Tomorrow’s Workforce: Surfing for solutions Tomorrow’s Workforce: Surfing for Solutions

Tomorrow’s Workforce:Surfing for solutionsTomorrow’s Workforce: Surfing for Solutions

Prediction

By 2030 youngest baby boomers – those born in the early 1960’s will mostly have retired and the U.S. will face the fallout of a permanently smaller labor force, barring a major change in immigration policy or some other surge in population.

Gad Levanon“From Not Enough Jobs to Not

Enough Workers” Conference BoardSeptember 2, 2014

Understanding what we need

How many health professionals do we need?

What kind of health professionals do we need?

Where do we need them to work? What will they be doing?

Factors impacting the workforce

Expanded access Aging population Health care consumerism Technological advancements Cost-reduction imperatives Call for improved health outcomes New or adapted models to finance and deliver

care Changing regulatory landscape Impact of work redesign License portability

Drivers of workforce capacity Education and training

Supply and demand

Roles and responsibilities

Practice models

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Education and training

Improve health professions education capacity Expand existing programs Implement new programs Adapt curriculum to align with new models of care Implement innovative education and training

solutions

Limitations Competition for finite number of clinical training

sites Lack of residency training slots for new medical

school graduates Lack of comprehensive workforce data for

projecting need Inability to accelerate change in academic

programming

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Supply and demand

Michigan’s aging healthcare workforce Average age of nursing – 48 Average age of nursing faculty – 58 Physician retirements 0-10 years – 47%

Michigan’s aging population 1 in 4 Michiganders will be 60+ by 2030 Fastest growing segment of population are those 85 years or

older More than 182,000 Michiganders between 85-95 and 1,700

centenarians (2010)

Michigan’s newly insured Healthy Michigan Plan – 373,171 new Medicaid

beneficiaries Health Insurance Marketplace – 272,539 new enrollees

Current Supply

Source: Michigan Department of Licensing and Regulatory Affairs, June 2014 active license counts report.

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Supply and demand projections

Michigan’s health care workforce needs are projected to grow 18% - or 108,000 jobs – by 2018.1

Need is at all levels from direct care workers, to registered nurses, to professionals with advanced degrees like physicians, APRNs, and Physician Assistants.

Michigan will need 6,000 additional physicians and 5,000 nurses by 2020. 2

Geographic maldistribution of health care providers will continue to limit access in rural and underserved urban communities. Michigan has 507 communities designated Health Professional Shortage areas.

1. Michigan Workforce Development Agency, 2013

2. Michigan Health Council

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Roles and responsibilities

Having a sufficient number and the right mix of providers to ensure access to quality services delivered efficiently

Adopting a culture of collaboration centered around the patient

Maximizing the use of knowledge, skills and abilities

Changing the professional continuum of care paradigm

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Right care, right provider….

Patient

Leveraging clinician supply

Physician supply can be leveraged through greater use of other clinician types

Clinicians can be leveraged through greater use of other licensed non-clinicians and non-licensed personnel.

Studies have found that up to 24% of a primary care team physician’s time could be saved by delegating to other team members.

(Bodenheimer and Smith, “Primary Care: Proposed Solutions To The Physician Shortage Without Training More Physicians,” Health Affairs, 32, no.11 (2013):1881-1886)

Defining practice

Complexity of Care Needs

Medical Assistant CHW

Tech RN APRN,

PAPrimary Care Physicia

n

Specialty

Physician

Ani Turner, Deputy DirectorCenter for Sustainable Health SpendingAltarum InstituteJuly 25, 2014

New or expanded roles

Physician Assistants Advanced Practice Registered Nurses Pharmacists Doctors of Nursing Practice Community Health Workers Grand-aides Primary Care Technicians Community Paramedics

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Practice models

Interprofessional collaborative practice

Importance of providing a work environment that supports interprofessional collaborative practice.

Importance of the role of preceptors

Practice models

Primary care reinvention

Technology-based care Clinical innovation Managing the flow of information Telemedicine Remote training and supervision

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Workforce challenges

Improving access to comprehensive workforce data

Identifying types and numbers of health professionals needed

Aligning education with practice and practice with education

Expanding capacity of the existing workforce

Workforce challenges

Educating and engaging providers in interprofessional collaborative practice

Retaining an aging workforce

Strengthening regional partnerships of healthcare employers, educators, workforce boards, and other stakeholders to meet the specific healthcare employment needs of local and regional markets

Aligning reimbursement policies with new practice models

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Contact Information

Melanie BrimPresident & CEOMichigan Health CouncilEmail: melanie.brim@mhc.orgPhone: 517.347-3332