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Demand Driven Employer Solutions. Region IV Healthcare Occupations Taskforce . Rural Project Service Area.

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demand driven employer solutions

Demand Driven Employer Solutions

Region IV Healthcare Occupations Taskforce

rural project service area
Rural Project Service Area

According to 2005 Workforce Investment Board Healthcare Employer Survey, there are shortages and vacancies in the following nursing occupations: RN 20%, LPN 16%, and CNA 70%. Employer’s projected Labor needs within the next 5 years are 4X current LPN graduation rates and 5X RNs.

Blaine HS





Jerome HS



Minico HS

Filer HS

Twin Falls

Castleford HS

Burley HS


Buhl HS

collaborative vision
Collaborative Vision
  • This is a Partnership between Healthcare Providers and Education to create Access, Affordability, and Accountability in the Statewide Healthcare System.
  • There are two operational premises:
    • Employer Driven Labor Market Needs & Support
    • CSI proactively is responding to address the needs.
capacity constraints impacting the idaho healthcare industry
Capacity Constraints Impacting the Idaho Healthcare Industry
  • In 2020, the Bureau of Heath Professions estimates that the Idaho workforce will have a -59.10% nursing shortage.
  • All three occupations are identified by Idaho Department of Commerce and Labor as High Growth and High Demand occupations.
capacity constraints continued
Capacity Constraints Continued
  • In Idaho, shortages in nursing and other healthcare provider personnel have directly led to:
    • recruitment in foreign countries for nursing staff (2 yr. contracts),
    • increased usage of contracted temporary “traveling” healthcare providers,
    • growth in private companies providing non-accredited “training,” and
    • increased employer costs associated with recruiting and retaining qualified healthcare personnel.
other challenges to rural healthcare
Other Challenges to Rural Healthcare
  • Census 2000 indicates that the Hispanic population in south central Idaho varies from 16-35% per county. The Idaho Board of Nursing reports less than 1% of the employed nursing population is Hispanic. In Idaho, less than 3% of the nursing staff are minorities vs. the 12.3% nationally.
  • Idaho is projected to have 117% increase in geriatric aged population during the next fifteen years vs. the national increase of 57% according to the Center for Disease Control.
  • The average age of an employed RN is 47 years and for nursing faculty is 55 years as reported by the Idaho Nursing Workforce Center.
  • Nursing Faculty shortages are limiting program expansion.
economic development impact
Economic Development Impact
  • Ongoing population growth due to positive economic climate and development will be directly impacted if shortages cannot be resolved.
  • Community health is a decisive factor for employers moving to Idaho.
  • Healthcare delivery is impacted directly by the health professional shortages.
  • Increasing healthcare employer costs and potential liabilities are challenges-- as the nursing turnover increases, the likelihood of increased length of hospitalization and morbidity risk rises for patients.
phase i
  • Region IV and CSI applied to Idaho Department of Commerce and Labor for LPN Expansion Pilot funding for 1 year for high growth positions. ($50,000 grant and $50,000 employer match was used for two new nursing faculty salaries). The Pilot will be completed June 30, 2006.
  • Outcomes: 30 LPNs fast-tracked into the 2nd year of the RN program and 20 addition LPNs admitted per year.
phase i continued
PHASE I Continued
  • W.O.W.—Work over Welfare
  • The class of 2003, 76% of the RN students met the federal guidelines for poverty.
  • The average student household consisted of 4 people.
  • 97% first time pass rates
phase ii
  • CSI through the Health Care Development Council applied and received $1.46 million from USDOL to:
    • Developing alternative labor pools utilizing dual credit targeting minority and disadvantaged participants (480);
    • Developing on-line LPN and RN coursework and fast-tracks for nationally certified paramedics to RNs (14 courses);
    • Admitting 100 RN students annually to alleviate shortages;
    • Implementing expanded onsite training, simulator technology, and Virtual IVs;
    • Developing faculty pool from “grow your own” strategies;
    • Increasing health science student support via federal funding totaling over $500,000 annually; and,
    • Model sharing with multiple end users regionally,statewide, and nationally.
phase ii1

270 RN Applicants

109 Qualified on RN Waiting list

120 PN Applicants

90 Qualified on PN Waiting list

phase iii
Phase III
  • $500,000—Governor & Legislators
  • $250,000—Private Industry


$750,000 per year for five years

thank you
Thank you

If you have any additional questions or

comments please contact:

Joe Herring

Roy Prescott

Janet Sandy