Regional Nurse Workforce Trends and Employer Staffing Needs
-
Upload
mmingle -
Category
Health & Medicine
-
view
179 -
download
3
description
Transcript of Regional Nurse Workforce Trends and Employer Staffing Needs
Regional Workforce Trends and Employer Staffing Needs
Partnerships to Address Health Care Shortages
in Nursing June 26, 2013
What are we going to do next?
Look at some data and statistical information.
Compare it to what we know and are experiencing in our organizations and programs.
Discuss – Offer feedback . . .
Central WIAOccupational Employment
2010-2020 Long-Term Projections
Occupation Estimate2010
Projected 2020
% Change
Home Health Aides 2,710 4,080 50.6%
Personal Care Aides 1,590 2,200 38.4%
Registered Nurses 6,690 7,920 18.4%
LPNs 2,220 2,410 8.6%
Nursing Aides 4,300 4,580 6.5%
Data Source: PA Department of Labor & Industry, Center for Workforce Information & Analysis
Due to Growth
Due to Replace. Total
137 35 172
61 13 74
124 121 245
19 59 78
28 56 84
Average Annual Openings
Personal & Home Care Aides
Occupation # of Ads
Registered Nurses 296
Personal & Home Care Aides 116
LPNs 89
Home Health Aides 78
Online Help Wanted Online Active Ads
in April 2013
Central Workforce Investment AreaJune 24, 2013
Jobs De-duplication Level 2
Occupation # of Jobs Advertised Online
Registered Nurses 472
Licensed Practical Nurses 113
Nursing Aides 110
Home Health Aides 58
Personal Care Aides 19
Current Nursing Workforce
2012 Pulse of PA’s LPN Workforce Report
Of the LPNs who responded to the survey:
43% worked as a CNA before attending a practical nursing program
Average age was 46.3 years
The largest employed age group: 55 – 59 years
Current Nursing Workforce
Pulse of PA’s RN Workforce Report
RNs age 45 and up account for 63% of the RN workforce.
50% are age 50 and older
The Cost of Employee Turnover
According to the Society for Human Resource Management:
“It costs about 38 percent of an employee’s annual earnings to replace her, which includes training and recruitment as well as the costs of the separation process and losses in productivity because of the disruption in workflow.
The Average Cost to Train a New Employee By Wilhelm Schnotz, Demand Media
http://smallbusiness.chron.com/average-cost-train-new-employee-44072.html <Retrieved 6/7/2013>
According to the U.S. Department of Labor, it costs one-third of a new hire's annual salary to replace them. Direct costs include advertising, sign on bonuses, headhunter fees and overtime. Indirect costs include recruitment, selection and training and decreased productivity while current employees pick up the slack.
The Cost of Employee Turnover
Average turnover costs, $8.00 an hour employee, using only the lowest 10 of 15 estimates:
$5, 505 .80
Compilation of Turnover Cost StudiesSasha Corporationhttp://www.sashacorp.com/turnframe.html<Retrieved 6/25/2013>
Nursing ShortagesIncreasing need for health care services
Aging populationAvailability of health care and health
insurance
Workforce and educational issues
Aging workforce - nurse retirementsFewer individuals entering health care educational programsLack of training opportunities – difficulty
obtaining certifications
Employee retention issues
Employee turnover
Does our data reflect reality?
Are you experiencing the same trends ?
Are we seeing a demand for nurses at all levels because of the factors we described earlier?
What positions are you having difficulty filling?
Do you have other staffing issues not reflected in the data?
Is on-going training for current staff a challenge for you?
Discussion