MHA Workforce Tool Place picture here Project January 2012 The - - PowerPoint PPT Presentation

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MHA Workforce Tool Place picture here Project January 2012 The - - PowerPoint PPT Presentation

MHA Workforce Tool Place picture here Project January 2012 The Creation of the MHA Workforce Tool 2008: MHA Board approved developing a tool to help members better plan workforce needs MHA hires the services of Towers Watson


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SLIDE 1

Place picture here

MHA Workforce Tool Project

January 2012

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SLIDE 2

The Creation of the MHA “Workforce Tool”

  • 2008: MHA Board approved developing a tool to help members

better plan workforce needs

  • MHA hires the services of Towers Watson (TW)
  • 38 health care positions and up to 14 attributes are collected from

members

  • Participating members can view summaries of current data and

projections of future needs

  • Continued participation in the tool provides participants valuable

trending information

  • 2012 Updates
  • 4th annual report
  • Retirement Age has been changed from 55 to 62
  • A glossary has been added to the tool
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SLIDE 3

Benefits of the Tool

  • Workforce Analytics: provides detailed analytics of

current year data and allows for MHA benchmarking

  • Workforce Projections: provides projection of work-

force demographics based on current year data and built-in assumption set

  • Scenario Planning: allows projection of workforce

demographics based on individual scenario customization

  • Workforce External Market: provides labor market

data and assesses the availability of talent nationwide

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SLIDE 4

Workforce Analytics (Example)

This chart demonstrates the percentages of RNs that have less than 5 years of service and are considered at-risk. This information can help members determine where a retention program may be needed, for example. Similar charts can be created for staff at-risk of retirement.

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SLIDE 5

Workforce Scenario Planning (Example)

This chart shows the projected RN workforce supply for one organization based on a 15% yearly headcount increase. Each member selects the percent increase they would like to calculate and then can view how many new hires will be needed each year to reach that goal. Besides headcount, assumptions can be edited for turnovers, pay, hiring constraints and new hire profile.

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SLIDE 6

2012 Workforce Data Report

  • 15 systems reported (70,028 MN employees)
  • 102 MN hospitals
  • 158 clinics
  • 56 others

Others include, but are not limited to, pharmacy services, home health services, medical equipment services and transportation services.

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SLIDE 7

Overview of Data Collecting Process

  • MHA contacts members by email in December

(excel template provided)

  • Participants return data to MHA via secure portal

by February 1st

  • Clean data is given to TW for final review
  • Final data is uploaded to the tool by March 15
  • Data is available for viewing on the tool by April 1
  • MHA releases a yearly summary by May 1
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SLIDE 8

A Guide to Submitting Clean Data

(Highlighted fields are mandatory)

Field Name Description of Data Required

  • Eff. Date

January 1, 20XX EE ID# ID number or unique identifier used each year for this employee DOB Date of Birth (mm/dd/yyyy) DOH Date of Hire (mm/dd/yyyy) Gender F=Female, M=Male Ethnicity H=Hispanic, W=White, B=Black/African American, NI=Native American, A=Asian, AI=American Indian, O=Other/Unknown Scheduled Hours Hours an employee is scheduled to work in an 80-hour two-week period Actual Hours Hours an employee worked in a one year period Total Gross Income Accumulated yearly pay – W2 Earnings Hrly Pay Base hourly rate of pay Org MHA Member Organization Name Facility Specific Facility Name within Organization Facility Type H=Hospital, C=Clinic, O=Other Your Job Type The job type as it is labeled in your organization MHA Job Type One of the 38 job types MHA tracks for the Workforce tool – Map your job type to one of them Degree H=HighSchool, A=Associates, B=Bachelors, G=Graduate, O=Other Union/Non-Union U=Union, N=Non-Union Hire Type N=New (to the job & org.), E=Experienced Staff Type F=Full-Time (>64), P=Part-Time (>16-<64), O=Casual (<16) in a two-week period

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SLIDE 9

Sample of Data Worksheet

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SLIDE 10

38 Health Care Positions

RN–Emergency Room Lab Technician (includes 2 year MLT) RN–Operating Room Lab Technologist (includes 4 year CLS/MT) RN–Peri-Operative (Perianesthesia) Imaging (includes Rad Tech, CT, US, MRI, other) RN–Labor and Delivery Imaging (Ultrasound) RN–Med/Surg Speech Therapist RN–ICU (ICU, NICU, PICU, Tele, Critical Care) Physical Therapist RN–Pediatrics Physical Therapy Assistant RN–Primary Care/Clinic Occupational Therapist RN–Home Health Respiratory Therapist RN–Rehabilitation Certified Athletic Trainer RN–Behavioral (Chem Dep/Mental Health/Eating Disorders/Addictions, etc) Paramedic/EMT RN–Specialty (Bone Marrow, Vascular, Wound Care, Diabetes/Chronic Care) Pharmacist RN–Other Pharmacy Tech APRN (includes Midwives, CNS) Physician Assistant APRN – CRNA Physician–Primary Care Nurse Practitioner Physician– Surgical Specialty Care Nursing Leadership (includes CNO, DON, Nurse Mgr) Physician– Medical Specialty Care LPN Physician– Procedural Specialty Care Medical Assistant Surgery Tech

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SLIDE 11

Attributes

Mandatory Optional

Age Ethnicity Years of Service Actual Hours Gender Total Gross Income Scheduled Hours Degree Base Pay Rate Union Status Location/ Facility Type Hire Type MHA Job Type Staff Type

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SLIDE 12

Key Components

  • f a successful project
  • Clean data = accurate analytics
  • Clean data = timely tool project completion
  • Always use the template provided when

submitting data to avoid formatting errors

  • Some attributes are mandatory (see slide 11)
  • Only report data on the 38 job types listed
  • Do not use Social Security Numbers as EE IDs

to protect the privacy of your staff

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SLIDE 13

Members’ Resources

  • Members can get answers to frequently asked

questions by accessing the following link:

http://www.mnhospitals.org/inc/data/pdfs/data-FAQs.pdf

  • Guidelines to the 38 job types accepted can be found

here: http://www.mnhospitals.org/inc/data/pdfs/mha-

workforce-assessment-tool.pdf

  • For all other questions:

Contact Nathalie Squire at nsquire@mnhospitals.org,

  • r (651) 603-3540
  • r visit http://www.mnhospitals.org/index/workforce1
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SLIDE 14

Place picture here

Thank You!