critical care nursing workforce profile care nursing... · critical care workforce profile — peer...
TRANSCRIPT
CRITICAL CARE NURSING
WORKFORCE PROFILE
Peer Group Report Peer Group 4 | June 2017
Critical Care Workforce Profile — Peer Group 4 Report
2 Critical Care Services Ontario • June 2017
ACKNOWLEDGMENTSThe 2017 Critical Care Workforce Profile (CCWP) reflects data generated between April 1, 2015 to March 31, 2016. Critical Care Services Ontario would like to thank all Critical Care Stakeholders who have been instrumental in contributing data to complete the 2015/16 Critical Care Workforce Profile Survey. These contributions are vital to informing CCSO’s health human resource planning, efforts and work in identifying emerging challenges and considerations for the critical care workforce.
Critical Care Workforce Profile — Peer Group 4 Report
Critical Care Services Ontario • June 2017 3
TABLE OF CONTENTS
PEER GROUP REPORT OVERVIEW 4
PEER GROUP 4 HIGHLIGHTS 5
UNIT LEVEL RESULTS 7
Nurse Roles and Demographics 7Table 1: Length of Nurse Experience in the Critical Care Unit 7
Table 2: Age Group Distribution of Critical Care Nurse 8
Nurse Staffing Practices 9Table 3: Employment Status Distribution of Critical Care Nurses 9
Table 4: Employment Status Distribution of Critical Care Nurse Earned Hours 10
Table 5: Distribution of Critical Care Nurse Earned Hours by Type 11
Table 6: Overtime Hours as a Proportion of Productive Hours for Critical Care Nurses 12
Table 7: Sick Rate for Critical Care Nurses 13
Table 8: Education Hours as a Proportion of Total Earned Hours for Critical Care Nurses 13
Table 9: Approaches to Manage Short-Term Nursing Shortages 14
Table 10: Critical Care Nurse Worked Hours (including Overtime) per Patient Day 15
Nurse Training 16Table 11: Critical Care Training Attainment Distribution of Critical Care Nurses 16
Table 12: Advance Cardiac Life Support Training Attainment Distribution of CC Nurses 17
Table 13: Approaches to Professional Development Investment in Critical Care Units 18
Nurse Turnover 19Table 14: Critical Care Nurse Turnover, Overall 19
Table 15: Destination of Critical Care Nurses Leaving the Unit or Changing Employment Status 20
Nursing Recruitment 21Table 16: Vacancy Rate for Critical Care Units 21
Allied Health Professionals in Critical Care 22Table 17: Routine Use of Allied Health Professionals in Critical Care Units 22
Table 18: Pharmacist Support Hours per Day in Critical Care Units 23
Table 19: Pharmacist Provision of On-Call Support in Critical Care Units 23
Table 20: Physiotherapist Support Hours per Day in Critical Care Units 24
Table 21: Physiotherapist Provision of On-Call Support in Critical Care Units 24
Table 22: Respiratory Therapist Support Hours per Day in Critical Care Units 25
Table 23: Respiratory Therapist Provision of On-Call Support in Critical Care Units 25
PEER GROUP REPORT APPENDICES 26
Appendix A. Glossary of Terms 26
Appendix B. Calculations Table 27
Appendix C. Online Data Collection Tool 29
Critical Care Workforce Profile — Peer Group 4 Report
4 Critical Care Services Ontario • June 2017
PEER GROUP REPORT OVERVIEWThe objective of this peer group report is to offer critical care units a perspective on their current nursing and allied health workforce in comparison with other ‘like’ units from their peer group. Peer level groupings were first launched by CCSO in July 2013 to facilitate comparison of a unit’s performance with ‘like’ units. Assignment to a specific Peer Group took into account factors such as unit designation (Level 2 or Level 3), academic affiliation, and severity of illness of patients managed in the units.
The peer group summary report provides two components of information specific to the peer group.
1. Peer Group Highlights: This section highlights findings that are unique to the peer group when comparing to the overall provincial results. This review considers the following elements of the main provincial report:
• Nurse Demographics covers experience in critical care, age and gender.
• Nurse Staffing Practices covers employment status, overtime, sick time and managing short term nursing shortages as well as nurse productivity.
• Nurse Training covers educational attainment, and specialized critical care training.
• Nurse Turnover covers nurse separations by age group and nurse employee turnover.
• Retention and Employee Engagement covers employee engagement, information on recruitment and recruitment strategies, new hires and vacancy rate.
• Allied Health Professionals in Critical Care covers allied health professionals and reports on the use of the different allied health professionals.
2. Unit Level Results: This section provides results for select measures across the individual critical care units within the peer group.
• Critical care nursing demographics, workforce utilization of both nursing staff and allied health professionals in critical care, and recruitment and retention indicators are reported.
• Data tables for 22 measures and results for all critical care units in the peer group that reported data are provided.
Critical Care Workforce Profile — Peer Group 4 Report
Critical Care Services Ontario • June 2017 5
PEER GROUP 4 HIGHLIGHTSPeer Group 4 (Level 3 and Level 2 Cardiac/Cardiovascular Unit) is comprised of 11 Critical Care Units. The completeness of data reported for the units in this peer group varies across different dimensions of analysis, depending on the information that was provided through the data collection process.
The following are observations specific to Peer Group 4 (PG4), in relation to the overall provincial results from the Critical Care Workforce Profile:
NURSE ROLES AND DEMOGRAPHICS
• There are significantly less novice nurses with less than 3 years’ experience reported in Peer Group 4. The overall provincial average was 20.7% while Peer Group 4 reported the lowest proportion in this category with an average of 12%. Conversely, there were more nurses with 6 – 10 years experience were reported in Peer Group 4 than the overall provincial average with 22.9% vs. 28.6% (CCWP Provincial Report Figure 4).
• Peer Group 4 reported having 12% of nurses under 30 years of age, the lowest across all peer groups and lower than the provincial average of 19%. On the flip side of this, Peer Group 4 reports the highest percentage of nurses aged 40-49% at 31%, while the provincial average is 21%. (CCWP Provincial Report Figure 7)
NURSE STAFFING PRACTICES
• Peer Group 4 reported an average of 44% of “frequent” usage of “expanded assignments” to manage short-term nursing shortages. This is double the usage of the province at 22%. (CCWP Provincial Report Figure 26).
• Peer Group 4 reported the second highest hours per patient day among all Peer Groups at 22.7 hours (including overtime) which is higher than the provincial average of 17.1 hours. (CCWP Provincial Report Figure 29).
• Peer Group 4 has seen an increase of in the number of worked hours per patient days from 2013/14 to 2015/16 from 21.1 hours to 22.7 hours. (CCWP Provincial Report Figure 30).
NURSE TRAINING
• All Peer Groups in the province have nurses working in their critical are units who are internationally trained with a provincial average of 7.4%. Peer Group 4 is lower at 3.0%. (CCWP Provincial Report Figure 32).
• The frequency of ‘in-services’ among Peer Group 4 for professional development is 89%, this is significantly higher than the provincial average of 68%. (CCWP Provincial Report Figure 43).
• “Paid Courses and Certificates” is used frequently by 60% of all units provincially for professional development. It is frequently used by 67% of Peer Group 4 units. (CCWP Provincial Report Figure 44).
Critical Care Workforce Profile — Peer Group 4 Report
6 Critical Care Services Ontario • June 2017
NURSE TURNOVER AND RECRUITMENT
• Peer Group 4 noted a larger proportion of nurses (67%) leaving their nursing positions to assume other ICU roles. This rate is higher than the provincial average of 43%. (CCWP Provincial Report Figure 50).
• Change in employment status from part-time to full-time occurs at an average of 35% for Peer Group 4. This average is lower than the provincial average of 58%. (CCWP Provincial Report Figure 53).
ALLIED HEALTH PROFESSIONALS IN CRITICAL CARE
• Across the province, critical care units reported an average of 1.6 hours per day of coverate during the weekend for physiotherapist support. Coverage during the weekends is higher for Peer Group 4 at 3.2 hours. (CCWP Provincial Report Figure 63).
• Across the province respiratory therapists are highly used in all Peer Groups on weekdays (16 hours), including in some Peer Groups on weekends (7.2 hours). Peer Group 4 had lower coverage of respiratory therapists on weekends at 3.2 hours per day. (CCWP Provincial Report Figure 65).
• Respiratory therapist FTE allocation varies considerably across Peer Groups. On average across the province, FTE allocation for respiratory therapist services in critical care units was 2.3. Peer Group 4 report the third highest number of respiratory therapist FTEs at 4.5 (CCWP Provincial Report Figure 67).
The intention of highlighting variation in practice allows peer groups and individual critical care units to understand where difference exists, and to address areas that may be of concern. Such efforts at the unit level will foster a more robust workforce and help ensure patients have access to timely and quality care. The following section provide unit level results for select measures from the 2015/16 results of the Critical Care Workforce Profile.
Critical Care Workforce Profile — Peer Group 4 Report
Critical Care Services Ontario • June 2017 7
UNIT LEVEL RESULTSPeer Group data is shown at the provincial, peer group and unit level in table format in the sections that follow. In reviewing data, please note that “0”=true value and “-” =missing value. Reference to the related figures in the CCWP Provincial Report and data source have been noted before each table.
Nurse Roles and Demographics
Table 1: Length of Nurse Experience in the Critical Care UnitCCWP Provincial Report Figure 4: Length of Nurse Experience in the Critical Care Unit
Source: 2015/16 CCWP Online Data Collection Tool, Question 2A
Corporation Name Site Name CCIS Code
Years In Critical Care
< 3 3–5 6–10 11–20 > 20
Ontario 20.6% 17.5% 22.9% 23.6% 15.5%
PG4 12% 15.9% 28.6% 26.1% 17.4%
Southlake Regional Health Centre
Southlake Regional Health Centre
004 29.1% 21.8% 20% 23.6% 5.5%
University of Ottawa Heart Institute
University of Ottawa Heart Institute
049 13% 16% 29% 25% 17%
Trillium Health Partners The Mississauga Hospital 093 3.2% 19.4% 32.3% 27.4% 17.7%
Health Sciences North Ramsey Lake Health Centre 103 9.1% 27.3% 28.8% 16.7% 18.2%
London Health Sciences Centre
University Campus 148 4.8% 13.6% 24% 26.4% 31.2%
St. Michael’s Hospital St. Michael’s Hospital 176 5.3% 1.8% 40.4% 42.1% 10.5%
University Health Network Toronto General Hospital 191 21.1% 13.8% 29.4% 24.8% 11%
Critical Care Workforce Profile — Peer Group 4 Report
8 Critical Care Services Ontario • June 2017
Table 2: Age Group Distribution of Critical Care NurseCCWP Provincial Report Figure 7: Age Group Distribution of Critical Care Nurse
Source: 2015/16 Human Resources Data Collection Tool, Direct Care Nursing
Corporation Name Site Name CCIS Code
Age Group
< 30 30-39 40-49 50-59 60-64 65+
Ontario 18.5% 28.0% 25.3% 21.8% 4.5% 1.8%
PG4 12.1% 28.8% 30.5% 22.9% 4.1% 1.6%
Southlake Regional Health Centre
Southlake Regional Health Centre
004 5.8% 53.8% 23.1% 17.3% - -
University of Ottawa Heart Institute
University of Ottawa Heart Institute
049 15.8% 36.8% 28.4% 15.8% 3.2% 0.0%
Hamilton Health Sciences
General Site 072 11.4% 17% 33% 34.1% 3.4% 1.1%
Trillium Health PartnersThe Mississauga Hospital
093 8.1% 27.4% 40.3% 21% 1.6% 1.6%
Health Sciences NorthRamsey Lake Health Centre
103 24.6% 21.5% 29.2% 20% 4.6% -
St. Michael’s Hospital St. Michael’s Hospital 176 1.8% 28.6% 32.1% 30.4% 5.4% 1.8%
Sunnybrook Health Sciences Centre
Bayview Campus 180 9.4% 25.9% 35.3% 22.4% 7.1% -
University Health Network
Toronto General Hospital
191 14.5% 31.6% 23.1% 21.4% 2.6% 6.8%
St. Mary’s General Hospital
St. Mary’s General Hospital
214 11.9% 26.2% 23.8% 26.2% 11.9% 0.0%
Royal Victoria Hospital Barrie
Royal Victoria Hospital Barrie
231 12.5% - 62.5% 18.8% 6.3% -
Critical Care Workforce Profile — Peer Group 4 Report
Critical Care Services Ontario • June 2017 9
Nurse Staffing Practices
Table 3: Employment Status Distribution of Critical Care NursesCCWP Provincial Report Figure 15: Employment Status Distribution of Critical Care Nurses
Source: 2015/16 CCWP OHRS UPP Data from Finance Department Submission
Corporation Name Site Name CCIS Code
Total Head Count
Earned Hours Type
Casual Full-Time Part-Time
Ontario 8,435 891 5,560 1,984
PG4 785 81 551 152
Southlake Regional Health Centre
Southlake Regional Health Centre
004 56 8 45 3
University of Ottawa Heart Institute
University of Ottawa Heart Institute
049 96 1 86 9
Hamilton Health Sciences
General Site 072 86 5 57 24
Trillium Health PartnersThe Mississauga Hospital
093 62 13 39 10
Health Sciences NorthRamsey Lake Health Centre
103 49 1 30 18
London Health Sciences Centre
University Campus 148 122 9 91 22
St. Michael’s Hospital St. Michael’s Hospital 176 63 8 38 17
Sunnybrook Health Sciences Centre
Bayview Campus 180 83 13 48 22
University Health Network
Toronto General Hospital
191 108 15 86 7
St. Mary’s General Hospital
St. Mary’s General Hospital
214 41 5 23 13
Royal Victoria Hospital Barrie
Royal Victoria Hospital Barrie
231 19 3 9 7
Critical Care Workforce Profile — Peer Group 4 Report
10 Critical Care Services Ontario • June 2017
Table 4: Employment Status Distribution of Critical Care Nurse Earned HoursCCWP Provincial Report Figure 17: Employment Status Distribution of Critical Care Nurse Earned Hours
Source: 2015/16 CCWP OHRS UPP Data from Finance Department Submission
Corporation Name Site Name CCIS Code
Total Earned Hours
Earned Hours Type
Casual Full-Time Part-Time
Ontario 12,875,923 2.7% 79.9% 17.5%
PG4 1,248,920 2.5% 82.6% 14.9%
Southlake Regional Health Centre
Southlake Regional Health Centre
004 83,479 3.3% 91% 5.7%
University of Ottawa Heart Institute
University of Ottawa Heart Institute
049 168,240 0.3% 93.2% 6.5%
Hamilton Health Sciences
General Site 072 146,407 1% 81.4% 17.6%
Trillium Health PartnersThe Mississauga Hospital
093 91,778 5.9% 81.1% 13%
Health Sciences NorthRamsey Lake Health Centre
103 75,217 0.0% 70.2% 29.7%
London Health Sciences Centre
University Campus 148 191,400 2.9% 85.1% 12%
St. Michael’s Hospital St. Michael’s Hospital 176 90,295 1.4% 76.5% 22.1%
Sunnybrook Health Sciences Centre
Bayview Campus 180 128,704 5.5% 67.6% 26.9%
University Health Network
Toronto General Hospital
191 184,404 1.4% 93.5% 5.1%
St. Mary’s General Hospital
St. Mary’s General Hospital
214 59,970 3% 74.8% 22.2%
Royal Victoria Hospital Barrie
Royal Victoria Hospital Barrie
231 29,025 9.3% 57% 33.7%
Critical Care Workforce Profile — Peer Group 4 Report
Critical Care Services Ontario • June 2017 11
Table 5: Distribution of Critical Care Nurse Earned Hours by TypeCCWP Provincial Report Figure 19: Distribution of Critical Care Nurse Earned Hours by Type
Source: 2015/16 CCWP OHRS Data from Finance Department Submission
Corporation Name Site Name CCIS Code
Total Earned Hours
Earned Hours Type
Educ
atio
n
Orie
ntat
ion
Oth
er
Ove
r Tim
e
Regu
lar
Wor
ked
Sick
Vaca
tion
Ontario 12,853,341 0.8% 1.8% 4.4% 3.1% 78% 4.7% 7.1%
PG4 1,248,920 0.6% 1.6% 4.2% 3.3% 78% 4.9% 7.4%
Southlake Regional Health Centre
Southlake Regional Health Centre
004 83,479 2.7% 1.2% 4.5% 6.2% 74% 4.5% 6.8%
University of Ottawa Heart Institute
University of Ottawa Heart Institute
049 168,240 - 3.3% 3.8% 2.6% 75% 6.5% 8.8%
Hamilton Health Sciences
General Site 072 146,407 1% 3.3% 5.5% 2.8% 74% 6.3% 9.3%
Trillium Health Partners
The Mississauga Hospital
093 91,778 0.9% 1.5% 4.1% 4.2% 81% 3.4% 6.9%
Health Sciences North
Ramsey Lake Health Centre
103 75,217 - 0.1% 5.1% 3.2% 97% 5.1% 7.9%
London Health Sciences Centre
University Campus 148 191,400 - - - 1.5% 78% - -
St. Michael’s Hospital St. Michael’s Hospital 176 90,295 0.9% 2% 4.1% 1.3% 80% 5.3% 8.4%
Sunnybrook Health Sciences Centre
Bayview Campus 180 128,704 1.6% 0.6% 3.9% 5.8% 79% 3.6% 5.7%
University Health Network
Toronto General Hospital
191 184,404 0.2% 2.5% 4.5% 3.2% 76% 6% 8%
St. Mary’s General Hospital
St. Mary’s General Hospital
214 59,970 0.3% 3.2% 3.8% 5.5% 75% 5.5% 7.1%
Royal Victoria Hospital Barrie
Royal Victoria Hospital Barrie
231 29,025 0.7% 2.4% 3% 2.5% 80% 3.1% 8.2%
Critical Care Workforce Profile — Peer Group 4 Report
12 Critical Care Services Ontario • June 2017
Table 6: Overtime Hours as a Proportion of Productive Hours for Critical Care NursesCCWP Provincial Report Figure 22: Overtime Hours as a Proportion of Productive Hours for Critical Care Nurse
Source: 2015/16 Data: CCWP OHRS UPP Data from Finance Department Submission
Corporation Name Site Name CCIS Code
Total Earned Hours
Earned Hours Type
Over Time Regular
Ontario 10,329,701 3.9% 96.1%
PG4 1,015,217 4.1% 95.9%
Southlake Regional Health Centre
Southlake Regional Health Centre
004 66,973 7.7% 92.3%
University of Ottawa Heart Institute
University of Ottawa Heart Institute
049 130,775 3.3% 96.7%
Hamilton Health Sciences General Site 072 111,981 3.6% 96.4%
Trillium Health Partners The Mississauga Hospital 093 77,721 5% 95%
Health Sciences North Ramsey Lake Health Centre 103 75,217 3.2% 96.8%
London Health Sciences Centre
University Campus 148 152,761 1.9% 98.1%
St. Michael’s Hospital St. Michael’s Hospital 176 73,476 1.6% 98.4%
Sunnybrook Health Sciences Centre
Bayview Campus 180 108,928 6.8% 93.2%
University Health Network Toronto General Hospital 191 145,400 4.1% 95.9%
St. Mary’s General Hospital St. Mary’s General Hospital 214 48,035 6.9% 93.1%
Royal Victoria Hospital Barrie Royal Victoria Hospital Barrie 231 23,951 3.1% 96.9%
Critical Care Workforce Profile — Peer Group 4 Report
Critical Care Services Ontario • June 2017 13
Table 7: Sick Rate for Critical Care NursesCCWP Provincial Report Figure 23: Sick Rate for Critical Care Nurses
Source: 2015/16 CCWP OHRS UPP Data from Finance Department Submission
Corporation Name Site Name CCIS Code
Sick Hours
Total Earned Hours
Sick Rate
Ontario 606,527 12,692,456 4.8%
PG4 61,319 1,173,703 5.2%
Southlake Regional Health Centre
Southlake Regional Health Centre
004 3,786 83,479 4.5%
University of Ottawa Heart Institute
University of Ottawa Heart Institute
049 10,873 168,240 6.5%
Hamilton Health Sciences General Site 072 9,154 146,407 6.3%
Trillium Health Partners The Mississauga Hospital 093 3,098 91,778 3.4%
London Health Sciences Centre University Campus 148 9,811 191,400 5.1%
St. Michael’s Hospital St. Michael’s Hospital 176 4,770 90,295 5.3%
Sunnybrook Health Sciences Centre
Bayview Campus 180 4,595 128,704 3.6%
University Health Network Toronto General Hospital 191 11,048 184,404 6%
St. Mary’s General Hospital St. Mary’s General Hospital 214 3,278 59,970 5.5%
Royal Victoria Hospital Barrie Royal Victoria Hospital Barrie 231 907 29,025 3.1%
Table 8: Education Hours as a Proportion of Total Earned Hours for Critical Care NursesFigure 24: Education Hours as a proportion of Total Earned Hours for Critical Care Nurses – CCWP Provincial Report
Source: 2015/16 CCWP OHRS UPP Data from Finance Department Submission
Corporation Name Site Name CCIS Code
Education Hours
Total Earned Hours
Percent Education
Hours
Ontario 106,410 12,853,341 0.8%
PG4 8,085 1,248,920 0.6%
Southlake Regional Health Centre
Southlake Regional Health Centre
004 2,285 83,479 2.7%
Hamilton Health Sciences General Site 072 1,473 146,407 1%
Trillium Health Partners The Mississauga Hospital 093 809 91,778 0.9%
St. Michael’s Hospital St. Michael’s Hospital 176 777 90,295 0.9%
Sunnybrook Health Sciences Centre
Bayview Campus 180 2,081 128,704 1.6%
University Health Network Toronto General Hospital 191 290 184,404 0.2%
St. Mary’s General Hospital St. Mary’s General Hospital 214 167 59,970 0.3%
Royal Victoria Hospital Barrie Royal Victoria Hospital Barrie 231 203 29,025 0.7%
St. Mary’s General Hospital St. Mary’s General Hospital 214 3,278 59,970 5.5%
Royal Victoria Hospital Barrie Royal Victoria Hospital Barrie 231 907 29,025 3.1%
Critical Care Workforce Profile — Peer Group 4 Report
14 Critical Care Services Ontario • June 2017
Table 9: Approaches to Manage Short-Term Nursing ShortagesCCWP Provincial Report Figure 25: Approaches to Manage Short-Term Nursing Shortages
Source: 2015/16 CCWP Online Data Collection Tool, Question 15
1=Frequently Used, 2=Sometimes Used, 3=Rarely/Never Used
Corporation Name Site Name CCIS Code
Nursing Shortage Coverage Approach
Staf
fing
Pool
Expa
nded
Sta
ff
Ass
ignm
ents
Sche
dule
d Ch
ange
s
Man
dato
ry
Ove
rtim
e
Bed
Clos
ures
Age
ncy
Staf
f
Southlake Regional Health Centre
Southlake Regional Health Centre
004 3 2 3 3 2 1
University of Ottawa Heart Institute
University of Ottawa Heart Institute
049 3 3 3 3 3 3
Trillium Health Partners The Mississauga Hospital 093 3 1 3 3 3 3
Health Sciences North Ramsey Lake Health Centre 103 3 1 3 3 3 3
London Health Sciences Centre University Campus 148 3 1 3 1 3 3
St. Michael’s Hospital St. Michael’s Hospital 176 - 1 3 3 3 2
Sunnybrook Health Sciences Centre
Bayview Campus 180 2 3 3 3 3 2
University Health Network Toronto General Hospital 191 2 2 2 3 2 2
St. Mary’s General Hospital St. Mary’s General Hospital 214 3 2 3 3 3 3
Critical Care Workforce Profile — Peer Group 4 Report
Critical Care Services Ontario • June 2017 15
Table 10: Critical Care Nurse Worked Hours (including Overtime) per Patient DayCCWP Provincial Report Figure 29: Critical Care Nurse Worked Hours (including Overtime) per Patient Day
Source: 2015/16 CCWP OHRS UPP Data from Finance Department Submission
Corporation Name Site Name CCIS Code
Total Hours
(inc. OT)
Total Patient
Days
Hours / Patient
Day
Ontario 10,360,357 604,993 17.1
PG4 1,015,217 44,773 22.7
Southlake Regional Health Centre
Southlake Regional Health Centre
004 66,973 2,471 27.1
University of Ottawa Heart Institute
University of Ottawa Heart Institute
049 130,775 6,328 20.7
Hamilton Health Sciences General Site 072 111,981 5,041 22.2
Trillium Health Partners The Mississauga Hospital 093 77,721 3,172 24.5
Health Sciences North Ramsey Lake Health Centre 103 75,217 3,397 22.1
London Health Sciences Centre
University Campus 148 152,761 6,911 22.1
St. Michael's Hospital St. Michael's Hospital 176 73,476 2,907 25.3
Sunnybrook Health Sciences Centre
Bayview Campus 180 108,928 4,648 23.4
University Health Network Toronto General Hospital 191 145,400 6,097 23.8
St. Mary's General Hospital St. Mary's General Hospital 214 48,035 2,147 22.4
Royal Victoria Hospital Barrie Royal Victoria Hospital Barrie 231 23,951 1,654 14.5
Critical Care Workforce Profile — Peer Group 4 Report
16 Critical Care Services Ontario • June 2017
Nurse Training
Table 11: Critical Care Training Attainment Distribution of Critical Care NursesCCWP Provincial Report Figure 38: Critical Care Training Attainment Distribution of Critical Care Nurses
Source: 2015/16 CCWP Online Data Collection Tool, Question 5
Corporation Name Site Name CICS Code
Critical Care Training Type
> 300 Hrs. (Ontario CC
Nurse Training Standards)
> 300 Hrs. (CC
Diploma)
> 300 Hrs.
(Other)
< 300 hours
Not Completed / Unknown
Ontario 38.9% 17.3% 19.3% 11.2% 13.3%
PG4 60.1% 14.1% 11.7% 11.7% 2.4%
Southlake Regional Health Centre
Southlake Regional Health Centre
004 29.1% 56.4% 9.1% 0.0% 5.5%
University of Ottawa Heart Institute
University of Ottawa Heart Institute
049 68% 15% 15% 2% 0.0%
Trillium Health Partners
The Mississauga Hospital
093 0.0% 40.3% 32.3% 21% 6.5%
Health Sciences North
Ramsey Lake Health Centre
103 16.7% 9.1% 0.0% 74.2% 0.0%
London Health Sciences Centre
University Campus 148 100% - - - -
St. Michael's Hospital St. Michael's Hospital 176 48.3% - 41.4% - 10.3%
Sunnybrook Health Sciences Centre
Bayview Campus 180 100% - - - -
University Health Network
Toronto General Hospital
191 - - - - -
Critical Care Workforce Profile — Peer Group 4 Report
Critical Care Services Ontario • June 2017 17
Table 12: Advance Cardiac Life Support Training Attainment Distribution of CC NursesCCWP Provincial Report Figure 40: Advance Cardiac Life Support Training Attainment Distribution of Critical Care Nurses
Source: 2015/16 CCWP Online Data Collection Tool, Question 6
Corporation Name Site Name CICS Code
ACLS Training
≤ 2 yrs. Ago
> 2 yrs. Ago
Not Completed Unknown
Ontario 53.2% 16.3% 14.6% 15.8%
PG4 44.3% 25.5% 19.4% 10.9%
Southlake Regional Health Centre
Southlake Regional Health Centre
004 25.5% 56.4% 18.2% -
University of Ottawa Heart Institute
University of Ottawa Heart Institute
049 10% 36% 54% 0.0%
Trillium Health Partners The Mississauga Hospital 093 100% 0.0% 0.0% 0.0%
Health Sciences NorthRamsey Lake Health Centre
103 57.6% 28.8% 13.6% 0.0%
St. Michael's Hospital St. Michael's Hospital 176 10.5% 17.5% - 71.9%
University Health Network Toronto General Hospital 191 - - - -
St. Mary's General Hospital St. Mary's General Hospital 214 100% - - -
Critical Care Workforce Profile — Peer Group 4 Report
18 Critical Care Services Ontario • June 2017
Table 13: Approaches to Professional Development Investment in Critical Care UnitsCCWP Provincial Report Figure 42: Approaches to Professional Development Investment in Critical Care Units
Source: 2015/16 CCWP Online Data Collection Tool, Question 16
1=Frequently Used, 2=Sometimes Used, 3=Rarely/Never Used
Corporation Name Site Name CCIS Code
PD Investment Approach
Paid
Con
fere
nce
Org
aniz
atio
nal
Mem
bers
hip
Fees
Paid
Cou
rses
/
Cert
ifica
tions
Burs
arie
s /
Scho
lars
hips
Com
mun
ity /
Fou
ndat
ion
Supp
ort
In-S
ervi
ce (W
ork
Hou
rs)
MO
HLT
C Su
ppor
t (N
TF)
Vend
or S
uppo
rt
Rese
arch
Gra
nts
Southlake Regional Health Centre
Southlake Regional Health Centre
004 2 3 1 2 3 1 2 2 3
University of Ottawa Heart Institute
University of Ottawa Heart Institute
049 1 3 1 1 3 1 1 2 3
Trillium Health Partners The Mississauga Hospital 093 1 3 1 2 2 1 3 3 3
Health Sciences NorthRamsey Lake Health Centre
103 2 3 1 3 2 1 1 2 3
London Health Sciences Centre
University Campus 148 3 3 3 3 3 1 1 3 3
St. Michael's Hospital St. Michael's Hospital 176 2 3 3 3 3 1 2 3 3
Sunnybrook Health Sciences Centre
Bayview Campus 180 3 3 3 3 3 3 3 3 3
University Health Network
Toronto General Hospital 191 1 3 1 3 2 1 3 1 3
St. Mary's General Hospital
St. Mary's General Hospital
214 2 3 1 3 3 1 2 2 3
Critical Care Workforce Profile — Peer Group 4 Report
Critical Care Services Ontario • June 2017 19
Nurse Turnover
Table 14: Critical Care Nurse Turnover, OverallCCWP Provincial Report – Nursing Turnover Section
Source: 2015/16 CCWP Human Resources Data Collection Tool, Direct Care Nurses
Corporation Name Site Name CCIS Code
Total Exits Headcount
Total Workforce Headcount
Turnover Rate
Ontario 690 7,936 8.7%
PG4 32 678 4.7%
Southlake Regional Health Centre
Southlake Regional Health Centre
004 2 52 3.8%
University of Ottawa Heart Institute
University of Ottawa Heart Institute
049 5 95 5.3%
Hamilton Health Sciences General Site 072 5 88 5.7%
Trillium Health Partners The Mississauga Hospital 093 1 62 1.6%
Health Sciences North Ramsey Lake Health Centre 103 2 65 3.1%
St. Michael's Hospital St. Michael's Hospital 176 2 56 3.6%
Sunnybrook Health Sciences Centre
Bayview Campus 180 1 85 1.2%
University Health Network Toronto General Hospital 191 9 117 7.7%
St. Mary's General Hospital St. Mary's General Hospital 214 2 42 4.8%
Royal Victoria Hospital Barrie Royal Victoria Hospital Barrie 231 3 16 18.8%
Critical Care Workforce Profile — Peer Group 4 Report
20 Critical Care Services Ontario • June 2017
Table 15: Destination of Critical Care Nurses Leaving the Unit or Changing Employment StatusCCWP Provincial Report Figure 50: Destination of Critical Care Nurses Leaving the Unit or Changing Employment Status
Source: 2015/16 CCWP Online Data Collection Tool, Question 12
Corporation Name Site Name CCIS Code
Destination of Critical Care Nurses Leaving the Unit or Changing
Employment Status
Remain in ICU
Outside of ICU
Unkown/Other
Ontario 42.6% 21.2% 36.2%
PG4 66.7% 16.7% 16.7%
Southlake Regional Health Centre
Southlake Regional Health Centre
004 100% 0.0% 0.0%
University of Ottawa Heart Institute
University of Ottawa Heart Institute
049 14.3% 57.1% 28.6%
Trillium Health Partners The Mississauga Hospital 093 40% 20% 40%
Health Sciences North Ramsey Lake Health Centre 103 77.8% 11.1% 11.1%
London Health Sciences Centre
University Campus 148 80% - 20%
Sunnybrook Health Sciences Centre
Bayview Campus 180 100% - -
University Health Network Toronto General Hospital 191 100% 0.0% 0.0%
Critical Care Workforce Profile — Peer Group 4 Report
Critical Care Services Ontario • June 2017 21
Nursing Recruitment
Table 16: Vacancy Rate for Critical Care UnitsCCWP Provincial Report Figure 55: Vacancy Rate for Critical Care Units
Source: 2015/16 CCWP Online Data Collection Tool, Question 14
Corporation Name Site Name CCIS Code
Vacant Positions
Total Budgeted Positions
Vacancy Rate
Ontario 473 9536 5.0%
PG4 30 728 4.1%
Southlake Regional Health Centre
Southlake Regional Health Centre
004 1 56 1.8%
University of Ottawa Heart Institute
University of Ottawa Heart Institute
049 4 104 3.8%
Trillium Health Partners The Mississauga Hospital 093 2 64 3.1%
Health Sciences North Ramsey Lake Health Centre 103 0 66 0.0%
London Health Sciences Centre
University Campus 148 10 135 7.4%
St. Michael's Hospital St. Michael's Hospital 176 2 59 3.4%
Sunnybrook Health Sciences Centre
Bayview Campus 180 2 87 2.3%
University Health Network Toronto General Hospital 191 6 116 5.2%
St. Mary's General Hospital St. Mary's General Hospital 214 3 41 7.3%
Critical Care Workforce Profile — Peer Group 4 Report
22 Critical Care Services Ontario • June 2017
Allied Health Professionals in Critical Care
Table 17: Routine Use of Allied Health Professionals in Critical Care UnitsCCWP Provincial Report Figure 60: Routine Use of Allied Health Professional in Critical Care Units
Source: 2015/16 CCWP Online Data Collection Tool, Question 22A
1=Yes
Corporation Name Site Name CCIS Code
Allied Health Professionals Routinely Used in Critical Care Units
Chap
lain
/
Spiri
tual
Car
e
Die
titia
n/Cl
inic
al
Nut
ritio
nist
Occ
upat
iona
l Th
erap
ist
Phar
mac
ist
Phys
ioth
erap
ist
Resp
irato
ry
Ther
apis
t
Soci
al W
orke
r
Southlake Regional Health Centre
Southlake Regional Health Centre
004 1 1 1 1 1 1 1
University of Ottawa Heart Institute
University of Ottawa Heart Institute
049 - 1 1 1 1 1 1
Trillium Health Partners The Mississauga Hospital 093 - 1 1 1 1 1 1
Health Sciences North Ramsey Lake Health Centre 103 1 1 1 1 1 1 1
London Health Sciences Centre
University Campus 148 1 1 - 1 1 1 1
St. Michael's Hospital St. Michael's Hospital 176 1 1 1 1 1 1 -
Sunnybrook Health Sciences Centre
Bayview Campus 180 1 1 - 1 1 1 1
University Health Network Toronto General Hospital 191 1 1 1 1 1 1 1
St. Mary's General Hospital St. Mary's General Hospital 214 1 1 - 1 1 1 -
Critical Care Workforce Profile — Peer Group 4 Report
Critical Care Services Ontario • June 2017 23
Table 18: Pharmacist Support Hours per Day in Critical Care UnitsCCWP Provincial Report Figure 61: Pharmacist Support Hours per Day in Critical Care Units
Source: 2015/16 CCWP Data Collection Tool, Question 23
Corporation Name Site Name CCIS Code
Pharmacy Support
Weekdays Weekends
Days/Week
Hrs/Day
Days/Week
Hrs/Day
Ontario 4.7 7.7 0.9 5.4
PG4 5 7 0.8 4.2
Southlake Regional Health Centre
Southlake Regional Health Centre
004 5 7 0 0
University of Ottawa Heart Institute
University of Ottawa Heart Institute
049 5 8 0 0
Trillium Health Partners The Mississauga Hospital 093 5 2 2 1
Health Sciences North Ramsey Lake Health Centre 103 5 8 0 0
London Health Sciences Centre
University Campus 148 5 7 - -
St. Michael's Hospital St. Michael's Hospital 176 5 8 2 24
Sunnybrook Health Sciences Centre
Bayview Campus 180 - 8 - 0
St. Mary's General Hospital St. Mary's General Hospital 214 5 8 - -
Table 19: Pharmacist Provision of On-Call Support in Critical Care UnitsCCWP Provincial Report Figure 62: Pharmacist Provision of On-Call Support in Critical Care Units
Source: 2015/16 CCWP Online Data Collection Tool, Question 23
0= No On-Call Support, 1=On-Call Support Available
Corporation Name Site Name CCIS Code
Pharmacy Support
Weekday On-Call
Weekend On-Call
Southlake Regional Health Centre Southlake Regional Health Centre 004 0 0
University of Ottawa Heart Institute
University of Ottawa Heart Institute
049 0 0
Trillium Health Partners The Mississauga Hospital 093 1 1
Health Sciences North Ramsey Lake Health Centre 103 1 1
London Health Sciences Centre University Campus 148 - 1
St. Michael's Hospital St. Michael's Hospital 176 1 1
St. Mary's General Hospital St. Mary's General Hospital 214 1 1
Critical Care Workforce Profile — Peer Group 4 Report
24 Critical Care Services Ontario • June 2017
Table 20: Physiotherapist Support Hours per Day in Critical Care UnitsCCWP Provincial Report Figure 63: Physiotherapist Support Hours per Day in Critical Care Units
Source: 2015/16 CCWP Online Data Collection Tool, Question 23
Corporation Name Site Name CCIS Code
Physiotherapist Support
Weekdays Weekends
Days/Week
Hrs/Day
Days/Week
Hrs/Day
Ontario 4.7 5.7 1 3.2
PG4 4.7 6.7 1.7 3.9
Southlake Regional Health Centre
Southlake Regional Health Centre
004 5 7 2 4
University of Ottawa Heart Institute
University of Ottawa Heart Institute
049 3 8 2 8
Trillium Health Partners The Mississauga Hospital 093 5 5 2 2
Health Sciences North Ramsey Lake Health Centre 103 5 8 0 0
London Health Sciences Centre University Campus 148 5 7 - -
St. Michael's Hospital St. Michael's Hospital 176 5 4 2 1
Sunnybrook Health Sciences Centre
Bayview Campus 180 - - - 4
St. Mary's General Hospital St. Mary's General Hospital 214 5 8 2 8
Table 21: Physiotherapist Provision of On-Call Support in Critical Care UnitsCCWP Provincial Report Figure 64: Physiotherapist Provision of On-Call Support in Critical Care Units
Source: 2015/16 CCWP Online Data Collection Tool, Question 23
0= No On-Call Support, 1=On-Call Support Available
Corporation Name Site Name CCIS Code
Physiotherapist Support
Weekday On-Call
Weekend On-Call
Southlake Regional Health Centre Southlake Regional Health Centre 004 0 0
University of Ottawa Heart Institute
University of Ottawa Heart Institute
049 0 0
Trillium Health Partners The Mississauga Hospital 093 0 0
Health Sciences North Ramsey Lake Health Centre 103 0 0
London Health Sciences Centre University Campus 148 - 1
St. Michael's Hospital St. Michael's Hospital 176 0 0
St. Mary's General Hospital St. Mary's General Hospital 214 1 1
Critical Care Workforce Profile — Peer Group 4 Report
Critical Care Services Ontario • June 2017 25
Table 22: Respiratory Therapist Support Hours per Day in Critical Care UnitsCCWP Provincial Report Figure 65: Respiratory Therapist Support Hours per Day in Critical Care Units
Source: 2015/16 CCWP Online Data Collection Tool, Question 23
Corporation Name Site Name CCIS Code
Respiratory Therapist Support
Weekdays Weekends
Days/Week
Hrs/Day
Days/Week
Hrs/Day
Ontario 4.7 17.2 1.7 17.5
PG4 5 18.8 2 18.9
Southlake Regional Health Centre
Southlake Regional Health Centre
004 5 10 2 4
University of Ottawa Heart Institute
University of Ottawa Heart Institute
049 5 24 2 24
Trillium Health Partners The Mississauga Hospital 093 5 24 2 24
Health Sciences North Ramsey Lake Health Centre 103 5 24 2 24
London Health Sciences Centre University Campus 148 5 24 2 24
St. Michael's Hospital St. Michael's Hospital 176 - 12 - -
Sunnybrook Health Sciences Centre
Bayview Campus 180 - 8 - 8
St. Mary's General Hospital St. Mary's General Hospital 214 5 24 2 24
Table 23: Respiratory Therapist Provision of On-Call Support in Critical Care UnitsCCWP Provincial Report Figure 66: Respiratory Therapist Provision of On-Call Support in Critical Care Units
Source: 2015/16 CCWP Online Data Collection Tool, Question 23
0= No On-Call Support, 1=On-Call Support Available
Corporation Name Site Name CCIS Code
Respiratory Therapist Support
Weekday On-Call
Weekend On-Call
Southlake Regional Health Centre Southlake Regional Health Centre 004 0 0
University of Ottawa Heart Institute
University of Ottawa Heart Institute
049 0 0
Trillium Health Partners The Mississauga Hospital 093 0 0
Health Sciences North Ramsey Lake Health Centre 103 1 1
St. Mary's General Hospital St. Mary's General Hospital 214 1 1
Critical Care Workforce Profile — Peer Group 4 Report
26 Critical Care Services Ontario • June 2017
PEER GROUP REPORT APPENDICES
Appendix A. Glossary of Terms
Direct Care Nurses Intended to capture nursing roles providing direct bedside care to patients. Includes roles such as Registered Nurses or Registered Practical Nurse.
Full-Time Equivalent (FTE) Hours paid to one employee working on a full-time basis. Includes both worked and benefit hours. Does not include overtime hours. In most organizations, 1 FTE = 1,950 hours annually.
Functional Center A department or unit within a hospital to which costs and activity are tracked.
Headcount Count of individuals employed, regardless of FTE allocation. Intended to capture the number of staff, across each nursing and allied health role, associated with the unit/functional centre that support critical care activities.
Management and Operational Support (MOS)
Terms from the Ontario Healthcare Reporting Standards. Staff that are indirectly supporting the core functions of a unit. In the case of critical care units, these staff would include clerical roles, management roles, and indirect care nurses.
Ontario Healthcare Reporting System (OHRS)
OHRS provides the framework for the accounting and reporting of financial and activity data across healthcare organizations in a consistent and standardized way.
Support Nurses Intended to capture roles not directly providing bedside care. Includes roles such as Clinical Nurse Specialist, Nurse Educator, Nurse Manager, Nurse Practitioner.
Unit Producing Personnel (UPP)
Term from the Ontario Healthcare Reporting Standards. Staff that are directly contributing to the core function of a unit. In the case of critical care units, these staff would include staff delivering direct bedside care.
Critical Care Workforce Profile — Peer Group 4 Report
Critical Care Services Ontario • June 2017 27
Appendix B. Calculations Table
CALCULATIONS USED IN DATA COLLECTION FOR WORKFORCE PROFILE
Measure
Related Figures from Provincial Report
Definitions Calculation
Response Rate
Figure 1
Table 3
Table 16
A unit was included in the overall response rate if any usable data was provided for the data collection tool.
= [Num. of units Responded] / [Total Number of Units in Group]
UPP Nursing Earned Hours by Type
Figure 19
• UPP regular worked hours (OHRS account 635***2)
• UPP overtime hours (OHRS account 635***1)
• UPP sick hours (OHRS account 635***3)
• UPP vacation hours (OHRS account 635***4)
• UPP education hours (OHRS account 635***5)
• UPP orientation hours (OHRS account 635***6)
• UPP other hours (OHRS account 635***7 and 635***8)
• UPP earned hours (OHRS account 635****)
• Nursing (occupational classes 11-18)
• Includes all employment status groups (e.g. 1-6)
= [UPP nursing hrs. type] / [UPP nursing earned hrs.]
UPP Nursing Overtime Hours as a Proportion of Productive Hours
Figure 20
Figure 21
• UPP overtime hours (OHRS account 635***1)
• UPP regular worked hours (OHRS account 635***2)
• Nursing (occupational classes 11-18)
• Includes all employment status groups (e.g. 1-6)
• Units included in the numerator match units included in the denominator
= [UPP nursing overtime hrs.] / [(UPP nursing regular worked hrs.) + (UPP nursing overtime hrs.)]
UPP Nursing Sick Rate
Figure 22
Figure 23
• UPP sick hours (OHRS account 635***3)
• UPP earned hours (OHRS account 635****)
• Nursing (occupational classes 11-18)
• Includes all employment status groups (e.g. 1-6)
• Units included in the numerator match units included in the denominator
= [UPP nursing sick hrs.] / [UPP nursing earned hrs.]
Critical Care Workforce Profile — Peer Group 4 Report
28 Critical Care Services Ontario • June 2017
Measure
Related Figures from Provincial Report
Definitions Calculation
UPP Nursing Education Time
Figure 24
• UPP education hours (OHRS account 635***5)
• UPP earned hours (OHRS account 635****)
• Nursing (occupational classes 11-18)
• Includes all employment status groups (e.g. 1-6)
• Units included in the numerator do not match units included in the denominator. All units reporting earned hours are included in denominator.
= [UPP nursing education hrs.] / [UPP nursing earned hrs.]
UPP Nursing Worked Hours per Patient Day
Figure 29
Figure 30
• UPP overtime hours (OHRS account 635***1)
• UPP regular worked hours (OHRS account 635***2)
• Nursing (occupational classes 11-18)
• Includes all employment status groups (e.g. 1-6)
• Patient days (OHRS account 403****)
• Units included in the numerator match units included in the denominator
= [(UPP nursing regular worked hrs.) + (UPP nursing overtime hrs.)] / [Patient days]
Direct Care Nurse Turnover
Figure 47
Figure 48
• Number of direct care nursing exits (including retirements) as identified in Human Resources data submission for the fiscal year (e.g. April 1 to March 31)
• Number of direct care nurses as identified by Human Resources data submission as of March 31
• Units included in the numerator match units included in the denominator
= [Num. of direct care nursing exits] / [Num. of direct care nurses]
Vacancy Rate
Figure 54
Figure 55
Figure 56
• Number of reported vacant nursing positions as of March 31, 2016 as identified in the online data submission
• Number of nursing staff as identified in question 1 B of the online data submission
• Includes all nursing staff for full-time, part-time and casual positions
= [Num. of vacant nursing positions] / [(Num. of nursing staff) + (Num. of vacant nursing positions)]
Critical Care Workforce Profile — Peer Group 4 Report
Critical Care Services Ontario • June 2017 29
Appendix C. Online Data Collection Tool
QUESTIONS RELATED TO THE NURSING WORKFORCE AND TRAINING:
Please answer the questions 1 to 9 relating to the nursing staff employed in your Critical Care unit on March 31, 2016:
1. A. What is the total number of nurses ( i.e.. individuals, not FTEs) on your Critical Care unit in each of the following groupings:
a. Clinical Nurse Specialist (CNS)
b. Nurse Educator
c. Nurse Manager
d. Nurse Practitioner (NP)
e. Permanent charge nurse without a patient assignment
f. Registered Nurse (RN), not included in other groupings listed
g. Registered Practical Nurse (RPN)
h. Other (please specify)______________
1. B. What is the total number of nurses in your Critical Care unit from Question 1A: ____ (Free numeric text)
2. A. Of the X number of nurses on your Critical Care unit, please identify your understanding of how many have been working in THIS particular unit for the following periods of time:
a. Less than 3 years
b. 3 - 5 years
c. 6 - 10 years
d. 11 - 20 years
e. More than 20 years
2. B. Of the X number of nurses on your Critical Care unit, please identify your understanding of how many have been working in Critical Care for the following periods of time:
a. Less than 3 years
b. 3 - 5 years
c. 6 - 10 years
d. 11 - 20 years
e. More than 20 years
Critical Care Workforce Profile — Peer Group 4 Report
30 Critical Care Services Ontario • June 2017
2. C. Of the X number of nurses on your Critical Care unit, please identify your understanding of how many have been working as a registered nurse for the following periods of time:
a. Less than 3 years
b. 3 - 5 years
c. 6 - 10 years
d. 11 - 20 years
e. More than 20 years
3. Of the X number of nurses on your Critical Care unit, please indicate your understanding of the number of nurses whose highest level of education falls into the following categories:
a. Nursing diploma
b. Non-nursing undergraduate degree
c. Nursing undergraduate degree
d. Nursing master’s degree
e. Non-nursing master’s degree
f. Nursing doctorate
g. Non-nursing doctorate
4. Of the X number of nurses on your Critical Care unit, please identify your understanding of the number of nurses who attained their basic nursing training outside of Canada (If there are none please indicate 0):_____ (free numeric text)
5. Of the X number of nurses on your Critical Care unit, please identify your understanding of the number of nurses who have completed a Critical Care Course, according to the following categories:
a. 300+ hours of didactic and clinical training (Ontario Critical Care Nurse Training Standards)
b. 300+ hours of didactic and clinical training (Critical Care Diploma)
c. 300+ hours of didactic and clinical training (Other)
d. < 300 hours of didactic and clinical training
e. Not completed a critical care course
6. Of the X number of nurses on your Critical Care unit, please identify your understanding of the number who have completed Advanced Cardiac Life Support (ACLS) Training, according to the following categories:
a. Have completed ACLS training within the last two (2) years
b. Have completed ACLS training more than two (2) years ago
c. Have not completed ACLS Training
d. Don’t know if ACLS Training has been completed
Critical Care Workforce Profile — Peer Group 4 Report
Critical Care Services Ontario • June 2017 31
7. Of the X number of nurses on your Critical Care unit, please identify your understanding of the number who have completed Pediatric Advanced Life Support (PALS) Training, according to the following categories:
a. Have completed PALS training within the last two (2) years
b. Have completed PALS training more than two (2) years ago
c. Have not completed PALS Training
d. Don’t know if PALS Training has been completed
8. Of the X number of nurses on your Critical Care unit, please identify your understanding of the number who have completed Trauma Nursing Core Course (TNCC) Training, according to the following categories:
a. Have completed TNCC training within the last year
b. Have completed TNCC training more than a year ago
c. Have not completed TNCC Training
d. Don’t know if TNCC Training has been completed
9. Of the X number of nurses on your Critical Care unit, please identify your understanding of the number who have completed Critical Care Response Team (CCRT) Training, according to the following categories:
a. Have completed CCRT training within the last year
b. Have completed CCRT training more than a year ago
c. Have not completed CCRT Training
d. Don’t know if CCRT Training has been completed
QUESTIONS RELATED TO NURSING TURNOVER:
Please answer questions 10 to 13 based on staff who left your unit or changed employment status (e.g. went from full-time to casual, etc.) in your Critical Care unit between April 1, 2015 and March 31, 2016.
10. Please identify the total number of nurses who have left or changed employment status (e.g. went from full-time to casual, etc.) in your Critical Care unit between April 1, 2015 and March 31, 2016. Please include nurses in the following categories: Clinical Nurse Specialist (CNS); Nurse Educator; Nurse Manager; Nurse Practitioner (NP); Registered Nurse (RN); Registered Practical Nurse (RPN). ________ (free numeric text)
Critical Care Workforce Profile — Peer Group 4 Report
32 Critical Care Services Ontario • June 2017
11. Of the X number of nurses that left or changed employment status (e.g. went from full-time to casual, etc.) in your Critical Care unit between April 1, 2015 and March 31, 2016, please identify your understanding of how many exited their roles for the following reasons:
a. Move to a new nursing role or position
b. Retirement
c. Illness or disability
d. Left to pursue non-nursing education
e. Exit from nursing profession
f. Promotion to another role
g. Personal relocation
h. Not Applicable / Unknown
i. Other
12. Of the X number of nurses that left or changed employment status (e.g. went from full-time to casual, etc.) in your Critical Care unit between April 1, 2015 and March 31, 2016, please identify your understanding of how many moved to the following destinations:
a. Remains in ICU – same unit
b. Remains in ICU - different unit within same hospital
c. Remains in ICU - different hospital
d. Remains in nursing outside of ICU - within same hospital
e. Remains in nursing outside of ICU - different hospital
f. Remain in nursing - outside of hospital setting
g. Promotion to another role
h. Not Applicable / Unknown
i. Other
13. Of the X number of nurses that left or changed employment status (e.g. went from full-time to casual, etc.) in your Critical Care unit between April 1, 2015 and March 31, 2016, please identify your understanding of how many changed their employment status in the following categories:
a. Move from full time to part time
b. Move from full time to casual
c. Move from part time to full time
d. Move from part time to casual
e. Move from casual to a permanent or temporary position
f. End of a temporary assignment
g. Not Applicable / Unknown
h. Other
Critical Care Workforce Profile — Peer Group 4 Report
Critical Care Services Ontario • June 2017 33
QUESTIONS RELATED TO RECRUITMENT AND RETENTION
Please answer questions 14 to 18 based on your experience with recruitment and retention in your Critical Care unit between April 1, 2015 and March 31, 2016.
14. On March 31, 2016 please indicate the total number of vacant budgeted RN positions (according to your hospital’s position management system) for your Critical Care unit in the following categories:
a. Full-time
b. Part-time
c. Casual
15. How does your Critical Care unit deal with short-term (shift-to-shift) RN shortages?
Please identify how often each approach is used, according to the scale provided.
Frequently used ( i.e.. >50% of the time)
Sometimes used (i.e.10-50% of the time)
Rarely / never used ( i.e.. <10% of the time)
a. Hospital-wide critical care RN staffing pool
b. Expanded staff assignments
c. Scheduled changes (e.g. cancelling ORs)
d. Mandatory overtime (including weekend staffing)
e. Bed closures
f. Agency staff
g. Other (please specify)____________
16. Please indicate how your Critical Care unit RNs receive support for professional development.
Please identify how often each approach is used, according to the scale provided.
Frequently used ( i.e.. >50% of the time)
Sometimes used (i.e.10-50% of the time)
Rarely / never used ( i.e.. <10% of the time)
a. Paid conference registration (full or partial)
b. Payment of professional organization membership fees (full or partial)
c. Paid courses and certifications e.g. ACLS (full or partial)
d. Bursaries/scholarships
e. Community/foundation support
f. In-services during work hours
g. MOHLTC support (e.g. Nurse Training Fund)
h. Vendor support (e.g. pharmaceutical, supplies, equipment) support
i. Research grants
j. Other (please specify____________
Critical Care Workforce Profile — Peer Group 4 Report
34 Critical Care Services Ontario • June 2017
17 A. What recruitment strategies do you use for nurses within your Critical Care unit?
Please identify how often each approach is used, according to the scale provided.
Frequently used ( i.e.. >50% of the time)
Sometimes used (i.e.10-50% of the time)
Rarely / never used ( i.e.. <10% of the time)
a. Attending job fairs (either the hospital, or the unit)
b. Internship programs
c. Scholarship programs
d. Employee referral programs
e. Financial incentives
f. Mentorship programs
g. Flexible scheduling opportunities
h. Other (please specify)_____________
17. B. What has proven to be the most effective recruitment strategies you use to hire nurses within your Critical Care unit?
Please identify how effective each strategy is, according to the scale provided.
Completely effective (i.e. identifies hires each time)
Very effective (i.e. identifies hires >50% of the time)
Somewhat effective (i.e. identifies hires 10%-
50% of the time)
Not effective (i.e. identifies hires <10% of the time)
a. Attending job fairs (either the hospital, or the unit)
b. Internship programs
c. Scholarship programs
d. Employee referral programs
e. Financial incentives
f. Mentorship programs
g. Flexible scheduling opportunities
h. Other (please specify)________________
Critical Care Workforce Profile — Peer Group 4 Report
Critical Care Services Ontario • June 2017 35
18 A. What retention strategies do you use to keep nursing staff engaged within your Critical Care unit?
Please identify how often each strategy is used, according to the scale provided.
Frequently used ( i.e.10+ times per year)
Periodically used (i.e.3-9 times per year)
Infrequently used (i.e. 1-2 times per year)
Never used
a. Employee recognition events - unit level
b. Long service recognition - unit level
c. Team building events e.g. pot lucks, seasonal events – unit level
d. Staff appreciation events – unit or hospital led
e. Flexible staff scheduling
f. Regular staff meetings with staff leadership
g. Unit council
h. Education/training events for staff
i. Scholarship programs
j. Preceptor program (≤3 months)
k. Preceptor program (> 3 months)
l. Mentorship program
m. Employee wellness initiatives – hospital level
n. Employee wellness initiatives – critical care specific
o. Exit interviews that are acted upon
p. Other (please specify)______________
Critical Care Workforce Profile — Peer Group 4 Report
36 Critical Care Services Ontario • June 2017
18. B. What strategies do you believe are most effective for staff retention on your Critical Care unit?
Please identify how effective each strategy is, according to the scale provided.
Very effective (i.e. perceive is valued by >75% of staff)
Somewhat effective (i.e. perceive is valued
by 25% to 75% of staff)
Limited effect (i.e. perceive is valued
by <25% of staff)
Not applicable as this strategy is not
used
a. Employee recognition events (unit level)
b. Long service recognition (unit level)
c. Staff appreciation events
d. Team building events (e.g. pot lucks, seasonal events)
e. Flexible staff scheduling
f. Regular staff meetings with staff leadership
g. Unit council
h. Education/training events for staff
i. Scholarship programs
j. Preceptor program (≤3 months)
k. Preceptor program (> 3 months)
l. Mentorship program
m. Employee wellness initiatives – hospital level
n. Employee wellness initiatives – critical care specific
o. Exit interviews that are acted upon
p. Other (please specify)_____________
Critical Care Workforce Profile — Peer Group 4 Report
Critical Care Services Ontario • June 2017 37
QUESTIONS RELATED TO EMPLOYEE ENGAGEMENT
Please answer questions 19 to 21 relating to employee engagement for all staff in your Critical Care unit.
19. A. Does your unit participate in hospital-led employee engagement surveys?
a. Yes – critical care beds represent 50% or more of my unit
b. Yes – critical care beds represent less than 50% of my unit
c. No (please proceed to Q. 22)
d. Other (please specify)
19. B. In which fiscal year was the last staff engagement survey conducted?
a. 2015/16
b. 2014/15
c. Other (please specify)
20. For the last survey conducted, what was the response rate for your unit? ( i.e. what percentage of staff in your unit responded to the employee engagement survey?)
a. Please specify a percent here _________
b. If don’t know, enter zero here_________
21. Please identify the top two (2) improvement opportunities identified for employee engagement within your unit that was outlined in this survey.
a. Job characteristics (e.g. Flexibility in schedule/work hours; Balance of family/personal life with work; Have adequate resources/equipment to do work; Have time to carry out all your work; Get recognition for good work)
b. Training and development (e.g. Opportunity to make improvements in how your work is done; Opportunity to receive education/training; Opportunity to advance in career)
c. Work team (e.g. We have enough staff to handle workload; We work in crisis mode)
d. Senior management (e.g. Senior management acts on staff feedback)
e. Organization (e.g. I feel that I can trust this organization)
f. Other (please specify)
g. Improvement opportunities were not identified per unit
Critical Care Workforce Profile — Peer Group 4 Report
38 Critical Care Services Ontario • June 2017
QUESTIONS RELATED TO ALLIED HEALTH PROFESSIONALS
Please answer questions 22 and 23 relating to Allied Health support on your Critical Care unit, referring to the period between April 1, 2015 and March 31, 2016
22 A. Recognizing the many team members that support critical care patients, please identify which allied health team members are routinely (e.g. daily or weekly) involved in care within your Critical Care unit. Please check all that apply. Please do not include assistants or technicians.
a. Chaplain/Spiritual Care/Pastoral Care
b. Dietitian/Clinical Nutritionist
c. Occupational Therapist
d. Pharmacist
e. Physiotherapist
f. Respiratory Therapist
g. Social Worker
h. Other (please specify)
22 B. For the identified disciplines in Q 22A, please identify which are included within your Critical Care unit budget vs. which are allocated from an allied health department budget.
a. Included in nursing unit budget
b. Allocated from allied health department budget
c. Not present in my unit
22 C. For the identified disciplines, please provide your Critical Care unit’s approximate FTE allocation for each. (Between 0.2 FTE to 1+ FTEs or casual as needed). _____(Free numeric text)
23 A. For the identified disciplines, please identify the weekday hours of coverage.
a. Average days per week (Between 0 to 5)
b. Average hours per day on the days with coverage above (Between 0 to 24)
c. Provision of “on-call” (No or Yes)
23 B. For the identified disciplines, please identify the weekend hours of coverage.
a. Average days per week (Between 0 to 2)
b. Average hours per day on the days with coverage above (Between 0 to 24)
c. Provision of “on-call” (No or Yes)