Upload
others
View
1
Download
0
Embed Size (px)
Citation preview
Is a Nursing Shortage on the Way in California?
April 20, 2017
Today’s presenters
§ Joanne Spetz
• Professor, Philip R. Lee Institute for Health Policy Studies, University of California, San Francisco
§Teri Hollingsworth
• Vice President, Human Resources Services, Hospital Association of Southern California
§ Judee Berg
• Chief Executive Officer, HealthImpact (formerly the California Institute for Nursing and Health Care)
2
Goals for this webinar
§ Learn how Chief Nursing Officers perceive the current RN labor market
§Track the latest hospital vacancy and turnover data
§Understand how recently-graduated nurses are faring
§Answer the question: Is there an RN shortage in California?
• Will there be one in the future?
§Assess next steps for ensuring an adequate nurse supply
3
The work presented today is supported by…§Funders
• Betty Irene Moore Nursing Initiative (legacy funding)
• Kaiser Permanente Northern California
• California Board of Registered Nursing
§Acknowledgements & thanks to…
• FutureSense LLC
• UCSF Staff & Interns: Lela Chu, Tim Bates, Amy Shinoki, Lena Libatique
4
What is going on in our RN labor market?
§Newspaper stories of new graduates who are unemployed
§Hospital reports of inability to fill key nursing positions
§Anecdotes about using more contract nurses
§What will happen next?
5
Goals for this webinar
§ Learn how Chief Nursing Officers perceive the current RN labor market
§Track the latest hospital vacancy and turnover data
§Understand how recently-graduated nurses are faring
§Answer the question: Is there an RN shortage in California?
• Will there be one in the future?
§Assess next steps for ensuring an adequate nurse supply
6
Survey of Chief Nursing Officers
§Fielded by UCSF
§Web-based survey with option to return paper survey via fax or email
§ 8 surveys conducted
• Fall 2010, Spring 2011, Fall 2011, Spring 2012, Fall 2012, Fall 2013, Fall 2014, Fall 2015
• Fall 2016 survey: 104 facilities represented
7
Perceptions of employers: Overall labor market
34.3%
40.1%
18.4%
8.6%
5.5%
4.7%
5.3%
55.2%
46.9%
49.0%
32.3%
45.2%
43.9%
30.9%
7.6%
6.8%
13.1%
18.7%
19.8%
6.8%
11.8%
2.9%
5.6%
12.6%
26.8%
17.1%
23.6%
27.0%
0.6%
6.8%
13.6%
12.4%
20.9%
25.0%
0% 20% 40% 60% 80% 100%
2016
2015
2014
2013
2012
2011
2010High demand: difficult to fill open positionsModerate demand: some difficulty filling open positionsDemand is in balance with supplyDemand is less than supply availableDemand is much less than supply available
8
Differences across regions: Overall RN labor market
9
4.1
4.3
4.5
3.9
4.2
5.0
1.0 2.0 3.0 4.0 5.0
Sacramento & North
SF Bay
Central CA
LA
Inland Empire
S. Border
2016201520142013201220112010
Differences across regions: Experienced RNs
10
4.3
4.1
4.6
4.1
4.6
5.0
1.00 2.00 3.00 4.00 5.00
Sacramento & North
SF Bay
Central CA
LA
Inland Empire
S. Border
2016201520142013
Differences across regions: New Grad RNs
11
2.6
2.0
3.2
2.2
2.1
1.5
1.0 2.0 3.0 4.0 5.0
Sacramento & North
SF Bay
Central CA
LA
Inland Empire
S. Border
2016201520142013
Rural vs. urban perceptions
4.8
4.2
1.0
1.5
2.0
2.5
3.0
3.5
4.0
4.5
5.0
Rural Non-Rural
2010201120122013201420152016
12
Average ranking of the RN market by position
4.34.0 3.9 3.8
2.6 2.4 2.3
1.01.52.02.53.03.54.04.55.0
13
Change in employment in the past year (2015 - 2016)
66.3%
60.0%
35.3%
35.0%
38.2%
26.7%
30.0%
27.6%
40.0%
53.9%
63.0%
56.9%
53.3%
66.0%
6.1%
0.0%
10.8%
2.0%
4.9%
20.0%
4.0%
0% 20% 40% 60% 80% 100%
New RN graduate
NP
Experienced RN
Aide/assistant
Other RN
LVN
CNS
Increased employment No change Decreased employment
14
Hiring requirements and preferences
52.3%
4.6%
69.5%
21.2%
51.9%
3.8%
53.8%
31.7%
0% 20% 40% 60% 80% 100%
Minimum experience requirement
Baccalaureate degree required
Baccalaureate degree preferred
No specific requirements
2016 2015 2014 2013 2012 2011
15
Plans regarding BSN-educated nurses, 2015
§ 67% plan to increase the share with BSN (75% in 2015;; 71% in 2014;; 66% in 2013)
§ 9.9% require that hired RNs obtain a BSN within a certain time (8.7% in 2015)
§ 56.3% require a BSN for promotion beyond staff nurse
§ 39% differentiate RN salary by education degree (32% in 2014 & 2015)
16
Challenges to increasing the share of BSN-educated RNs
§Most common barriers to increasing share with BSN:
• Lack of interest among incumbent RNs
• Lack of tuition reimbursement funds
• Lack of funds for financial incentives
• Scheduling / staffing barriers
• Lack of BSN nurses in community
• Lack of BSN programs in community
17
Overall hiring expectations for the next year
31.4%23.5%
31.2% 35.1%47.7%
65.4% 60.2%
50.0% 67.8% 51.6% 50.0%
48.1%
33.2% 37.9%
18.6%8.7%
17.2% 14.9% 4.2% 1.5% 1.9%
0%
25%
50%
75%
100%
Hire fewer than last year
No change
Hire more than last year
18
Expected RN hiring by care setting for next year (2016 - 2017)
67.3%
32.4%
30.8%
16.7%
44.0%
29.7%
64.9%
69.2%
80.6%
54.9%
3.0%
1.1%
0% 20% 40% 60% 80% 100%
Inpatient care
Ambulatory care
Home health
Long-term care
Case management
Increased hiring No change Decreased hiring
19
Percent of new hires that were new graduates
34%
6%
26%
32%
15%
31%29%
7%
24%
33%
20%
31%32%
8%
28%
0%5%10%15%20%25%30%35%40%
Full-time Part-time Overall
Fall 2012 Fall 2013 Fall 2014 Fall 2015 Fall 2016
20
Residency programs for non-employee new graduates, Fall 2016
§About 1/5 of hospitals reported a residency program• Similar rate as last survey• 64% paid program
§77% of hospitals said 75-100% of residency completers were hired in last year• 23% said they hired less than 25%
21
Residency programs for non-employee new graduates, Fall 2016
0% 20% 40% 60% 80% 100%
Medical-surgical
Emergency
Critical care
OR/Peri-op
Obstetrics/newborn
Pediatrics/neonatal
Ambulatory care
Psychiatry
Rehabilitation
22
Hiring expectations for new graduates
21.6% 22.3% 24.1%35.1%
47.3% 48.5%
59.7% 55.4%61.1%
57.2%49.2% 48.5%
18.7% 22.3% 14.8% 7.7% 3.5% 2.9%
0%
25%
50%
75%
100%
2011-2012 2012-2013 2013-2014 2014-2015 2015-2016 2016-2017
Increase hiring No change Decrease hiring
23
Reasons for expected increase in new graduate hiring• Lack of available experienced RNs
• Expected retirement of incumbent RNs
• Recently developed relationships with RN education programs to prepare new graduates for needed roles
• Recently developed mentoring programs for new graduates
24
Goals for this webinar
§ Learn how Chief Nursing Officers perceive the current RN labor market
§Track the latest hospital vacancy and turnover data
§Understand how recently-graduated nurses are faring
§Answer the question: Is there an RN shortage in California?
• Will there be one in the future?
§Assess next steps for ensuring an adequate nurse supply
25
Quarterly hiring of full-time personnel, HASC Survey, Fall 2013 - Fall 2016
3.5%
2.5% 2.5%
3.9%
4.5%
2.3%2.7%
3.6%4.0%
2.6%2.2%
5.6%
3.7%
5.2%
4.4%
3.6%
0.0%
1.0%
2.0%
3.0%
4.0%
5.0%
6.0%
Staff RNs Other RNs LVNs Aides
2013201420152016
26
RN Vacancies, HASC Survey, 2010 - 2016
3.4%4.0%
3.2%
4.2%4.8%
6.9%
5.9%
0.0%
1.0%
2.0%
3.0%
4.0%
5.0%
6.0%
7.0%
8.0%
All RNs
Fall 2010Fall 2011Fall 2012Fall 2013Fall 2014Fall 2015Fall 2016
27
Quarterly turnover of full-time personnel, HASC Survey, Fall 2013 - Fall 2016
2.3%
3.4%3.1%
2.8%2.6%2.9%
3.7%
2.5%
3.2% 3.3% 3.3% 3.3%
2.5%
5.9%5.4%
4.3%
0.0%
1.0%
2.0%
3.0%
4.0%
5.0%
6.0%
7.0%
Staff RNs Other RNs LVNs Aides
2013201420152016
28
Per Diem, Contract, and Agency RN Staff as Percent of Current Staff
0%
2%
4%
6%
8%
10%
12%
14%
16%
2010 2011 2012 2013 2014 2015 2016
Per DiemContractAgency
29
Goals for this webinar
§ Learn how Chief Nursing Officers perceive the current RN labor market
§Track the latest hospital vacancy and turnover data
§Understand how recently-graduated nurses are faring
§Answer the question: Is there an RN shortage in California?
• Will there be one in the future?
§Assess next steps for ensuring an adequate nurse supply
30
2015 – 2016 Study TeamNew Graduate Nurse Employment
§HealthImpact
§California Board of Registered Nursing
§Association of California Nurse Leaders
§California Student Nurses Association
§Funder: Kaiser Permanente Northern CA
31
2015-2016 New Graduate Nurse Survey
§Sample Size: Random 50% of 8,280
§RNs newly licensed between September 2015 and August 2016
§Response Rate: 28%
§Response Rate Year Before: 12%
32
New Graduate Nurse Profile
47.7
45.8
5.8
0%10%20%30%40%50%60%70%80%90%100%
Degree
MSNBSNADN
33
New Graduate Nurse Profile
25.7
18.7
15.7
10.6
9.6
6.7
5.03.9 2.5 1.7
LAOrange/Inland SF Bay AreaNorthern CASan DiegoCentral ValleySacramentoCentral CoastOut of StateN Sac Valley
34
New Graduate Employment
57% 57% 54%59%
65%74%
85%
0%10%20%30%40%50%60%70%80%90%
2010 2011 2012 2013 2014 2015 2016
% Employment
35
Some Regional Differences
0%10%20%30%40%50%60%70%80%90%100%
2015 2016
LA County
SF Bay
Orange/Inland
N CA
San Diego/ImperialCentral Valley
Sacramento
36
Employment rate varies by education
37
53% 55%59%
55%
63%67%
62%
70%
58%
76% 78%
50%
83%89%
64%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
AD BSN ELM*
20122013201420152016
*Small ELM response rate in the 2015 New RN Graduate Hiring Survey
Importance of BSN Degree
2012 2013 2014 2015 2016
Hospitalemployers who prefer/require a BSN degree upon hire
74.1% 75.2% 80.4% 80.5% 85.3%
No job offer dueto lack of BSN degree
35.0% 37.8% 38.5% 30.1% 39.5%
38
Where are New Graduates Working?
Hospital Inpatient67.6%
Hospital Outpatient15%
Community Settings6%
LTC/Rehab6.7%
Behaviorial Health2%
Home Health1.5%
Other1%
Corrections0.3%
39
Participation in a Transition to Practice/Residency Program
§Employer Provided Participation– 42.4%
§School of Nursing Provided Participation– 5.2%
Total Participation = 47.6%
of New Graduates Participated in a
Transition to Practice Program
40
Length of Transition toPractice/Residency Programs
0%5%10%15%20%25%30%35%
41
Reasons for Hiring Difficulty
§No Experience
§BSN Preferred Degree
§No Positions Available
42
Goals for this webinar
§ Learn how Chief Nursing Officers perceive the current RN labor market
§Track the latest hospital vacancy and turnover data
§Understand how recently-graduated nurses are faring
§Answer the question: Is there an RN shortage in California?
• Will there be one in the future?
§Assess next steps for ensuring an adequate nurse supply
43
What is happening now?
§There is current and anticipated job growth
• Inpatient care growth in census and higher acuity
• Ambulatory care growth
§Shortage of experienced RNs
• Operating Room
• Labor & Delivery
• Emergency Department
• Intensive care
§Expected retirements of RNs
44
California RN graduations per year
6,158
11,512 11,191
0
2,000
4,000
6,000
8,000
10,000
12,000
14,000
45
Best supply and demand forecasts for RNs, 2015-2035
46
0
50,000
100,000
150,000
200,000
250,000
300,000
350,000
400,000
450,000
Best Supply ForecastNational 25th percentile FTE RNs/populationOSHPD hours per patient day-based forecastLow Supply Forecast (low count & employment)National average FTE RNs/population
Goals for this webinar
§ Learn how Chief Nursing Officers perceive the current RN labor market
§Track the latest hospital vacancy and turnover data
§Understand how recently-graduated nurses are faring
§Answer the question: Is there an RN shortage in California?
• Will there be one in the future?
§Assess next steps for ensuring an adequate nurse supply
47
Concerns for workforce policy
§What education changes are needed to ensure new graduates have the right skills?
§As care models evolve and shift where and how health care is delivered, what is the impact on nursing education?
§How do we foster opportunities to gain on-the-job skills and pursue additional education?
§There is a stabilization in the number of new graduates per year in the state
• Will there be enough nurses in the right place with the right skills in the future?
§Employers prefer to hire nurses with a baccalaureate or higher degree. How do we increase capacity in RN to BSN programs and maintain quality?
48
Solutions
§Employers: Partner with schools
• Invest in new graduate hiring
‒ Less expensive than a shortage
§ Recruitment costs
§ Costs of patient care lapses
§ Costs of rapid wage increases
• Invest in transition to practice/residency programs
• Invest in transition in practice programs
• Provide clinical faculty
• Flexible scheduling for RNs pursuing advanced degrees
49
Solutions
§Educators: Partner with employers
• Offer electives in the clinical areas of shortage
• Ensure streamlined education progression
• Expand partnerships beyond acute care settings
• Include employers in education program content discussions
§Policymakers: Maintain education capacity
• Do not let enrollments drop
• Support scholarship programs such as the HPEF programs
• Explore non-traditional clinical placement settings and use of simulation
50
Check out the UCSF website!http://rnworkforce.ucsf.edu
57
Interactive data displays
57
Also go to the BRN websiteForms & Publications
53
Questions?
Thoughts?
Ideas?
Perspectives?
54