Base wage index and standard component values.

(i) 15 percent of the subtotal of 50 percent of the median wage for personal and home health aide (SOC code 39-9021); 30 percent of the median wage for nursing assistant (SOC code 31-1014); and 20 percent of the median wage for social and human services aide (SOC code 21-1093); and

(ii) 85 percent of the subtotal of 20 percent of the median wage for home health aide (SOC code 31-1011); 20 percent of the median wage for personal and home health aide (SOC code 39-9021); 20 percent of the median wage for nursing assistant (SOC code 31-1014); 20 percent of the median wage for psychiatric technician (SOC code 29-2053); and 20 percent of the median wage for social and human services aide (SOC code 21-1093);

new text begin (2) for adult day services, 70 percent of the median wage for nursing assistant (SOC code 31-1014); and 30 percent of the median wage for personal care aide (SOC code 39-9021); new text end

deleted text begin (2) deleted text end new text begin (3) new text end for day services, new text begin day support services, and prevocational services, new text end 20 percent of the median wage for nursing assistant (SOC code 31-1014); 20 percent of the median wage for psychiatric technician (SOC code 29-2053); and 60 percent of the median wage for social and human services aide (SOC code 21-1093);

deleted text begin (3) deleted text end new text begin (4) new text end for residential asleep-overnight staff, the wage is the minimum wage in Minnesota for large employers, except in a family foster care setting, the wage is 36 percent of the minimum wage in Minnesota for large employers;

deleted text begin (4) deleted text end new text begin (5) new text end for deleted text begin behavior program deleted text end new text begin positive supports new text end analyst staff, 100 percent of the median wage for mental health counselors (SOC code 21-1014);

deleted text begin (5) deleted text end new text begin (6) new text end for deleted text begin behavior program deleted text end new text begin positive supports new text end professional staff, 100 percent of the median wage for clinical counseling and school psychologist (SOC code 19-3031);

deleted text begin (6) deleted text end new text begin (7) new text end for deleted text begin behavior program deleted text end new text begin positive supports new text end specialist staff, 100 percent of the median wage for psychiatric technicians (SOC code 29-2053);

deleted text begin (7) deleted text end new text begin (8) new text end for supportive living services staff, 20 percent of the median wage for nursing assistant (SOC code 31-1014); 20 percent of the median wage for psychiatric technician (SOC code 29-2053); and 60 percent of the median wage for social and human services aide (SOC code 21-1093);

deleted text begin (8) deleted text end new text begin (9) new text end for housing access coordination staff, 100 percent of the median wage for community and social services specialist (SOC code 21-1099);

deleted text begin (9) deleted text end new text begin (10) new text end for in-home family support new text begin and individualized home supports with family training new text end staff, 20 percent of the median wage for nursing aide (SOC code 31-1012); 30 percent of the median wage for community social service specialist (SOC code 21-1099); 40 percent of the median wage for social and human services aide (SOC code 21-1093); and ten percent of the median wage for psychiatric technician (SOC code 29-2053);

deleted text begin (10) deleted text end new text begin (11) new text end for individualized home supports new text begin with training new text end services staff, 40 percent of the median wage for community social service specialist (SOC code 21-1099); 50 percent of the median wage for social and human services aide (SOC code 21-1093); and ten percent of the median wage for psychiatric technician (SOC code 29-2053);

deleted text begin (11) deleted text end new text begin (12) new text end for independent living skills staff, 40 percent of the median wage for community social service specialist (SOC code 21-1099); 50 percent of the median wage for social and human services aide (SOC code 21-1093); and ten percent of the median wage for psychiatric technician (SOC code 29-2053);

deleted text begin (12) for independent living skills specialist staff, 100 percent of mental health and substance abuse social worker (SOC code 21-1023); deleted text end

deleted text begin (13) for supported employment staff, 20 percent of the median wage for nursing assistant (SOC code 31-1014); 20 percent of the median wage for psychiatric technician (SOC code 29-2053); and 60 percent of the median wage for social and human services aide (SOC code 21-1093); deleted text end

deleted text begin (14) deleted text end new text begin (13) new text end for employment support services staff, 50 percent of the median wage for rehabilitation counselor (SOC code 21-1015); and 50 percent of the median wage for community and social services specialist (SOC code 21-1099);

deleted text begin (15) deleted text end new text begin (14) new text end for employment exploration services staff, 50 percent of the median wage for rehabilitation counselor (SOC code 21-1015); and 50 percent of the median wage for community and social services specialist (SOC code 21-1099);

deleted text begin (16) deleted text end new text begin (15) new text end for employment development services staff, 50 percent of the median wage for education, guidance, school, and vocational counselors (SOC code 21-1012); and 50 percent of the median wage for community and social services specialist (SOC code 21-1099);

new text begin (16) for individualized home support staff, 50 percent of the median wage for personal and home care aide (SOC code 39-9021); and 50 percent of the median wage for nursing assistant (SOC code 31-1014); new text end

(17) for adult companion staff, 50 percent of the median wage for personal and home care aide (SOC code 39-9021); and 50 percent of the median wage for nursing assistant (SOC code 31-1014);

(18) for night supervision staff, 20 percent of the median wage for home health aide (SOC code 31-1011); 20 percent of the median wage for personal and home health aide (SOC code 39-9021); 20 percent of the median wage for nursing assistant (SOC code 31-1014); 20 percent of the median wage for psychiatric technician (SOC code 29-2053); and 20 percent of the median wage for social and human services aide (SOC code 21-1093);

(19) for respite staff, 50 percent of the median wage for personal and home care aide (SOC code 39-9021); and 50 percent of the median wage for nursing assistant (SOC code 31-1014);

(20) for personal support staff, 50 percent of the median wage for personal and home care aide (SOC code 39-9021); and 50 percent of the median wage for nursing assistant (SOC code 31-1014);

(21) for supervisory staff, 100 percent of the median wage for community and social services specialist (SOC code 21-1099), with the exception of the supervisor of deleted text begin behavior deleted text end new text begin positive supports new text end professional, deleted text begin behavior deleted text end new text begin positive supports new text end analyst, and deleted text begin behavior deleted text end new text begin positive supports new text end specialists, which is 100 percent of the median wage for clinical counseling and school psychologist (SOC code 19-3031);

(22) for registered nurse staff, 100 percent of the median wage for registered nurses (SOC code 29-1141); and

(23) for licensed practical nurse staff, 100 percent of the median wage for licensed practical nurses (SOC code 29-2061).

(b) Component values for deleted text begin residential deleted text end new text begin corporate foster care services, corporate supportive living services daily, community residential services, and integrated community new text end support services are:

new text begin (1) competitive workforce factor: 4.7 percent; new text end

deleted text begin (1) deleted text end new text begin (2) new text end supervisory span of control ratio: 11 percent;

deleted text begin (2) deleted text end new text begin (3) new text end employee vacation, sick, and training allowance ratio: 8.71 percent;

deleted text begin (3) deleted text end new text begin (4) new text end employee-related cost ratio: 23.6 percent;

deleted text begin (4) deleted text end new text begin (5) new text end general administrative support ratio: 13.25 percent;

deleted text begin (5) deleted text end new text begin (6) new text end program-related expense ratio: 1.3 percent; and

deleted text begin (6) deleted text end new text begin (7) new text end absence and utilization factor ratio: 3.9 percent.

(c) Component values for family foster care are:

new text begin (1) competitive workforce factor: 4.7 percent; new text end

deleted text begin (1) deleted text end new text begin (2) new text end supervisory span of control ratio: 11 percent;

deleted text begin (2) deleted text end new text begin (3) new text end employee vacation, sick, and training allowance ratio: 8.71 percent;

deleted text begin (3) deleted text end new text begin (4) new text end employee-related cost ratio: 23.6 percent;

deleted text begin (4) deleted text end new text begin (5) new text end general administrative support ratio: 3.3 percent;

deleted text begin (5) deleted text end new text begin (6) new text end program-related expense ratio: 1.3 percent; and

deleted text begin (6) deleted text end new text begin (7) new text end absence factor: 1.7 percent.

(d) Component values for day deleted text begin services for all services deleted text end new text begin training and habilitation, day support services, and prevocational services new text end are:

new text begin (1) competitive workforce factor: 4.7 percent; new text end

deleted text begin (1) deleted text end new text begin (2) new text end supervisory span of control ratio: 11 percent;

deleted text begin (2) deleted text end new text begin (3) new text end employee vacation, sick, and training allowance ratio: 8.71 percent;

deleted text begin (3) deleted text end new text begin (4) new text end employee-related cost ratio: 23.6 percent;

deleted text begin (4) deleted text end new text begin (5) new text end program plan support ratio: 5.6 percent;

deleted text begin (5) deleted text end new text begin (6) new text end client programming and support ratio: ten percent;

deleted text begin (6) deleted text end new text begin (7) new text end general administrative support ratio: 13.25 percent;

deleted text begin (7) deleted text end new text begin (8) new text end program-related expense ratio: 1.8 percent; and

deleted text begin (8) deleted text end new text begin (9) new text end absence and utilization factor ratio: 9.4 percent.

new text begin (e) Component values for adult day services are: new text end

new text begin (1) competitive workforce factor: 4.7 percent; new text end

new text begin (2) supervisory span of control ratio: 11 percent; new text end

new text begin (3) employee vacation, sick, and training allowance ratio: 8.71 percent; new text end

new text begin (4) employee-related cost ratio: 23.6 percent; new text end

new text begin (5) program plan support ratio: 5.6 percent; new text end

new text begin (6) client programming and support ratio: 7.4 percent; new text end

new text begin (7) general administrative support ratio: 13.25 percent; new text end

new text begin (8) program-related expense ratio: 1.8 percent; and new text end

new text begin (9) absence and utilization factor ratio: 9.4 percent. new text end

deleted text begin (e) deleted text end new text begin (f) new text end Component values for unit-based services with programming are:

new text begin (1) competitive workforce factor: 4.7 percent; new text end

deleted text begin (1) deleted text end new text begin (2) new text end supervisory span of control ratio: 11 percent;

deleted text begin (2) deleted text end new text begin (3) new text end employee vacation, sick, and training allowance ratio: 8.71 percent;

deleted text begin (3) deleted text end new text begin (4) new text end employee-related cost ratio: 23.6 percent;

deleted text begin (4) deleted text end new text begin (5) new text end program plan supports ratio: 15.5 percent;

deleted text begin (5) deleted text end new text begin (6) new text end client programming and supports ratio: 4.7 percent;

deleted text begin (6) deleted text end new text begin (7) new text end general administrative support ratio: 13.25 percent;

deleted text begin (7) deleted text end new text begin (8) new text end program-related expense ratio: 6.1 percent; and

deleted text begin (8) deleted text end new text begin (9) new text end absence and utilization factor ratio: 3.9 percent.

deleted text begin (f) deleted text end new text begin (g) new text end Component values for unit-based services without programming except respite are:

new text begin (1) competitive workforce factor: 4.7 percent; new text end

deleted text begin (1) deleted text end new text begin (2) new text end supervisory span of control ratio: 11 percent;

deleted text begin (2) deleted text end new text begin (3) new text end employee vacation, sick, and training allowance ratio: 8.71 percent;

deleted text begin (3) deleted text end new text begin (4) new text end employee-related cost ratio: 23.6 percent;

deleted text begin (4) deleted text end new text begin (5) new text end program plan support ratio: 7.0 percent;

deleted text begin (5) deleted text end new text begin (6) new text end client programming and support ratio: 2.3 percent;

deleted text begin (6) deleted text end new text begin (7) new text end general administrative support ratio: 13.25 percent;

deleted text begin (7) deleted text end new text begin (8) new text end program-related expense ratio: 2.9 percent; and

deleted text begin (8) deleted text end new text begin (9) new text end absence and utilization factor ratio: 3.9 percent.

deleted text begin (g) deleted text end new text begin (h) new text end Component values for unit-based services without programming for respite are:

new text begin (1) competitive workforce factor: 4.7 percent; new text end

deleted text begin (1) deleted text end new text begin (2) new text end supervisory span of control ratio: 11 percent;

deleted text begin (2) deleted text end new text begin (3) new text end employee vacation, sick, and training allowance ratio: 8.71 percent;

deleted text begin (3) deleted text end new text begin (4) new text end employee-related cost ratio: 23.6 percent;

deleted text begin (4) deleted text end new text begin (5) new text end general administrative support ratio: 13.25 percent;

deleted text begin (5) deleted text end new text begin (6) new text end program-related expense ratio: 2.9 percent; and

deleted text begin (6) deleted text end new text begin (7) new text end absence and utilization factor ratio: 3.9 percent.

deleted text begin (h) On July 1, 2017, the commissioner shall update the base wage index in paragraph (a) based on the wage data by standard occupational code (SOC) from the Bureau of Labor Statistics available on December 31, 2016. The commissioner shall publish these updated values and load them into the rate management system. deleted text end new text begin (i) new text end On July 1, 2022, and every deleted text begin five deleted text end new text begin two new text end years thereafter, the commissioner shall update the base wage index in paragraph (a) based on deleted text begin the most recently available deleted text end wage data by SOC from the Bureau of Labor Statistics new text begin available 30 months and one day prior to the scheduled update new text end . The commissioner shall publish these updated values and load them into the rate management system.

new text begin (j) Beginning February 1, 2021, and every two years thereafter, the commissioner shall report to the chairs and ranking minority members of the legislative committees and divisions with jurisdiction over health and human services policy and finance an analysis of the competitive workforce factor. The report must include recommendations to update the competitive workforce factor using: new text end

new text begin (1) the most recently available wage data by SOC code for the weighted average wage for direct care staff for residential services and direct care staff for day services; new text end

new text begin (2) the most recently available wage data by SOC code of the weighted average wage of comparable occupations; and new text end

new text begin (3) workforce data as required under subdivision 10a, paragraph (g). new text end

new text begin The commissioner shall not recommend an increase or decrease of the competitive workforce factor from the current value by more than two percentage points. If, after a biennial analysis for the next report, the competitive workforce factor is less than or equal to zero, the commissioner shall recommend a competitive workforce factor of zero. new text end

deleted text begin (i) On July 1, 2017, the commissioner shall update the framework components in paragraph (d), clause (5); paragraph (e), clause (5); and paragraph (f), clause (5); subdivision 6, clauses (8) and (9); and subdivision 7, clauses (10), (16), and (17), for changes in the Consumer Price Index. The commissioner will adjust these values higher or lower by the percentage change in the Consumer Price Index-All Items, United States city average (CPI-U) from January 1, 2014, to January 1, 2017. The commissioner shall publish these updated values and load them into the rate management system. deleted text end new text begin (k) new text end On July 1, 2022, and every deleted text begin five deleted text end new text begin two new text end years thereafter, the commissioner shall update the framework components in paragraph (d), clause deleted text begin (5) deleted text end new text begin (6) new text end ; new text begin paragraph (e), clause (6); new text end paragraph deleted text begin (e) deleted text end new text begin (f) new text end , clause deleted text begin (5) deleted text end new text begin (6) new text end ; and paragraph deleted text begin (f) deleted text end new text begin (g) new text end , clause deleted text begin (5) deleted text end new text begin (6) new text end ; subdivision 6, new text begin paragraphs (b), new text end clauses deleted text begin (8) deleted text end new text begin (9) new text end and deleted text begin (9) deleted text end new text begin (10), and (e), clause (10) new text end ; and subdivision 7, clauses deleted text begin (10) deleted text end new text begin (11) new text end , deleted text begin (16) deleted text end new text begin (17) new text end , and deleted text begin (17) deleted text end new text begin (18) new text end , for changes in the Consumer Price Index. The commissioner shall adjust these values higher or lower by the percentage change in the CPI-U from the date of the previous update to the deleted text begin date of the deleted text end data deleted text begin most recently deleted text end available new text begin 30 months and one day new text end prior to the scheduled update. The commissioner shall publish these updated values and load them into the rate management system.

new text begin (l) Upon the implementation of the updates under paragraphs (i) and (k), rate adjustments authorized under section 256B.439, subdivision 7; Laws 2013, chapter 108, article 7, section 60; and Laws 2014, chapter 312, article 27, section 75, shall be removed from service rates calculated under this section. new text end

new text begin (m) Any rate adjustments applied to the service rates calculated under this section outside of the cost components and rate methodology specified in this section shall be removed from rate calculations upon implementation of the updates under paragraphs (i) and (k). new text end

deleted text begin (j) deleted text end new text begin (n) new text end In this subdivision, if Bureau of Labor Statistics occupational codes or Consumer Price Index items are unavailable in the future, the commissioner shall recommend to the legislature codes or items to update and replace missing component values.