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COVID-19 has introduced a new set of challenges to healthcare organizations. Emerging from this crisis in the strongest position possible and returning to more normalized operations quickly will require a deliberate recovery strategy.
FOUR KEY FOCUS AREAS FOR ACCELERATED RECOVERY
Maximizing Workforce Capacity
How can we evaluate the capacity of the current resources and ensure transparency to the FTE needs to respond to changes in volumes?
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Do we have clear line of sight to the hiring targets by clinical area and department?
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Do we know if current scheduling practices align to established policies and/or union contracts?
Cost Containment
How do we meet the demands of the new normal while managing costs by:
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Staffing to the appropriate levels given changes
and uncertainty? -
Updating staffing models to meet productivity
standards?
Operations and Workforce Flexibility
How does our Go-Forward Strategy:
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Enable operational flexibility to manage future uncertainty?
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Allow us to predict when and how to quickly pivot and adjust our workforce strategy?
Talent Acquisition & Retention
How do we plan for and manage:
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How to scale up our workforce to meet the needs of our community?
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COVID-19’s impact on retention?
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Our talent needs moving forward?
THE THREE-PRONGED APPROACH
By tailoring an approach specifically for your organization, we can help you achieve near-term margin recovery and cost containment through the alignment of workforce needs to various patient volume scenarios. While working on short-range goals, we will help you develop strategic initiatives to benefit the long term, such as physician/clinician engagement and retention strategies, workforce capacity planning, and improved enterprise transparency to allow for more flexible use of staffing resources.
MENU OF SOLUTIONS
Flexibility to Design a Customized Recovery Plan
Staffing Plan Assessment
An assessment of current staffing grids and identification of opportunities for labor hours and spend by department.
We will assess productivity, financial impact, and provide grids to front-line staff making decisions for staffing that meet productivity targets, minimizing costs, and maximizing ability to cover patient demands at every census point. Additional support is available to establish staffing grids for a variable workload that may not have standards in place today.
We’ve found that the average nursing department has $250,000 of “hidden opportunity” due to staffing plan misalignment. Learn more about Staffing Plan Assessments and our key findings here.
Workforce Roadmap Development
A financial and operational analysis and detailed plan for the labor and staffing impacts throughout the organization based upon current and forecasted volume scenarios. Prioritization will focus on opportunities to maximize the existing staff capacity while developing plans for expansion and contraction flexibility.
We will analyze volume trends and develop guidance for various hiring scenarios that are balanced between clinical needs, staff satisfaction and financial stability. Producing the workforce planning trends that are needed to determine the FTEs by clinical areas and data refreshed to quickly provide transparency to changes and emerging trends.
Operational Flexibility
An assessment of your current state and recommended program and framework to capture immediate opportunities in the following areas: Technology & Analytics, People & Culture and Process & Workflows.
We provide virtual/in-person interactive workshops on a variety of workforce and operational structures that provide organizations the program framework, concepts, playbook of templates and methodology that result in improved staff satisfaction, retention, and overall labor spend.
OPERATIONAL & WORKFORCE FLEXIBILITY – TALENT ACQUISITION & RETENTION
Scheduling Optimization
We will assess your current scheduling practices and processes to identify inefficiencies that negatively affect staffing, including employee satisfaction and turnover, as well as deliver a playbook that provides direction to maximize staffing outcomes, including best practices and communication recommendations.
Float Pool Organization Stand-Up with Playbook
We will assess your current state against a proven methodology and provide an implementation roadmap that identifies opportunities in the following areas: Technology & Analytics, People & Culture and Process & Workflows.
Centralized Command Center Organization Stand-Up with Playbook
We will assess your current state against a proven methodology and identify opportunities, an implementation roadmap that includes templates and a playbook with guidance on technology, people and processes for near-term success.
WORKFORCE PLANNING DASHBOARD
Providing the blend of key HR, Financial, and Operational metrics needed to make sound decisions regarding talent/labor. Includes data refreshes for three years to continually monitor the effectiveness of decisions made and implemented.
Features and Benefits
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Analyze utilization of core and contingent staff resources to determine how current practices impact an organization’s financial and operational needs
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Provide the proper staffing targets and metrics needed to achieve optimization of an organization’s workforce while still being cost-effective
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Share the financial metrics required for effective workforce utilization practices
TALENT STRATEGY SCORECARD
2-4 week project that provides key metrics on talent acquisition and operational factors that drive talent acquisition and retention.
The scorecard includes market insights for available talent, showing how your organization compares to competitors, as well as scenario modeling for time and cost savings and immediate quick win opportunities to leverage efficiencies, including:
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Recommendations to improve time to fill/hire, increase agility, improve retention and maximize use of technology
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Time to achievement calculator and scenario models to demonstrate the financial impact of implementing various recommendations