AARC 2005 Human Resource Study

1. AARC 2005 Human Resource Study

2. Who Was Surveyed? • Respiratory therapists • Employers: • Acute care hospitals • LTACHs, Rehab, SNFs • Home care/DME • Accredited educational programs

3. What Were We Trying To Learn? Determine: • Wages • Supply and demand • Vacancy and turnover rate • Demographics and characteristics • Scope of practice and services • Credentials and certifications held • Staffing patterns • Recruitment and retention

4. How Was The Survey Conducted? • Web-based survey instruments • Individual registration • Attracted participants to survey instruments with: • AARC communications channels • Post cards to stratified samples of various populations • Worked with • industrial partners • hospital chains • state licensing boards • state chapters

5. Respiratory Therapist SurveyHighlights

6. How Many of Us? * • 2,818 valid responses • 132,651 active respiratory therapists • 19% more than 2000 estimate of 111,706

7. How Old Are We? * 2005 Mean = 44.59 Std. Dev = 9.36 2000 Mean = 40

8. How Much Are We Paid? * 2005 Mean = $27.03 Std. Dev = $7.28 2000 Mean =$19.62 38% increase New Graduates = $19.97 vs. $16.15 in 2000 (up 24%)

9. How Many of Us Work Other Jobs? • Approximately 30% work second jobs • 42% of those with second jobs work in acute care • Approximately 6% work third jobs • 64% of those report “other” venue

10. What is Our Highest Academic Level? * Over 45% of our workforce holds a BS or higher degree (30% in 2000)

11. GenderAll Respondents AARC 2000 HR Survey: Respiratory Therapists

12. How Many of Us Ever Delivered Care by Protocol?

13. In What Venue Do We Work?

14. How Do Wages Vary by Region?(Available by Region/Job Description)

15. What do we Earn by Job Description? (Available by Region/Job Description)

16. 2005 AARC Hospital Employer Survey Highlights

17. Hospital Employer Methodology • Sample of 3000 taken from AHA list of 5,551 hospitals with 25 or more staffed beds • Invited to register by post card to participate in web-based survey • 681 usable surveys returned • Response rate = 22.7% • 74 research questions addressed

18. Projected Total Therapist FTE ChangesAcute Care Hospital Survey

19. * Projected Vacant FTEsTherapist Vacancy Rate in 2000 was 5.9%

20. Use of “Agency” Therapists (FTEs) Use of “Agency” Therapists declined by 66% since 2000

21. Mean Salaries by PositionAcute Care Hospital Survey Available by bed size and region

22. Salaries of New GraduatesAssociate vs. Baccalaureate(Hospital Employer Survey) New graduates in the 2005 Therapist Survey reported a mean wage of $19.97 vs. %16.15 in 2000. This is a 24% increase.

23. Average Time Required to Recruit vs. Last Fiscal Year

24. Available by bed size and region Mean Turnover Rate by Census Region National Overall Turnover Rate 25.59 16.90

25. Hospitals That Report Using Any Protocols

26. Other Services of InterestAcute Care Hospital Survey

27. Some Other Services Commonly ProvidedAcute Care Hospital Survey

28. AARC Human Resource Study of Educational Programs 2005

29. Methodology • Population of 392 programs solicited by post card • 290 (74%) program directors responded • Web-based survey instrument with required registration • 45 research questions addressed • SPSS ver. 13.0 statistical software package used to analyze data

30. 2005-2000 Annual Salary Comparison By Position

31. Years of Service Remaining By 2016 we will lose nearly half of our current program directors

32. Programs with Faculty Holding RPSGT Credential • 14.7% of programs have at least one faculty member with this credential

33. Mean Number of Graduates by Program Type Reported by Institution Type and Region

34. Article in April AARC Times • Available Now in AARC OnLine Bookstore • Studies are in .pdf files • Completely searchable • $65.00 (Member)

35. AARC Benchmarking System Philosophical Tenets • There is a great need for benchmarking data: • Managers are tired of getting “beat up” by consultants with “proprietary” benchmarks • There is a genuine need to improve performance in the respiratory care field • Demand going up, supply going down • Emphasis on increasing productivity

36. Unreliable Metrics Forced Upon Us: • Available metrics are very crude measures of productivity: • worked hours/patient day • all patients assumed to need respiratory care • worked hours/unit of service • all procedures assumed to take the same time

37. Problems Addressed by the AARC: • Productivity data derived from outdated billing data • Unique department charge codes and procedure descriptors • Billing periods differ (hour vs shift vs day) • Impracticality of measuring actual total workload

38. Desirable Metrics • Represent majority (not all) of workload • reflect work actually performed by staff (eg, aerosol treatment vs oxygen or vent day) • Common to all respiratory care departments • Raw data easily obtainable, unambiguous • do not require reliance on finance department • ignore department specific charge codes • based on billing volume by CPT codes

39. Features of the Benchmarking Tool: • Internet-based – available via your PC • Hospital/departmental description input • Periodic raw data input (for metrics) • Open sharing of all information • Complete disclosure of metric calculations • definitions and equations • Educational resources • white papers • tools and links • listserve

40. AARC Benchmarking System • Designed for and by respiratory managers. • Provides comparative data on key department performance indicators. • Allows you to determine your comparison hospitals based upon what is important to you. • Provides standardized and custom reports. • Use at no charge until July 1, 2006. • Contact dubbs@aarc.org for a test drive! Available Now