MIT Aging Innovators - Inventors

Home care/hospital at home leaders-consumers

Department of Labor and HHS- policy and community programs

Several employee resource networks- equity 

Healthcare Union leaders - labor, benefits, policy