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St. Louis Regional Healthcare Workforce Intelligence System

St. Louis Regional Healthcare Workforce Intelligence System. Presented to: Kevin Kast President CEO of SSM St. Joseph’s Hospital, Medical Park & Health Center. September 22, 2003. The Founders. Objectives. to forecast the regional demand for skilled healthcare workers

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St. Louis Regional Healthcare Workforce Intelligence System

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  1. St. Louis Regional Healthcare Workforce Intelligence System Presented to: Kevin Kast President CEO of SSM St. Joseph’s Hospital, Medical Park & Health Center September 22, 2003

  2. The Founders

  3. Objectives • to forecast the regional demand for skilled healthcare workers • to inform decision-makers about the impact of legislative, economic, other changes • to help employers anticipate conditions affecting worker supply

  4. Objectives (cont.) • to connect transportation, childcare, other supporting systems • to guide education and training providers • to foster communication and collaboration among public / private sector interests, joined in a…

  5. … Regional Healthcare Workforce Information Network. • Public Policy Organizations • St. Louis Regional Workforce Policy • Group • Local/State/Federal Governments • Elected Officials • Depts. of Health and Social Services • Metropolitan Planning Organization • Labor Unions • Workforce Training Agencies • Medicare/Medicaid Agencies • Healthcare Industry • Hospital Systems • Offices of Physicians & Dentists • Long-term Care Providers • Residential Care Providers • Medical and Dental Labs • Public Sector Insurers • Private Sector Insurers • Healthcare Educators/Trainers • University MO-St. Louis • University MO-Columbia • Medical Colleges • Med Tech Schools • Community Colleges • Vocational Educators • Career Guidance Counselors • K-12 Educators Regional Healthcare Workforce Intelligence System

  6. How is this unique? regional multi-dimensional • dynamic • ongoing • a network of sensors embedded within the healthcare workforce system

  7. Today … We have started to lay the foundation for a comprehensive system, using employment forecast and policy simulation. We think in terms of three components, although inextricable: supply, demand, connectors

  8. Supply side issues: example

  9. The problem has many facets.

  10. DOL Community Audit Grant supported our initial research • National literature review • Analysis of existing data Census Bureau, BLS, Nat’l Center for Health Workforce Information and Analysis, state data centers, professional associations

  11. Methods (continued) • Linking and completing fragmented info systems

  12. East-West Gateway: Methods (Continued) Geographic Information Systems (GIS) To display spatial associations and emphasize regional dimensions

  13. Methods (continued) • Focus groups and interviews “Many patients have unique needs and feel more comfortable being cared for by someone who looks like them, acts like them, and can speak their language. Immigrants and refugees can be an important asset.”

  14. Focus Groups & Interviews - Continued • “[Consider] RNs who have been out of nursing for years and want to come back. They are intimidated by new advances in technology and medicine, and decide to look somewhere else to work….” • “If we don’t address hospital working conditions, we will never be able to address the [nursing] shortage.”

  15. DemandSide Issues • Medicare/Medicaid • Private Payers, HMOs, PPOs, etc. • Physician Induced Demand/Defensive Medicine • Certificate of Need • HIPAA of 1996 • Demographic Trends

  16. Where We Are • Initial Steps to Building a Healthcare Workforce Modeling System: Current Progress

  17. Health Services: SIC 80

  18. Offices & Clinics Of Doctors: SIC 801

  19. Nursing and Personal Care: SIC 805

  20. Hospitals: SIC 806

  21. Medical & Dental Labs: SIC 807

  22. Where We’re Going • Next Step: From Baselines to Policy Simulations

  23. Impact of Government Health Insurance on Health Employment: A First Run Annual Increase of Medicaid Coverage by 1%

  24. Where We’re Going • Next Step: Build Regional Representative Hospital

  25. FAPRI:The Representative Farm Approach • Panel of Farmers • Benefits of ‘Representative’ as opposed to ‘Average’ • Ability to talk about micro or local concerns as opposed to macro • Kinds of questions one can answer • Communication opportunities

  26. First and Foremost Up to local health care to determine what questions need answering Use models to communicate to policy makers Does require some openness to build operations Multiple types of operations Representative Hospitals

  27. Future Course of Action • Labor supply & wage models • Occupational demand models • Policy simulations • Supply side / connectors research • Working groups in place • Positioned within Regional process • Sustainable resources

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