breakthroughs in healthcare workforce development transforming public private partnerships
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Breakthroughs in Healthcare Workforce Development Transforming Public/Private Partnerships. 1. Select Committee on Health Care Workforce Development. Created in the spring of 2003 by DWD Secretary Roberta Gassman

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breakthroughs in healthcare workforce development transforming public private partnerships
Breakthroughs in

Healthcare Workforce Development

Transforming Public/Private Partnerships

1

slide2

Select Committee on

Health Care Workforce Development

  • Created in the spring of 2003 by DWD Secretary Roberta Gassman
  • Identify and help implement strategies for addressing health care worker shortages.
  • Committee membership is comprised of leaders from health care industry, education institutions, labor and state government.
  • The Select Committee will become the new health care sector sub-committee of Council on Workforce Investment along with advanced manufacturing and energy (green jobs).
  • One of the Initiatives: Wisconsin Health Workforce Data Collaborative (subcommittee)
slide3

Wisconsin Health Workforce Data Collaborative

  • Data Collaborative awarded one of only three Impact Awards by the Medical College of Wisconsin’s Healthier Wisconsin Partnership Program.
  • Collaboration of over 30 regional and statewide educational, labor, employer and government organizations committed to growing Wisconsin’s health workforce
  • Working to address the gap in Wisconsin’s workforce data analysis and forecasting.
slide4

HRSA Forecasting Tool

  • Some federal data regarding the status of certain health professions is available.
    • For example, the Health Resources and Services Administration (HRSA) has a workforce shortage forecasting tool.
    • However, it is designed to be a national tool, so the small size of the Wisconsin sample means it is not accurate at the state level. In addition it is mostly limited to the nursing profession.
  • Wisconsin had not conducted comprehensive information-gathering regarding the status and future of the health occupations around the state.
  • Federal funding cuts eliminated updates of reports and analysis previously generated by the HRSA.
slide5

Simplified HRSA Forecasting Tool

  • Developed by DWD staff in 2007
  • The idea was to apply the theoretical model developed by the HRSA to Wisconsin-specific data
  • Inability to populate the model with robust data served as a catalyst for moving the data effort forward
slide6

2010 RN Survey Development

  • Senator Robson language was signed into law in 2009 Wisconsin Act 28 (2009-11 Budget Bill) on June 29, 2009
  • Mandated completion of survey to renew registered nurse credentialing.
  • Licensed practical nurses will begin completing a similar survey in 2011 as part of their license credentialing.
  • This data collection effort was supported by the Association of Nurse Educators of Wisconsin (ANEW), the Wisconsin Center for Nursing (WCN), the Wisconsin Hospital Association (WHA), the Wisconsin Nurses Association (WNA), the Wisconsin Nursing Coalition (WNC), and the Departments of Health Services (DHS), Regulation and Licensing (DRL), and Workforce Development (DWD).
slide7

2010 RN Survey Development (continued)

  • This 2010 survey started with an earlier version used in 2005-06.
  • Further developed over the past two years by working groups and through focus groups.
  • Included nursing organizations, public health nurses, and technical experts, and survey software advisors.
  • Workgroups and focus groups provided input on question development and survey design.
  • Used the U.S. Census questionnaire as a template
slide8

2010 RN Survey Development (continued)

  • The survey also collects information for the national minimum nurse supply data set
  • Incorporating the national minimum data set will enable Wisconsin to compare nursing data to other states and national data.
slide9

Some Preliminary Survey Results

Results are based on the data collected as of February 13, 2010 (represents 70% completed surveys (53,000 surveys))

Profile of RNs in Wisconsin:

Average age: 46.9 years

Age distribution:

Below 25: 3.0% 25-34: 17.3%

35-44: 18.6%

45-54: 30.5%

55-64: 25.0%

65-74: 5.2%

75 & Above: 0.4%

Gender distribution: Female: 93.0% Male: 7.0%

% of RNs who provide direct patient care: 75.2%

Average years providing direct patient care: 17.1 years

slide10

Some Preliminary Survey Results (continued)

More than one job: 13.0% of RNs have more than 1 nursing job

Primary place of work:

Hospital - Acute Care: 33.6%

Ambulatory Care Setting: 12.5%

Hospital - General Medical/Surgical: 11.1%

% of RNs who plan to quit providing direct patient care in the next 2 years: 4.8%

How much longer do RNs plan to provide direct patient care in Wisconsin?

2-4 years: 14.2%

5-9 years: 20.7%

10-14 years: 20.1%

15-19 years: 12.2%

20-24 years: 12.6%

25-29 years: 7.7%

30+ years: 12.6%

slide11

Data Analysis

  • Estimated 76,000-80,000 RNs will go through the license renewal process and complete the survey.
  • Once the renewal process is complete, the data cleaning stage will begin.
  • Need to compile paper surveys, current expectations are over 5,000, which need there own scanning, and compilation into the electronic data
  • There are approximately 130 variables in the survey that contain a wealth of data of demographics, education, current practice information, and other critical workforce variables
slide12

Primary Findings Release

  • Preliminary findings from the RN survey to be available early-mid summer 2010
  • Mandated report to legislature due in fall of 2011, which will include the LPN data.
  • Currently, DWD is working with the members of the Data Collaborative to determine the format and the timeline for a broader data release
  • Wisconsin Center for Nursing (WCN) and other health care stakeholders may have access to data (none that is personally identifiable) through data sharing agreements with DWD
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