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2010 NAO Conference
The Centrality of Healthcare Workforce Research to the AHEC
Linda M. LaceyDirector, Office for Healthcare Workforce Analysis & PlanningSouth Carolina AHEC
Abstract
• Understanding the extent to which AHEC-sponsored recruitment and retention programs are meeting their intended goals requires some knowledge of the broader context in which those programs operate.
• The basic elements used in workforce analysis will be reviewed and the role of healthcare workforce research in program planning and evaluation will be examined.
What is healthcare workforce analysis?
• Counts of supply
• Assessment of the educational pipeline capacity and production of new graduates
• Measures of need or demand for the specific type of healthcare professional being studied
• Assessment of balance between supply and demand
• Forecasting the future: supply/demand
What is the value of healthcare workforce analysis?
• Historical analyses allow you to measure progress toward a goal
• Is diversity increasing? At what pace?
• Provides an evidence-based starting point for policies and programs
• Should state $$ be used to build a new dental school or support community college allied health programs?
• Forecasting can warn of problems up the road• Aging of the primary care workforce in rural areas
What is needed to do workforce analysis?
• Data
– Accessible
– Reliable / consistently measured
– Valid / accurate counts
• Potential Data Sources
– State licensure boards for head counts
– University and community college systems for pipeline capacity and graduates
– Various sources for need / demand data
What is needed to do workforce analysis?
Other data sources:
• HRSA – for forecast models & baseline estimates of physicians and nurses
• AAMC – state-level data for primary care and specialist physicians / resident counts
• National associations for healthcare professionals
• National associations for educational programs
• National associations for licensing boards
Critical elements for counting supply
• License status
• Workforce status• Yes / No
• Full time / Part time or Hours per Week
• Practice location (geography)
• Practice setting and/or specialty
• Personal demographics: age, race, gender, education
Critical elements for counting the pipeline
• Inventory of active education programs
• Count of seats in each program (student capacity )
• Count of graduates from each program
• Information about exam pass rates (if applicable)
• Number, type and location of residency programs
Critical elements for assessing need or demand• Need Assessment
– Population counts by county
• By age / race / gender
– Expert panel to determine staffing levels
• Demand Assessment– Service delivery incidents / volume
• By type / severity / location
• Linked to patient/population characteristics
– Knowledgeable analyst or econometric model
This is a lot of work.
What’s the pay off?
Example: Are there areas of the state where we should concentrate diversity improvement programs?
Example: Where is the need for geriatric CE greatest?
Example: What types of employers are dealing with an aging workforce?
# of LPNs
% of LPNs # of RNs
% of RNs
All Employment Settings Under 40 3,039 33.5% 12,491 37.1%
AGE 40 - 54 3,932 43.3% 14,393 42.7%AGE 55 + 2,102 23.2% 6,788 20.2%
Total - All Ages 9,073 33,672
Home Health Under 40 83 30.4% 428 32.2%AGE 40 - 54 104 38.1% 598 45.0%AGE 55 + 86 31.5% 302 22.7%
273 1,328
Hospitals Under 40 544 28.1% 9,357 43.1%AGE 40 - 54 884 45.6% 8,952 41.3%AGE 55 + 509 26.3% 3,380 15.6%
1,937 21,689
Long Term Care Under 40 1,304 37.2% 377 24.4%AGE 40 - 54 1,409 40.2% 616 39.9%AGE 55 + 788 22.5% 551 35.7%
3,501 1,544
Medical Offices Under 40 566 36.0% 522 32.6%AGE 40 - 54 705 44.8% 685 42.8%AGE 55 + 301 19.1% 393 24.6%
1,572 1,600
School of Nursing Under 40 na na 90 15.1%AGE 40 - 54 na na 258 43.4%AGE 55 + na na 247 41.5%
595
Questions? Comments?
Thank you.
See our website coming soon: www.officeforhealthcareworkforce.org
Or follow us on Twitter: www.Twitter.com/SCOHWAP