In recent years the phrase ‘doing more with less’ has become the default setting for a growing number of healthcare organizations. The challenge of providing excellent care while trying to keep costs aligned with tight budgets has quickly become the new normal. A lot has been said about strategic workforce planning and how technology can help rein in costs and improve care. However, for many budget-strapped organizations, a capital investment in technology can be challenging and requires much due diligence.
I recently participated in a webinar to discuss the top five trends in workforce management and the benefit deploying these strategies are having across the industry. We talked about productivity, skill mix/competencies, overtime, resource pools, and acuity. All five of these trends were featured as the most successful initiatives, per a HealthLeaders survey of healthcare executives.
Towards the end of the session, one participant asked a very good question:
How do I move my organization towards an acuity-based staffing model
when I have very limited financial resources?
Without a doubt technology makes everything more streamlined and effective. But when you need to make do with what you have, there are some basic attributes that can help get you started down the right path.
First take a look at the work your nurses do in all of the major categories. We tend to be very good at covering tasks, but we tend to leave out care coordination work and the work of relationships and collaboration. All of these factors should be counted into the key interventions that nurses perform. You will also need consistency of measuring that includes the ADT factor. This is critical because if you pass 40% turnover, you have a significantly different workload. If you take 45 minutes to an hour for each admission, it is easy to tell when you need to add a whole nurse.
Accurate time standards and skills mix are also important to consider. Being able to project these numbers accurately is a critical component of an acuity-based system. This is also where having technology comes in handy. Ideally a fully integrated, robust system would do the heavy lifting, providing the actionable data to support an acuity-based system. But when there is no budget, even just a bit of technology—something that provides a complete picture of staff skill mix and competencies—can make a big impact on your ability to schedule based on evidence.
Budget-challenged organizations require forward-thinking strategies that use workforce data in new and unique ways. You can find the full session on the Healthcare Staffing and Scheduling Trends for 2015 and Beyond on API Healthcare’s webinar archive.
How well do you know the EEOC’s latest pregnancy guidelines?
Until their release last July, many employers thought the rules for managing pregnancy and accommodation were already well-established. But between the controversial new guidance and upcoming court cases, it’s increasingly difficult for employers to know what to do (and what not to do) when managing employee pregnancy.
That’s why our latest infographic gives a clear breakdown of the EEOC’s expectations of employers. Click on the image below to view and download a PDF of the infographic!
You may not rely on this infographic as legal advice. Employers should consult with their lawyers and other advisers to determine precisely how the law applies to them.
API Healthcare has partnered with Presagia to provide Time and Attendance clients with an integrated solution to manage compliance with leave and disability regulation, including the FMLA and ADA. Presagia monitors and manages 450 pieces of federal and state legislation and updates these monthly in its Compliance Engine. This drives workflow automation and decision support to enhance leave processes and reduce costs, curb absence abuse and improve compliance. Presagia is a featured guest blogger, discussing absence management, disability management and leave compliance