Resources

Florence by APNA is a free, nurse-designed app that streamlines Continuing Professional Development (CPD) tracking and career growth. It offers tailored learning recommendations, Ahpra-compliant CPD logging, and goal-setting tools. Florence also connects nurses with opportunities in research, mentoring, and employment, empowering them to manage their professional development effectively.

This Flinders University report examines the impact of the National Disability Insurance Scheme (NDIS) on Australia's aged care sector, highlighting challenges in workforce planning, service integration, and funding. It underscores the need for coordinated policy approaches to address overlapping care needs and ensure sustainable, high-quality support for older Australians.

This Flinders University report examines the impact of the National Disability Insurance Scheme (NDIS) on Australia's aged care sector, highlighting challenges in workforce planning, service integration, and funding. It underscores the need for coordinated policy approaches to address overlapping care needs and ensure sustainable, high-quality support for older Australians.

FHG outlines seven key strategies to attract and retain aged care workers in Australia, emphasizing professional development, supportive leadership, positive workplace culture, work-life balance, recognition, diversity, and regular staff feedback. These approaches aim to enhance employee engagement, reduce turnover, and ensure high-quality care for the growing elderly population.

The ELDAC Self-care Room is a free, co-designed online resource that supports the wellbeing of aged care workers. It offers practical tools like reflection activities, quick self-care ideas, grief support, and planning guides to help staff manage stress and prevent burnout while delivering end-of-life care.

This report outlines a promising practice of implementing paid monthly meetings for home care workers. These structured sessions, held at local venues, compensate workers for their time and travel, fostering regular face-to-face interactions with colleagues, team leaders, and support staff. The initiative aims to reduce worker isolation, enhance communication, and improve the quality of client care by acknowledging the valuable insights and experiences of home

This 2023 report explores alternative staffing models for residential aged care services that struggle to meet the 24/7 registered nurse requirement. Commissioned by the Department of Health and Aged Care, it recommends flexible, clinically safe approaches such as nurse practitioner-led models, telehealth, and outreach services—particularly for rural and remote facilities. The report supports exemptions in specific contexts (e.g.

The 2023 Aged & Community Care Providers Association (ACCPA) Workforce Report presents insights from a national survey of aged care providers. It identifies persistent challenges in recruitment, retention, training, and workforce supply, particularly for personal care workers, registered nurses, and allied health professionals. The report highlights high vacancy rates, increased use of agency staff, and limited access to skilled workers in regional areas.

The 2018 report Developing Sustainable Career Pathways for Aged Care Workers by the Bankwest Curtin Economics Centre examines strategies to attract and retain personal care assistants (PCAs) in Western Australia's aged care sector. Through interviews and surveys across nine facilities, the study identifies key factors influencing workforce stability, such as age, language background, and regional location. It highlights the need for clear career progression, im

The 2016 National Aged Care Staffing and Skills Mix Project Report by the Australian Nursing and Midwifery Federation (ANMF) provides an evidence-based framework for staffing in residential aged care. It recommends a minimum of 4 hours and 18 minutes of care per resident daily, delivered by a workforce comprising 30% Registered Nurses, 20% Enrolled Nurses, and 50% Personal Care Workers. The study highlights that current staffing levels are insufficient, leading