UP Health Care Roundtable

1
UP Health Care Roundtable
Michigan Works!
The Job Force Board
2
Welcome!

• Co-Chairs
• Al Hendra, Assistant Administrator MGH
• Roger Burgess, Administrator - OSF
• UPHCRT Review
• Project Update Nurse Outreach Recruitment
• Next Steps

Michigan Works! Is An Equal Opportunity
Employer/Program. Michigan Relay Center (800)
649-3777. Auxiliary Aids Services Available
to Individuals with Disabilities Upon Request.
3
UP Health Care Roundtable
Formation

• In response to
• Data obtained from Job Force Board Environmental
  scan
• Aging workforce
• Shortages in health care related occupations
• Local Health Care Related Fields with good pay,
  good growth
• Need for improved career guidance, esp. in health
  care field areas
• Declining student enrollments
• Youth, ages 19-27 leaving the UP

4
UPHC Roundtable initial members - 7

• Job Force Board members
• Roger Burgess, Order of St. Francis
• Al Hendra, Marquette General Hospital
• Long Term Care
• Gerald Betters Pinecrest
• Education- Post Secondary
• Dr. Cameron Howes, NMU
• Dean, Allied Health, Patty Valenski
• U.P. Rehab Medicine
• Teri Arseneau
• Community Development
• Sandy Spoelstra, Lake Superior Community
  Partnership

5
UPHC Roundtable - Members
Scott Tuma - Bell Memorial hospital Jim Husing
- Dickinson County Healthcare
System Paula Ebli - Dickinson County
Healthcare System Deb Rumaki - Dickinson
County Healthcare System Betty Daniels
- WAR Memorial Hospital Jan Holt - WAR Memorial
Hospital Hugh Miller - Peninsula Medical Center
Roger Burgess - OSF. St. Francis Hospital Al
Hendra - Marquette General health Systems Diane
Anderson - Marquette General health Systems Teri
Arsenau - UP Rehab Med Sandy Spoelstra -
LSCP Gerald Betters - Pinecrest MCF Linda
Lewandowski - Bay College Cameron Howes -
NMU Gwen Worley - Michigan Works! Eastern UP
Jim Saari - Michigan Works! Western UP
Members 17 Growing!
6
MISSION
UP Health Care Roundtable

• To create a workforce to meet the Upper
  Peninsula Healthcare Industry Needs

7
VISION
UP Health Care Roundtable

• To attract and retain a high quality workforce
  by creating a positive image for health care
  occupations - Upper Peninsula Wide

8
Goal
UP Health Care Roundtable

• To have less than a 5 vacancy rate in health
  care occupations
• in the Upper Peninsula
• by the Year 2005

9
HCRT Committee Strategies

• Assess current and future workforce needs in
  healthcare.
• Identify existing education and training
  resources available to meet the needs of the
  healthcare industry including gaps
• To improve the image of health professions

10
HCRT Committee Strategies

• Emphasize and support the health sciences career
  pathways through
• work based learning
• internships
• job shadowing
• adopt a classroom
• business/education partnerships

11
HCRT Committee Strategies

• 5. Develop and sustain regional marketing and
  recruitment
• Identify target markets
• Recruitment
• Within Upper Peninsula
• Outside Upper Peninsula
• Coordinated/integrate marketing between secondary
  and post secondary institutions
• To maintain coordinated health care career fairs
  among stakeholders

12
HCRT Current Strategy

• Assess current and future workforce needs in
  healthcare
• Michigan Works! Staff Responded
• Survey Says - The Committee Identified a Need
• Need - Address Shortages in various Health Care
  Occupations

13
HCRT Current Strategy

• Develop and sustain regional marketing and
• Recruitment
• Michigan Works! Staff Responded
• Outreach recruitment effort
• Goal Increase awareness of Health Care
  Profession
• Gather data Respond to data
• Program underway!

14
Committee Request Gather Data
Survey Letter Sent to UP Healthcare Institutions

• October 2, 2002
•  
•  
• Dear Health Care Professional,
•  
• Michigan Works! The Job Force Boards Health Care
  Roundtable is asking for your help in identifying
  the demand for health care professionals in the
  UP, and the apparent shortage of trained job
  seekers for these positions.
•  
• Attached is a brief survey outlining several
  major occupations in the health care industry.
  We ask that you please take a few minutes to help
  us identify your current and future needs, by
  indicating
•  
• 1.      The number of staff for each of the
  positions in your organization
• 2.      If you are experiencing a shortage
  and if so, how many positions are you short
• 3.      Anticipated staffing level
  in 2005 for each position
•  
• If we have omitted a major health care
  occupation, please add the job title to the end
  of the list and complete the same questions.
•  
• Your answers are needed by the Health Care
  Roundtable for measuring the demand for health
  care professionals in Michigans Upper Peninsula.
  This data will better equip the Health Care
  Roundtable to address recruitment issues and to
  coordinate training opportunities.
•  
• Thank you in advance for your time and assistance
  with this project. If you have any questions
  about this survey, please contact either James
  Anderson at 906.789.0558 ext. 205 or Rob Carviou
  906.789.0558 ext. 223, at Michigan Works! The Job
  Force Board.
• Sincerely,

15
SURVEY Information

• Survey sent out to 489 organizations with 12
  response rate.
•  Requested Name, Organization, Current staff
  level, current shortage and staff level for
  2005.

16
The Result

• All of the respondents from the survey indicated
  that employee recruitment was of great
  concern
• All had unfilled job openings which required
  licensed or certified personnel
• All reported that employee retention and
  turnover was a problem

17
(No Transcript)
18
UP Healthcare Staffing Levels Cont.
19
UP Healthcare Staffing Levels Cont.
20
Phase 1 Target Nursing Related Data
Position
Current Level Shortfall
Nursing Aides/Orderlies/Attends 982 61
Licensed Practical/Voc Nurses 636 48
Registered Nurses 961 108
Significant Shortage of Registered Nurses Over
11 !
Phase 2 Target Radiological Techs/Technologists
Related Data
21
Phase 1 Target Nursing Related Facts
Fewer people are entering nursing because other
professions are doing a better job of attracting
a new generation of workers, men and women alike.
Nurse-researcher Peter Buerhaus argues that the
primary factor leading to this nursing shortage
is declining interest in nursing among women, who
now have many more career options than in the
past. In a survey conducted by the American
Association of Colleges of Nursing (AACN) in
2000, 220 colleges reported 379 faculty
vacancies, which contributed to schools turning
away almost 6,000 qualified applicants. The
faculty shortage is compounded by the fact that
many advanced practice nurses who would have
become educators in the past are now opting
instead for better-paying positions in clinical
and private practice.
22
Phase 1 Target Nursing Related Facts
Nursings public image hasnt caught up to
reality. A recent American Nurses Association
(ANA) poll documents pervasive public ignorance
about what nurses do and how were educated.
Outside the United States, many other countries
are experiencing nursing shortages, so foreign
recruitment is a limited option. The countries
from which the United States recruits nurses may
be in greater need for nurses than we are,
raising both practical and ethical issues.
23
Doing the numbers
Less supply, more demand By 2020, the shortage
will number an estimated 808,400 nurses. (HRSA,
July 2002) The population over age 65 is
expected to double from the year 2000 to
2030from about 35 million to 70 million. (U.S.
GAO Report, July 2001) People over age 85 are
currently in the fastest-growing age-group.
(HRSA, July 2002) The number of RNs not
employed in nursing increased by 28 between 1992
and 2000. (HRSA, July 2002)
24
Doing the numbers
Fewer nurses entering the profession The
number of RN graduates has fallen annually from
1995 to 2000, resulting in 26 fewer RN graduates
in 2000 than in 1995. (HRSA, July 2002) The RN
workforce grew 5.4 from 1996 to 2000, the lowest
rise since this statistic was first calculated in
1977. (AACN, 2001a September) Since 1995,
nursing school enrollment has dropped in all
types of entry-level programs (HRSA, July 2002).
The exception was a small bump (3.7) for BSN
entry-level programs in the autumn of 2001.
(AACN, 2001b December)
25
Doing the numbers
Nursing faculties continue to shrink In 2000,
the average age for doctoral-prepared nursing
professors was 53½. (AACN 2001-2002 Report) In
Oregon, an estimated 41 of baccalaureate and
graduate program faculty are expected to retire
by 2005a pattern thats likely to be repeated
throughout the United States. (Oregons Nursing
Shortage, 2001) Age In 1980, most (53) RNs
were under age 40. In 2000, less than one-third
(32) were under age 40. The biggest drop was
among RNs under age 30 In 1980, 25 of RNs were
under age 30, compared with 9 in 2000. (HRSA,
March 2000) By 2010, 40 of RNs will be over
age 50. (AVE 44 yr) (Buerhaus, 2000)
26
Doing the numbers
Male/Female The proportion of men in nursing
increased from 2.7 in 1980 to 5.4 in 2000. The
number of men has grown at a faster rate than the
total RN population. (HRSA, March 2000) About
7.5 of new male nurses left the profession
within 4 years of graduating from nursing school,
compared with 4.1 of new female nurses.
(Sochalski, 2002) Racial/ethnic background The
percentage of nurses from racial and ethnic
minorities grew from 7 in 1980 to 12 in 2000.
This lags far behind the proportion of minorities
in the general population, which is about 30.
(HRSA, March 2000)
27
Project Targets/Focus
Nurse Outreach, Recruitment Placement!

• Target current UP Region-wide population of
  RNs who have left the field
• Focus on individuals who have kept licenses
  current allows fast re-entry to the workforce
• Fallback on unlicensed or out-of-state candidates
  Get licensed back to work fast!
• Unqualified individuals may be good candidates to
  fill other needed positions
• Increase awareness of the healthcare profession
• Anticipate Eliminate future problems!

28
Nurse Outreach, Recruitment Placement!
Project Steps

• Identify Document interested candidates
• Identify Barriers to Re-entry
• Address Barriers - Devise Re-entry Program
• Hospital In-house Training Programs
• Identify refresher programs
• Higher Education and Training Needs
• GOAL - Placement!

29
Nurse Outreach, Recruitment Placement!

• Identify Document Interested Candidates
• Media Campaign - 4 weeks We need YOU!
• TV6, TV10, 3 Cable Networks
• Radio 4 networks
• Print Want AD section
• Press Releases All media
• Detailed listing of applicants

30
TV Commercial
We need YOU!
31
TV Radio News stories!
32
Radio Commercial
We need YOU!
33
Print Want ADs Newspapers!
34
Print News Business Newsletters!
35
Print News!
36
Print Press Releases!
WE NEED YOU !
37
Identify Survey Form
We need YOU!

• What is the level of your license RN/LPN?
• What is the status of your license, what have you
  done to keep current - when does it expire?
• How long since you practiced last?
• Current level of experience skill
  set/department?
• Full or part-time desired?
• What are the reasons you left?
• Why do you want to return?
• Future career goals?
• What would it take to get you back?
• Data given to Healthcare Roundtable
• Work with UP Hospitals that participated
• Work with Higher Ed

38
Address Barriers

• Devise Re-entry Programs
• Utilize Current Hospital In-house Training
  Programs
• Higher Education and Training Needs
• When data collection is complete, Hospitals and
  Higher Education will be able to identify and
  appropriate
• educational resources
• Formulate custom programs to meet current
  demands - candidates

39
Ultimate Goal
P L A C E M E N T !!!
Thank YOU for helping make this project a
success!
40
NEXT STEPS

• Launch marketing in Eastern UP IN PROCESS
• Launch marketing in Western UP Working on
• Complete survey - DONE
• Review and Analyze Results IN PROCESS
• Broaden membership IN PROCESS
• Michigan Works! Service Centers to interview
  health care industries selected by the committee
• Merge database from JFB/Bay College for use by
  Committee members IN PROCESS
• Start on remaining strategies
• Continue Central UP Marketing

41
 Dear Strategic Partners, As members of the
Health Sciences Pathway Committee, we are hosting
our 2nd Health Careers Conference for students in
grades 10 through 12 in Hillsdale, Jackson and
Lenawee Counties to explore a wide variety of
health careers. Data collected in the Regional
On-line Educational Development Plan (EDP) system
indicated that 832 students in grades 10 through
12 have selected the Health Sciences Pathway as
their first choice in career planning. 36 school
districts in the region participate in the EDP
system.  Our goal is to have speakers affirm
with students that a career in the Health Pathway
is the right choice for them. It is our hope that
this conference will provide students with the
opportunity to explore career options in depth.
 The Health Careers Conference is an
opportunity for high school students in the
Tri-County region to learn about requirements of
health professions that will help them prepare to
join the workforce in the 21st century.  We are
inviting you to submit your application to
conduct a hands-on interactive demonstration at
the Health Careers Conference on Friday March 21,
2003. This conference will be at the Jackson
Community College Victor Cuiss Field House from
800 AM until 1200 PM. A continental breakfast
will be provided. Applications are due to the
Jackson County Intermediate School District no
later that January 17, 2003.
UP Health Careers Conference
42
Thank You!
Michigan Works! Is An Equal Opportunity
Employer/Program. Michigan Relay Center (800)
649-3777. Auxiliary Aids Services Available
to Individuals with Disabilities Upon Request.
The Job Force Board