MHA Workforce Tool Project. Place picture here

Transcription

1 MHA Workforce Tool Project Place picture here January 2012

2 The Creation of the MHA Workforce Tool 2008: MHA Board approved developing a tool to help members better plan workforce needs MHA hires the services of Towers Watson (TW) 38 health care positions and up to 14 attributes are collected from members Participating members can view summaries of current data and projections of future needs Continued participation in the tool provides participants valuable trending information 2012 Updates 4th annual report Retirement Age has been changed from 55 to 62 A glossary has been added to the tool

3 Benefits of the Tool Workforce Analytics: provides detailed analytics of current year data and allows for MHA benchmarking Workforce Projections: provides projection of workforce demographics based on current year data and built-in assumption set Scenario Planning: allows projection of workforce demographics based on individual scenario customization Workforce External Market: provides labor market data and assesses the availability of talent nationwide

4 Workforce Analytics (Example) This chart demonstrates the percentages of RNs that have less than 5 years of service and are considered at-risk. This information can help members determine where a retention program may be needed, for example. Similar charts can be created for staff at-risk of retirement.

5 Workforce Scenario Planning (Example) This chart shows the projected RN workforce supply for one organization based on a 15% yearly headcount increase. Each member selects the percent increase they would like to calculate and then can view how many new hires will be needed each year to reach that goal. Besides headcount, assumptions can be edited for turnovers, pay, hiring constraints and new hire profile.

6 2012 Workforce Data Report 15 systems reported (70,028 MN employees) 102 MN hospitals 158 clinics 56 others Others include, but are not limited to, pharmacy services, home health services, medical equipment services and transportation services.

7 Overview of Data Collecting Process MHA contacts members by in December (excel template provided) Participants return data to MHA via secure portal by February 1 st Clean data is given to TW for final review Final data is uploaded to the tool by March 15 Data is available for viewing on the tool by April 1 MHA releases a yearly summary by May 1

8 A Guide to Submitting Clean Data (Highlighted fields are mandatory) Field Name Description of Data Required Eff. Date EE ID# DOB DOH Gender Ethnicity Scheduled Hours Actual Hours Total Gross Income Hrly Pay Org Facility Facility Type Your Job Type MHA Job Type Degree Union/Non-Union Hire Type Staff Type January 1, 20XX ID number or unique identifier used each year for this employee Date of Birth (mm/dd/yyyy) Date of Hire (mm/dd/yyyy) F=Female, M=Male H=Hispanic, W=White, B=Black/African American, NI=Native American, A=Asian, AI=American Indian, O=Other/Unknown Hours an employee is scheduled to work in an 80-hour two-week period Hours an employee worked in a one year period Accumulated yearly pay W2 Earnings Base hourly rate of pay MHA Member Organization Name Specific Facility Name within Organization H=Hospital, C=Clinic, O=Other The job type as it is labeled in your organization One of the 38 job types MHA tracks for the Workforce tool Map your job type to one of them H=HighSchool, A=Associates, B=Bachelors, G=Graduate, O=Other U=Union, N=Non-Union N=New (to the job & org.), E=Experienced F=Full-Time (>64), P=Part-Time (>16-<64), O=Casual (<16) in a two-week period

9 Sample of Data Worksheet

10 38 Health Care Positions RN Emergency Room RN Operating Room RN Peri-Operative (Perianesthesia) RN Labor and Delivery RN Med/Surg RN ICU (ICU, NICU, PICU, Tele, Critical Care) RN Pediatrics RN Primary Care/Clinic RN Home Health RN Rehabilitation RN Behavioral (Chem Dep/Mental Health/Eating Disorders/Addictions, etc) RN Specialty (Bone Marrow, Vascular, Wound Care, Diabetes/Chronic Care) RN Other APRN (includes Midwives, CNS) APRN CRNA Nurse Practitioner Nursing Leadership (includes CNO, DON, Nurse Mgr) LPN Medical Assistant Lab Technician (includes 2 year MLT) Lab Technologist (includes 4 year CLS/MT) Imaging (includes Rad Tech, CT, US, MRI, other) Imaging (Ultrasound) Speech Therapist Physical Therapist Physical Therapy Assistant Occupational Therapist Respiratory Therapist Certified Athletic Trainer Paramedic/EMT Pharmacist Pharmacy Tech Physician Assistant Physician Primary Care Physician Surgical Specialty Care Physician Medical Specialty Care Physician Procedural Specialty Care Surgery Tech

11 Attributes Mandatory Age Years of Service Gender Scheduled Hours Base Pay Rate Location/ Facility Type Optional Ethnicity Actual Hours Total Gross Income Degree Union Status Hire Type MHA Job Type Staff Type

12 Key Components of a successful project Clean data = accurate analytics Clean data = timely tool project completion Always use the template provided when submitting data to avoid formatting errors Some attributes are mandatory (see slide 11) Only report data on the 38 job types listed Do not use Social Security Numbers as EE IDs to protect the privacy of your staff

13 Members Resources Members can get answers to frequently asked questions by accessing the following link: Guidelines to the 38 job types accepted can be found here: For all other questions: Contact Nathalie Squire at or (651) or visit

14 Thank You! Place picture here