CALA News & Views | Issue 52 | Workforce

CONTINUING LIFE LLC: Building Pathways in Clinical Care

our screening over time,” Jorgensen-Kares said. “We stay very close to participants and have learned that there is lower success with high school seniors who immediately enroll prior to becoming familiar with our community and working in a professional environment.” Continuing Life also brings high school students – particularly those enrolled in health science pathways – on bus tours of its Continuing Care Retirement Communities. This hands-on exposure helps younger students see what day-to-day life and work in senior living are really like, Jorgensen-Kares said, noting that even a brief visit can spark interest in caregiving or administration. SUCCESS from Continuing Life LLC

Meanwhile, Continuing Life has pursued a slightly different strategy to attract students into senior living. Darolyn Jorgensen-Kares , the organization’s chief operating officer , points to outreach at local high schools as a major success driver. A pilot Certified Nursing Assistant (CNA) scholarship program, along with partnerships with vocational or nurse training schools, also creates direct pipelines of motivated individuals. “We have some very successful outreach programs at different high schools, a CNA pilot scholarship program that has been a great source of marketing, and we have experienced moderate success and partnerships with vocational training/nurse training programs,” Jorgensen Kares said. CNA Scholarship Model One of Continuing Life’s most innovative approaches involves prepaying tuition for CNA candidates and paying them minimum wage during their training period, as long as they work part-time in the community. Students sign an agreement to stay for at least 18 months once certified, although Jorgensen-Kares acknowledged this commitment can be difficult to enforce. “The pilot program does come with some risk including prepaid tuition for CNA training, minimum wage to be paid to the individual for a maximum of 160 hours and, while in school, the individual must work in some capacity at the community,” she said. “Overall, we believe the benefits outweigh the risk.” By working at the community in positions such as caregiver, server or activities assistant, prospective CNAs gain a realistic picture of the environment and expectations before they move into full-time clinical roles. Refining for Better Outcomes After learning from past participants, Continuing Life adapted its approach to improve retention. Instead of sponsoring CNA training right away, the organization now prefers that high school graduates or new hires work on-site for around nine months before receiving the scholarship. This ensures they have time to adjust, develop a professional mindset and confirm that senior living is a good fit.

ANA THOMASSEN After successfully completing Continuing Life’s scholarship program, Ana found herself drawn to resident care in ways she had not expected.

The program taught her practical skills and bolstered her appreciation for serving older adults, giving her a solid foundation to build upon. Eager to broaden her impact, she transitioned into social services, where she discovered a deep fulfillment in supporting residents and families through various challenges. She has been given the opportunity to support residents and families in various capacities, deepening her understanding of their unique needs solidifying her commitment to advocating for others and striving for improved services. “This experience has had a profound impact on both my career trajectory and personal growth,” Ana said. “It has equipped me with essential skills in resident care while significantly enhancing my appreciation for the profession.”

“We have learned from the candidates and also improved

CALA NEWS & VIEWS I ISSUE 52 | MARCH 2025 10