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 (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
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
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.
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.
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.
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 1 st 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
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
Sample of Data Worksheet
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 Paramedic/EMT Disorders/Addictions, etc) RN–Specialty (Bone Marrow, Vascular, Wound Care, Pharmacist Diabetes/Chronic Care) 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
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
Key Components of 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
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, or (651) 603-3540 or visit http://www.mnhospitals.org/index/workforce1
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