FHA Workforce Databrief - 11-21-12 November 2012 3 FLORIDA HOSPITALS’ WORKFORCE CHALLENGES: 2012 WORKFORCE SURVEY UPDATE Florida. Each one-hour program begins with a brief presentation

2012

Update

Florida Hospitals’ Workforce Challenges: 2012 Workforce Survey Highlights

November 2012

Brief DATA

2

DATABrief

2012 FHA Workforce Survey: Nurse and Allied Health Recruitment and Retention

A lthough hospitals in Florida continue to face challenges associated with the recruitment and retention of nurses and allied health professionals, the 2012 FHA

Workforce Survey indicates that some hospitals continue to experience a temporary reprieve. At the same time, predictions for long-term shortages loom as experts anticipate an increase in demand in the coming years, in part due to an aging baby boomer population, and in part due to new coverage under the Affordable Care Act to come in 2014.

This report highlights the findings of the

Florida Hospital Association’s (FHA) 2012

workforce survey, as well as efforts

currently underway by FHA to address

hospitals’ workforce challenges in the

state of Florida. It is an incremental

update to the FHA 2011 DATABrief on

Florida Hospitals’ Workforce Challenges,

which included a comprehensive analysis

of the workforce environment in Florida

and across the nation.

FHA Helps Members Meet their Workforce Needs on Multiple Fronts FHA is addressing workforce challenges

across the state through a variety of

initiatives that gather data for informed

decision-making, deepen understanding

of workforce challenges, and help

Florida’s hospitals and other key

stakeholders to develop long-term

solutions to meeting the state’s health

care needs. For more information, go to

www.fha.org.

Annual Workforce Conference. FHA’s

annual workforce conference facilitates

sharing of best practices, encourages

networking opportunities, and provides

valuable tools and information as

hospitals strive to ensure a robust

workforce that can deliver high-quality,

safe and cost-effective patient care. The

2012 workforce conference focused on

“Creating a Culture of Accountability in

the Midst of Accelerated Change,” and

provided members with tools to master

the challenges of workforce recruitment,

engagement, retention and education.

The 2013 workforce conference date and

topic is to be determined.

Workforce Survey. The FHA has

conducted workforce staffing surveys

since 1987 in order to provide the

statewide and regional benchmarks for

nursing and allied health vacancy and

turnover metrics.

Salary Surveys. The FHA Salary Surveys

are the only statewide compensation

survey about Florida hospital employee

compensation. Conducted for over 25

years, the FHA Salary Surveys continue to

be the most comprehensive, statewide

compensation information about hospital

positions in Florida.

The FHA Management/Department

Head Salary Survey provides annual

salary analysis by region of the state,

bed size, and net patient revenue for 95

common management and department

head positions. It also includes tenure

data.

FHA’S Non-Management Salary

Survey provides wage analysis for 258

key hospital, physician office, skilled

nursing, psychiatric, and rehabilitation

positions by region of the state and bed

size. Minimum rate, maximum hire rate,

maximum hourly rate, average effective

rate, and shift differentials are reported

for each position.

FLACAREERS. The FLACAREERS

website has been developed to

feature FHA member hospitals and

assist them in recruiting qualified

health care professionals to their

organizations. Physicians, nurses and

other licensed health care professionals

who use the internet to find job openings

in Florida connect directly with hospitals

about career opportunities and open

positions. For more information, go to

www.flacareers.com.

Bi-monthly Labor Calls. FHA hosts a

series of bi-monthly teleconferences on

hospital labor issues and activities in

3 November 2012

FLORIDA HOSPITALS’ WORKFORCE CHALLENGES: 2012 WORKFORCE SURVEY UPDATE

Florida. Each one-hour program begins

with a brief presentation about a current

labor topic, followed by an opportunity to

ask questions and learn about labor

activity in all areas of Florida. The regular

teleconferences are intended to keep FHA

members up-to-date about current issues

and trends, as well as provide an

opportunity for networking with

colleagues across the state. Speakers

include experts in various workforce

issues from across the nation, and

attendees generally include FHA

institutional members, including CEOs,

COOs, CNOs, human resources, and

health care recruiters.

Workforce Spotlight. FHA’s Workforce

Spotlight initiative identifies and

promotes the implementation of

innovative and effective workforce

strategies in Florida’s hospitals.

Identifying and sharing best practices

enables hospitals to capitalize on the

good work already being done, resulting

in long-term recruitment and retention

strategies that maximize limited resources

and lead to greater staff and patient

satisfaction without “reinventing the

wheel.”

Workforce Violence Task Force. FHA has

established a Workplace Violence Task

Force to make Florida’s hospitals and

health systems safer for our

patients, employees and

communities. Recognition, reporting and

prevention of workplace violence is the

priority focus of efforts.

Overview of the 2012 Workforce Survey FHA has conducted nurse staff surveys

since 1988, and allied health surveys

periodically during the same time. The

survey captures information on nurse

vacancy rates, turnover rates, timeframes

for filling vacant positions, and additional

aspects of nurse staffing as well as

vacancy rates, turnover rates, and

timeframes for filling select allied health

positions.

For the 2012 Workforce Survey FHA

surveyed all Florida hospitals to gather

their vacancy and turnover information

for the week of May 20-26, 2012, and for

the 12 months ending May 31, 2012.

Forty eight surveys representing 87

facilities were received, a 33.2 percent

response rate.

Overall, hospitals are divided about

whether there is a nursing shortage in

Florida. When asked if their hospital is

experiencing difficulties in filling nursing

positions, one-half answered yes and one-

half answered no (See Illustration 1).

Only one hospital reported any

difficulty recruiting newly

licensed RNs, but the majority

of hospitals do report

challenges when recruiting

experienced RNs. Nearly one

quarter of responding hospitals

reported that recruiting

experienced RNs is “very

difficult” (See Illustration 2).

When asked about whether

there is a shortage of allied

health professionals, responses

were equally divided. Half of

the responding hospitals said

that they experience difficulties

in filling allied health

professions, while half said they

do not (See Illustration 13).

Detailed graphs displaying the results

from the FHA Workforce Staffing Survey

appear on the following pages, divided

into three sections: Nursing Results, Allied

Health Results, and General Hospital

Information.

The Nursing Results include graphs

displaying the following:

RN vacancy rates in Florida hospitals;

Length of time to fill vacant direct

care RN positions;

RN turnover rates in Florida hospitals;

Turnover rates in Florida hospitals by

nursing specialty;

Vacancy rates in Florida hospitals by

nursing specialty;

Length of time to fill nursing

positions by specialty;

Number of contracted RNs used by

hospitals;

Percent of RNs with a BSN degree;

Half of Hospitals Believe There Is a Nursing Shortage

Illustration 1: Is There a Nursing Shortage?

Yes50%

No50%

N=46

4

DATABrief

Type of RNs hired last year; and

Percent of graduate RNs leaving the

hospital within a year of

employment.

The Allied Health Results includes graphs

displaying the following:

Whether hospitals are having

difficulties filling allied health

positions;

Vacancy rates in Florida hospitals by

allied position;

Turnover rates in Florida hospitals by

allied position; and

Length of time to fill allied positions.

General Hospital Information includes

graphs displaying the following:

Hospitals conducting random

employee drug screenings; and

Whether influenza vaccinations are

mandated for employees.

Survey Highlights Florida’s hospitals continue to experience

some workforce challenges and still

anticipate the looming threat of greater

workforce shortages in the future. At the

same time, in 2012 responding hospitals

report facing reduced challenges in

recruiting and retaining

both nurses and allied

health professionals

when compared to 2011.

Key findings in each area

are outlined below.

Nursing Highlights.

Nursing highlights from

the survey include:

The average RN

vacancy rate for

participating

hospitals was 5.1 percent for the last

week of May 2012, which is 1.4

percentage points less than the RN

vacancy rate was in 2011. After three

years of vacancy rates increasing,

2012 vacancy rates fell. Despite the

decline, experts continue to predict

that the vacancy rate will grow again

in the future. Some believe this

recent drop may be attributed to the

poor economy and is not reflective of

projected long-term shortages.

Vacancy rates differed by nursing

specialty, with the highest vacancy

rates reported for stepdown and

telemetry (8 percent) and ARNP (7.7

percent), followed by emergency,

CCU, pediatric CCU, operating room,

and medical/surgical nurses.

Neonatal CCU and rehabilitation

nurses have the lowest vacancy rates.

RN turnover rates in Florida hospitals

have declined for the fourth

consecutive year. In 2012, the overall

RN turnover rate was reported at 12

percent, which is the second-lowest

nursing turnover rate in the past 18

years.

Although the overall RN turnover rate

was 12 percent, the turnover rate for

LPNs was reported at 18.5 percent.

Other nurse specialties with higher

turnover rates include stepdown and

telemetry (15.9 percent), CCU nurses

(14.6 percent) and psychiatric nurses

(14.3 percent).

No hospitals reported difficulty filling

open LPN positions. The positions

that take the longest time to fill

include ARNP and operating room

nurses, followed by CCU, emergency

and stepdown and telemetry nurses.

When asked about the use of

contracted RNs, seventy percent of

hospitals report that they currently

have ten or fewer. Ten hospitals

report having between 6-10

contracted RNs, and another nine

hospitals report having five or fewer

Hospitals Have Little Difficulty Recruiting Newly Licensed RNS; Some Difficulty Recruiting Experienced RNs

Illustration 2: Difficulty Recruiting RNs by Experience

Newly Licensed RNs

Percent Number Percent Number

Not Difficult 97.7% 43 22.2% 10

Somewhat Difficult 2.3% 1 53.3% 24

Very Difficult 0.0% 0 24.4% 11

Experienced RNs

Not Applicable 0.0% 0 0.0% 0

5 November 2012


contracted RNs. Seven hospitals

report having have eleven or more.

Hospitals report wide variance in the

percent of their RNs that have a BSN

degree; most hospitals report that

the percent of RNs with a BSN degree

range between 20-60 percent of their

total nursing staff.

The majority of nurses hired by

Florida hospitals in the past year are

experienced (68 percent). Although

the vast majority of new hires

continue to be experienced nurses,

the percentage of newly graduated

nurses hired in 2012 was slightly

higher than it was in 2011.

Florida hospitals report different

experiences when asked about the

percent of newly graduated RNs that

leave the hospital within a year of

employment, ranging from less than

three percent to more than 10

percent. The disparity in the answers

indicates that turnover for new

nurses varies significantly among

Florida hospitals.

Allied Health Highlights. Highlights

related to allied health professions from

the survey include:

Like the nursing shortage, hospitals

are equally divided about whether

there is a shortage of allied health

professionals; half report difficulties

in recruiting allied health

professionals and the other half

report no difficulties. The percentage

of hospitals reporting difficulties in

filling allied health positions is

significantly less in 2012 when

compared to 2011 (half reported

difficulty in 2012, compared to nearly

three quarters in 2011).

When asked about allied health

vacancy rates, the 2011 and 2012

results were similar. Like 2011, in

2012 occupational therapists (OTs)

had the highest vacancy rate,

although the rate dropped from 10.4

percent in 2011 to 7.5 percent in

2012. The next-highest reported

vacancy rates include speech

pathologists, physical therapists

(PTs), certified surgical technicians,

and medical records coders.

In addition to having the highest

vacancy rates, PTs, speech

pathologists, and OTs have the

longest time to fill open positions,

with about one-third of hospitals

reporting that each position takes

more than ninety days to fill.

Certified surgical technicians have

the highest turnover rates among

allied professions in Florida’s

hospitals (15.6 percent), followed by

pharmacy technicians , computer

tomography technicians, and

ultrasound technicians. At the same

time, none of those positions have a

reportedly long length of time to fill.

A small percentage of hospitals

reported that ultrasound technicians

take more than 90 days to fill, but no

hospitals reported that any of the

other positions with the highest

turnover take more than 90 days to

fill.

Overall Hospital Highlights. In addition

to questions specific to nurses and allied

health professionals, survey respondents

provided information about random drug

screenings and mandated employee

influenza vaccinations. Findings include:

Three quarters of hospitals do not

conduct random drug screenings,

while one quarter of hospitals do.

One in five of the responding

organizations reported that influenza

vaccinations are mandated for their

employees, and another one in five

are considering making the

vaccination mandatory. The

remaining respondents (nearly sixty

percent) do not mandate

vaccinations, nor are they currently

considering a mandate.

6

DATABrief

Nursing Results

Florida hospitals’ RN vacancy rates dropped over one percentage point in 2012 to 5.1 percent, down from 6.5 percent in 2011. RN vacancy rates are not as low as they were in 2009, but are substantially lower than they have been over the past fifteen years. Many experts attribute this recent drop to the economy, and continue to predict severe nursing shortages in the future as demand increases due to aging baby boomers as well as the anticipated growth in health care coverage resulting from the Patient Protection and Affordable Care Act.

RN Vacancy Rates Dropped in 2012

Illustration 3: RN Vacancy Rates in Florida Hospitals: 1995—2012

Notes: Survey reflects vacancy information for the last week of May 2012. Nurse staffing survey not conducted in 1996, 2006 or 2007. See FHA Workforce Staffing Survey for 2006 data.

5.6%

7.7%

11.2%

8.5%

11.3%

15.6%

12.5%

9.9%

8.2%

8.5%7.9%

4.0%

4.5%

6.5%

5.1%

0%

2%

4%

6%

8%

10%

12%

14%

16%

18%

1995 1997 1998 1999 2000 2001 2002 2003 2004 2005 2008 2009 2010 2011 2012

Over three-quarters of Florida hospitals report that RN openings take less than 60 days to fill. In contrast to 2011, nearly three in ten hospitals report that they fill RN openings in less than 30 days. In 2011, no hospitals reported filling RN openings in less than 30 days. Similarly, in 2011 nearly two in ten hospitals reported that open RN positions took more than 90 days to fill, while in 2012 less than five percent reported that filling vacant RN positions took more than 90 days. This temporary reprieve coincides with the reduced 2012 RN vacancy rate.

Over Three-Quarters of RN Openings Are Filled in 60 Days or Less

Illustration 4: Length of Time to Fill Vacant Direct Care RN Positions

> 90 Days4.8%

61 - 90 Days19.0%

30 - 60 Days47.6%

< 30 Days28.6%

N=21

7 November 2012


Stepdown and telemetry nurses and ARNPs have the highest vacancy rates of all nurse specialties, and are several percentage points higher than the average vacancy for all nursing positions. Emergency and CCU nurses have the next-highest vacancy rates. Neonatal CCU and rehabilitation nurses have the lowest vacancy rates.

Stepdown & Telemetry Nurses, ARNPs Have the Highest Vacancy Rates

Illustration 5: Vacancy Rates in Florida Hospitals by Nursing Specialty

5.1%

5.1%

2.9%

3.0%

4.0%

4.2%

4.4%

5.5%

5.5%

5.6%

6.0%

6.4%

7.7%

8.0%

0% 2% 4% 6% 8% 10%

Total

Total Direct Care

Rehabilitation

Neonatal CCU

Psychiatric

LPNs

Other Direct Care

Medical/Surgical

Operating Room

Pediatric CCU

CCU

Emergency

ARNP

Stepdown & Telemetry

Response

32

27

37

36

17

36

38

35

40

22

21

20

43

37

8

DATABrief

ARNP and operating room nurse positions take the longest time to fill. These results are similar to 2011, where operating room nurses reportedly took the longest time to fill, followed by ARNPs. However, in 2011 the percentages for both were higher than in 2012, indicating some relief for hospitals. No hospitals report LPN positions taking more than 60 days to fill. Overall, total time to fill positions has lessened from 2011, with more hospitals in 2012 reporting that the time to fill positions is 61-90 days, compared to most hospitals reporting time to fill was more than 90 days in 2011.

ARNP and Operating Room Nurse Positions Take the Longest Time to Fill Illustration 6: Length of Time to Fill Positions

15%

19%

3%

7%

13%

15%

17%

18%

17%

17%

15%

15%

16%

4%

5%

0%

3%

6%

5%

6%

7%

10%

11%

15%

24%

26%

0% 20% 40% 60%

Total

Total Direct Care

LPNs

Medical/Surgical

Rehabilitation

Pediatric CCU

Psychiatric

Neonatal CCU

Other Direct Care

Stepdown & Telemetry

Emergency

CCU

Operating Room

ARNP

61-90 Days > 90 Days

Response

19

33

34

35

29

28

18

20

16

15

36

29

21

26

9 November 2012


RN turnover rates in Florida hospitals have declined for the past four consecutive years. Despite the decline, the average RN turnover rate for Florida hospitals remains at 12 percent. Turnover is disruptive to the workplace and ultimately to patient care. Recruiting and on-boarding new nurses, and the potential need to rely on temporary staff during the recruitment process is costly, and can negatively impact patients and remaining employees.

RN Turnover Rates Have Declined for Four Consecutive Years

Illustration 7: Turnover Rates in Florida Hospitals: 1995—2012

Notes: Survey reflects vacancy information for the last week of May 2012. Nurse staffing survey not conducted in 1996, 2006 or 2007. See FHA Workforce Staffing Survey for 2006 data.

13.6%

19.1%

15.4%17.2%

18.2%

20.5%

18.6%

12.9%

10.8%

12.2%

15.0% 14.7%12.6%

12.3% 12.0%

0%

5%

10%

15%

20%

25%

1995 1997 1998 1999 2000 2001 2002 2003 2004 2005 2008 2009 2010 2011 2012

LPNs and stepdown and telemetry nurses have the highest turnover rates, followed by CCU and psychiatric nurses. Operating room and neonatal CCU nurses have the lowest turnover.

LPNs, Stepdown & Telemetry Nurses Have the Highest Turnover

Illustration 8: Turnover Rates in Florida Hospitals by Nursing Specialty

12.0%

12.6%

9.1%

10.0%

10.6%

11.3%

11.6%

12.0%

13.9%

13.9%

14.3%

14.6%

15.9%

18.5%

0.0% 5.0% 10.0% 15.0% 20.0%

Total

Total Direct Care

Neonatal CCU

Operating Room

ARNP

Other Direct Care

Pediatric CCU

Rehabilitation

Medical/Surgical

Emergency

Psychiatric

CCU

Stepdown/Telemetry

LPNs

Response

35

29

33

19

34

35

16

13

30

23

33

18

39

35

10

DATABrief

5

3

10

9

0 2 4 6 8 10 12

More than 25

11-25

6-10

5 or Less

A contracted RN is defined as either an agency or a travel nurse. Most hospitals report having 10 or fewer contracted RNs, with 10 hospitals reporting they have 6-10 contracted RNs, and another nine hospitals reporting that they have five or fewer. Only three hospitals report having 11-25 contracted RNs, and five report having more than 25.

Most Hospitals Currently Have Ten or Fewer Contracted RNs

Illustration 9: Number of Contracted (Agency or Travel) RNs Used by Hospitals

Nu

mb

er o

f Co

ntr

acte

d R

Ns

Number of Hospitals

3

6

8

2

0 2 4 6 8 10

< 20%

20% - 39%

40% - 59%

> 60%

The majority of Florida hospitals report that the percent of RNs with a BSN degree ranges between 20-60 percent; eight hospitals reported that BSNs represent 40-59 percent of their RNs, and six hospitals reported that BSNs represented 20-39 percent of their RNs. Only three hospitals reported that less than twenty percent of their RNs have a BSN, or that more than sixty percent (2 hospitals) of their RNs have a BSN degree.

The Majority of Hospitals Report 20 - 60 percent of their RNs have a BSN Degree

Illustration 10: Percent of RNs with a BSN Degree

Perc

ent

of R

Ns

wit

h B

SN D

egre

e

Number of Hospitals

Note: Twenty seven hospitals do not track.

11 November 2012


5

8

7

6

0 2 4 6 8 10

More than 10%

6% - 10%

3% - 5%

Less than 3%

Graduate RN Turnover within the First Year Varies Among Florida Hospitals

Illustration 12: Percent of Graduate RNs Leaving the Hospital Within a Year of Employment

Similar to 2011, in 2012 graduate RN turnover within the first year varied among Florida hospitals. When asked about new RNs leaving the hospital within a year of employment, the largest number of hospitals (8) reported that 6-10 percent of new graduates leave within the first year. The second-largest number of hospitals (7) reported that 3-5 percent leave in the first year, while six hospitals reported that less than three percent leave in the first year. At the same time, five hospitals reported that more than 10 percent leave in the first year. The disparity in the answers indicates that turnover varies significantly among Florida hospitals.

Perc

ent

of G

rad

uat

e RN

s

Number of Hospitals

In 2012, reporting Florida hospitals hired over 5,700 nurses (compared to over 6,500 in 2011). Of the nurses hired, slightly more were newly graduated nurses in 2012 than they were last year (nearly 32 percent were new graduates in 2012, compared to nearly 28 percent in 2011). Although the percentage of new graduates hired is increasing, the majority of nurses hired continue to be experienced RNs.

The Majority of Nurses Hired in Florida in the Past Year are Experienced

Illustration 11: Type of RNs Hired: June 1, 2011—May 31, 2012

Total RNs Hired: 5,787

Graduate Nurses31.8%

Experienced RNs

68.2%

N=32

12

DATABrief

Allied Health Results

0.9%

1.6%

2.2%

2.6%

2.9%

3.0%

3.0%

3.1%

3.3%

3.3%

3.6%

4.1%

4.2%

4.6%

5.0%

5.2%

6.3%

6.5%

7.5%

0% 3% 6% 9% 12%

Nuclear Medicine Technologist

Medical Laboratory Technician

Radiology Therapist

Radiologic Technologist

Respiratory Therapist

Computer Tomography Technician

Mammography Technician

Ultrasound Technician

MRI Technician

Medical Transcriptionist

Pharmacist

Cardiovascular Technician

Pharmacy Technician

Medical Technologist

Medical Records Coder

Certified Surgical Technician

Physical Therapist

Speech Pathologist

Occupational Therapist

OTs, Speech Pathologists and PTs Have the Highest Vacancy Rates

Illustration 14: Vacancy Rates in Florida Hospitals by Allied Position Response

34 28 34 31 31 30 34 29 34 21 27 31 29 27 35 34 13 23 32

Occupational therapists have the highest vacancy rate of all allied professions (7.5 percent), followed by speech pathologists (6.5 percent) and physical therapists (6.3 percent). The lowest vacancy rates are for medical laboratory technicians (1.6 percent) and nuclear medicine technologists (0.9 percent).

Half of Hospitals Have Difficulty Filling Allied Health Positions Illustration 13: Are Hospitals Having Difficulties Filling Allied Health Positions?

Similar to hospital responses about whether there is a nursing shortage in Florida, half of the responding hospitals reported difficulty filling allied health positions, while the other half do not perceive a challenge in filling allied health positions.

Yes50%

No50%

N=46

13 November 2012


Certified Surgical Technicians Have the Highest Turnover Rate, Followed by Pharmacy and Computer Tomography Technicians

Illustration 15: Turnover Rates in Florida Hospitals by Allied Position

Certified surgical technicians have the highest turnover rate of all allied professions (15.6 percent), followed by pharmacy technicians (13.5 percent) and computer tomography technicians (13.3 percent). The lowest turnover rates are for MRI technicians (5.1 percent) and mammography technicians (2.7 percent).

2.7%

5.1%

7.4%

7.6%

8.4%

9.1%

9.1%

9.7%

9.7%

9.8%

9.9%

10.0%

11.0%

11.2%

11.8%

13.0%

13.3%

13.5%

15.6%

0% 5% 10% 15% 20%


MRI Technician


Pharmacist







Physical Therapist



Radiology Therapist

Speech Pathologist



Pharmacy Technician


Response

26

28

23

26

23

12

28

22

29

15

25

18

28

24

25

26

27

20

23

14

DATABrief

Vacancies in PT, Speech Pathology and OT Take the Longest Time to Fill

Illustration 16: Length of Time to Fill Positions

Physical therapists, speech pathologists, and occupational therapists take the longest time to fill. Those three professions also have the highest reported vacancy rates, although in a slightly different order (see Illustration 14). And although certified surgical technician is the position with the highest turnover rate, the length of time to fill that position is typically 90 days or less, with no hospitals reporting certified surgical technician positions taking more than 90 days to fill. The positions that hospitals report the least trouble filling quickly include medical laboratory technician, pharmacy technician, and radiologic technologist.

5%

5%

4%

10%

11%

6%

9%

14%

11%

13%

14%

18%

14%

26%

23%

19%

23%

21%

27%

4%

6%

3%

3%

4%

3%

7%

9%

17%

28%

29%

32%

33%

0% 20% 40% 60% 80%


Pharmacy Technician




Radiology Therapist


MRI Technician






Pharmacist




Speech Pathologist

Physical Therapist

61-90 Days > 90 Days

Response

33

28

31

32

30

35

28

28

29

24

36

29

32

17

36

29

26

37

38

15 November 2012


General Hospital Information

Yes25.5%

No74.5%

One quarter of hospitals report conducting random employee drug screenings. The remaining 75 percent of hospitals do not conduct random employee drug screens.

One Quarter of Hospitals Conduct Random Drug Screenings

Illustration 17: Are employees randomly drug screened?

N=47

Yes21.3%

Under Consideration

21.3%

No57.4%

One in five Florida hospitals currently mandate influenza vaccinations for employees, and another one in five are considering making the vaccination mandatory. Just over half of Florida’s hospitals do not mandate influenza vaccinations, and don’t report considering a mandate.

One in Five Hospitals Mandate Employee Influenza Vaccinations, While Another One in Five are Considering It

Illustration 18: Are influenza vaccinations mandated for employees?

N=47

DATABrief, published by the Florida Hospital Association, highlights information and data about important health care issues and trends affecting Florida’s hospitals and the patients and communities they serve. Copyright © 2012 by the Florida Hospital Association. All rights reserved.

306 East College Avenue Tallahassee, FL 32301-1522 Tel: (850) 222-9800 Fax: (850) 561-6230

www.fha.org

Documents

FHA Workforce Databrief - 11-21-12 November 2012 3 FLORIDA HOSPITALS’ WORKFORCE CHALLENGES: 2012 WORKFORCE SURVEY UPDATE Florida. Each one-hour program begins with a brief presentation