1/28/1 Detailed Charts From The North Dakota Hospital Survey Results: Workforce Gary Hart, PhD Shawnda Schroeder, PhD September 214 Center for Health School of Medicine and Health Sciences University of North Dakota File: ND Hospital WF Survey 214 11 FINAL Established in 198, at The University of North Dakota (UND) School of Medicine and Health Sciences in Grand Forks, ND One of the country s most experienced state rural health offices UND Center of Excellence in Research, Scholarship, and Creative Activity Home to seven national programs Recipient of the UND Award for Departmental Excellence in Research Focus on Educating and Informing Policy Research and Evaluation Working with Communities American Indians Health Workforce Hospitals and Facilities ruralhealth.und.edu 2 1
1/28/1 Background The hospital survey, analyses, and graphics were produced at the Center for Health, School of Medicine and Health Sciences, University of North Dakota for specific use in the Third Biennial Report: Health Issues for the State of North Dakota: 21 and for other health workforce issues. The Biennial Report can be found at the following web address: www.med.und.edu/about- us/_files/docs/third- biennial- report.pdf More detail on the survey methods and non workforce issue information can be found in the North Dakota Hospital Assessment 214 Chartbook at the following web address: www.ruralhealth.und.edu/pdf/nd- hospital- assessment- chartbook- 214.pdf Those who staffed the survey project included: Mandi- Leigh Peterson, MA; Brad Gibbens, MPA; Lynette Dickson, MS, RD, LRD; Abdimajid Ahmed, CPT; Shawnda Schroeder, PhD; and Gary Hart, PhD. The survey ended in September 214 and had a 1% response rate (42 of 42 North Dakota short- term general hospitals). Background Please feel free to use some or all of this PowerPoint file. The individual images have not been branded so that they look less busy. You can let those who see them know that they come from the Center for Health but they are public documents so you are not obligated to do so. FTE is the acronym for full- time equivalents (e.g., a provider working what is considered full- time for her/his provider type). Someone working quarter- time would be counted as a.2 FTE and working full- time would be counted as 1. FTE. The health care provider vacancy rates shown in the charts are based on the aggregate FTE employed and FTE vacancies for the relevant labeled group of hospitals (e.g., urban tertiary, SW CAHs). The rates shown as vacancy percentages) are not the mean of the category hospitals [(i.e., they are the aggregate rates and not the mean rate for the category hospitals (not the means of means)]. 4 2
1/28/1 Hospital Responses by Type and Location 12 1 11 9 Number of responding hospitals: rural (36) and urban (6). Response rate: 1% (42/42) Number of Responding Hospitals 8 6 4 8 8 6 2 Southwest Northwest Southeast Northeast Urban Tertiary NDHSPF1 Statewide Hospital Workforce FTE Vacancy Rates Note: These vacancy rates are not averages of hospital rates (means of means) but are the rates using the overall category number of vacancies and employed providers (essentially weighting these rates by FTE hospital employment counts). Registered nurses (RNs) Nurse practitioners (NPs) Lic. Practical Nurses (LPNs) Nurse Assistants MT/CLS lab staff MLT/CLT lab staff Radiographer/radiology techs Specialized radiology techs Ultrasound techs Nuclear medicine techs Radiation therapy techs Medical records techs Medical records coders Licensed pharmacists Pharmacy techs Phyician assistants (PAs) Dieticians Physical therapists (PTs) Occupational theraists (OTs) Respiratory therapists Surgical techs Computer techs Entry-level jobs Nurse mangers/clinical direct Business personnel NDHSP61F4 1.6.. 1. 1.2 2.1 2.3 2. 3.8 4.6 4.8 6.2 6. 4.1.2 4.4 7.2 8. 8.4 7.9 9.3 6.9 11. 11.6 1. Bar Staff Category Color Key Nursing Staff Laboratory Staff Radiology Staff Medical Records Staff Pharmacy Staff Other Staff Management Staff Commonly considered optimal vacancy rate range 1 1 2 2 3 Provider Type Vacancy Rates (%=((vacancies/(vacancies+employed))x1)) 3
1/28/1 Registered nurses (RNs) Nurse practitioners (NPs) Lic. Practical Nurses (LPNs) Nurse Assistants MT/CLS lab staff MLT/CLT lab staff Radiographer/radiology techs Specialized radiology techs Ultrasound techs Nuclear medicine techs Radiation therapy techs Medical records techs Medical records coders Licensed pharmacists Pharmacy techs Phyician assistants (PAs) Dieticians Physical therapists (PTs) Occupational theraists (OTs) Respiratory therapists Surgical techs Computer techs Entry-level jobs Nurse mangers/clinical direct Business personnel NDHSP71F4 Statewide Hospital Workforce FTE Employees and Vacancies by Position Type RNs excluded from graph to facilitate viewing other provider types (4,346.4 employed, 37.9 vacancies (4,722.3)) 3 122 13 43 73 19 14 197 21 193 29 19 17 194 26 36 294 312 3 Total FTE Employees + Vacancies 431 38 FTEs Employed 1,13 1,131-2 4 6 8 1, 1,2 1,4 Number of FTEs by Employed and Vacant Status Bar Staff Category Color Key Nursing Staff Laboratory Staff Radiology Staff Medical Records Staff Pharmacy Staff Other Staff Management Staff FTE Vacancies 1,489 Registered nurses (RNs) Nurse practitioners (NPs) Lic. Practical Nurses (LPNs) Nurse Assistants MT/CLS lab staff MLT/CLT lab staff Radiographer/radiology techs Specialized radiology techs Ultrasound techs Nuclear medicine techs Radiation therapy techs Medical records techs Medical records coders Licensed pharmacists Pharmacy techs Phyician assistants (PAs) Dieticians Physical therapists (PTs) Occupational theraists (OTs) Respiratory therapists Surgical techs Computer techs Entry-level jobs Nurse mangers/clinical direct Business personnel NDHSP7F2 State-Wide Hospital Workforce FTE Employees and Vacancies by Position Type Bar Category Key Nursing Staff Laboratory Staff Radiology Staff Medical Records Staff Pharmacy Staff Other Staff Management Staff - 1, 1, 2, 2, 3, 3, 4, 4, Number of FTEs by Employed and Vacancy Status 4
1/28/1 Current Number of Nurse FTEs Employed 3,741.4 3, Number of Employed Nurses (FTEs) 3, 7 6 6. Totals 1,123.9 Urban,377.3 Total 6,1.2 74.8 68. 4 3 2 214.6 187.7 28.7 NDHSPF3 1 -. RNs NPs LPNs Nurse Assistants Number of Nurse FTE Vacancies 34 328. Number of Nurse Vacancies (FTES) 32 3 1 Totals Vacancies 96.2 Urban 68.7 Total 664.9 7 139.8 NDHSP2F3-47.9 27.6 29.8 7. 11. RNs NPs LPNs Nurse Assistants
1/28/1 Nurse FTE Vacancy Rates 3 Percent of Nurse FTE Positions Vacant (FTEs) 2 2 1 1 7.3 8.1 12.2 11.4.8 9. 9.6 17. NDHSP14F3 RNs NPs LPNs Nurse Assistants Nurse FTE Vacancy Rates 3 2 Percent of FTE Positions Vacant 2 1 1 7.3 8.1 12.2 11.4.8 9. 9.6 17. NDHSP14F2 RNs NPs LPNs Nurse Assistants 6
1/28/1 Median Months Recruiting Current Longest Nurse Vacancy 14 12 1 Median Months 8 6 6. 4 4. 4. 4. 3. 3. 2 1. NDHSP21F1. RNs NPs LPNs Nurse Assistants Nurse FTE Vacancy Rates 3 SW NW SE NE 2 Percent of FTE Positions Vacant 2 1 1 7.2 7.3 4. 1.7 8.1 21.2 16.2 7.4 6.3 11.4.4 3. 1.2 6.6 9. 12. 6. 9. 9.4 17. NDHSP1F3 RNs NPs LPNs Nurse Assistants 7
1/28/1 Number of FTE Nurse Vacancies 34 SW NW SE NE 328. Number of Nurse Vacancies (FTEs) 32 3 1 Total Vacancies: 96.2 Urban 68.7 State 664.9 7 139.8 NDHSP8F2-27.6 1.9 13. 12.9 12. 6.1 1. 3. 2. 1. 2. 2.2 4. 4..3 8. RNs NPs LPNs Nurse Assistants North Dakota RN FTE Employees and Vacancies by Hospital 9 8 7 Number of Employed RNs (FTEs) 6 4 3 RN Vacancy FTEs RN Employee FTEs 2 1 NDHSP98F3 Hospitals (N= 36) 8
1/28/1 North Dakota LPN FTE Employees and Vacancies by Hospital 9 8 7 Number of Employed LPNs (FTEs) 6 4 3 LPN Vacany FTEs LPN Employee FTEs 2 1 NDHSP99F2 Hospitals (N= 36) Lab Staff FTE Vacancy Rates 3 2 Percent FTE Positions Vacant 2 1 1 9.9 4. 4.7 4.7 NDHSP1F2 MT/CLS MLT/CLT 9
1/28/1 Radiology FTE Staff Vacancy Rates 3 2 Percent Vacancies (FTEs) 2 1 1 6.9 NDHSP16F2 2.4 Radiographer/ Radiology Techs 3.4 1. Specialized Radiology techs (e.g., MRI). 3.4 Ultrasound Techs.... Nuclear Medicine Techs Radiation Therapy Techs Pharmacy & Medical Records FTE Vacancy Rates 3 2 Percent Vacancies (FTEs) 2 1 1 9.3 6.6 6. 4.4 2. NDHSP17F2..3. Licensed Pharmacists Pharmacy Techs Med Record Technicians Coders 1
1/28/1 Other Workforce FTE Vacancy Rates: Misc. Group #1 3 2 Percent FTE Vacancies 2 1 1 14.1 16.8 7.4 2.3 4.8 3.8 3. NDHSP18F2.4 Physician Assistants Dieticians Physical Therapists Occupational Therapists Other Workforce FTE Vacancy Rates #2 3 2 Percent FTE Vacancies 2 1 1 8.4 1.2 9.1.8 2.6 2.3 4.4 3.7 NDHSP2F3 Respiratory Therapists Surgical Techs Computer Techs Entry-Level Jobs 11
1/28/1 Management FTE Vacancy Rates 3 2 Percent FTE Position Vacancies 2 1 1 1.3.7 3.2 2. NDHSP19F2 Nurse Managers/Clinical Directors Business Personnel Very and Somewhat Difficult to Fill Urban Vacancies By Workforce Type Licensed Pharmacists 3.8 PC Physicians MT/CLS (lab) Entry-Level Jobs Surgical Techs RNs LPNs MLT/CLT (lab) Coders 3. 3. 3. 3.4 Computer Techs Physician Assistants Dieticians NDHSP11F4wMD 1 2 3 4 3. 3. 3. Difficulty Recruiting for Vacancies (Most Difficult) (1=Very Easy; 2=Somewhat Easy; 3=Somewhat Difficult; 4=Very Difficult) 12
1/28/1 Very and Somewhat Difficult to Fill Vacancies By Workforce Type PC Physicians 3.7 Occupational Therapist MT/CLS MLT/CLT Licensed Pharmacists Physician Assistants Physical Therapists Radiation Therapy Techs Ultrasound Techs 3.4 3.4 3.4 Note: Seven provider types tied at 3.1. NDHSP12F3wMD RNs 1 2 3 4 3.2 Difficulty Recruiting for Vacancies (Most Difficult) (1=Very Easy; 2=Somewhat Easy; 3=Somewhat Difficult; 4=Very Difficult) Hospital Employed Physicians 86 8 7 6 Total North Dakota Hospital Employed Physicians: All Primary Care 42 All Specialist 889 All 94 All 1,197 Grand Total 1,291 Number 4 3 337 2 1 6 29 NDHSP111F1D1 Primary Care Primary Care Specialist Specialist 13
1/28/1 Physician Staffing of Emergency Department On Weekends 1 1. 9 8 7 Respondents were instructed to mark all that apply. Thus, the and county columns can each sum to greater than 1%. Percent 6 47.2 4 36.1 3 3 27.8 2 16.7 1 NDHSP3F1. Hospital Phy Local Phy Outside Contracting Phy Other Phy. Rating* of Factors That Contribute To Problems Recruiting Physicians to Hospitals by /Urban Status NonCompetive compensation package 1.3 2. Excessive work and call schedule 1.6 3.2 Poor local elementary and high schools 1.1 1. Difficulty finding good housing 1.8 Lack of cultural activities & opportunities 1. 3.2 Lack of spousal employment opportunities 1.7 2.8 Poor hospital facility condition 1.3 1.6 Lack of contuing education opportunities 1. 1.6-1 2 3 4 Percent NDHSP72F * Respondents were asked to rate the factors on a four point scale wherein 1= "not a problem at all" through 4= "important problem". 14
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