June 26, 2013 Presentation Made to Employer Group, CSIU, Milton

1. Regional
Workforce Trends
and Employer
Staffing Needs
Partnerships to Address
Health Care Shortages
in Nursing
June 26, 2013

2. What are we going to do next?
Look at some data and statistical
information.
Compare it to what we know and are
experiencing in our organizations and
programs.
Discuss – Offer feedback . . .

4. Central WIA
Occupational Employment
2010-2020 Long-Term Projections
Occupation
Estimate
2010
Projected
2020
%
Change
Home Health Aides 2,710 4,080 50.6%
Personal Care Aides 1,590 2,200 38.4%
Registered Nurses 6,690 7,920 18.4%
LPNs 2,220 2,410 8.6%
Nursing Aides 4,300 4,580 6.5%
Data Source: PA Department of Labor & Industry,
Center for Workforce Information & Analysis
Due to
Growth
Due to
Replace.
Total
137 35 172
61 13 74
124 121 245
19 59 78
28 56 84
Average Annual Openings
Personal & Home Care Aides

5. Occupation # of Ads
Registered Nurses 296
Personal & Home
Care Aides
116
LPNs 89
Home Health Aides 78
Online Help Wanted
Online Active Ads
in April 2013

6. Central Workforce Investment Area
June 24, 2013
Jobs De-duplication Level 2
Occupation # of Jobs Advertised Online
Registered Nurses 472
Licensed Practical Nurses 113
Nursing Aides 110
Home Health Aides 58
Personal Care Aides 19

7. Current Nursing Workforce
2012 Pulse of PA’s LPN Workforce Report
Of the LPNs who responded to the survey:
43% worked as a CNA before attending
a practical nursing program
Average age was 46.3 years
The largest employed age group: 55 – 59 years

8. Current Nursing Workforce
Pulse of PA’s RN Workforce Report
RNs age 45 and up account for 63% of the
RN workforce.
50% are age 50 and older

9. The Cost of Employee Turnover
According to the Society for Human Resource Management:
“It costs about 38 percent of an employee’s annual earnings to
replace her, which includes training and recruitment as well as the
costs of the separation process and losses in productivity because of
the disruption in workflow.
The Average Cost to Train a New Employee
By Wilhelm Schnotz, Demand Media
http://smallbusiness.chron.com/average-cost-train-new-employee-44072.html
<Retrieved 6/7/2013>
According to the U.S. Department of Labor, it costs one-third of a
new hire's annual salary to replace them. Direct costs include
advertising, sign on bonuses, headhunter fees and overtime. Indirect
costs include recruitment, selection and training and decreased
productivity while current employees pick up the slack.

10. The Cost of Employee Turnover
Average turnover costs, $8.00 an hour
employee, using only the lowest 10 of 15
estimates:
$5, 505 .80
Compilation of Turnover Cost Studies
Sasha Corporation
http://www.sashacorp.com/turnframe.html
<Retrieved 6/25/2013>

11. Nursing Shortages
Increasing need for health care services
Aging population
Availability of health care and health insurance
Workforce and educational issues
Aging workforce - nurse retirements
Fewer individuals entering health care
educational programs
Lack of training opportunities – difficulty obtaining
certifications
Employee retention issues
Employee turnover

12. Does our data reflect reality?
Are you experiencing the same trends ?
Are we seeing a demand for nurses at all levels
because of the factors we described earlier?
What positions are you having difficulty filling?
Do you have other staffing issues not reflected
in the data?
Is on-going training for current staff a challenge
for you?
Discussion