Workforce Analysis Engagement

“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 core staff FTEs on a unit-to-unit level. (This is the number that keeps them working to their FTE without the need to float or cancel excessively.)

This analysis also pinpoints the amount of contingency resources needed to adjust to the ebb and flow of patient demand and staff behaviors. By developing a workforce plan utilizing best practice workforce management strategies and advanced forecasting methodologies we will help your organization determine, structure, and implement the right types and numbers of internal contingency staff as well as provide guidance on the number of external agency and travel resources you may need.