laura beeth - fairview health services
DESCRIPTION
Fairview Health Services presentation from One Minneapolis: A Call to Action! conference December 2, 2011 hosted by the Minneapolis Department of Civil RightsTRANSCRIPT
Laura Beeth
Health Care Workforce
System Director Talent Acquisition
Fairview Health Services
Understanding the Workforce
o Health Care Industry Is ChangingoRestructure of delivery system
oCostsoQuality and SafetyoAccessoConsumers
o Changes in focusoCare Model Innovationo Accountable Care OrganizationsoGovernment Payment Structure (GAMC)o Illness to wellnesso Inpatient to outpatient
The Demand for Health Care Workers Remain Strong
o Workforce shortages are expected to continue well into the future
o Unprecedented job growtho Aging populationo Increased demand for health care serviceso New technologies and treatments
HEALTH CARE WORKFORCE CONCERNS
o We have an aging workforce. The average age in many specialties is increasing.oRN Periop, RN Behavioral, Nursing Leadershipo Labo Physician Specialties
o 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.
o 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.
o An aging population will demand and consume more health care services. Will we be able to recruit highly trained employees to fill specialty positions?
2011 MN Demographic Summary
All Job Types
2011 MN Demographic Summary
All Job Types
2011 Projected Work-Force Supply & Demand – All Job
Typeso Projection charts and summary tables can
help plan hiring strategies in order to maintain or increase the current work force.
o 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.
2011 Projected Work-Force Supply & Demand – RNs onlyo 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.
2011 Projected Age Distribution – RNs only
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.
Concerns/Risks/Strategieso Physician/Provider Specialties – Great recruitment needs due
to growth, new care model, and aging workforce, strategies include:o 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
o Coordinate medical school, residency, and RPAP rotationso Host and facilitate the St. Olaf J-Term Pre-Med experienceo Place senior provider students at facilities where we have
vacancieso Contribute to the HRSA State Primary Care Plan efforts to
increase primary care providers by 10-25% by 2020o Coordinate PA/NP primary partner clinical rotations with U of M,
St. Catherine University, and Augsburg Collegeo Targeted sponsorships for providers
Workforce ProjectionsProjected number of system-wide RNs needed by specialty
Workforce PlanningProjected number of other employees needed system-wide by
specialtyNew 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
*Note that 55416 does not include employees from St. Louis ParkData taken from 1/09/11 Fairview HR Data
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
2010 Fairview New Hires from Minneapolis Communities
Nursing Workforce Strategies Underway
o RN Sponsorships (U of M and St. Catherine Univ.)o Employee RN Leadership Sponsorshipso NP Sponsorshipso Employee Nursing Scholarshipso Student Nurse Internshipso Institutional Partnership Compact
o Clinical Rotations (RN, NP, DNP, MA, PA, Student Max)o Preceptor requests
o Periop 101 and Nursing School Pipelineso Wound Care and other requested Sponsorshipso Adjunct Faculty Appointmentso Career & Job Fairs
Other Workforce Strategies Underway
o MJSP Grant for Surg Techs and Central Processing Techso CLS Sponsorshipso Rehab Programs (ATC-PTA)o Requested Healthcare Specific Sponsorships
(HUC/NA/NST/Phleb…)o Employee Healthcare Career Advancement Scholarshipso Preferred partnership outreach work with colleges and
universities (School of Radiology, Radiation Therapy, PT/OT, Dietetic Interns, CLS, MHA, HRIR…)
o Pipeline Programs (Cedar Riverside, Scrubs Camp, K-12, Scholarships, Diversity Mentoring, J-Term, Future Docs…)
o Career & Job Fairso Medical Student/Medical Resident Clinical requestso State HRSA Primary Care Grant
Workforce Planning & Pipeline Building
o Monitor Federal, State, and MHA data for short and long term trends in the workforce and the expected need
o Monitor internal trends through the MHA Forecasting Tool, other internal reports
o Review and adapt to state and federal opportunities and issues (APRN Scope of Practice, GME, Primary Care)
o Encourage/support employee career paths into specialized positions
o Partner with preferred colleges and universities… o Understand the IOM Report and Goals for nursingo Recognize diversity and veteran needs and embed solutions
in our pipeline programs o Partner with other organizations to introduce healthcare
careers to students in Grade School, Middle School, High School
o Create a reputation as a “Best Employer”