We call on the MDPH and the financing Department to study the Secured Gré à Gré model! An irrefutable budgetary and social opportunity.
The time for astonishment at the rate disparity must be transformed into a concrete, quantified proposal. The difference between €24.58/h (provider) and €12-17/h (gré à gré salary) is a budgetary opportunity that the MDPH and the Department have a duty to seize for the benefit of the beneficiary and public money.
Our Formal Partnership Proposal to the MDPH and the Financing Department: We, as Autonomy Coordinators (Self-employed Administrative Assistance Professionals), propose to close the funding gap with our HR Engineering and home coordination service. We are thus creating the Secured Gré à Gré Model, which resolves the problems of precarity and administrative burden at a more advantageous cost for the community.
Why is this proposal a Triple-Win:
Budgetary Gain for the Department: Funding the Disparity.
The Mechanism: The Department allocates part of the savings realized (the difference between €24.58/h and the salary at €17/h, i.e., €7-12/h) to fund our coordination service (administrative assistance and HR management) at a reasonable cost (€5-7/h).
The Quantified Result: The total cost (Revalued salary at €17/h + Our Coordination at €5-7/h) remains lower than the €24.58/h paid to the agency. The Department realizes certain savings on every hour funded while ensuring a complete service to the beneficiary.
Security and Quality for the Beneficiary: Service Continuity.
Thanks to our coordination, the beneficiary gains the flexibility of gré à gré (choice of care worker) WITHOUT the administrative burden and the overload for their entourage.
We guarantee aid continuity and replacements (HR Engineering), ensuring the serenity of the beneficiary and a better quality of life.
Valuing the Care Worker (Service Stability):
Using the savings from the disparity to fund our coordination makes it possible to guarantee ancrage salarial (stable volume of hours) and better compensation (€17/h and more). This staff stability reduces turnover, a key indicator of success for the MDPH.
Solemn Call to Institutions: We ask the MDPH and the financing Department to meet with us for a detailed presentation of this pilot model. It is imperative to transform the injustice of the rate disparity into a Triple-Win model: better for the beneficiary, more stable for the care worker, and more economical for public finances.