UP Health Care Roundtable

1. UP Health Care Roundtable Michigan Works! The Job Force Board

2. Welcome! • Co-Chairs: • Al Hendra, Assistant Administrator – MGH • Roger Burgess, Administrator - OSF • UPHCRT Review • Project Update – Nurse Outreach & Recruitment • Next Steps Michigan Works! Is An Equal Opportunity Employer/Program. Michigan Relay Center (800) 649-3777. Auxiliary Aids & Services Available to Individuals with Disabilities Upon Request.

3. UP Health Care Roundtable Formation • In response to: • Data obtained from Job Force Board Environmental scan • Aging workforce • Shortages in health care related occupations • Local Health Care Related Fields with good pay, good growth • Need for improved career guidance, esp. in health care field areas • Declining student enrollments • Youth, ages 19-27 leaving the UP

4. UPHC Roundtable initial members - 7 • Job Force Board members: • Roger Burgess, Order of St. Francis • Al Hendra, Marquette General Hospital • Long Term Care • Gerald Betters – Pinecrest • Education- Post Secondary • Dr. Cameron Howes, NMU • Dean, Allied Health, Patty Valenski • U.P. Rehab Medicine • Teri Arseneau • Community Development • Sandy Spoelstra, Lake Superior Community Partnership

5. UPHC Roundtable - Members Scott Tuma - Bell Memorial hospital Jim Husing - Dickinson County Healthcare System Paula Ebli - Dickinson County Healthcare System Deb Rumaki - Dickinson County Healthcare System Betty Daniels - WAR Memorial Hospital Jan Holt - WAR Memorial Hospital Hugh Miller - Peninsula Medical Center Roger Burgess - OSF. St. Francis Hospital Al Hendra - Marquette General health Systems Diane Anderson - Marquette General health Systems Teri Arsenau - UP Rehab Med Sandy Spoelstra - LSCP Gerald Betters - Pinecrest MCF Linda Lewandowski - Bay College Cameron Howes - NMU Gwen Worley - Michigan Works! Eastern UP Jim Saari - Michigan Works! Western UP Members – 17 & Growing!

6. MISSION: UP Health Care Roundtable “To create a workforce to meet the Upper Peninsula Healthcare Industry Needs”

7. VISION: UP Health Care Roundtable “To attract and retain a high quality workforce by creating a positive image for health care occupations - Upper Peninsula Wide”

8. Goal: UP Health Care Roundtable “To have less than a 5% vacancy rate in health care occupations in the Upper Peninsula by the Year 2005”

9. HCRT Committee Strategies • Assess current and future workforce needs in healthcare. • Identify existing education and training resources available to meet the needs of the healthcare industry including gaps • To improve the image of health professions

10. HCRT Committee Strategies • Emphasize and support the health sciences career pathways through: • work based learning • internships • job shadowing • adopt a classroom • business/education partnerships

11. HCRT Committee Strategies 5. Develop and sustain regional marketing and recruitment • Identify target markets • Recruitment: • Within Upper Peninsula • Outside Upper Peninsula • Coordinated/integrate marketing between secondary and post secondary institutions • To maintain coordinated health care career fairs among stakeholders

12. HCRT Current Strategy Assess current and future workforce needs in healthcare • Michigan Works! Staff Responded • “Survey Says” - The Committee Identified a Need • Need - Address Shortages in various Health Care Occupations

13. HCRT Current Strategy • Develop and sustain regional marketing and • Recruitment • Michigan Works! Staff Responded • Outreach & recruitment effort • Goal = Increase awareness of Health Care Profession • Gather data – Respond to data • Program underway!

14. Committee Request: Gather Data Survey Letter Sent to UP Healthcare Institutions October 2, 2002 Dear Health Care Professional, Michigan Works! The Job Force Board’s Health Care Roundtable is asking for your help in identifying the demand for health care professionals in the UP, and the apparent shortage of trained job seekers for these positions. Attached is a brief survey outlining several major occupations in the health care industry. We ask that you please take a few minutes to help us identify your current and future needs, by indicating: 1.      The number of staff for each of the positions in your organization 2.      If you are experiencing a shortage and if so, how many positions are you short 3.      Anticipated staffing level in 2005 for each position If we have omitted a major health care occupation, please add the job title to the end of the list and complete the same questions. Your answers are needed by the Health Care Roundtable for measuring the demand for health care professionals in Michigan’s Upper Peninsula. This data will better equip the Health Care Roundtable to address recruitment issues and to coordinate training opportunities. Thank you in advance for your time and assistance with this project. If you have any questions about this survey, please contact either James Anderson at 906.789.0558 ext. 205 or Rob Carviou 906.789.0558 ext. 223, at Michigan Works! The Job Force Board. Sincerely, Orrin E. Bailey CEO Michigan Works! The Job Force Board

15. SURVEY Information • Survey sent out to 489 organizations with 12% response rate. •  Requested: Name, Organization, Current staff level, current shortage and staff level for 2005.

16. The Result… • All of the respondents from the survey indicated that employee recruitment was of great concern • All had unfilled job openings which required licensed or certified personnel • All reported that employee retention and turnover was a problem

18. UP Healthcare Staffing Levels Cont.

19. UP Healthcare Staffing Levels Cont.

20. Phase 1 Target: Nursing Related Data PositionCurrent Level Shortfall Nursing Aides/Orderlies/Attends 982 61 Licensed Practical/Voc Nurses 636 48 Registered Nurses 961 108 Significant Shortage of Registered Nurses Over 11% ! Phase 2 Target: Radiological Techs/TechnologistsRelated Data

21. Phase 1 Target: Nursing Related Facts • Fewer people are entering nursing because other professions are doing a better job of attracting a new generation of workers, men and women alike. Nurse-researcher Peter Buerhaus argues that the primary factor leading to this nursing shortage is declining interest in nursing among women, who now have many more career options than in the past. • In a survey conducted by the American Association of Colleges of Nursing (AACN) in 2000, 220 colleges reported 379 faculty vacancies, which contributed to schools’ turning away almost 6,000 qualified applicants. The faculty shortage is compounded by the fact that many advanced practice nurses who would have become educators in the past are now opting instead for better-paying positions in clinical and private practice.

22. Phase 1 Target: Nursing Related Facts • Nursing’s public image hasn’t caught up to reality. A recent American Nurses Association (ANA) poll documents pervasive public ignorance about what nurses do and how we’re educated. • Outside the United States, many other countries are experiencing nursing shortages, so foreign recruitment is a limited option. The countries from which the United States recruits nurses may be in greater need for nurses than we are, raising both practical and ethical issues.

23. Doing the numbers Less supply, more demand • By 2020, the shortage will number an estimated 808,400 nurses. (HRSA, July 2002) • The population over age 65 is expected to double from the year 2000 to 2030—from about 35 million to 70 million. (U.S. GAO Report, July 2001) • People over age 85 are currently in the fastest-growing age-group. (HRSA, July 2002) • The number of RNs not employed in nursing increased by 28% between 1992 and 2000. (HRSA, July 2002)

24. Doing the numbers Fewer nurses entering the profession • The number of RN graduates has fallen annually from 1995 to 2000, resulting in 26% fewer RN graduates in 2000 than in 1995. (HRSA, July 2002) • The RN workforce grew 5.4% from 1996 to 2000, the lowest rise since this statistic was first calculated in 1977. (AACN, 2001a September) • Since 1995, nursing school enrollment has dropped in all types of entry-level programs (HRSA, July 2002). The exception was a small bump (3.7%) for BSN entry-level programs in the autumn of 2001. (AACN, 2001b December)

25. Doing the numbers Nursing faculties continue to shrink • In 2000, the average age for doctoral-prepared nursing professors was 53½. (AACN 2001-2002 Report) • In Oregon, an estimated 41% of baccalaureate and graduate program faculty are expected to retire by 2005—a pattern that’s likely to be repeated throughout the United States. (Oregon’s Nursing Shortage, 2001) Age • In 1980, most (53%) RNs were under age 40. In 2000, less than one-third (32%) were under age 40. The biggest drop was among RNs under age 30: In 1980, 25% of RNs were under age 30, compared with 9% in 2000. (HRSA, March 2000) • By 2010, 40% of RNs will be over age 50. (AVE 44 yr) (Buerhaus, 2000)

26. Doing the numbers Male/Female • The proportion of men in nursing increased from 2.7% in 1980 to 5.4% in 2000. The number of men has grown at a faster rate than the total RN population. (HRSA, March 2000) • About 7.5% of new male nurses left the profession within 4 years of graduating from nursing school, compared with 4.1% of new female nurses. (Sochalski, 2002) Racial/ethnic background • The percentage of nurses from racial and ethnic minorities grew from 7% in 1980 to 12% in 2000. This lags far behind the proportion of minorities in the general population, which is about 30%. (HRSA, March 2000)

27. Project Targets/Focus Nurse Outreach, Recruitment & Placement! • Target current UP & Region-wide population of RN’s who have left the field • Focus on individuals who have kept licenses current – allows fast re-entry to the workforce • Fallback on unlicensed or out-of-state candidates – Get licensed & back to work fast! • Unqualified individuals may be good candidates to fill other needed positions • Increase awareness of the healthcare profession Anticipate & Eliminate future problems!

28. Nurse Outreach, Recruitment & Placement! Project Steps • Identify & Document interested candidates • Identify Barriers to Re-entry • Address Barriers - Devise Re-entry Program • Hospital In-house Training Programs • Identify “refresher” programs • Higher Education and Training Needs • GOAL - Placement!

29. Nurse Outreach, Recruitment & Placement! Identify & Document Interested Candidates • Media Campaign - 4 weeks “We need YOU!” • TV6, TV10, 3 Cable Networks • Radio – 4 networks • Print – Want AD section • Press Releases – All media • Detailed listing of applicants

30. TV Commercial “We need YOU!”

31. TV & Radio – News stories!

32. Radio Commercial “We need YOU!”

33. Print – Want AD’s & Newspapers!

34. Print – News & Business Newsletters!

35. Print – News!

36. Print – Press Releases! WE NEED YOU !

37. Identify – Survey Form “We need YOU!” • What is the level of your license –RN/LPN? • What is the status of your license, what have you done to keep current - when does it expire? • How long since you practiced last? • Current level of experience – skill set/department? • Full or part-time desired? • What are the reasons you left? • Why do you want to return? • Future career goals? • What would it take to get you back? • Data given to Healthcare Roundtable • Work with UP Hospitals that participated • Work with Higher Ed

38. Address Barriers • Devise Re-entry Programs • Utilize Current Hospital In-house Training Programs • Higher Education and Training Needs • When data collection is complete, Hospitals and Higher Education will be able to identify and appropriate educational resources • Formulate custom programs to meet current demands - candidates

39. Ultimate Goal: P L A C E M E N T !!! Thank YOU for helping make this project a success!

40. NEXT STEPS • Launch marketing in Eastern UP – IN PROCESS • Launch marketing in Western UP – Working on • Complete survey - DONE • Review and Analyze Results – IN PROCESS • Broaden membership – IN PROCESS • Michigan Works! Service Centers to interview health care industries selected by the committee • Merge database from JFB/Bay College for use by Committee members – IN PROCESS • Start on remaining strategies • Continue Central UP Marketing

41. Dear Strategic Partners,As members of the Health Sciences Pathway Committee, we are hosting our 2nd Health Careers Conference for students in grades 10 through 12 in Hillsdale, Jackson and Lenawee Counties to explore a wide variety of health careers. Data collected in the Regional On-line Educational Development Plan (EDP) system indicated that 832 students in grades 10 through 12 have selected the Health Sciences Pathway as their first choice in career planning. 36 school districts in the region participate in the EDP system. Our goal is to have speakers affirm with students that a career in the Health Pathway is the right choice for them. It is our hope that this conference will provide students with the opportunity to explore career options in depth. The Health Careers Conference is an opportunity for high school students in the Tri-County region to learn about requirements of health professions that will help them prepare to join the workforce in the 21st century. We are inviting you to submit your application to conduct a hands-on interactive demonstration at the Health Careers Conference on Friday March 21, 2003. This conference will be at the Jackson Community College Victor Cuiss Field House from 8:00 AM until 12:00 PM. A continental breakfast will be provided. Applications are due to the Jackson County Intermediate School District no later that January 17, 2003. UP Health Careers Conference

42. Thank You! Michigan Works! Is An Equal Opportunity Employer/Program. Michigan Relay Center (800) 649-3777. Auxiliary Aids & Services Available to Individuals with Disabilities Upon Request. The Job Force Board