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MHAWorkforce ToolProjectPlace picture hereJanuary 2012
The Creation ofthe MHA “Workforce Tool” 2008: MHA Board approved developing a tool to help members better plan workforce needsMHA hires the services of Towers Watson (TW)38 health care positions and up to 14 attributes are collected frommembersParticipating members can view summaries of current data andprojections of future needsContinued participation in the tool provides participants valuabletrending information2012 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 ofcurrent year data and allows for MHA benchmarking Workforce Projections: provides projection of workforce demographics based on current year data andbuilt-in assumption set Scenario Planning: allows projection of workforcedemographics based on individual scenariocustomization Workforce External Market: provides labor marketdata 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 areconsidered at-risk. This information can help members determine where a retention programmay be needed, for example. Similar charts can be created for staff at-risk of retirement.
Workforce Scenario Planning(Example)This chart shows the projected RNworkforce supply for one organizationbased on a 15% yearly headcountincrease.Each member selects the percentincrease they would like to calculate andthen can view how many new hires willbe needed each year to reach that goal.Besides headcount, assumptions can beedited for turnovers, pay, hiringconstraints and new hire profile.
2012 Workforce Data Report 15 systems reported (70,028 MN employees) 102 MN hospitals 158 clinics 56 othersOthers include, but are not limited to, pharmacyservices, home health services, medicalequipment 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 portalby 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
A Guide to Submitting Clean Data(Highlighted fields are mandatory)Field NameDescription of Data RequiredEff. DateJanuary 1, 20XXEE ID#ID number or unique identifier used each year for this employeeDOBDate of Birth (mm/dd/yyyy)DOHDate of Hire (mm/dd/yyyy)GenderF Female, M MaleEthnicityH Hispanic, W White, B Black/African American, NI Native American, A Asian, AI American Indian, O Other/UnknownScheduled HoursHours an employee is scheduled to work in an 80-hour two-week periodActual HoursHours an employee worked in a one year periodTotal Gross IncomeAccumulated yearly pay – W2 EarningsHrly PayBase hourly rate of payOrgMHA Member Organization NameFacilitySpecific Facility Name within OrganizationFacility TypeH Hospital, C Clinic, O OtherYour Job TypeThe job type as it is labeled in your organizationMHA Job TypeOne of the 38 job types MHA tracks for the Workforce tool – Map your job type to one of themDegreeH HighSchool, A Associates, B Bachelors, G Graduate, O OtherUnion/Non-UnionU Union, N Non-UnionHire TypeN New (to the job & org.), E ExperiencedStaff TypeF Full-Time ( 64), P Part-Time ( 16- 64), O Casual ( 16) in a two-week period
Sample of Data Worksheet
38 Health Care PositionsRN–Emergency RoomRN–Operating RoomRN–Peri-Operative (Perianesthesia)RN–Labor and DeliveryRN–Med/SurgRN–ICU (ICU, NICU, PICU, Tele, Critical Care)RN–PediatricsRN–Primary Care/ClinicRN–Home HealthRN–RehabilitationRN–Behavioral (Chem Dep/Mental Health/EatingDisorders/Addictions, etc)RN–Specialty (Bone Marrow, Vascular, Wound Care,Diabetes/Chronic Care)RN–OtherAPRN (includes Midwives, CNS)APRN – CRNANurse PractitionerNursing Leadership (includes CNO, DON, Nurse Mgr)LPNMedical AssistantLab Technician (includes 2 year MLT)Lab Technologist (includes 4 year CLS/MT)Imaging (includes Rad Tech, CT, US, MRI, other)Imaging (Ultrasound)Speech TherapistPhysical TherapistPhysical Therapy AssistantOccupational TherapistRespiratory TherapistCertified Athletic TrainerParamedic/EMTPharmacistPharmacy TechPhysician AssistantPhysician–Primary CarePhysician– Surgical Specialty CarePhysician– Medical Specialty CarePhysician– Procedural Specialty CareSurgery Tech
AttributesMandatoryOptionalAgeEthnicityYears of ServiceActual HoursGenderTotal Gross IncomeScheduled HoursDegreeBase Pay RateUnion StatusLocation/ Facility TypeHire TypeMHA Job TypeStaff Type
Key Componentsof a successful project Clean data accurate analytics Clean data timely tool project completion Always use the template provided whensubmitting 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 IDsto protect the privacy of your staff
Members’ Resources Members can get answers to frequently askedquestions by accessing the following -FAQs.pdf Guidelines to the 38 job types accepted can be foundhere: rce-assessment-tool.pdf For all other questions:Contact Nathalie Squire at nsquire@mnhospitals.org,or (651) 603-3540or visit http://www.mnhospitals.org/index/workforce1
Thank You!Place picture here
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
