st. louis regional healthcare workforce intelligence system presented to: kevin kast president ceo...
TRANSCRIPT
St. Louis Regional Healthcare Workforce Intelligence System
Presented to:
Kevin Kast
President CEO of SSM St. Joseph’s Hospital, Medical Park & Health
Center
September 22, 2003
The Founders
Objectives
to forecast the regional demand for skilled healthcare workers to inform decision-makers about the impact of legislative, economic, other changes to help employers anticipate conditions affecting worker supply
Objectives (cont.)
to connect transportation, childcare, other supporting systems to guide education and training providers to foster communication and collaboration among public / private sector interests, joined in a…
… Regional Healthcare Workforce Information Network.
Public Policy Organizations
• St. Louis Regional Workforce Policy Group • Local/State/Federal Governments• Elected Officials• Depts. of Health and Social Services• Metropolitan Planning Organization• Labor Unions• Workforce Training Agencies• Medicare/Medicaid Agencies
Healthcare Industry
• Hospital Systems• Offices of Physicians & Dentists• Long-term Care Providers• Residential Care Providers• Medical and Dental Labs• Public Sector Insurers• Private Sector Insurers
Healthcare Educators/Trainers
• University MO-St. Louis• University MO-Columbia• Medical Colleges• Med Tech Schools• Community Colleges• Vocational Educators• Career Guidance Counselors• K-12 Educators
Regional Healthcare Workforce
Intelligence System
How is this unique?
regional multi-dimensional
dynamic ongoing a network of sensors embedded within the healthcare workforce system
Today …
We have started to lay the foundation for a comprehensive system, using employment forecast and policy simulation.
We think in terms of three components, although inextricable:
supply, demand, connectors
Supply side issues: example
The problem has many facets.
Degrees Conferred in Nursing at St. Louis Colleges (MO only)
600
700
800
900
1000
1100
1200
1996 1997 1998 1999 2000 2001
DOL Community Audit Grant supported our initial research
National literature review Analysis of existing data
Census Bureau, BLS, Nat’l Center for Health Workforce Information and Analysis, state data centers, professional associations
Methods (continued)
Linking and completing fragmented info systems
Degrees Conferred in Nursing at St. Louis Colleges (1996-2001)
East Central2%
J efferson9%
Maryville7%
Missouri Baptist1%
SLU19%
St. Charles CC8%
St. Louis CC18%
UMSL21%
Webster15%
Geographic Information Systems (GIS)
To display spatial associations and emphasize regional dimensions
Methods (Continued)
Methods (continued)
Focus groups and interviews
“Many patients have unique needs and feel more comfortable being cared for by someone who looks like them, acts like them, and can speak their language. Immigrants and refugees can be an important asset.”
Focus Groups & Interviews - Continued
“[Consider] RNs who have been out of nursing for years and want to come back. They are intimidated by new advances in technology and medicine, and decide to look somewhere else to work….” “If we don’t address hospital working conditions, we will never be able to address the [nursing] shortage.”
Demand Side Issues
Medicare/MedicaidPrivate Payers, HMOs, PPOs, etc.Physician Induced Demand/Defensive MedicineCertificate of NeedHIPAA of 1996Demographic Trends
Where We Are
Initial Steps to Building a Healthcare Workforce Modeling System: Current Progress
Health Services: SIC 80
80000
87500
95000
102500
110000
1988 1990 1992 1994 1996 1998 2000 2002 2004 2006
Year
Em
plo
ym
ent
Actual Employment Projected Employment
1.58%
2.50%
Average annual rate of change 2000-2004 (St. Louis MSA)
Average annual rate of change 2000-2010 (U.S. National)
Offices & Clinics Of Doctors: SIC 801
6000
8000
10000
12000
14000
16000
1988 1990 1992 1994 1996 1998 2000 2002 2004 2006
Year
Em
ploy
men
t
Actual Employment Projected Employment
1.81%
3.40%
Average annual rate of change 2000-2004 (St. Louis MSA)
Average annual rate of change 2000-2010 (U.S. National)
Nursing and Personal Care: SIC 805
12000
13000
14000
15000
16000
17000
1988 1990 1992 1994 1996 1998 2000 2002 2004 2006
Year
Em
plo
ym
ent
Actual Employment Projected Employment
1.19%
2.00%
Average annual rate of change 2000-2004 (St. Louis MSA)
Average annual rate of change 2000-2010 (U.S. National)
Hospitals: SIC 806
40000
45000
50000
55000
60000
1988 1990 1992 1994 1996 1998 2000 2002 2004 2006
Year
Em
plo
ym
en
t
Actual Employment Projected Employment
1.09%
1.20%
Average annual rate of change 2000-2004 (St. Louis MSA)
Average annual rate of change 2000-2010 (U.S. National)
Medical & Dental Labs: SIC 807
1400
1600
1800
2000
2200
1988 1990 1992 1994 1996 1998 2000 2002 2004 2006
Year
Em
ploy
men
t
Actual Employment Projected Employment
2.27%
4.60%
Average annual rate of change 2000-2004 (St. Louis MSA)
Average annual rate of change 2000-2010 (U.S. National)
Where We’re Going
Next Step: From Baselines to Policy Simulations
Impact of Government Health Insurance on Health
Employment: A First Run
70000
80000
90000
100000
110000
120000
1988 1990 1992 1994 1996 1998 2000 2002 2004 2006
Actual Employment Projected Employment
Annual Increase of Medicaid Coverage by 1%
Where We’re Going
Next Step: Build Regional Representative Hospital
FAPRI:The Representative Farm Approach
Panel of FarmersBenefits of ‘Representative’ as opposed to ‘Average’Ability to talk about micro or local concerns as opposed to macro Kinds of questions one can answer
Communication opportunities
Representative Hospitals
First and Foremost Up to local health
care to determine what questions need answering
Use models to communicate to policy makers
Does require some openness to build operationsMultiple types of operations
Future Course of Action
Labor supply & wage models Occupational demand models Policy simulations Supply side / connectors research Working groups in place Positioned within Regional process Sustainable resources