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Minnesota Hospital Association

Minnesota Hospital Association. MHA Workforce Assessment Tool: Initial Findings. Presented By: Susan Klug. 2008 MHA work force goal. Provide a tool for member hospitals: To better manage work force and plan for the future Benchmarking (state-wide, regional) Forecast future staffing needs

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Minnesota Hospital Association

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  1. Minnesota Hospital Association MHA Workforce Assessment Tool: Initial Findings Presented By: Susan Klug

  2. 2008 MHA work force goal • Provide a tool for member hospitals: • To better manage work force and plan for the future • Benchmarking (state-wide, regional) • Forecast future staffing needs • Data from tool will improve advocacy efforts • Supported by real numbers • Legislators, educators, employers

  3. Strategic work force planning • Long-term planning, not daily staffing tool • Industry-specific data (internal, external) • 2nd year of data collection • Build historical trends • Address work force needs of 88% of staffed hospital beds in MN

  4. Summary of 2008 data • 37 Organizations • 51,663 employees (38,949 FTEs) • 161 total facilities reported • 71 Hospitals(38,765 employees, 28,869 FTEs) • 47 Clinics (9,229 employees, 7,314 FTEs) • 43 Other – LTC/nursing (3,669 employees, 2,766 FTEs) • Includes large and small organizations, both rural and urban • Additional organizations are expected to participate in 2009

  5. Job Titles, RN • RN – Emergency Room • RN – Operating Room • RN – Labor & Delivery • RN – Medical – Surgical • RN – ICU • RN – Pediatrics • RN – Primary Care/Clinic • RN – Home Health • RN – Rehabilitation • RN – Behavioral (chemical dependency, mental health, eating disorders, addiction) • RN – Specialty (Bone marrow, wound care, vascular, diabetes, chronic care) • RN – Other • APRN (Midwives, CRNA, CNS)

  6. 2008 RN turnover & vacancy information

  7. Job Titles, all other • Lab Technician (2 yr. MLT) • Lab Technologist (4 & 5 yr. CLS/MT) • Imaging Tech (Radiology Tech, CT, MRI, other) • Imaging – Ultrasound • Speech Therapists • Occupational Therapists • Physical Therapists • Respiratory Therapists • LPN/Medical Assistant (includes both) • Pharmacist • Nursing Leadership (CNO, DON, Nurse Managers) • Physician Assistant • Nurse Practitioner • Physician – Primary Care • Physician – Specialty Care

  8. Demographic attributes • Effective date • Employee ID • DOB • DOH • Gender • Ethnicity (EEOC guidelines) • Scheduled hours (80 hour pay period) • Hourly pay (base rate) • MHA member organization • Facility • Facility type • Your job type or position • MHA job type • Education level • Union/non-union • Hire type (new, experienced) • Staff type

  9. The work force planning tool • Within the Workforce Planning Tool, the portal contains • three different sets of information: • The “Workforce Scan” evaluates PRESENT AND PAST. • It helps you understand and summarize the current state • of the workforce • The “Workforce Planning Model” projects the FUTURE • state of the workforce under a baseline and allows for • alternate forecasting assumptions • The “External labor Scan” summarizes key EXTERNAL • labor market variables • 􀂄

  10. Age distribution, RNs, metro

  11. Age distribution, RNs, non-metro

  12. At-risk RN retirements, metro

  13. At-risk RN retirements, non-metro

  14. At-risk RN low service, metro

  15. At-risk RN low service, non-metro

  16. Education level, statewide

  17. Age distribution – OR RNs

  18. At-risk retirements - OR RNs

  19. At-risk low service - OR RNs

  20. Projected hiring needs – OR RNs

  21. Headcount summary – OR RNs • New hires in year – replacements and new add-ons: • 2009 = 145 • 2011 = 158 • 2013 = 170 • 2015 = 177 • 2017 = 188

  22. Projected hiring needs – all job types

  23. External labor scan - who is available?

  24. Potential uses of tool output • Proactive staffing plans and execution • Forward planning for diversity recruitment • How business strategies impact talent strategies and vice versa • Work force plans relevant to needs of business • Identification of internal and external talent against business needs

  25. Discussion questions • How do the findings impact you as an educator or employer? • What are other uses for the tool output? • What information, reporting or other data would be most helpful? • What other questions need to be answered? • What do you perceive to be next steps? • Retention, development, sourcing, educating

  26. Contact information Susan Klug MHA Workforce Development 2550 University Ave. W., Suite 350-S St. Paul, MN 55114-1900 Phone 651.659.1424 sklug@mnhospitals.org

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