Regional Workforce Trends and Employer Staffing Needs

Partnerships to Address Health Care Shortages

in Nursing June 26, 2013

What are we going to do next?

Look at some data and statistical information.

Compare it to what we know and are experiencing in our organizations and programs.

Discuss – Offer feedback . . .

Central WIAOccupational Employment

2010-2020 Long-Term Projections

Occupation Estimate2010

Projected 2020

% Change

Home Health Aides 2,710 4,080 50.6%

Personal Care Aides 1,590 2,200 38.4%

Registered Nurses 6,690 7,920 18.4%

LPNs 2,220 2,410 8.6%

Nursing Aides 4,300 4,580 6.5%

Data Source: PA Department of Labor & Industry, Center for Workforce Information & Analysis

Due to Growth

Due to Replace. Total

137 35 172

61 13 74

124 121 245

19 59 78

28 56 84

Average Annual Openings

Personal & Home Care Aides

Occupation # of Ads

Registered Nurses 296

Personal & Home Care Aides 116

LPNs 89

Home Health Aides 78

Online Help Wanted Online Active Ads

in April 2013

Central Workforce Investment AreaJune 24, 2013

Jobs De-duplication Level 2

Occupation # of Jobs Advertised Online

Registered Nurses 472

Licensed Practical Nurses 113

Nursing Aides 110

Home Health Aides 58

Personal Care Aides 19

Current Nursing Workforce

2012 Pulse of PA’s LPN Workforce Report

Of the LPNs who responded to the survey:

43% worked as a CNA before attending a practical nursing program

Average age was 46.3 years

The largest employed age group: 55 – 59 years

Current Nursing Workforce

Pulse of PA’s RN Workforce Report

RNs age 45 and up account for 63% of the RN workforce.

50% are age 50 and older

The Cost of Employee Turnover

According to the Society for Human Resource Management:

“It costs about 38 percent of an employee’s annual earnings to replace her, which includes training and recruitment as well as the costs of the separation process and losses in productivity because of the disruption in workflow.

The Average Cost to Train a New Employee By Wilhelm Schnotz, Demand Media

http://smallbusiness.chron.com/average-cost-train-new-employee-44072.html <Retrieved 6/7/2013>

According to the U.S. Department of Labor, it costs one-third of a new hire's annual salary to replace them. Direct costs include advertising, sign on bonuses, headhunter fees and overtime.  Indirect costs include recruitment, selection and training and decreased productivity while current employees pick up the slack.

The Cost of Employee Turnover

Average turnover costs, $8.00 an hour employee, using only the lowest 10 of 15 estimates:

$5, 505 .80 

Compilation of Turnover Cost StudiesSasha Corporationhttp://www.sashacorp.com/turnframe.html<Retrieved 6/25/2013>

Nursing ShortagesIncreasing need for health care services

Aging populationAvailability of health care and health

insurance

Workforce and educational issues

Aging workforce - nurse retirementsFewer individuals entering health care educational programsLack of training opportunities – difficulty

obtaining certifications

Employee retention issues

Employee turnover

Does our data reflect reality?

Are you experiencing the same trends ?

Are we seeing a demand for nurses at all levels because of the factors we described earlier?

What positions are you having difficulty filling?

Do you have other staffing issues not reflected in the data?

Is on-going training for current staff a challenge for you?

Discussion