Laura Beeth

Health Care Workforce

System Director Talent Acquisition

Fairview Health Services

Understanding the Workforce

o Health Care Industry Is ChangingoRestructure of delivery system

oCostsoQuality and SafetyoAccessoConsumers

o Changes in focusoCare Model Innovationo Accountable Care OrganizationsoGovernment Payment Structure (GAMC)o Illness to wellnesso Inpatient to outpatient

The Demand for Health Care Workers Remain Strong

o Workforce shortages are expected to continue well into the future

o Unprecedented job growtho Aging populationo Increased demand for health care serviceso New technologies and treatments

HEALTH CARE WORKFORCE CONCERNS

o We have an aging workforce. The average age in many specialties is increasing.oRN Periop, RN Behavioral, Nursing Leadershipo Labo Physician Specialties

o Employees at, or approaching, retirement age are working longer due to economic reasons, leaving little room for a steady stream of new graduates to enter the workforce.

o There is a potential for numbers of employees, larger than usual, exiting the workforce at one time resulting in a large percentage of unfilled positions in skilled areas.

o An aging population will demand and consume more health care services. Will we be able to recruit highly trained employees to fill specialty positions?

2011 MN Demographic Summary

All Job Types

2011 MN Demographic Summary

All Job Types

2011 Projected Work-Force Supply & Demand – All Job

Typeso Projection charts and summary tables can

help plan hiring strategies in order to maintain or increase the current work force.

o For example, this chart and table show that statewide, 64,754 new hires will need to be added by 2021 in order to maintain the current work force.

2011 Projected Work-Force Supply & Demand – RNs onlyo Based on the data provided, 30,028 new

hires will need to be added to the RN work force by 2021 to maintain the current FTE count.

2011 Projected Age Distribution – RNs only

2011 Projected Work-Force Supply & Demand – Physicians

only Based on the data provided, 5,344 new hires will need to be added to the physician work force by 2021 to maintain the current FTE count.

Concerns/Risks/Strategieso Physician/Provider Specialties – Great recruitment needs due

to growth, new care model, and aging workforce, strategies include:o Partner with Medical School on newly developed clinical

coordination competency model requiring Fairview to begin clinicals in 1st year of medical school and continue until graduation

o Coordinate medical school, residency, and RPAP rotationso Host and facilitate the St. Olaf J-Term Pre-Med experienceo Place senior provider students at facilities where we have

vacancieso Contribute to the HRSA State Primary Care Plan efforts to

increase primary care providers by 10-25% by 2020o Coordinate PA/NP primary partner clinical rotations with U of M,

St. Catherine University, and Augsburg Collegeo Targeted sponsorships for providers

Workforce ProjectionsProjected number of system-wide RNs needed by specialty

Workforce PlanningProjected number of other employees needed system-wide by

specialtyNew hires

Number of new hires 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020

APRN 5 6 6 7 7 8 8 9 10 9

APRN-CRNA 15 14 14 15 15 15 16 16 16 17

Certified Athletic Trainer 10 9 9 9 9 9 9 9 9 9

Imaging Tech 33 34 36 37 38 39 39 39 39 40

Imaging-Ultrasound 8 8 8 8 8 9 9 9 10 10

Lab Technician 21 18 18 18 17 18 18 18 18 18

Lab Technologist 41 45 47 46 47 48 46 47 46 47

LPN 43 39 39 39 40 40 40 39 40 40

Medical Assistant 48 47 45 45 45 44 45 44 44 45

Nurse Practitioner 10 9 9 10 10 11 11 11 12 11

Nursing Leadership 29 31 33 35 35 35 36 36 36 37

Occupational Therapist 13 13 13 13 13 13 13 13 13 13

Pharmacist 31 32 34 33 34 34 34 35 35 35

Pharmacy Tech 32 31 31 30 31 32 32 32 33 33

Physical Therapist 21 21 23 23 24 25 25 25 25 26

Physical Therapy Assistant 2 2 3 3 3 3 3 3 4 3

Physician Assistant 10 9 9 9 9 9 9 9 9 8

Physician-Medical Specialty Care 7 7 7 7 7 8 7 8 8 8

Physician-Primary Care 62 56 52 53 53 51 52 51 52 52

Physician-Procedural Specialty Care 2 2 2 2 2 2 2 2 2 2

Physician-Surgical Specialty Care 4 4 3 3 3 3 4 3 3 3

Respiratory Therapist 13 14 14 15 16 15 16 16 16 16

Speech Therapist 5 5 4 4 4 4 4 4 4 4

Surgery Tech 18 19 19 19 19 19 19 19 19 19

Total 483 475 478 483 489 495 499 501 503 506

*Note that 55416 does not include employees from St. Louis ParkData taken from 1/09/11 Fairview HR Data

Fairview Employees from Minneapolis Communities

*Note that 55416 does not include employees from St. Louis Park.Data taken from 1/09/11 Fairview HR Data

2010 Fairview New Hires from Minneapolis Communities

Nursing Workforce Strategies Underway

o RN Sponsorships (U of M and St. Catherine Univ.)o Employee RN Leadership Sponsorshipso NP Sponsorshipso Employee Nursing Scholarshipso Student Nurse Internshipso Institutional Partnership Compact

o Clinical Rotations (RN, NP, DNP, MA, PA, Student Max)o Preceptor requests

o Periop 101 and Nursing School Pipelineso Wound Care and other requested Sponsorshipso Adjunct Faculty Appointmentso Career & Job Fairs

Other Workforce Strategies Underway

o MJSP Grant for Surg Techs and Central Processing Techso CLS Sponsorshipso Rehab Programs (ATC-PTA)o Requested Healthcare Specific Sponsorships

(HUC/NA/NST/Phleb…)o Employee Healthcare Career Advancement Scholarshipso Preferred partnership outreach work with colleges and

universities (School of Radiology, Radiation Therapy, PT/OT, Dietetic Interns, CLS, MHA, HRIR…)

o Pipeline Programs (Cedar Riverside, Scrubs Camp, K-12, Scholarships, Diversity Mentoring, J-Term, Future Docs…)

o Career & Job Fairso Medical Student/Medical Resident Clinical requestso State HRSA Primary Care Grant

Workforce Planning & Pipeline Building

o Monitor Federal, State, and MHA data for short and long term trends in the workforce and the expected need

o Monitor internal trends through the MHA Forecasting Tool, other internal reports

o Review and adapt to state and federal opportunities and issues (APRN Scope of Practice, GME, Primary Care)

o Encourage/support employee career paths into specialized positions

o Partner with preferred colleges and universities… o Understand the IOM Report and Goals for nursingo Recognize diversity and veteran needs and embed solutions

in our pipeline programs o Partner with other organizations to introduce healthcare

careers to students in Grade School, Middle School, High School

o Create a reputation as a “Best Employer”