Hospital Staffine Analysis This assignment is an application of data analysis applied to workforce planning and the development of a recruiting plan. The following information is provided in the attached excel spreadsheets: Current and historical data on beds, staffing levels, and turnover, Information on available recruiting sources, numbers available from those sources and as criated costs. . Information needed to calculate costs associated with any terminations Part One As we come to the end of 2020, you have been asked to: 1. Forecast how many nurses you anticipate losing due to turnover for each of the three departments in 2021. You can assume that turnover rates do not differ across departments.) 2. Forecast how many nurses you project will be needed to be hired to staff each department given the staffing ratios provided. Part Two Develop a recruiting plan that fills those openines cost effectively. Your plan should detail: 1. How many total recruits you will need to seek out from the source, and how many hires will result from that (recognize that there are limits on the number of recruits you can expect to be available from each source and you should recognize that limitation in your plan. 2. You are also to indicate the overall cost associated with your plan. Part Three The hospital is also considering purchasing an automated patient monitoring system which will reduce the time nurses in the In-patient and Out-patient unit spend taking and recording patient information. If implemented, this would change the staffing ratio for the In-patient department from one nurse for every ten beds to one nurse for every 12 beds. In the Out- patient department from One Nurse for every twelve beds to One Nurse every fourteen Acds. Million to purchase and implement, along with a one-time training cost of $200 It would cost per nurse. From a strictly financial perspective, shePage 1 of 2 purchase and implement this system? To answer that, you will need to calculate the staffing levels required if the system were adopted, and develop a staffing or layoff plan with associated costs. 2014 2015 2018 2017 2018 2019 2020 Proiected to YE In-Patient Beds Utilization (%) 2003 through 2013 Annualized Averages BOC 88% 800 70% 800 68% 600 65% 400 98% 400 90% 400 88% 400 90% 0 0 0 0 250 Out-Patient Bede Utilization (%) 200 90% % 300 92% 300 90% 0 0 0 0 0 0 RBC Beds Utilization (%) 50 70% 60 98% % 85 90% Total Beds (All Categories) Utilization (All Beds) 600 88% 600 70% 600 68% 600 65% 600 95% 700 89% 760 90% 785 90% Nurse Headcount (YE) Terminations during year Annualized Tumover (%) 252 25 9.9% 252 12 4.8% 250 8 3.2% 240 18 7.5% 200 60 30.0% 280 30 10.7% % 310 30 9.7% 3.50 34 9.70% 1. Optimal utilization of beds is 90%. That is the number the hospital plans to achieve in 2019 in each of the three main areas. Note that every bed in service must be staffed and available for a patient if needed. 2. The nursing staffing level is based on the number of beds cach nurse can effectively support. This varies by unit and is summarized as follows: In-patient Beds require one nurse for every ten bede. Nurses work a 40 hour week and the in-patient unit must be staffed 24 hours per day, 7 days per week, 365 days per year. Qui-Patient Beds require one nurse for every twelve beds. Nurses work a 40 hour week and the out-patient unit operates on a single shift, 5 days per week. Regional Burn Center Beds (RBC) is the most labor intensive unit. One nurse is required for every two beds. Nurse work a 40 hour week and the RBC unit must be staffed 24 hours per day, 7 days per week, 365 days per year. 3. The RBC unit requires experienced nurses on staff, and staffing at a nurse to bed ration of 1:2 has a significant impact upon the quality of care. Nurses from other units cannot simply transfer to the RBC because of specialized training needs. The RBC has no control over admissions up to the unit's bed level. RBC nurses can be temporarily assigned to the other unite although this should be limited since RBC nurses because of their specialized training have a higher average salary 4. The Out-Patient unit uses a combination of new nursing graduates and experienced nurses. This unit has the greatest flexibility in scheduling procedures, however, any chronic shortage of nurses would decrease the unit's utilization rates and lose revenue for the hospital 5. The In Patient Beds have some control over admissions, but they are not as flexible as the out-patient unit. This unit uses a combination of experienced nurses and new graduates 6. Five nurses from the in-patient unit and three from the out-patient unit have completed their specialized training in Burn Care and would be avaiable to be transferred from their current unite to the Bum Care Unit. 1 Page 1 of 4 Local University Regional University Elite University Recruiting Source Employee Referrals Online Ad Retained Search Firm Resumes Generated 200 300 400 50 500 20 Interview Offers Accepted Yield Ratio 175 87% 210 7054 100 2593 45 80% 325 65% 20 100% Applicant Judged Acceptable Yield Ratio 100 57% 147 70% 40 89% 50 15NX 95% 19 95'S Accept Employment Offers Yield Ratlos 901 90% 70 49% 10 11% 35 Bax 25 50% 15 7595 Cumulative Yleld Ratio 46% 233 3% 70% 5% 75'5 Cost per hire $333 $2,000 S5.000 $428 $400 $6,000 Training Costs $1200 S800 $400 $1,200 $1.200 S400 Relacation Costs $ $3.10 $1,00 $1.200 $0 $600 $2,400 $ 1 2 Individuals laid off are eligible for four weeks severance pay with co Average weekly Salary for: Burn Case Nurses $2,500 In-Patinet Nurses $1,730 Out-Patient Nurses $1,500 Outplacement Assistance is provided at a cost of $400 per individua Benefits average 40% of an employee's salary. Hospital Staffine Analysis This assignment is an application of data analysis applied to workforce planning and the development of a recruiting plan. The following information is provided in the attached excel spreadsheets: Current and historical data on beds, staffing levels, and turnover, Information on available recruiting sources, numbers available from those sources and as criated costs. . Information needed to calculate costs associated with any terminations Part One As we come to the end of 2020, you have been asked to: 1. Forecast how many nurses you anticipate losing due to turnover for each of the three departments in 2021. You can assume that turnover rates do not differ across departments.) 2. Forecast how many nurses you project will be needed to be hired to staff each department given the staffing ratios provided. Part Two Develop a recruiting plan that fills those openines cost effectively. Your plan should detail: 1. How many total recruits you will need to seek out from the source, and how many hires will result from that (recognize that there are limits on the number of recruits you can expect to be available from each source and you should recognize that limitation in your plan. 2. You are also to indicate the overall cost associated with your plan. Part Three The hospital is also considering purchasing an automated patient monitoring system which will reduce the time nurses in the In-patient and Out-patient unit spend taking and recording patient information. If implemented, this would change the staffing ratio for the In-patient department from one nurse for every ten beds to one nurse for every 12 beds. In the Out- patient department from One Nurse for every twelve beds to One Nurse every fourteen Acds. Million to purchase and implement, along with a one-time training cost of $200 It would cost per nurse. From a strictly financial perspective, shePage 1 of 2 purchase and implement this system? To answer that, you will need to calculate the staffing levels required if the system were adopted, and develop a staffing or layoff plan with associated costs. 2014 2015 2018 2017 2018 2019 2020 Proiected to YE In-Patient Beds Utilization (%) 2003 through 2013 Annualized Averages BOC 88% 800 70% 800 68% 600 65% 400 98% 400 90% 400 88% 400 90% 0 0 0 0 250 Out-Patient Bede Utilization (%) 200 90% % 300 92% 300 90% 0 0 0 0 0 0 RBC Beds Utilization (%) 50 70% 60 98% % 85 90% Total Beds (All Categories) Utilization (All Beds) 600 88% 600 70% 600 68% 600 65% 600 95% 700 89% 760 90% 785 90% Nurse Headcount (YE) Terminations during year Annualized Tumover (%) 252 25 9.9% 252 12 4.8% 250 8 3.2% 240 18 7.5% 200 60 30.0% 280 30 10.7% % 310 30 9.7% 3.50 34 9.70% 1. Optimal utilization of beds is 90%. That is the number the hospital plans to achieve in 2019 in each of the three main areas. Note that every bed in service must be staffed and available for a patient if needed. 2. The nursing staffing level is based on the number of beds cach nurse can effectively support. This varies by unit and is summarized as follows: In-patient Beds require one nurse for every ten bede. Nurses work a 40 hour week and the in-patient unit must be staffed 24 hours per day, 7 days per week, 365 days per year. Qui-Patient Beds require one nurse for every twelve beds. Nurses work a 40 hour week and the out-patient unit operates on a single shift, 5 days per week. Regional Burn Center Beds (RBC) is the most labor intensive unit. One nurse is required for every two beds. Nurse work a 40 hour week and the RBC unit must be staffed 24 hours per day, 7 days per week, 365 days per year. 3. The RBC unit requires experienced nurses on staff, and staffing at a nurse to bed ration of 1:2 has a significant impact upon the quality of care. Nurses from other units cannot simply transfer to the RBC because of specialized training needs. The RBC has no control over admissions up to the unit's bed level. RBC nurses can be temporarily assigned to the other unite although this should be limited since RBC nurses because of their specialized training have a higher average salary 4. The Out-Patient unit uses a combination of new nursing graduates and experienced nurses. This unit has the greatest flexibility in scheduling procedures, however, any chronic shortage of nurses would decrease the unit's utilization rates and lose revenue for the hospital 5. The In Patient Beds have some control over admissions, but they are not as flexible as the out-patient unit. This unit uses a combination of experienced nurses and new graduates 6. Five nurses from the in-patient unit and three from the out-patient unit have completed their specialized training in Burn Care and would be avaiable to be transferred from their current unite to the Bum Care Unit. 1 Page 1 of 4 Local University Regional University Elite University Recruiting Source Employee Referrals Online Ad Retained Search Firm Resumes Generated 200 300 400 50 500 20 Interview Offers Accepted Yield Ratio 175 87% 210 7054 100 2593 45 80% 325 65% 20 100% Applicant Judged Acceptable Yield Ratio 100 57% 147 70% 40 89% 50 15NX 95% 19 95'S Accept Employment Offers Yield Ratlos 901 90% 70 49% 10 11% 35 Bax 25 50% 15 7595 Cumulative Yleld Ratio 46% 233 3% 70% 5% 75'5 Cost per hire $333 $2,000 S5.000 $428 $400 $6,000 Training Costs $1200 S800 $400 $1,200 $1.200 S400 Relacation Costs $ $3.10 $1,00 $1.200 $0 $600 $2,400 $ 1 2 Individuals laid off are eligible for four weeks severance pay with co Average weekly Salary for: Burn Case Nurses $2,500 In-Patinet Nurses $1,730 Out-Patient Nurses $1,500 Outplacement Assistance is provided at a cost of $400 per individua Benefits average 40% of an employee's salary