Pennsylvania Department of Health
 CORRY MANOR
Patient Care Inspection Results

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CORRY MANOR
Inspection Results For:

There are  102 surveys for this facility. Please select a date to view the survey results.

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CORRY MANOR - Inspection Results Scope of Citation
Number of Residents Affected
By Deficient Practice
Initial comments:


Based on a Follow-up Survey completed on June 4, 2026, it was determined that Corry Manor failed to correct all the deficiencies cited during the survey of March 31, 2026, and continued to be out of compliance with the following requirements of the 28 PA Code, Commonwealth of Pennsylvania Long Term Care Licensure Regulations.


 Plan of Correction:


§ 211.12(f.1)(3) LICENSURE Nursing services. :State only Deficiency.
(3) Effective July 1, 2024, a minimum of 1 nurse aide per 10 residents during the day, 1 nurse aide per 11 residents during the evening, and 1 nurse aide per 15 residents overnight.

Observations:


Based on review of facility nursing staffing documents and staff interview, it was determined that the facility failed to meet the Nurse Aide (NA) ratio of one NA per 10 residents on day shift for one of seven days reviewed (5/24/26); failed to meet the ratio of one NA per 10 residents on evening shift for one of seven days reviewed (5/24/26); and failed to meet the ratio of one NA per 15 residents on the overnight shift for six of seven days reviewed (5/21/26, 5/23/26, 5/24/26, 525/26, 5/26/26, and 5/27/26).

Findings include:

Review of nursing staffing documents for the time period from 5/21/26, through 5/27/26, revealed the following NA staffing shortage for the day shift:

5/24/26 facility census of 111 residents 10.04 NAs worked and 11.10 were required


Review of nursing staffing documents for the time period from 5/21/26, through 5/27/26, revealed the following NA staffing shortage for the evening shift:

5/24/26 facility census of 111 residents 9.96 NAs worked and 10.09 were required

Review of nursing staffing documents for the time period from 5/21/26, through 5/27/26, revealed the following NA staffing shortages for the overnight shift:

5/21/26 facility census of 113 residents 6.63 NAs worked and 7.53 were required
5/23/26 facility census of 112 residents 6.12 NAs worked and 7.47 were required
5/24/26 facility census of 111 residents 6.66 NAs worked and 7.40 were required
5/25/26 facility census of 111 residents 6.13 NAs worked and 7.40 were required
5/26/26 facility census of 110 residents 7.14 NAs worked and 7.33 were required
5/27/26 facility census of 111 residents 4.43 NAs worked and 7.40 were required


During a telephone interview on 6/04/26, at 1:30 p.m. the Nursing Home Administrator confirmed that the facility failed to meet the minimum NA ratio requirements on the above shifts and dates.





 Plan of Correction - To be completed: 07/15/2026

The deficient practice in nurse aide
ratios has been identified and unable
to be corrected in past. There has
been no negative impact on resident
care.
1. Nursing home administrator/NHA
or designee to in-service staffing
coordinator, director of nursing, and
assistant director of nursing on the
state required minimum staffing
ratios for nurse aides.
2. Nursing Home
Administrator/NHA or designee to
conduct staffing meetings 3
times/week to ensure the state
required minimum staffing ratios for
nurses' aides are met throughout the
week, weekends and holidays.
3. NHA/ designee to review staffing
sheets 3x weekly to ensure the state
required minimum staffing ratios for
nurses aides are met for the day/
shifts prior. Staffing meeting
includes discussion of open shifts,
vacation coverage, review of current
nursing staff schedule and what is
needed to meet state required nurses aide ratio, interviews scheduled, new
hires and orientation date.
NHA/ designee to utilize corporate
hiring and recruitment platform and
Indeed for job applicants, attend job
fairs, corporate talent acquisition
specialist, employee referral bonus
program and tuition reimbursement
for recruitment efforts. Nurses aides
are offered call-in bonus pay and
incentive programs for picking up
additional shifts. Continue recruitment for virtual CNA class for faster turnaround.
4. NHA/designee to meet 3x week
with Director of Nursing/DON or
designee and staffing coordinator to
review nursing assistant ratios.
Staffing meeting and audit will
continue to ensure sustained
compliance.
5. DON/designee will educate the
nursing supervisors and charge
nurses on process of calling nursing
staff in when call-offs occur.
All audits will be reviewed through
the quality and performance
improvement process.
§ 211.12(f.1)(4) LICENSURE Nursing services. :State only Deficiency.
(4) Effective July 1, 2023, a minimum of 1 LPN per 25 residents during the day, 1 LPN per 30 residents during the evening, and 1 LPN per 40 residents overnight.
Observations:


Based on review of facility nursing staffing documents and staff interview, it was determined that the facility failed to meet the Licensed Practical Nurse (LPN) ratios of one LPN per 40 residents on the overnight shift for six of seven days reviewed (5/21/26, 5/22/26, 5/23/26, 5/25/26, 5/26/26, and 5/27/26).

Findings include:

Review of nursing staffing documents for the time period from 5/21/26, through 5/27/26, revealed the following LPN staffing shortages for the overnight shift:

5/21/26 facility census of 113 residents 2.00 LPNs worked and 2.83 were required
5/22/26 facility census of 114 residents 2.37 LPNs worked and 2.85 were required
5/23/26 facility census of 112 residents 2.43 LPNs worked and 2.80 were required
5/25/26 facility census of 111 residents 2.28 LPNs worked and 2.78 were required
5/26/26 facility census of 110 residents 2.27 LPNs worked and 2.75 were required
5/27/26 facility census of 111 residents 2.08 LPNs worked and 2.78 were required

During a telephone interview on 6/04/26, at 1:30 p.m. the Nursing Home Administrator confirmed that the facility failed to meet the minimum LPN ratio requirements on the above shifts and days.




 Plan of Correction - To be completed: 07/15/2026

The deficient practice in licensed
practical nurse ratios has been
identified in the past and unable to
be corrected. There has not been
any negative impact on resident
care.
1. Nursing home administrator/NHA
or designee to in-service staffing
coordinator, director of nursing, and
assistant director of nursing on the
state required minimum staffing
ratios for licensed practical nurses.
2. Nursing Home
Administrator/NHA or designee to
conduct staffing meetings 3
times/week to ensure the state
required minimum staffing ratios for
licensed practical nurses are met
throughout the week, weekends and
holidays.
3. NHA/ designee to review staffing
sheets 3x weekly to ensure the state
required minimum staffing ratios for
licensed practical nurses are met for
the day/ shifts prior. Staffing
meeting includes discussion of open
shifts, vacation coverage, review of current nursing staff schedule and
what is needed to meet state
required licensed practical nurses
ratio, interviews scheduled, new
hires and orientation date.
NHA/ designee to utilize corporate
hiring and recruitment platform and
Indeed for job applicants, attend job
fairs, corporate talent acquisition
specialist, employee referral bonus
program and tuition reimbursement
for recruitment efforts. Licensed
Practical Nurses are offered call-in
bonus pay and incentive programs
for picking up additional shifts. New
on-line templates and new brochures
to promote facility jobs initiated.
4. NHA/designee to meet 3x weekly
with Director of Nursing/DON or
designee and staffing coordinator to
review licensed practical nursing
ratios. Staffing meeting and audit will
continue to ensure sustained
compliance.
5. DON/designee will educate the
nursing supervisors and charge nurses on process of calling nursing
staff in when call-offs occur.
All audits will be reviewed through
the quality and performance
improvement process.
§ 211.12(f.1)(5) LICENSURE Nursing services. :State only Deficiency.
(5) Effective July 1, 2023, a minimum of 1 RN per 250 residents during all shifts.
Observations:


Based on review of facility nursing staffing documents and staff interview, it was determined that the facility failed to meet the Registered Nurse (RN) ratio of one RN per 250 residents on the day shift for two of seven days reviewed (5/24/26, and 5/25/26 ); and failed to meet the ratio of one RN per 250 residents on the evening shift for seven of seven days reviewed (5/21/26, 5/22/26, 5/23/26, 5/24/26, 5/25/26, 5/26/26, and 5/27/26) and failed to meet the ratio of one RN per 250 residents on the overnight shift for two of seven days reviewed (5/23/26 and 5/25/26).

Findings include:

Review of nursing staffing documents for the time period from 5/21/26, through 5/27/26, revealed the following RN staffing shortages for the day shift:

5/24/26 facility census of 111 residents 0.30 RNs worked and 1.00 were required
5/25/26 facility census of 111 residents 0.57 RNs worked and 1.00 were required


Review of nursing staffing documents for the time period from 5/21/26, through 5/27/26, revealed the following RN staffing shortages for the evening shift:

5/21/26 facility census of 113 residents 0.70 RNs worked and 1.00 were required
5/22/26 facility census of 114 residents 0.84 RNs worked and 1.00 were required
5/23/26 facility census of 112 residents 0.33 RNs worked and 1.00 were required
5/24/26 facility census of 111 residents 0.00 RNs worked and 1.00 were required
5/25/26 facility census of 111 residents 0.15 RNs worked and 1.00 were required
5/26/26 facility census of 110 residents 0.77 RNs worked and 1.00 were required
5/27/26 facility census of 111 residents 0.29 RNs worked and 1.00 were required

Review of nursing staffing documents for the time period from 5/21/26, through 5/27/26, revealed the following RN staffing shortages for the overnight shift:

5/23/26 facility census of 112 residents 0.00 RNs worked and 1.00 were required
5/25/26 facility census of 111 residents 0.13 RNs worked and 1.00 were required

During a telephone interview on 6/04/26, at 1:30 p.m. the Nursing Home Administrator confirmed that the facility failed to meet the minimum RN ratio requirements on the above shifts and dates.




 Plan of Correction - To be completed: 07/15/2026

The deficient practice in registered
nurse ratios has been identified in
the past and no negative impact has
occurred on resident care.
1. Nursing home administrator/NHA
or designee to in-service staffing
coordinator, director of nursing, and
assistant director of nursing on the
state required minimum staffing
ratios for registered nurses.
2. Nursing Home
Administrator/NHA or designee to
conduct staffing meetings 3
times/week to ensure the state
required minimum staffing ratios for
registered nurses are met throughout
the week, weekends and holidays.
3. NHA/ designee to review staffing
sheets 3x weekly to ensure the state
required minimum staffing ratios for
registered nurses are met for the
day/ shifts prior. Staffing meeting
includes discussion of open shifts,
vacation coverage, review of current
nursing staff schedule and what is
needed to meet state required
registered nurses ratio, interviews scheduled, new hires and orientation
date.
NHA/ designee to utilize corporate
hiring and recruitment platform and
Indeed for job applicants, attend job
fairs, corporate talent acquisition
specialist, employee referral bonus
program and tuition reimbursement
for recruitment efforts. Registered
nurses are offered call-in bonus pay
and incentive programs for picking
up additional shifts. Updated
brochures and on-line platform
promoting jobs at facility.
Encouraging LPNs to further
education.
4. NHA/designee to meet 3x weekly
with Director of Nursing/DON or
designee and staffing coordinator to
review registered nurses ratios. Staff
meetings and audit will continue to
ensure sustained compliance.
5. DON/designee will educate the
nursing supervisors and charge
nurses on process of calling nursing
staff in when call-offs occur. All audits will be reviewed through
the quality and performance
improvement process.
§ 211.12(i)(2) LICENSURE Nursing services.:State only Deficiency.
(2) Effective July 1, 2024, the total number of hours of general nursing care provided in each 24-hour period shall, when totaled for the entire facility, be a minimum of 3.2 hours of direct resident care for each resident.

Observations:


Based on review of facility nursing staffing documents and staff interview, it was determined that the facility failed to provide the minimum number of general nursing care hours of 3.2 hours of direct resident care hours per resident in a twenty-four-hour period for six of seven days reviewed 5/22/26, 5/23/26, 5/24/26, 5/25/26, 5/26/26, and 5/27/26 ).

Findings include:

Review of facility nursing staffing documents for the time period from 5/21/26, through 5/27/26, revealed that the hours of direct resident care were below 3.2 minimum per patient per day (PPD) on the following dates:

5/22/263.12 PPD
5/23/262.88 PPD
5/24/262.81 PPD
5/25/263.10 PPD
5/26/263.14 PPD
5/27/263.13 PPD

During a telephone interview on 6/04/26, at 1:30 p.m. the Nursing Home Administrator confirmed that the facility did not meet the 3.2 minimum hours of direct resident care on the above dates.




 Plan of Correction - To be completed: 07/15/2026

The deficient practice related to the
provision of 3.2 hours of direct
resident care for each resident per 24
hours identified in the deficiency has
not been able to be corrected in the
past. No negative impact has
occurred on resident care.
Nursing Home Administrator/NHA
or designee to in-service staffing
coordinator, staff educator, Director
of Nursing/DON and assistant
director of nursing and charge
nurses on the state required
minimum staffing levels of 3.2 hours
per patient day.
2. NHA/designee to conduct staffing
meetings 3 times weekly to ensure
the state required minimum number
of general nursing care hours are met
through the week, weekends and
holidays.
3. NHA/designee to review staffing
sheets 3x weekly to ensure adequate
nursing coverage is scheduled to
meet the minimum number of general
nursing care hours. Staffing meeting
includes discussion of open shifts,vacation coverage, review of current
nursing staff schedule and coverage
needed to meet state required
minimum staffing hours of 3.2,
interviews scheduled, new hires and
orientation date.
NHA/ designee to utilize corporate
recruitment platform and Indeed for
job applicants, attend job fairs,
corporate talent acquisition
specialist, newspaper ads, employee
referral bonus program and tuition
reimbursement for recruitment
efforts. Nursing staff are offered
call-in- bonus pay and incentive
programs for picking up additional
shifts. Employee retention programs
being utilize and recognizing
milestones of employees.
NHA or designee will host open
interview hours to increase
recruitment efforts.
The admission team will review
potential admissions based on the
ability to meet the care needs of the
residents and meet minimum staffing needs.
4. NHA/designee to meet 3x weekly
with DON/designee and staffing
coordinator to review nursing
schedule and projected daily
minimum number of general nursing
care hours to ensure the minimum 3.2
hours are met. Staffing meetings will
continue to ensure sustained
compliance.
5. DON/designee will educate the
nursing supervisors and charge
nurses on process of calling nursing
staff in when call-offs occur.
All audits will be reviewed through
the quality and performance
improvement process.

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