Workforce
This presentation is the property of its rightful owner.
Sponsored Links
1 / 63

Workforce PowerPoint PPT Presentation


  • 55 Views
  • Uploaded on
  • Presentation posted in: General

Workforce. HAS 4320. Money in. Charges Fee for service Fee schedule UCR. Money in. RBRVS Capitation Salary. Co-payments. Managed Care. Negotiated fees Discounted fees Capitation Salary. Incentives. Fee-for-service Negotiated/discounted fee Capitation. MD Characteristics.

Download Presentation

Workforce

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -

Presentation Transcript


Workforce

Workforce

HAS 4320


Money in

Money in

  • Charges

  • Fee for service

  • Fee schedule

  • UCR


Money in1

Money in

  • RBRVS

  • Capitation

  • Salary


Co payments

Co-payments


Managed care

Managed Care

  • Negotiated fees

  • Discounted fees

  • Capitation

  • Salary


Incentives

Incentives

  • Fee-for-service

  • Negotiated/discounted fee

  • Capitation


Md characteristics

MD Characteristics

  • Average 56.7 hours worked/week

  • Average 107.6 visits/week

  • Average 4.4 hours of charity care/week


Physician income

Physician Income


Physician income1

Physician Income


Physician salaries link

Physician Salaries Link


Practice costs expenses

Practice Costs - Expenses


The hospital

The Hospital

  • Nearly all MDs use a hospital

  • MDs don’t pay for hospital or staff

  • Anesthesiologists/Radiologists/ Pathologists


Malpractice

Malpractice

  • About 3% of gross revenues

  • Very few actual negligence cases result in compensation


Workforce

Uncertainty“…the special economics problems of medical care can be explained as adaptations to the existence of uncertainty in the incidence of disease and in the efficacy of treatment.”

In incidence

Insurance

Uncertainty

In outcome

Agency


Information asymmetry

Information Asymmetry


Nursing shortage

Nursing Shortage

  • Vacancy rate

  • Economic theory

    • Hospitals will compete

    • Wages will be higher

    • Employment will increase


Shortages in practice

Shortages in practice

  • Hospital reimbursement

  • Wages

  • Schools


Recent trends

Recent Trends

  • Short LOS

  • More RNs/patient

  • Outpatient/non-hospital settings

  • Wages slow to respond

  • Federal support


Background

Background

  • Some data on nursing shortage, very little on allied health

  • Survey of Utah health care providers

  • Sought after data


Response

Response

  • Pretty good from clinics and hospitals

  • Pretty poor from the others


Hospitals responding

Alta View

American Fork

Ashley Valley

Bear River Valley

Brigham City

Cottonwood

Davis

Delta Community

Dixie Regional

Fillmore Community

Garfield Memorial

Gunnison Valley

Heber Valley

Kane County

Lakeview

LDS

Hospitals Responding


Hospitals responding1

Logan

McKay-Dee

Mountain View

Ogden Regional

Orem Community

Primary Children’s

Sanpete Valley

Sevier Valley

Shriner’s

St. Mark’s

Timpanogos Regional

Uintah Basin

Utah Valley Regional

Valley View

Veterans Admin

Hospitals Responding


Specifics

Clinics = 143

Hospitals = 31

Long-term care = 9

Home health = 8

Medical labs = 4

Others = 34

Total = 229

Specifics


Other information

Other information

  • Data based on size of hospital

  • Data based on rural vs urban hospital


Some results

Some results…


Turnover hospitals

Turnover - Hospitals

  • Overall = 17.58 %

  • Turnover by age

    • 29 or younger =23.50 %

    • 30-39 =13.96 %

    • 40-49 =11.46 %

    • 50 and older = 6.86 %


Turnover hospitals by size and type

Turnover – Hospitals by size and type

  • 0 - 100 beds = 16.97 %

  • 101 - 200 beds =17.22 %

  • 201 - 300 beds =20.61 %

  • Urban =18.93 %

  • Rural =16.99 %


The personnel

The personnel…


Nursing assistants

Nursing Assistants

  • Tenure = 3.06 years

  • Openings = 2.45

  • Age =31.81

  • 18-24 =26.27 individuals

  • 50+ = 0.50 individuals


Workforce

LPNs

  • Tenure = 5.59 years

  • Openings = 3.82

  • Age =38.62

  • 18-24 = 6.77 individuals

  • 50+ = 4.23 individuals


Workforce

RNs

  • Tenure = 9.00 years

  • Openings =23.12

  • Age =40.26

  • 18-24 =29.00 individuals

  • 50+ =52.67 individuals


Respiratory therapists

Respiratory Therapists

  • Tenure = 8.56 years

  • Openings = 1.64

  • Age =42.54

  • 18-24 = 1.20 individuals

  • 50+ = 4.60 individuals


Radiologic technologists

Radiologic Technologists

  • Tenure = 7.31

  • Openings = 1.40

  • Age =35.66

  • 18-24 = 2.42

  • 50+ = 1.92


Clinical lab technologists

Clinical Lab Technologists

  • Tenure = 7.49 years

  • Openings = 0.54

  • Age =43.06

  • 18-24 = 4.85 individuals

  • 50+ = 6.38 individuals


Physical therapists

Physical Therapists

  • Tenure = 5.09 years

  • Openings = 0.33

  • Age =35.44

  • 18-24 = 0.23 individuals

  • 50+ = 0.62 individuals


Pharmacists

Pharmacists

  • Tenure = 9.10 years

  • Openings = 0.86

  • Age =39.11

  • 18-24 = 0.40 individuals

  • 50+ = 2.20 individuals


Some significant data urban versus rural

Some significant dataUrban versus Rural

P = .05 or less


Tenure

Tenure

  • NAs

    • Urban = 2.7 years

    • Rural = 5.5 years

  • CL Technologists

    • Urban = 8.2 years

    • Rural = 6.8 years

  • CL Technicians

    • Urban = 5.2 years

    • Rural = 10.2 years


Openings

Openings

  • RNs

    • Urban = 32.4

    • Rural = 3.3


Workforce

Age

  • NAs

    • Urban = 28.5

    • Rural = 34.0

  • Respiratory Therapists

    • Urban = 40.5

    • Rural = 44.2


The demand

The Demand…


Workforce

RNs

  • 23 per Utah hospital = 1,000 or so

  • Nurse executives report similar numbers

  • Utah Health Care Association reports a 24% vacancy in LTC

  • 75% of hospitals nationwide report difficulty hiring RNs(AHA TrendWatch, June 2001)


Radiologic technologists1

Radiologic Technologists

  • 1.4 + 1.8 advanced RTs per Utah hospital = 130 or so

  • 18% vacancy rate nationwide (AHA Special Workforce Survey, June 2001)

  • 63% of hospitals nationwide report difficulty hiring RTs(AHA TrendWatch, June 2001)


Laboratory technologists

Laboratory Technologists

  • 75-100 openings right now (hospitals and clinics)

  • 12% vacancy rate nationwide (AHA Special Workforce Survey, June 2001)

  • 43% of hospitals nationwide report difficulty hiring lab techs(AHA TrendWatch, June 2001)


Physical therapists1

Physical Therapists

  • 15-20 openings right now (hospitals and clinics)


Pharmacists1

Pharmacists

  • 40 openings right now in hospitals.

  • Consider retail pharmacy

  • 21% vacancy rate nationwide (AHA Special Workforce Survey, June 2001)

  • 50% of hospitals nationwide report difficulty hiring pharmacists(AHA TrendWatch, June 2001)


The supply

The Supply…


Current numbers rns

Current Numbers (RNs)

  • Total licensed RNs =17,566

  • Total Working =13,257

  • Difference = 4,309

(Utah Medical Education Council, Feb 2002)


Higher education rns

Higher Education (RNs)

  • Undergrad applicants = 1,400

  • Undergrad admissions = 760

  • Undergrad graduates = 615

(2000-01 academic year)


Higher education annual utah graduates

Higher Education Annual Utah Graduates

  • Respiratory Therapists = 50

  • Clinical Laboratory = 35

  • Radiologic Technologists = 85

  • Physical Therapists = 36

  • Pharmacists = 40


Demand and supply

Demand and Supply


Demand and supply1

Demand and Supply


Demand and supply2

Demand and Supply


Demand and supply3

Demand and Supply


Demand and supply4

Demand and Supply


Demand and supply5

Demand and Supply


Discussion

Discussion…


Concerns

Concerns

  • Aging workforce

  • Aging population = more services

  • Aging faculty


Concerns1

Concerns

  • 2% of freshmen nationwide indicate nursing as a major

  • Number of pharmacy graduates has decreased

  • Enrollment and graduates do not keep pace with demand


Licensure and profits

Licensure and Profits

  • Fixed supply, no substitutes

  • Monopoly

  • Rules


Supply

Supply

  • School

  • Controls

  • Legislature


Licensure

Licensure

  • PAs

  • Physicians

  • Nurses


  • Login