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HempsteadWorks Assessment of Local Skills Shortages Phase II

South Nassau Communities Hospital (SNCH)

Registered Nurse Career Ladder

Training Program

Final Report

August, 2004

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Development Process• A business led workgroup was established as

a subcommittee of the LWIB and facilitated by April M. Bender, Ed.D.

• The Workgroup analyzed data obtained during Phase I in the context of the nine policy questions and developed the grant proposal concept

• Services of the facilitator were funded by NYSDOL

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Challenges

• To focus available resources to make a meaningful impact upon multiple skills shortages and industries

• To develop the close working partnership required with the South Nassau Communities Hospital (SNCH), to plan and implement the project

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Philosophy• Create a single model to be replicated by

focusing grant resources on the RN Career Ladder, within SNCH, within other health care systems and within other industries

• Replicate the model to address other skills shortages, within SNCH within other health care systems, and within other industries

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Method• Provide scholarships to incumbent workers

who are employed at various rungs of the RN career ladder and attending various colleges

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Planned vs. Actual Outcomes• Increase the staff

of RNs at South Nassau Communities Hospital by 5%

• From the time when the grant was implemented on 09/01/02 through 06/30/04, the RN staff increased by 1%

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Current Status of Trainees• Graduated and working at SNCH as an RN: 4

• Currently a nursing student and working at SNCH: 5

• Currently a nursing student, no longer working at SNCH: 1

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Planned vs. Actual Outcomes (Continued)• Upgrade employees

at each rung of each career ladder, with appropriate credentials and commensurate salary increases, while creating opportunities for new employees to be hired

• Upgraded: 4

• Still attending training: 5

• No longer employed at SNCH: 1

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Planned vs. Actual Outcomes (Continued)• Retain 80% of the

new RN’s in the position of RN at SNCH for a period of at least six months after the last day of the fiscal quarter when the training program is completed

• Retention cannot be evaluated at this time.

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Planned vs. Actual Outcomes (Continued)• Demonstrate a positive

return-on-investment, considering the dollars invested in training, the SNCH Nurse Retention rate and the cost of employee turnover

• ROI will be evaluated based upon retention data, once it becomes available.

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Planned vs. Actual Outcomes (Continued)• Achieve a

customer satisfaction rate for South Nassau as a business customer of at least 75%

• Actual customer satisfaction ratio: 100%

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Post Grant Health Care Training InitiativesAddressing Skill and Worker Shortages• Conducted R.N. Career Ladder Training for 31

incumbent workers at South Nassau Communities Hospital

• Conducted Leadership Training for 178 incumbent workers at Winthrop University Hospital in conjunction with Hofstra University

• Winthrop Program includes a scholarship program for 20 disadvantaged youth

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Health Care Organizations Partnering with HempsteadWorks to Address Skills Shortages

• Catholic Health Systems, Inc.

• CVS/Pharmacy, Inc.

• Long Beach Medical Center

• North Shore University Hospital

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Colleges and Universities Partnering with HempsteadWorksto Address Skills Shortages

• Adelphi University

• Farmingdale State University

• Hofstra University

• Molloy College

• Nassau Community College

• New York Institute of Technology

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HempsteadWorks Health Care Strategic Planning Forums

• March 1 and June 17, 2004 at Hofstra University, facilitated by Greg Newton of Greg Newton Associates

• April 21, 2004 at the HempsteadWorks Career Center, facilitated by CVS/Pharmacy, Inc.

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Sample Resource Leveraging Plan

# Funding Source Strategy

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TANF Health Worker Training Initiative – Hospital Sector RFA (NYSDOL)

Train TANF eligible new hires as Nurse Aides

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Supplemental General Hospital Recruitment and Retention Rate Adjustment Program RFA (NYSDOH)

Equip incumbent workers in various occupations with the skills necessary to retain their current positions

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Moving New York Forward: Career Ladders RFP (NYSDOL)

Train entry level, incumbent workers to move up to the position of Senior Biller

4.

WIA Adult Formula Customized Training Train Bed & Bath and Comfort Squad incumbent workers to move up to Nurse Aide

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WIA Statewide Assessment of Local Skills Shortages Phase II RFA (NYSDOL)

Train incumbent workers at various career ladder rungs to advance to R.N.

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Health Workforce Retraining Initiative RFP (NYSDOL/NYSDOH)

Train incumbent workers and new hires to gain skills not addressed by other sources.

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More Information

• www.workforcenewyork.org• www.hempsteadworks.com