HR Committee Dashboard Discussion HR Committee Board of Trustees - - PowerPoint PPT Presentation

HR Committee Dashboard Discussion

HR Committee – Board of Trustees Meeting April 10, 2019

Tony Redmond–CHRO

HR Dashboard

Dashboard Item Description Previous Qtr/FY Current Qtr/FY Benchmark / Source Target goal Strategic Alignment Initiatives to support the goal Time to Fill Days it takes to fill a position after an

• pening has been

posted Q2 FY19 (Oct 1 to Dec 31 2018) 38.35 days Q3 FY19 (Jan 1 to Mar 31 2019) 52.47 days 51 days (data from Advisory Board) 51 days Workforce Sustainability Building out Talent Pipeline; Attending Physician and Leadership Recruitment events; Email campaigns to increase AHS awareness; hiring events in partnership with the EDD to build brand awareness in the community; EEOP model ‐ creation and execution of strategy to increase candidate pool in under utilized areas. Time to Onboard Employees Days from offer accepted to first day at work Q2 FY19 (Oct 1 to Dec 31 2018) 16.72 days Q3 FY19 (Jan 1 to Mar 31 2019) 18.67 days N/A 19 days Workforce Sustainability Weekly NEO, Increase number of EH appointments Residents of Alameda County ‐ External Applicants ‐ New Hires ‐ Current Employees Percent of external applicants, new hires, and employees that reside in Alameda county Ext Applicants: 1,747 of 3,166 (55.18%) New Hires: 61 of 118 ( 51.69%) Current Emps: 3,168 of 4,894 ( 64.73%) Ext Applicants: 2,256 of 4,061 (55.6%) New Hires: 139 of 223 ( 62.3%) Current Emps: 3,194 of 4,938 ( 64.7%) N/A N/A Workforce Sustainability Creating partnerships with local community organizations. In the process of forming a partnership with the EDD. Initiated "ban the box" on applications.

HR Dashboard

Dashboard Item Description Previous Qtr/FY Current Qtr/FY Benchmark / Source Target goal Strategic Alignment Initiatives to support the goal Worker's Compensation Lost Days Days employees are unable to work due to a work related injury 2.02 avg days per fte New Vendor, numbers being calculated differently 2.21 avg days per fte New Vendor, numbers being calculated differently 1.83 avg days per fte 1.83 avg days per fte Workforce Sustainability Injury and Illness Prevention Plan updated; Atlas Lift Tech providing training on proper patient handling techniques to reduce injuries; On‐ going preventative ergonomics program ‐ 314 evaluations completed in 2017 # of Workers Comp Injuries Number of Workers Compensation Injuries 71 New Vendor, numbers being calculated differently 71 50 (based on previous years stats) 50 (based on previous years stats) Workforce Sustainability Injury and Illness Prevention Plan updated; Atlas Lift Tech providing training on proper patient handling techniques to reduce injuries; On‐ going preventative ergonomics program ‐ 314 evaluations completed in 2017

HR Dashboard

Dashboard Item Description Previous Qtr/FY Current Qtr/FY Benchmark / Source Target goal Strategic Alignment Initiatives to support the goal Annual Turnover ‐ System ‐ Overall ‐ First year ‐ Second year Number of separations divided by Number of Employees Annualized Overall ‐ 10.48% (2.62% for Q2 FY19 )

term count = 125

Annualized 1st Year ‐ 18.28% (4.57% for Q2 FY19 )

term count = 25

Annualized 2nd Year ‐ 24.92% (6.23% for Q2 FY19 )

term count = 20

Annualized Overall ‐ 12.82% (3.20% for Q3 FY19 )

term count = 152

Annualized 1st Year ‐ 34.36% (8.59% for Q3 FY19 )

term count = 42

Annualized 2nd Year ‐ 19.81% (4.95% for Q3 FY19 )

term count = 32

16.7% (data from Advisory Board) 11.09% Workforce Sustainability Reviewing data on top reasons for voluntary separations (from Work Institute information), sharing data in Leadership Academy to create awareness amoung Leaders. Initiating process for leaders to check in with new employees at 30, 60, 90 day increments. Annual Turnover ‐ Nursing ‐ Overall ‐ First year ‐ Second year Number of Nursing separations divided by Number of Nursing Employees Annualized Overall ‐ 10.74% (2.68% for Q2 FY19)

term count = 39

Annualized 1st Year ‐ 6.45% (1.61% for Q2 FY19 )

term count = 2

Annualized 2nd Year ‐ 19.15% (4.79% for Q2 FY19 )

term count = 9

Annualized Overall ‐ 13.36% (3.34% for Q3 FY19)

term count = 48

Annualized 1st Year ‐ 25.93% (6.48% for Q3 FY19 )

term count = 7

Annualized 2nd Year ‐ 27.37% (6.84% for Q3 FY19 )

term count = 13

14.7% (data from Advisory Board) 11.09% Financial benefit ‐ save cost of hiring,

• nboarding

new employees / Workforce ‐ maintaining quality of care through consitent workforce Reviewing data on top reasons for voluntary separations (from Work Institute information), sharing data in Leadership Academy to create awareness amoung Leaders. Initiating process for leaders to check in with new employees at 30, 60, 90 day increments.

Exit Interview Data – Top Reasons for Leaving

( July 2016 to March 2019)

Total Terminations = 1,703, Total Exit Interview Responses = 769, Response rate = 45.15%