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scha update / tri-state conference
today’s discussion
▪ New resources for SCHHRA
▪ Developing a Healthy Workforce▪ Be Something Amazing
▪ Clinical Capacity
▪ Workplace Safety
▪ Retaining Nurses
▪ CompData Surveys & Consulting
▪ SCHA legislative priorities
▪ Healthcare Staffing Services
workforce as key focus area
evolution of personal membership groups
(PMGs)
▪ Organized for different reason:
▪ Around a group with strong voices
▪ Around a significant statewide issue
▪ Around a group with a national designation
▪ Currently, SCHA has 13groups with more than 600 members
▪ But think about how many more hospital employees there are…
new resources
▪ SCHA PMG Specialist (Kim Wooten) dedicated to PMGs
▪ Tasked with creating improvements in:
▪ Consistency
▪ Communication
▪ Coordination
▪ Growth of membership
▪ Better connect PMGs with SCHA’s priority issues
▪ Opportunities to streamline:
▪ Board terms/offices
▪ Sponsorships
▪ Event/meeting planning
▪ Dues/invoicing
▪ Recruitment campaigns
▪ Opportunities to collaborate:
▪ With other PMGs
be something amazing
▪ New career spotlights!
▪ Occupational therapist
▪ Pharmacy technician
▪ Social worker/case worker
▪ Physician assistant
▪ Health information
▪ Nurse practitioner
▪ Ultrasound technician
▪ New filming locations!
▪ AnMed Health Rehab
▪ Palmetto Health Tuomey
▪ GHS Laurens County
▪ McLeod Health
expanding clinical capacity
▪ Clinical sites
▪ Centralized orientation
▪ Technology for pre-clinical credentials
▪ Background checks
▪ Drug screens
▪ Immunizations
▪ Specific recommendations ~ see handout!
▪ We need you! Help us get additional support!
workplace violence
▪ Healthcare workers are more likely to be injured through
violence than other workers
▪ Results in lost time at work for the employee
causes of injury▪ Most lost days from injury are patient-caused
▪ High injury rates for nursing, psych, and home health aides;
nearly half are “unintentional”
high level messaging
▪ Talking points and support materials
▪ Points for C-suite, HR directors, managers, and communications staff on the hospital’s commitment to workplace safety
▪ Messaging campaign around hospitals as safe zones
training and education
▪ Identify leading practices and top performers▪ Toolkit to include de-escalation training, plain
language focus, active shooter training, etc.
▪ Goal: Best practices, not a compliance-based view
▪ Place workplace violence in the context of
working toward high-reliability▪ Harmonize approach to tracking and reporting
▪ Engage personal membership groups and other relevant partners
resources from scha solutions
▪ Survey the marketplace and identify best-in-
class partners to provide key services▪ Enterprise-wide security strategies
▪ Site-based vulnerability assessments
▪ Uniformed security services
▪ Training: Leading practices, active shooter, de-escalation, etc.
retaining nurses
▪ Exploring nurse residency programs▪ Transition to practice for new grad nurses
▪ Vizient, Aiken, other hospitals, etc.?▪ Statewide pilot?
▪ We need you? A good strategy?
comp data surveys & consulting
▪ Current provider of compensation survey▪ We need you! More participation!
▪ October 11 webinar, in advance of 2018 survey
▪ Workforce survey of vacancy & turnover▪ Track 40 professions
▪ Info on future demand
▪ Distributed in January with comp survey
▪ We need you! Is this valuable?
legislative and administrative
▪ Pursue legislation to treat hospitals as safe
zones▪ Heightened penalties for acts of violence against
healthcare workers
▪ Pursue the hospital-based equivalent of a
School Resource Officer▪ Durable relationships with and potentially new
public funding for specialized officers
legislative and administrative
▪ Get clarity on role of hospital security staff▪ Work with SLED to understand their roles, authority
▪ Prepare a common reference guide, follow-up with administrative/statutory changes if necessary
▪ Collaborate with law enforcement associations on defining and sharing leading practices
▪ Establish continuing education requirements
on behavioral health for judges/magistrates▪ Through legislation and/or Supreme Court rule
▪ Goal: Reduce inappropriate orders for ER screening
other legislative issues
▪ Federal level: continued focus on repeal
▪ State level:▪ H. 3483 – increased penalties for violence against
healthcare workers
▪ Scope of Practice issues: S. 345 independent practice for APRNs
▪ Expansion of telemedicine to practitioners in addition to physicians
▪ Maintenance of certification – H. 4116
▪ Sign language interpreters
join LEAD
contact us:
▪ Edward Bender / General Counsel / 803.744.3503 / [email protected]
▪ Lara Hewitt / Vice President / 803.609.0037 / [email protected]
South Carolina Hospital Association
healthcare staffing services
2017 Tri-State Healthcare Human Resources Conference
September 1, 2017
workforce shortages: how did we get here?
▪ Operating outside of the traditional “four walls” of a hospital
▪ Reimbursement model change –
▪ Volume/Service based now Quality
▪ Affordable Care Act
▪ Multi-generational workforce – What does this mean:
▪ Silver Tsunami
▪ Work life balance
▪ Education levels
▪ Reduction of nurses at the bedside
▪ Increased patient census and patient acuity
▪ Staff burnouts and increase in overtime
▪ Technology barriers
demand far outpacing supply of talent
consequences for inadequate staffing
▪ Staff burn-out and turn-over
▪ Increased medication errors
▪ Increased infection rates
▪ Increased patient falls
▪ Possible increase of readmissions
▪ Decreased patient satisfaction rates
nursing jobs vs. qualified nurses
▪ Nursing jobs are increasing at an accelerated rate. The number of nursing jobs (RN and LPN) in the U.S. grew 6 percent from 2012 to 2016 to 3.5 million, and is expected to grow another 7 percent from 3.6 million in 2017 to 3.9 million in 2021.
▪ At the same time, employers are struggling to find qualified labor to fill job vacancies, leaving nurses currently on staff with larger workloads and longer hours.
▪ Day-to-day demands and high pressure situations have 7 in 10 nurses (70 percent) saying they feel burnt out in their current job, and 54 percent of nurses rating their stress level at work as high.
As of 5/5/17, Published by CareerBuilder
travel nurse forecast
what is healthcare staffing services?
▪ Healthcare Staffing Services is a member service offered through state hospital associations designed to deliver:
▪ A higher quality temporary workforce
▪ Increase market competition in the areas of billing rates, contract terms, performance standards, etc
▪ Efficiencies to the negotiation & management processes - thus reducing administrative time and costs
▪ Flexibility to customize workforce solutions
program summary
32State
Associations
12 355 102Healthcare
Locations
Travel
Agencies
Per Diem
Agencies
Traveler Count % of Increase from 2016 to 2017
138%
exponential program growth
▪ 2015
▪ Total Filled Assignments: 3,610
▪ Average Travel Assignments Per Month: 1,214
▪ 2016
▪ Total Filled Assignments: 5,926
▪ Average Travel Assignments Per Month: 2,057
▪ 2017 YTD (January – May)
▪ Total Filled Assignments: 4,749
▪ Average Travel Assignments Per Month: 2,616
sc traveler count 2016 vs 2017 ytd
1700
1750
1800
1850
1900
1950
2000
2050
2100
2150
2016 2017 YTD
Traveler Count
key components for hospitals
▪ Vendor neutral to create more opportunities to identify and select staff
▪ All clinical staffing agencies are certified by Joint Commission
▪ Ongoing performance evaluation of partnering agencies for agreement compliance
▪ Covers almost all specialties; Nursing, Allied Health, Advanced Practice, Dietary, Pharmacy, HIT, HIM, Coders
nursing positions filled in 2017 ytd
ICU19%
ED19%
Med/Surg14%
PCU8%
Telemetry7%
OR6%
L&D4%
CCU3%
Cardiac Cath Lab2%
Rehab2%
All Other16%
2014-2017 ytd nc, va and sc travel hours
-
200,000
400,000
600,000
800,000
1,000,000
1,200,000
1,400,000
2014 2015 2016 2017
NC VA SC
exploring new services
▪ Temp to Perm
▪ Per Diem
▪ Permanent Placement
▪ International nursing
▪ Rapid Response
▪ Consolidated Billing – One Invoice
our partnering state
associations
