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Healthcare Workforce Planning

Workforce Analysis Engagement

Through previous engagements, we have saved our clients over $2B and have identified over 10,000 FTEs in underutilized or misaligned resources. Clients see a 4-7% labor savings through appropriately utilizing staff.

This engagement will identify the proper number of core staff and the optimal size and layering of contingency resources to align with patient demand department by department.  

Having the right mix of core and contingency/flexible resources allows for the cost-effective management of the workforce based on patient volume, and ensures quality by optimizing staff levels and empowering individuals to work at the top of their training and licensing.

This is an ongoing engagement in the form of quarterly updates via the Insight Workforce Planning Dashboard that tells the story of your performance and illustrates opportunities to more efficiently use your staff. You also have quarterly access to a seasoned workforce strategy expert to help identify tactics to improve performance.

Along with the Operational Assessment, a Workforce Analysis will provide the ideal foundation on which to build an effective and sustainable workforce management plan.

View our flyer for more information.

Right-Sizing Core and Contingency Staff

How many and what mix of core and contingency staff are needed varies by organization (and by department within the organization). There is no universal ratio that works for everyone. 80/20, 85/15 or even 90/10 are common mixes you will hear of as the “right” blend, but every organization is different.

Some organizations have less variability with regard to census and staff behaviors (such as PTO, absences, etc.) so they might be able to have more core staff with less need for layers of contingency. On the flip side, organizations that experience greater swings in census and have higher frequency of staff behaviors will need more contingency layering to adjust to fluctuating demand and, consequently, require a smaller number of core staff.

The Workforce Analysis engagement examines core staff behaviors and trends (expected and unexpected time off, FMLA, etc.), historical census levels and acuity spikes, predicted future census, staffing levels, key optimization metrics like “FTE leakage,” incidental worked time, as well as demographic and generational trends to help plan for future patient volumes and establish the optimal number of FTEs, both core and flexible staff, on a unit-to-unit level. 

Workforce Planning Dashboard

Download a White Paper

Beyond the Float Pool: Sophisticated Strategies for a Complex Reality
Managing Incidental Worked Time: Examining Causes and Exploring Solutions
Scheduling for Maximum Efficiency: A Comparison of 4, 6, and 8 Week Schedule Periods

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