Laura Beeth - Fairview Health Services

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Fairview Health Services presentation from One Minneapolis: A Call to Action! conference December 2, 2011 hosted by the Minneapolis Department of Civil Rights

Fairview Health Services presentation from One Minneapolis: A Call to Action! conference December 2, 2011 hosted by the Minneapolis Department of Civil Rights

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  • Start with a basic understanding of Healthcare. With a basic understanding, we can appreciate why the workforce planning is necessary.
  • 2010 Fairview New Hires from Minneapolis Communities

Transcript

  • 1. Laura Beeth Health Care Workforce System Director Talent Acquisition Fairview Health Services
  • 2. Understanding the Workforce
    • Health Care Industry Is Changing
      • Restructure of delivery system
        • Costs
        • Quality and Safety
        • Access
        • Consumers
    • Changes in focus
      • Care Model Innovation
      • Accountable Care Organizations
      • Government Payment Structure (GAMC)
      • Illness to wellness
      • Inpatient to outpatient
  • 3. The Demand for Health Care Workers Remain Strong
    • Workforce shortages are expected to continue well into the future
    • Unprecedented job growth
    • Aging population
    • Increased demand for health care services
    • New technologies and treatments
  • 4. HEALTH CARE WORKFORCE CONCERNS
    • We have an aging workforce. The average age in many specialties is increasing.
      • RN Periop, RN Behavioral, Nursing Leadership
      • Lab
      • Physician Specialties
    • Employees at, or approaching, retirement age are working longer due to economic reasons, leaving little room for a steady stream of new graduates to enter the workforce.
    • There is a potential for numbers of employees, larger than usual, exiting the workforce at one time resulting in a large percentage of unfilled positions in skilled areas.
    • An aging population will demand and consume more health care services. Will we be able to recruit highly trained employees to fill specialty positions?
  • 5. 2011 MN Demographic Summary All Job Types
  • 6. 2011 MN Demographic Summary All Job Types
  • 7. 2011 Projected Work-Force Supply & Demand – All Job Types
    • Projection charts and summary tables can help plan hiring strategies in order to maintain or increase the current work force.
    • For example, this chart and table show that statewide, 64,754 new hires will need to be added by 2021 in order to maintain the current work force.
  • 8. 2011 Projected Work-Force Supply & Demand – RNs only
    • Based on the data provided, 30,028 new hires will need to be added to the RN work force by 2021 to maintain the current FTE count.
  • 9. 2011 Projected Age Distribution – RNs only
  • 10. 2011 Projected Work-Force Supply & Demand – Physicians only
    • Based on the data provided, 5,344 new hires will need to be added to the physician work force by 2021 to maintain the current FTE count.
  • 11. Concerns/Risks/Strategies
    • Physician/Provider Specialties – Great recruitment needs due to growth, new care model, and aging workforce, strategies include:
      • Partner with Medical School on newly developed clinical coordination competency model requiring Fairview to begin clinicals in 1st year of medical school and continue until graduation
      • Coordinate medical school, residency, and RPAP rotations
      • Host and facilitate the St. Olaf J-Term Pre-Med experience
      • Place senior provider students at facilities where we have vacancies
      • Contribute to the HRSA State Primary Care Plan efforts to increase primary care providers by 10-25% by 2020
      • Coordinate PA/NP primary partner clinical rotations with U of M, St. Catherine University, and Augsburg College
      • Targeted sponsorships for providers
  • 12. Workforce Projections Projected number of system-wide RNs needed by specialty
  • 13. Workforce Planning Projected number of other employees needed system-wide by specialty New hires Number of new hires 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 APRN 5 6 6 7 7 8 8 9 10 9 APRN-CRNA 15 14 14 15 15 15 16 16 16 17 Certified Athletic Trainer 10 9 9 9 9 9 9 9 9 9 Imaging Tech 33 34 36 37 38 39 39 39 39 40 Imaging-Ultrasound 8 8 8 8 8 9 9 9 10 10 Lab Technician 21 18 18 18 17 18 18 18 18 18 Lab Technologist 41 45 47 46 47 48 46 47 46 47 LPN 43 39 39 39 40 40 40 39 40 40 Medical Assistant 48 47 45 45 45 44 45 44 44 45 Nurse Practitioner 10 9 9 10 10 11 11 11 12 11 Nursing Leadership 29 31 33 35 35 35 36 36 36 37 Occupational Therapist 13 13 13 13 13 13 13 13 13 13 Pharmacist 31 32 34 33 34 34 34 35 35 35 Pharmacy Tech 32 31 31 30 31 32 32 32 33 33 Physical Therapist 21 21 23 23 24 25 25 25 25 26 Physical Therapy Assistant 2 2 3 3 3 3 3 3 4 3 Physician Assistant 10 9 9 9 9 9 9 9 9 8 Physician-Medical Specialty Care 7 7 7 7 7 8 7 8 8 8 Physician-Primary Care 62 56 52 53 53 51 52 51 52 52 Physician-Procedural Specialty Care 2 2 2 2 2 2 2 2 2 2 Physician-Surgical Specialty Care 4 4 3 3 3 3 4 3 3 3 Respiratory Therapist 13 14 14 15 16 15 16 16 16 16 Speech Therapist 5 5 4 4 4 4 4 4 4 4 Surgery Tech 18 19 19 19 19 19 19 19 19 19 Total 483 475 478 483 489 495 499 501 503 506
  • 14. Fairview Employees from Minneapolis Communities *Note that 55416 does not include employees from St. Louis Park Data taken from 1/09/11 Fairview HR Data
  • 15. *Note that 55416 does not include employees from St. Louis Park. Data taken from 1/09/11 Fairview HR Data 2010 Fairview New Hires from Minneapolis Communities
  • 16. Nursing Workforce Strategies Underway
    • RN Sponsorships (U of M and St. Catherine Univ.)
    • Employee RN Leadership Sponsorships
    • NP Sponsorships
    • Employee Nursing Scholarships
    • Student Nurse Internships
    • Institutional Partnership Compact
      • Clinical Rotations (RN, NP, DNP, MA, PA, Student Max)
      • Preceptor requests
    • Periop 101 and Nursing School Pipelines
    • Wound Care and other requested Sponsorships
    • Adjunct Faculty Appointments
    • Career & Job Fairs
  • 17. Other Workforce Strategies Underway
    • MJSP Grant for Surg Techs and Central Processing Techs
    • CLS Sponsorships
    • Rehab Programs (ATC-PTA)
    • Requested Healthcare Specific Sponsorships (HUC/NA/NST/Phleb…)
    • Employee Healthcare Career Advancement Scholarships
    • Preferred partnership outreach work with colleges and universities (School of Radiology, Radiation Therapy, PT/OT, Dietetic Interns, CLS, MHA, HRIR…)
    • Pipeline Programs (Cedar Riverside, Scrubs Camp, K-12, Scholarships, Diversity Mentoring, J-Term, Future Docs…)
    • Career & Job Fairs
    • Medical Student/Medical Resident Clinical requests
    • State HRSA Primary Care Grant
  • 18. Workforce Planning & Pipeline Building
    • Monitor Federal, State, and MHA data for short and long term trends in the workforce and the expected need
    • Monitor internal trends through the MHA Forecasting Tool, other internal reports
    • Review and adapt to state and federal opportunities and issues (APRN Scope of Practice, GME, Primary Care)
    • Encourage/support employee career paths into specialized positions
    • Partner with preferred colleges and universities…
    • Understand the IOM Report and Goals for nursing
    • Recognize diversity and veteran needs and embed solutions in our pipeline programs
    • Partner with other organizations to introduce healthcare careers to students in Grade School, Middle School, High School
    • Create a reputation as a “Best Employer”