NEW YORK S GROWING DEMAND
|
|
- Howard Parker
- 8 years ago
- Views:
Transcription
1 Nurses and Allied Health Professionals NEW YORK S GROWING DEMAND Results from the 2011 Health Care Professionals Workforce Survey JUNE 2011 Published by
2 The 2011 Health Care Professionals Workforce Survey was conducted by in collaboration with WNYHA Western New York Healthcare Association
3 The demand for nurses and allied health professionals in New York is on the rise as the state begins to emerge from the recession and new health care reform initiatives take hold. During 2010 (the period covered by this report), 40% of the hospitals that responded said they anticipated overall growth in demand for staff and in particular for registered nurses (RNs), physician assistants (PAs), and nurse practitioners (NPs). They also reported higher vacancy rates for these and other allied professionals. Survey respondents indicated that many of these types of professionals were very difficult to recruit, either because of shortages or competition. This contrasts with last year s survey, when respondents saw lower vacancy and turnover rates due presumably to the economic recession, and 40% reported reducing staff, 32% were implementing hiring freezes, and 25% were planning layoffs. Nurses and Allied Health Professionals: New York s Growing Demand includes responses received from a 2011 survey of New York State hospitals to assess the staffing levels of nurses and allied health professionals in The survey covered 2010 vacancy and turnover rates; recruitment and retention challenges; nursing degree distribution; and hospital subsidies of nursing education. The findings reported represent 105 hospitals/health systems, a 58% response rate. The Healthcare Association of New York State (HANYS) and Greater New York Hospital Association (GNYHA) conducted the 2011 Health Care Professionals Workforce Survey in collaboration with the State University of New York (SUNY) Center for Health Workforce Studies (CHWS) with support from Western New York Healthcare Association (WNYHA), Rochester Regional Healthcare Association (RRHA), Iroquois Healthcare Alliance (IHA), Northern Metropolitan Healthcare Association (NorMet), and Nassau-Suffolk Hospital Council (NSHC). The report provides statewide and regional data. The Western New York and Rochester regions were combined due to their smaller response rates. The relatively higher turnover rates in this year s survey results suggest that an improvement in the overall health care workforce job market is prompting nurses and allied health professionals to change jobs. According to the U.S. Bureau of Labor Statistics, the recession resulted in a loss of 8.4 million jobs, but health care gained 732,000 jobs over the same period. As the nation recovers from the recession, the health care and social assistance sector seems to be proving more resilient than other industries, with more than 19,000 jobs added over the past year in New York, according to the New York State Department of Labor (DOL). Nursing and allied health professionals are among the fastest growing segment for jobs, with a reported addition of 5,000 private sector jobs in March 2011 alone. DOL considers employment prospects for nursing and other health care jobs as highly favorable and indicates a growing demand for these positions. NURSES AND ALLIED HEALTH PROFESSIONALS: NEW YORK S GROWING DEMAND JUNE
4 In a CHWS April 2010 report, The Health Care Workforce in New York 2008, the number of professional licensees registered with the state grew as follows between 2003 and 2008: GROWTH IN NUMBER OF LICENSEES BY PROFESSION, % 21% 14% 13% 10% 7% Physician Assistants Nurse Practitioners Physical Therapists Social Workers Occupational Therapists Licensed Practical Nurses In that same report, all regions of the state showed health sector job growth between 2003 and Similarly, this Survey found that 40% of responding hospitals anticipated an overall job growth in coming months. The percentage of respondents anticipating growth by type of health care staff was as follows: ANTICIPATED GROWTH, % 34.3% 31.4% 25.7% 23.8% 14.3% RNs Physician Assistants Nurse Practitioners Certified Nurse s Aides Coders Pharmacists 2 NURSES AND ALLIED HEALTH PROFESSIONALS: NEW YORK S GROWING DEMAND JUNE 2011
5 NURSES Hospitals reported much higher nurse vacancy and turnover rates for 2010 than in Nearly 50% of respondents expected their nursing staff to grow over the next few months and 47% reported that experienced nurses are very difficult to recruit. Demand for nurses is likely to grow for several reasons. As has been the case for more than a decade, the average age of a nurse is on the rise, with more than 50% of RNs in the state being 50 years or older. Simultaneously, there is a growing population of elderly people with multiple chronic conditions, along with an increased overall complexity of disease, creating an increased demand on health care resources. Further, implementation of the federal Affordable Care Act (ACA) and related activities is expected to expand the scope of practice for nursing and allied health professionals and increase demand for them. According to another recent CHWS report, 12% of currently active nurses in New York expect to leave their current position in the coming year. Of those, 24% said they will retire (about 4% of all active nurses). This represents a loss of about 8,100 RNs in the coming year. The retirement rate reported in the 2011 Health Care Professionals Workforce Survey was 4.2% for the same period. RETIREMENT RATES FOR RNS BY NEW YORK STATE REGION, 2011 NURSES AND ALLIED HEALTH PROFESSIONALS: NEW YORK S GROWING DEMAND JUNE
6 Responses from the 2010 nursing and allied workforce survey report suggest that the economy played a major role in keeping vacancy and turnover rates unusually low over the last year and declining over the last two years. Older nurses were reluctant to retire and nurses who had left the nursing profession were returning. As reported in last year s workforce survey report, what resulted was a large number of newly graduating nurses who were unable to find jobs, giving a temporary indication that the nursing shortage had receded. RN VACANCY AND TURNOVER IN NEW YORK HOSPITALS, The above chart shows that the New York State RN vacancy rate increased to 6.1% in 2010 from 3.6% in 2009, mirrored by significant growth in turnover. Consistent with responses on vacancy rates, hospitals described recruitment of experienced RNs as very difficult. While nearly 47% of responding facilities statewide reported recruitment difficulties, some regions reported even greater challenges, with 62% of the Northern Metropolitan (Hudson Valley) region indicating recruitment difficulties, followed by New York City (58%) and the Northeastern regions (53%). However, once recruited, only 11% of respondents indicated that nurses were difficult to retain. 4 NURSES AND ALLIED HEALTH PROFESSIONALS: NEW YORK S GROWING DEMAND JUNE 2011
7 The chart on the right shows the specific reasons respondents cited for their recruitment difficulties. HOSPITAL-REPORTED REASONS FOR DIFFICULTIES RECRUITING EXPERIENCED RNS, 2010 Percent Reporting Recruitment Difficulty 47% Of this 47%, the following reasons were noted: Shortage of Workers Competition for Experienced RNs Salary Levels 41% 73% 29% HOSPITALS REPORTING RECRUITMENT DIFFICULTY FOR EXPERIENCED RNS BY REGION, 2010 While 71% of respondents in the Central New York region attributed the recruitment difficulties to the nursing shortage, other regions responded in greater numbers to competition for experienced nurses. NURSES AND ALLIED HEALTH PROFESSIONALS: NEW YORK S GROWING DEMAND JUNE
8 Regional differences in competition for experienced RNs were reported as listed on the right. PERCENT REPORTING COMPETITION FOR EXPERIENCED RNS, 2010 Western NY/Rochester Central NY Northeastern NY Northern Metropolitan 79% 71% 59% 85% Long Island 87% New York City 63% Anticipated Growth in Demand for RNs in the Coming Year As the chart below indicates, nearly half of responding hospitals anticipate growth in the demand for nurses in the coming year. This number is much higher on Long Island, where nearly 80% of respondents anticipate a growth in demand. PERCENT OF RESPONDING HOSPITALS THAT ANTICIPATE GROWTH IN DEMAND FOR RNS, NURSES AND ALLIED HEALTH PROFESSIONALS: NEW YORK S GROWING DEMAND JUNE 2011
9 Nursing Education Levels The Institute of Medicine s (IOM) 2010 report, The Future of Nursing: Leading Change, Advancing Health, made several health care reform recommendations, including improving nursing education and collecting data for workforce planning and policy making. IOM recommended increasing the proportion of nurses with a Bachelor of Science in Nursing (BSN) degree to 80% of the workforce by According to CHWS, across the state, only 33% of RNs have a BSN. Of these, only 19.2% are in upstate New York and 18% are in northeastern New York, compared to 48.3% in the downstate region. These disparities could likely be attributed to a lack of access to BSN programs, as more of these nursing education programs are located downstate. Further, while approximately 9,800 new nurses graduated in the past year in New York State, only 13% (about 1,200 nurses) of these graduates completed their BSN. STATEWIDE DISTRIBUTION OF NURSING DEGREES, 2010 MSN, 5.2% PhD, 0.2% BSN, 33.0% Associate, 43.7% Diploma, 6.3% NURSING DEGREES UPSTATE, 2010 NURSING DEGREES DOWNSTATE, 2010 Notes: Figures may not sum to 100% due to survey responses. MSN: Master of Science in Nursing PhD: Doctorate NURSES AND ALLIED HEALTH PROFESSIONALS: NEW YORK S GROWING DEMAND JUNE
10 REGIONAL DISTRIBUTION OF NURSING DEGREES, 2010 Statewide Western NY/Rochester Central NY Northeastern NY Associate Degree 43.7% 47.9% 69.0% 52.8% Northern Metropolitan 39.6% Long Island 35.4% Diploma BSN MSN PhD 6.3% 7.3% 4.6% 13.9% 5.0% 5.8% 33.0% 21.3% 23.2% 18.8% 20.1% 41.7% 5.2% 1.9% 2.9% 4.5% 1.9% 8.5% 0.2% 0.3% 0.3% 0.3% 0.0% 0.1% New York City 30.0% 2.7% 54.5% 7.6% 0.2% Notes: Figures may not sum to 100% due to survey responses. MSN: Master of Science in Nursing PhD: Doctorate The 2011 survey also asked how many hospital nurses were pursuing a higher level of education in 2010, and while the numbers are encouraging, they again reveal regional disparities. Of those pursuing a BSN, 34% are on Long Island and 26% are in New York City. Of those pursuing an MSN, 30% are located on Long Island and 47% are in New York City; and, of those pursuing a doctoral degree, 50% are located in New York City and 24% are on Long Island. The percentages of those pursuing degrees upstate are much smaller. NUMBER OF NURSES PURSUING HIGHER EDUCATION, 2010 Certified Nurse s Aide to Licensed Practical Nurse (LPN) LPN to RN Associate to BSN BSN to MSN ,889 1,631 MSN to PhD 62 8 NURSES AND ALLIED HEALTH PROFESSIONALS: NEW YORK S GROWING DEMAND JUNE 2011
11 When asked about strategies that hospitals employ to encourage further nursing education, 43% of responding hospitals indicated that they provide on- or off-site RN to BSN programs, and 27% provide on- or off-site BSN to MSN programs. Consistent with other findings related to higher education, these percentages are higher in the Long Island and New York City regions. This is reflected in the chart below, where, unlike in other regions, most hospitals in the Long Island and New York City regions did not indicate that proximity to a nursing program is a barrier to nurses pursuing higher degrees. BARRIERS TO PURSUING HIGHER NURSING DEGREES BY REGION, 2010 Statewide Western NY/ Rochester Central NY Northeastern NY Northern Metropolitan Long Island New York City Family Responsibilities 89% 93% 86% 88% 77% 87% 96% Courses Conflict with Work Schedule 76% 64% 64% 65% 92% 87% 79% Need for Financial Assistance 62% 71% 79% 88% 54% 17% 75% Lack of Reasonable Proximity to RN Program 25% 21% 21% 29% 77% 13% 8% Prerequisite Requirements 20% 21% 14% 12% 39% 9% 29% NURSES AND ALLIED HEALTH PROFESSIONALS: NEW YORK S GROWING DEMAND JUNE
12 Hospitals are well aware of the barriers to nurse education and are responding accordingly. For example, nearly all hospitals provide tuition reimbursement to nurses and a substantial majority work with nurses schedules to accommodate their continuing education efforts. The various strategies that hospitals have employed are listed by their rate of use and region below. STRATEGIES TO ASSIST NURSES IN FURTHERING THEIR EDUCATION BY REGION, 2010 Statewide Western NY/ Rochester Central NY Northeastern NY Northern Metropolitan Long Island New York City Tuition Reimbursement 96% 93% 100% 94% 100% 100% 92% Scheduling Changes 85% 86% 50% 88% 92% 87% 96% Providing On- or Off-site RN to BSN 43% 43% 29% 47% 23% 57% 46% Scholarships 37% 64% 29% 59% 31% 17% 33% 10 NURSES AND ALLIED HEALTH PROFESSIONALS: NEW YORK S GROWING DEMAND JUNE 2011
13 ALLIED HEALTH PROFESSIONALS Responses to the survey indicate the strong need for allied health professionals will likely grow as more New Yorkers become insured through ACA and aging baby boomers continue to place a growing demand on the health care system. The 2011 survey collected information from hospitals on vacancy, turnover, recruitment, and retention for a large subset of health care professionals. What follows is a summary of these responses by the various professions. Nurse Practitioners and Physician Assistants With a growing shortage of primary care physicians and increasing demand for primary and preventive health services across the nation, the role that nurse practitioners (NPs) and physician assistants (PAs) perform in health care delivery will continue to expand and evolve. A recent Robert Wood Johnson Foundation report on the health care workforce found that team-based care and an expanded role for advance practice nurses could mitigate the shortage of primary care providers. Additionally, IOM s report, The Future of Nursing: Leading Change, Advancing Health recommended that nurses be allowed to practice to the full extent of their education and training. Legislation was introduced in New York to increase the scope of practice of NPs. Seventeen states across the country have already passed legislation to increase NP scope of practice, specifically by allowing NPs to practice without a collaborative agreement so that they can provide muchneeded services in areas with severe physician shortages. Responses to the 2011 Health Care Professionals Workforce Survey reflect the recommendations in these reports and legislation and reflect an increased demand for NPs and PAs in New York State. Thirty-one percent of survey respondents indicated a growth in demand for NPs and 34% indicated growth in demand for PAs in Vacancy rates have increased significantly since last year s survey based on 2009 data for both of these professions. Last year s report showed a 7.8% vacancy rate for NPs and a 4.5% vacancy rate for PAs. This year, those rates are 11.8% and 9.7%, respectively. While turnover rates for PAs remained stable compared to last year, NP turnover more than doubled, suggesting that NPs are indeed in increased demand. NURSES AND ALLIED HEALTH PROFESSIONALS: NEW YORK S GROWING DEMAND JUNE
14 VACANCY AND TURNOVER FOR NURSE PRACTITIONERS AND PHYSICIAN ASSISTANTS, Consistent with this year s hospital survey results, a recent study by CHWS on the supply and demand of health care workers found that the number of licensed NPs grew by 21% over a five-year period ( ), and the number of licensed PAs grew 30% over the same period. According to DOL, the employment prospects for PAs in New York are favorable. DOL does not include NPs as a specific category for its analysis. Nearly one-third of survey respondents indicate that NPs are very difficult to recruit, and 22% indicate that PAs are very difficult to recruit. In the CHWS 2010 report, The Healthcare Workforce in New York, 2008, recruitment difficulty for NPs and PAs in the hospital setting scored 3 on a scale of 1 to 5 (where 5 was most difficult). When these same data are broken down by region, Central New York emerges as the region where recruiting these professionals is most difficult, with 71% of Central New York hospitals reporting that NPs were very difficult to recruit and 64% indicating that PAs were very difficult to recruit. Central New York also is an area with a growing physician shortage. 12 NURSES AND ALLIED HEALTH PROFESSIONALS: NEW YORK S GROWING DEMAND JUNE 2011
15 For every allied health care profession, except radiologic technicians, vacancy rates rose relative to last year s survey. This year s survey added new categories, including clinical laboratory technologists and several health information technology (HIT) categories. While we cannot compare these new categories to past years, the vacancy rates reported for those categories in 2010 are listed at right. Notably, hospitals anticipated growth in several categories of professionals in which they also indicated challenges with recruitment. This was the case for medical coders, pharmacists, physical therapists, and clinical laboratory technologists. The highest vacancy rates across the state VACANCY RATES BY PROFESSION, 2010 Clinical Lab Technologist HIT Analyst HIT Technical Support HIT Program Manager 7.5% 6.5% 6.4% 4.8% were also seen in some of these same professions. These higher turnover rates could probably be attributed to the increased demand for these health care professionals and greater choice of available jobs. VACANCY RATES FOR ALLIED HEALTH PROFESSIONALS, NURSES AND ALLIED HEALTH PROFESSIONALS: NEW YORK S GROWING DEMAND JUNE
16 TURNOVER RATES FOR ALLIED HEALTH PROFESSIONALS, Anticipated Growth in Allied Health Professions The percentage of respondents indicating anticipated growth for the allied health professions (excluding RNs, PAs, and NPs discussed earlier in this report) is shown in the chart to the right. Hospital responses to questions about anticipated growth in clinical lab technologists varied by New York State region, with 35% in the Northeastern region and 70% in the Long Island region anticipating growth over the next year. Sixty-five percent of respondents on Long Island also predicted growth for medical coders and HIT program managers. PERCENT OF RESPONDENTS INDICATING GROWTH, 2010 Clinical Lab Technologists Certified Nurse s Aides Physical Therapists Medical Coders 29% 26% 27% 24% Pharmacists 14% 14 NURSES AND ALLIED HEALTH PROFESSIONALS: NEW YORK S GROWING DEMAND JUNE 2011
17 Staff Recruitment and Retention This year, the most difficult professions to recruit are noted to the right: Additionally, respondents were asked to cite reasons for recruitment difficulty and were given the following choices: shortage of workers, competition for workers, and salary levels. They were asked to check all that apply. Fifty-eight percent of respondents believe that there is a shortage of medical coders, and 49% believe there is a shortage of clinical laboratory technologists. Twenty-nine percent of hospitals cited competition as the reason for difficulty in recruiting PAs, and 45% stated that competition was the reason for difficulty in recruiting pharmacists. Thirty-nine percent of respondents cited competitive salary levels as the barrier to pharmacist recruitment. Retention of allied health care professionals does not appear to be a problem for respondents, with the exception of certified nurse s aides. PERCENT REPORTING DIFFICULTY RECRUITING, 2010 Medical Coders Clinical Lab Technologists Physical Therapists Pharmacists Respiratory Therapists HIT Analysts 55% 47% 44% 39% 33% 33% RECRUITMENT DIFFICULTIES OF SPECIFIED PROFESSIONALS BY REGION, 2010 Western NY/ Rochester Central NY Northeastern NY Northern Metropolitan Long Island New York City Medical Coders 69% 87% Pharmacists 57% 50% 41% 69% Clinical Lab Technologists 50% 59% 63% Physical Therapists 57% 47% 77% HIT Program Managers and Analysts 61% 42% *Please note: Blank gray boxes indicate insignificant findings. NURSES AND ALLIED HEALTH PROFESSIONALS: NEW YORK S GROWING DEMAND JUNE
18 Conclusion Implementation of ACA, along with the numerous reports related to the state of health care and the health care workforce including IOM s Future of Nursing report, all denote increasing demands on the health care workforce and an expansion of nursing and allied workforce scopes of practice. Nurses and allied health professionals are in demand nationally and, as indicated in this year s survey responses, in New York State. There is a corresponding shortage in many of the nursing and allied health care professions, as many experienced workers retire and the demands on the health care system increase. Additionally, for certain allied health professionals, including medical coders, clinical laboratory technologists, and pharmacists, there is not only a projected growth in demand, but recruitment challenges as well. It is difficult to know if these are issues specific to hospitals or are being experienced by other parts of the health care sector. More data are needed to better understand the nature of the workforce shortages New York State and the national health care industry are facing, as well as to develop appropriate strategies in addressing these supply and demand gaps. To this end, ACA established a National Health Care Workforce Commission, but the appointed members have not yet met, due in large part to a lack of funding. New York State was one of the first five national pilot states in which the Robert Wood Johnson Foundation is sponsoring the development of a Regional Action Coalition (RAC) to advance the recommendations put forth in the IOM Future of Nursing report. One of the goals of the New York State RAC is a focus to improve the data collection and information gathering infrastructure. HANYS, GNYHA, and the other allied associations will continue to advocate for and support both state and federal legislation that addresses workforce shortages for nurses and allied health professionals. Further, the associations will continue to work with the Governor s office, the State Legislature, and all relevant stakeholders in expanding the health workforce capacity to meet the growing demands of New York State s patients. We will work to ensure that any workforce expansion and redesign activities do not place unfunded burdens on facilities. Lastly, we will continue to advocate against any harmful workforce legislation. 16 NURSES AND ALLIED HEALTH PROFESSIONALS: NEW YORK S GROWING DEMAND JUNE 2011
19 HEALTHCARE ASSOCIATION OF NEW YORK STATE One Empire Drive, Rensselaer, NY (518)
A CHANGING, GROWING HEALTH CARE SECTOR
A CHANGING, GROWING HEALTH CARE SECTOR Demand Continues for More Nurses and Allied Health Care Professionals 2012 Nursing and Allied Health Care Professionals Workforce Survey Report The 2012 Nursing and
More informationNURSES NEEDED SHORT-TERM RELIEF, ONGOING SHORTAGE. Results from the 2010 Nursing Workforce Survey
NURSES NEEDED SHORT-TERM RELIEF, ONGOING SHORTAGE Results from the 2010 Nursing Workforce Survey JUNE 2010 IN COLLABORATION WITH WNYHA Western New York Healthcare Association Demand for nurses will continue
More informationNEW YORK S HEALTH CARE SECTOR: A CHANGING, GROWING WORKFORCE: Demand Continues for Health Care Professionals NEW YORK S HEALTH CARE SECTOR:
NEW YORK S HEALTH CARE SECTOR: A CHANGING, GROWING WORKFORCE Demand Continues for Health Care Professionals 2013 Nursing and Allied Health Care Professionals Workforce Survey Report 1 The 2013 Health Care
More information2014 Nursing and Allied Professionals Workforce. Survey Report. Healthcare Workforce: New Roles for a Changing Healthcare Delivery System
2014 Nursing and Allied Professionals Workforce Survey Report Healthcare Workforce: New Roles for a Changing Healthcare Delivery System About this Report This report summarizes the responses to the 2014
More informationACCESS TO CARE IN CRISIS: PHYSICIANS IN SHORT SUPPLY
HANYS ACCESS TO CARE IN CRISIS: PHYSICIANS IN SHORT SUPPLY HANYS 2008 PHYSICIAN WORKFORCE SURVEY NOVEMBER 2008 ACCESS TO CARE IN CRISIS: PHYSICIANS IN SHORT SUPPLY HANYS 2008 PHYSICIAN WORKFORCE SURVEY
More informationTopic: Nursing Workforce Snapshot A Regional & Statewide Look
Topic: Nursing Workforce Snapshot A Regional & Statewide Look Nursing Workforce in Texas 184,467 registered nurses (2011) Median age of RN is 47 (2011) Gender 89% Female and 11% Male (2011) Race/Ethnicity
More informationTHE DOCTOR CAN T SEE YOU NOW NEW YORK S PHYSICIAN SHORTAGE GROWS
THE DOCTOR CAN T SEE YOU NOW NEW YORK S PHYSICIAN SHORTAGE GROWS DECEMBER 2009 KEY FINDINGS HANYS 2009 Physician Advocacy Survey Physician retirements are offsetting recruitment, and little progress is
More informationNursing Workforce Competence in the State of Florida
Biennial Nurse Employer Survey: Capturing Florida Nurse Demand Mary Lou Brunell, MSN, RN Executive Director Visit us at: www.flcenterfornursing.org 1 Florida Statute 464.0195 Established in 2001, the FCN
More informationTrends in New York Registered Nurse Graduations, 1996-2014
Trends in New York Registered Nurse Graduations, 1996-2014 July 2014 The Center for Health Workforce Studies School of Public Health, University at Albany State University of New York One University Place,
More informationCT Allied Health Workforce Policy Board
CT Allied Health Workforce Policy Board Presentation to Sustinet Workforce Taskforce February 22, 2010 Dr. Alice Pritchard, Executive Director, CT Women s Education and Legal Fund The Connecticut Allied
More informationSchool of Public Health University at Albany, State University of New York
2006 Trends in New York Registered Nurse Graduations, 1996-2006 School of Public Health University at Albany, State University of New York New York State Registered Nursing Graduations, 1996 2006 April
More informationBaby Boomer Workforce Cliff
Baby Boomer Workforce Cliff Impact on Your Nursing Workforce and Steps You Can Take Now to Minimize i i the Shortage Baby Boomer Workforce Cliff Impact On Your Nursing Workforce and Steps You Can Take
More informationTrends in New York Registered Nursing Graduations, 1996 2009 March 2009
Trends in New York Registered Nursing Graduations, 1996 2009 March 2009 The Center for Health Workforce Studies School of Public Health, University at Albany 1 University Place, Suite 220 Rensselaer, NY
More informationEstimating Future RN Supply and Demand in South Carolina: 2008-2028
Policy Brief June 2014 Estimating Future RN Supply and Demand in South Carolina: 2008-2028 Nursing shortages disrupt the timely delivery of health care and jeopardize the safety of hospital patients. Being
More informationSchool of Public Health University at Albany, State University of New York
2015 Trends in New York Registered Nurse Graduations, 2005-2015 School of Public Health University at Albany, State University of New York Trends in New York Registered Nurse Graduations, 2005-2015 June
More information2015 Survey of Health Care Employers in Arizona: Home Health Agencies
2015 Survey of Health Care Employers in Arizona: Home Health Agencies Conducted for St. Luke s Health Initiatives by the UCSF Philip R. Lee Institute for Health Policy Studies Please contact Lela Chu for
More informationFlorida Hospitals Workforce Challenges: 2012 Workforce Survey Highlights
2012 Update DATA Brief Florida Hospitals Workforce Challenges: 2012 Workforce Survey Highlights November 2012 DATABrief 2012 FHA Workforce Survey: Nurse and Allied Health Recruitment and Retention A lthough
More informationSource: Center for Health Workforce Studies. (2006). New York Registered Nursing Graduations, 1996-2004. Rensselaer, NY: CHWS. http://chws.albany.
Testimony of Jana Stonestreet, Ph.D., RN Chief Nursing Executive, Baptist Health System, Before the House Subcommittee on Immigration, Citizenship, Refugees, Border Security and International Law June
More informationChanges in the Nursing Career Ladder
Emerging Career Pathways in the New York City Healthcare Workforce: Changes in the Nursing Career Ladder The City University of New York Office of the University Dean for Health and Human Services William
More informationRegistered Nurse Survey 2012 Executive Summary
Wisconsin Registered Nurse Survey 2012 Executive Summary wicenterfornursing.org Wisconsin Center for Nursing Mary Ellen Murray, PhD, RN, School of Nursing University of Wisconsin-Madison Judith Westphal,
More informationRegulatory and Legislative Action Since the September 2010 Membership Meeting:
MEMBERSHIP MEETING January 19, 2011 Delivery System Reform: Healthcare Workforce Issue: The passage of health reform will bring millions of newly insured individuals into the system and drive patients
More informationMARCH 2014 www.calhospital.org
Critical Roles: California s Allied Health Workforce Follow-Up Report MARCH 2014 www.calhospital.org Background In February 2011, the California Hospital Association (CHA) Workforce Committee released
More informationFlorida Pre-Licensure Registered Nurse Education: Academic Year 2011-2012
The information below represents the key findings regarding the pre-licensure RN (Associate Degree in Nursing, ADN, and Bachelor of Science Degree in Nursing, BSN) education system in Florida. Information
More informationIowa Legislative Fiscal Bureau. Iowa's Nursing Shortage. This Issue Review provides a comprehensive overview of the current nursing shortage in Iowa.
Iowa Legislative Fiscal Bureau I S S U E R E V I E W Dennis Prouty State Capitol (515) 281-5279 Des Moines, IA 50319 FAX 281-8451 September 20, 2001 ISSUE Iowa's Nursing Shortage This Issue Review provides
More informationSHORTAGE OF HEALTH CARE WORKERS
NEVADA LEGISLATIVE COUNSEL BUREAU RESEARCH BRIEF ON SHORTAGE OF HEALTH CARE WORKERS APRIL 2008 INSIDE THIS BRIEF OVERVIEW OF THE HEALTH CARE WORKFORCE SHORTAGE IN NEVADA EFFORTS TO ADDRESS THE HEALTH CARE
More informationUniversity of Saint Mary New Initiative Proposal Business Plan
University of Saint Mary New Initiative Proposal Business Plan Department Name of Project Summary/ Goal of Project Person Completing Study Date Business Plan Submitted to President s Office Start Up Cost
More informationGreater New York Hospital Association. Emerging Positions in Primary Care: Results from the 2014 Ambulatory Care Workforce Survey
Greater New York Hospital Association Emerging Positions in Primary Care: Results from the 2014 Ambulatory Care Workforce Survey Introduction.......................................................... 1
More informationHow To Train Health Care Workers In Connecticut
New and Existing Pathways to Emerging Health Careers CT Learns & Works Conference May 14, 2010 Panelists: Alice Pritchard (CWEALF) Kimberly Kalajainen (Lawrence & Memorial Hospital) Marcia Jehnings (Manchester
More informationFlorida Post-Licensure Registered Nurse Education: Academic Year 2012-2013
Florida Post-Licensure Registered Nurse Education: Academic Year 2012-2013 The information below represents the key findings regarding the post-licensure (RN-BSN, Master s, Doctorate) nursing education
More information2013 Survey of registered nurses
We ve earned The Joint Commission s Gold Seal of Approval 2013 Survey of registered nurses Generation Gap Grows as Healthcare Transforms AMN Healthcare, Inc., 2013 12400 High Bluff Drive, San Diego, CA
More informationHealthcare Career Information: Opportunities, Trends, and Challenges
Healthcare Career Information: Opportunities, Trends, and Challenges Cameron Macht Minnesota Dept. of Employment and Economic Development Regional Analyst Central & Southwest Regions (320) 231-5174 ext.
More informationOutpatient and Primary Care Need Growing
Doctor Shortage: Outpatient and Primary Care Need Growing Results of HANYS 2013 Physician Advocacy Survey Key Findings Physician Need Member hospitals and health systems identified a need for 1,026 physicians
More informationTREND WHITE PAPER LOCUM TENENS NURSE PRACTITIONERS AND PHYSICIAN ASSISTANTS: A GROWING ROLE IN A CHANGING WORKFORCE
TREND WHITE PAPER LOCUM TENENS NURSE PRACTITIONERS AND PHYSICIAN ASSISTANTS: A GROWING ROLE IN A CHANGING WORKFORCE The Leader in Locum Tenens Staffing INTRODUCTION Today s Mobile Healthcare Work Force
More informationdirection in the midst of uncertainty SCMA Presentation 2012
direction in the midst of uncertainty SCMA Presentation 2012 so where are we? force #1: the affordable care act STRATEGIC DIRECTIONS OF Coverage Delivery system reforms Payment reforms Transparency Health
More informationTestimony of the Tri-Council for Nursing Regarding Fiscal Year (FY) 2015 Appropriations for the Title VIII Nursing Workforce Development Programs
Testimony of the Tri-Council for Nursing Regarding Fiscal Year (FY) 2015 Appropriations for the Title VIII Nursing Workforce Development Programs U.S. House Appropriations Subcommittee on Labor, Health
More informationWisconsin Nursing Education and Nurse Faculty: 2012 Survey Results
Wisconsin Nursing Education and Nurse Faculty: 2012 Survey Results This report is a product of a State Implementation Program (SIP) grant, # 70696, awarded by the Robert Wood Johnson Foundation to the
More informationThe Magnificent Journey to Nursing Excellence at Sharp Grossmont
The Magnificent Journey to Nursing Excellence at Sharp Grossmont Grossmont College Future of Nursing / Strategic Partnership Dale E. Beatty, RN, MSN, NEA-BC CNO Sharp Grossmont Hospital Future of Nursing
More informationMASSACHUSETTS HEALTHCARE CHARTBOOK
MASSACHUSETTS HEALTHCARE CHARTBOOK 2013 Commonwealth Corporation 1 Commonwealth Corporation strengthens the skills of Massachusetts youth and adults by investing in innovative partnerships with industry,
More informationThe Hospital Nursing Workforce in South Carolina: 2015
The Hospital Nursing Workforce in South Carolina: 2015 May, 2015 Acknowledgments This study of the nursing workforce in South Carolina hospitals was a joint effort between The Office for Healthcare Workforce
More informationThe Hospital Nursing Workforce in South Carolina: 2015
The Hospital Nursing Workforce in South Carolina: 2015 Acknowledgments This study of the nursing workforce in South Carolina hospitals was a joint effort between The Office for Healthcare Workforce Analysis
More informationSubcommittee on Nursing Shortage. Nursing Shortage Statistics. Members of the Nursing Shortage Subcommittee
Subcommittee on Nursing Shortage Report and Recommendations to the House Health Policy Committee March 12, 2008 Members of the Nursing Shortage Subcommittee Rep. Lisa Wojno Rep. Mary Valentine Rep. Robert
More informationFlorida Board of Governors Health Initiatives Committee
Florida Board of Governors Health Initiatives Committee Mary Lou Brunell, RN, MSN Executive Director Florida Center for Nursing Established in law (FS 464.0195) 2001 Purpose to address issues related to
More informationPathways to Middle-Skilled Allied Health Care Occupations
Pathways to Middle-Skilled Allied Health Care Occupations Bianca K. Frogner, PhD, Associate Professor, Director of Center for Health Workforce Studies Susan Skillman, MS, Deputy Director of Center for
More informationTri-Council for Nursing
For Immediate Release Tri-Council for Nursing Issues New Consensus Policy Statement on the Educational Advancement of Registered Nurses WASHINGTON, D.C., May 14, 2010 In light of the recent passage of
More informationSenate Finance Committee. Transforming the Health Care Delivery System: Proposals to Improve Patient Care and Reduce Health Care Costs.
Senate Finance Committee Transforming the Health Care Delivery System: Proposals to Improve Patient Care and Reduce Health Care Costs May 15, 2009 Comments Presented on Behalf of the American Association
More informationWisconsin s Health Care Workforce 2013 Report
Wisconsin s Health Care Workforce 2013 Report A report by the Wisconsin Hospital Association Wisconsin s Health Care Workforce 2013 Report A Report by the Wisconsin Hospital Association Table of Contents
More informationTo help transform our health care system and improve
INVITED COMMENTARY The RIBN Initiative: A New Effort to Increase the Number of Baccalaureate Nurses in North Carolina Polly Johnson To meet the increasing demand for a more educated nursing workforce,
More informationCareer Outlook. Demand for Healthcare Careers in Kansas City
Career Outlook Demand for Healthcare Careers in Kansas City 2005 Demand for Healthcare Careers The demand for healthcare jobs in the Kansas City metropolitan area is increasing steadily. Many of our area
More informationA Transformative Change in Higher Education
A Transformative Change in Higher Education Current Educational Innovations Student success Performance funding Online delivery of courses Competency-based education Applied Baccalaureate Degrees The Applied
More informationFlorida Pre-Licensure Registered Nurse Education: Academic Year 2012-2013
The information below represents the key findings regarding the pre-licensure RN (Associate Degree in Nursing, ADN, and Bachelor of Science Degree in Nursing, BSN) education system in Florida. This report
More informationHow To Understand And Understand The Health Care Needs In North Dakota
North Dakota Nursing Needs Study 2011 Licensed Nurse Supply Analysis January, 2012 Patricia L. Moulton, Ph.D. North Dakota Center for Nursing Research Publication #3 Funding for this project was provided
More informationHealth Workforce Minimum Data Set: Asking the Right Questions. Webinar
Health Workforce Minimum Data Set: Asking the Right Questions Webinar sponsored by The Health Workforce Technical Assistance Center November 19, 2014 Jean Moore, DrPH, Director New York Center for Health
More informationNursing Shortage Fact Sheet
CONTACT: Robert J. Rosseter, (202) 463-6930, x231 rrosseter@aacn.nche.edu Nursing Shortage Fact Sheet The U.S. is in the midst of a shortage of registered nurses (RNs) that is expected to intensify as
More informationAnalyst HEALTH AND HEALTH CARE IN SAN JOAQUIN COUNTY REGIONAL
SPRING 2016 HEALTH AND HEALTH CARE IN SAN JOAQUIN COUNTY San Joaquin County Health Care s Rapid Growth Creates Critical Shortages in Key Occupations. Health care has been changing rapidly in the United
More informationThe Manpower Workforce Report: Special Edition Allied Healthcare Occupations
The Manpower Workforce Report: Special Edition Allied Healthcare Occupations Issue 24, August 18, 2010 This is one in a series of articles aimed at providing insights into the local labor market that can
More information2003 National Health Policy Conference
2003 National Health Policy Conference January 22-23, 2003 J.W. Marriott Washington, D.C. Critical Workforce Issues in Long Term Care Carol Raphael, President & CEO Visiting Nurse Service of New York 2003
More informationThree Year Comparison of Nurses in North Dakota Health Care Facilities: Results and Implications
CR H Center for Rural Health University of North Dakota School of Medicine & Health Sciences Three Year Comparison of Nurses in North Dakota Health Care Facilities: Results and Implications Patricia Moulton,
More informationNursing Leadership: Where are we on the Journey?
Nursing Leadership: Where are we on the Journey? Presented by Joan Ellis Beglinger MSN, RN, MBA, FACHE, FAAN Fall National Academy of Infusion Therapy and One Day Program November 14, 2014 Objectives Discuss
More information20/20 Vision? Overview of the Latest Workforce Projections for 2010-2020
20/20 Vision? Overview of the Latest Workforce Projections for 2010-2020 Stephen N. Collier, Ph.D. Director and Professor Office of Health Professions Education and Workforce Development School of Health
More informationCUNY Consortium of Nursing Programs. Post-Graduate Outcomes Report
CUNY Consortium of Nursing Programs Post-Graduate Outcomes Report Office of the University Dean for Health & Human Services in association with The John F. Kennedy, Jr. Institute for Worker Education October
More informationHealth Care Employment Projections:
Health Care Employment Projections: An Analysis of Bureau of Labor Statistics Occupational Projections 2010-2020 March 2012 The Center for Health Workforce Studies School of Public Health, University at
More informationNursing Leadership, Nursing Education, and Patient Outcomes
Nursing Leadership, Nursing Education, and Patient Outcomes Linda H. Aiken www.nursing.upenn.edu/chopr IOM Report: Future of Nursing IOM Report legitimizes many of nursing s long standing action priorities.
More informationState of the State: A Look at Florida s Nursing Shortage
State of the State: A Look at Florida s Nursing Shortage Mary Lou Brunell, RN, MSN Executive Director 1 FL Statute 464.0195 Established in 2001, the FCN purpose is to address issues related to the nursing
More informationFlorida Licensed Practical Nurse Education: Academic Year 2011-2012
Florida Licensed Practical Nurse Education: Academic Year 2011-2012 This report presents the key findings regarding the Licensed Practice Nursing education system in Florida. The information in this report
More informationSouthern Oregon Nursing
Southern Oregon Nursing Summit World Café Information Overview January 9 & 15, 2008 Red Lion Inn Medford Sponsored by: Gordon Elwood Foundation Jefferson Regional Health Alliance Rogue Valley Workforce
More informationNursing Workforce Shortage Causes - Disease, Demand and Productivity
A NATIONAL DIALOGUE: The Secretary of Education s Commission on the Future of Higher Education ISSUE PAPER Eighth in a series of Issue Papers released at the request of Chairman Charles Miller to inform
More informationUI College of Nursing. The Need for Nurses Prepared to Address Care Needs of Older Adults in Iowa. Geriatric Nursing. Nursing
The Need for Nurses Prepared to Address Care Needs of Older Adults in Iowa UI College of Nursing #1 in Gerontological nursing in the country! Janet Specht, PhD, RN, FAAN, FGSA Professor and Director John
More informationCOMMONWEALTH OF MASSACHUSETTS BOARD OF REGISTRATION IN NURSING
COMMONWEALTH OF MASSACHUSETTS BOARD OF REGISTRATION IN NURSING FACULTY VACANCIES AMONG BOARD APPROVED NURSING EDUCATION PROGRAMS IN MASSACHUSETTS 2010 2011 and 2011 2012 Spring 2010 Survey Summary Nursing
More informationThe State of the State s Nursing Education Programs 2012
The State of the State s Nursing Education Programs 2012 Prepared by Susan B. Sepples PhD Associate Professor of Nursing School of Nursing University of Southern Maine Nursing Programs in Maine Central
More informationNursing Education. d Supply & Demand Analysis Curriculum Redesign & System-wide Offerings
Nursing Education d Supply & Demand Analysis Curriculum Redesign & System-wide Offerings Office of the Commissioner of Higher Education May 19, 2016 Topics MUS Nursing Graduate Production State-level Analysis
More informationNursing Supply and Demand Study Acute Care
2014 Nursing Supply and Demand Study Acute Care Greater Cincinnati Health Council 2100 Sherman Avenue, Suite 100 Cincinnati, OH 45212-2775 Phone: (513) 531-0200 Table of Contents I. Introduction and Executive
More informationExecutive Summary. Introduction
Eecutive Summary Introduction Nurses often are referred to as the backbone of health care in the United States. They are frequently the most visible practitioners in a hospital, school, home, or long-term
More informationTestimony of the Iroquois Healthcare Alliance. New York State Senate Finance Committee and New York State Assembly Ways & Means Committee
Testimony of the Iroquois Healthcare Alliance presented to the New York State Senate Finance Committee and New York State Assembly Ways & Means Committee regarding 2011-2012 Executive Budget Proposal on
More informationSurvey of New Mexico Nursing Employers
Survey of New Mexico Nursing Employers February 2014 Written By: Shanna Schultz, Program Coordinator for the Academic Progression in Nursing Grant In Conjunction With: The Robert Wood Johnson Foundation
More informationSUMMARY REPORT ACADEMIC YEAR 2004-2005 STATEWIDE SURVEY OF NURSING PROGRAMS
2915 High School Road Indianapolis, IN 46224 SUMMARY REPORT ACADEMIC YEAR 2004-2005 STATEWIDE SURVEY OF NURSING PROGRAMS Compiled fall 2005 Introduction The Indiana Nursing Workforce Development Coalition
More informationThe Health Care Workforce in New York
The Health Care Workforce in New York Trends in the Supply and Demand for Health Workers June 2014 Prepared by: The New York Health Workforce Data System The Center for Health Workforce Studies School
More informationHealthcare Workforce Challenges and Academic Partnerships
Healthcare Workforce Challenges and Academic Partnerships New England Board of Higher Education November 7, 2011 Judith West, Vice President Human Resources MaineHealth and Maine Medical Center Maine Healthcare
More informationWorkforce Demands In the Health Care Industry. Workforce Solutions. August 2015
Workforce Demands In the Health Care Industry Workforce Solutions *Workforce Solutions is an affiliate of the Gulf Coast Workforce Board, which manages a regional workforce system that helps employers
More informationNursing Education in Utah: A Summary of Utah s Nurse Training Program Capacity 2007-2014
Nursing Education in Utah: A Summary of Utah s Nurse Training Program Capacity 2007-2014 Utah Medical Education Council Nursing Education in Utah: A Summary of Utah s Nurse Training Program Capacity 2007-2014
More informationCareer Outlook: Health Care Professionals in Demand
Health care professionals are in high demand. Demands created by an aging population, expanding health care system, and rising health care costs are putting pressure on industry leaders to find experienced
More informationNortheast Ohio Health, Science, and Innovation Coalition (NOHSIC)
Northeast Ohio Health, Science, and Innovation Coalition (NOHSIC) US Conference of Mayors Workforce Development Council Healthcare & Career Pathways for Professionals November 4, 2012 Welcome & Introductions
More informationThe Ontario Health Care Labour Market. 1.0 Ontario Public and Community Health Care Labour market
The Ontario Health Care Labour Market 1.0 Ontario Public and Community Health Care Labour market 1.1 Profile of Health Care Workers in Ontario Agencies and hospitals responding to the surveys reported
More informationIssues and Scope of the Problem Several major issues confront the nursing profession with respect to academic progression:
Organization for Associate Degree Nursing and American Nurses Association Joint Position Statement on Academic Progression to Meet the Needs of the Registered Nurse, the Health Care Consumer, and the U.S.
More informationMaryland s Top 25 Demand Healthcare Occupations: Projected Demand and Reported Supply Provided by Maryland Higher Education Institutions
Maryland s Top 25 Demand Healthcare Occupations: Projected Demand and Reported Supply Provided by Maryland Higher Education Institutions May 2004 Compiled by the Maryland Higher Education Commission (MHEC)
More informationA Master Plan for Nursing Education In Washington State
A Master Plan for Nursing Education In Washington State Implementation Recommendations Washington Center for Nursing www.wacenterfornursing.org December 2009 This work was funded by Grant N14191 from the
More informationHealth Employer Survey
Health Employer Survey 1. Please specify the category of your healthcare organization* Percent Regional/Community Hospital 35.9% 23 Long Term Care 1.6% 1 Critical Access Hospital (CAH) 62.5% 40 FQHC 0.0%
More informationNew Program Proposal Bachelor of Science Nursing (R.N. to B.S.N. Completion) Coastal Carolina University
New Program Proposal Bachelor of Science Nursing (R.N. to B.S.N. Completion) Coastal Carolina University Summary Coastal Carolina University requests approval to offer a program leading to the Bachelor
More informationVA Programs designed specifically to encourage medical professionals to work at rural VA s.
VA Programs designed specifically to encourage medical professionals to work at rural VA s. The Office of Rural Health (ORH) is committed to the recruitment, education, training and retention of the rural
More informationNew York Action Coalition Status Report November 2013 January 2014
New York Action Coalition Status Report November 2013 January 2014 Action Coalition Leadership Co-Leads: Robert O Connell - M em ber,aarp New York Executive Council, (roconnell@nycap.rr.com) Cathryne Welch
More informationDeveloping the Workforce to Provide Health Care for an Expanding Population of Insured Texans
Developing the Workforce to Provide Health Care for an Expanding Population of Insured Texans Donna K. Sollenberger Executive Vice President and Chief Executive Officer UTMB Health System February 28,
More informationAcademic Consulting Group. Get the Grant: Writing a Powerful and Persuasive Grant Proposal EXAMPLES OF GRANT COMPONENTS
Academic Consulting Group Get the Grant: Writing a Powerful and Persuasive Grant Proposal Objectives of Presentation: Susan Sportsman, RN, PhD, ANEF, FAAN 1. Evaluate the effectiveness of a basic logic
More informationDemand for Nurses in Florida: The 2013 Survey of Florida s Nurse Employers January 2014
Average Turnover Rate The information below represents the key findings on demand for nurses in Florida. State level data for each licensure category by industry is provided within the report. Trend analysis
More informationProgress Report. Adequacy of New Mexico s Healthcare Workforce Systems AT A GLANCE
Progress Report Program Evaluation Unit Legislative Finance Committee Date: August 21, 2015 Adequacy of New Mexico s Healthcare Workforce Systems AT A GLANCE With the full implementation of the Affordable
More informationPOSITION STATEMENT ON EDUCATIONAL ADVANCEMENT FOR REGISTERED NURSES
POSITION STATEMENT ON EDUCATIONAL ADVANCEMENT FOR REGISTERED NURSES EXECUTIVE SUMMARY INA supports the action report adopted at the House of Delegates. ANA (O Brien & Gural, 2008) recommends: Increasing
More informationEmerging Challenges for Nursing & Healthcare. Judith Hansen, MS, BSN, RN Executive Director Wisconsin Center for Nursing, Inc.
Emerging Challenges for Nursing & Healthcare Judith Hansen, MS, BSN, RN Executive Director Wisconsin Center for Nursing, Inc. Goal Describe the work of Wisconsin Center for Nursing Identify funding priorities
More informationRationale: Increasing the supply of RNs in Texas is of paramount importance. Although both enrollment and completion rates have been
Comprehensive Strategic Action Plan to Increase Supply of Registered Nurses and Nurse Graduates to Meet Healthcare Demands in Texas Recommended by Texas Center for Nursing Workforce Studies and Texas Center
More informationNursing Education Programs 2013-2014 Annual School Report
STATE OF WASHINGTON DEPARTMENT OF HEALTH Nursing Education Programs 2013-2014 Annual School Report Statistical Summary and Trends Analysis Nursing Care Quality Assurance Commission DOH 669-269 (Revised
More informationNURSING N NURSE LICENSEES AND NURSING EDUCATION IN
NURSING N NURSE LICENSEES AND NURSING EDUCATION IN T R E D S I O W A RELEASED JULY 215 A publication of: A Publication of: MISSION STATEMENT The Iowa Center for Nursing Workforce exists to support a dynamic,
More informationPartnering with Academic Partners to Enhance Student Experiences and Transitions into Practice
Partnering with Academic Partners to Enhance Student Experiences and Transitions into Practice Holly Lorenz, RN, MSN Sandra Rader, DNP, MSA, RN, NEA-BC Melanie Shatzer, DNP, RN Pittsburgh, PA UPMC Objectives
More informationColorado s Nurse and Nurse Aide Workforce: A Portrait. Key findings from three surveys of Colorado nurses and nurse aides
Colorado s Nurse and Nurse Aide Workforce: A Portrait Key findings from three surveys of Colorado nurses and nurse aides September 2011 Acknowledgments This Colorado Health Institute (CHI) report is based
More information