McKesson Corporation · NYSE:MCK
McKesson — Workforce Optimization webinar (May 2012)
27 slides from McKesson's conference presentation, May 23, 2012
Slide 1: Workforce Optimization through Effective Workforce Management Strategies
Workforce Optimization through Effective Workforce Management Strategies Gia Milo-Slagle Product Director Workforce Management Solutions May 23, 2012
Slide 2: The Performance Mandate
The Performance Mandate Reduce Costs and Improve Care Escalating Staff Shortages Staff Satisfaction Consistency of staffing Recruitment/ and scheduling Retention Work/Life Balance Consumer Directed Regulatory Healthcare Pressures Increasingly aware and JC, DOH, State empowered consumers Authorities,
Slide 3: Market Facts: Financial Challenges
Market Facts: Financial Challenges Staffing/Labor represents largest expenditure for any health care organization (50 - 60%) Nursing Staffing is the highest cost Agency usage is still prevalent for many institutions Overtime costs are over 15% of annual spend
Slide 4: Market Facts: Staffing Challenges
Market Facts: Staffing Challenges Critical nursing shortage. 75% of RNs believe the nursing shortage affects: ― The quality of their work life ― The quality of patient care ― The amount of time nurses can spend with patients. (AACN 2010) Increasing quality initiatives to promote patient safety ―
Slide 5: Key Market Drivers in Healthcare
Key Market Drivers in Healthcare Regulatory staffing guidelines in place in 32 states 340 hospitals are ANCC Magnet-designated, focusing on Quality initiatives Objective patient assessments for clinical transparency Positive Patient outcomes based on ‗safe staffing‘ initiatives Operational
Slide 6: What is Workforce Management?
What is Workforce Management? Workforce Management encompasses all the responsibilities for maintaining a productive and content labor force — a company‘s most valuable (skilled) asset. Workforce planning is a comprehensive process that serves as a manager‘s blueprint in formulating staffing decisio
Slide 7: Workforce Management
Workforce Management Workforce management is important to ensure that an organization has sufficient and qualified human capital to accomplish its mission. It is crucial to have the right quantity of people, in the right places, equipped with the right skills, at the right times. Human capital is ar
Slide 8: Workforce Management: What Are Organizations Doing?
Workforce Management What Are Organizations Doing? Leading organizations are now shifting strategies to better understand their workforce through: Real-time trending analysis Measuring the business impact of realigning resource allocation – staff decisions Increasing effectiveness initiatives
Slide 9: Workforce Management Landscape Today
Workforce Management Landscape Today Workforce management is morphing into a solution called ―Workforce Optimization‖. The emphasis is not simply on improving operational efficiency or on managing the workforce effectively, but on tying this to key business concepts such as the “staff experience”. T
Slide 10: What's a True Workforce Management Suite?
What’s a True Workforce Management Suite? HR administration Scheduling, Staffing and Forecasting Time and attendance Payroll and benefits Workforce tracking Absence management Employee self-service Career and succession planning / talent acquisition Talent management and/or applica
Slide 11: Workforce Management: Connecting Staff to the Business of Healthcare
Workforce Management Connecting Staff to the Business of Healthcare Manage labor expenses to patient care needs Work / life balance for staff and managers Know the outcomes of your decisions – before they’re made
Slide 12: Workforce Management Suite: Aligning Staffing to Throughput
Workforce Management Suite Aligning Staffing to Throughput Manage labor expenses Staffing in-sync with to patient care needs demand Empowering and Work / life balance for Coordinating Staffing staff and managers Management Know the outcomes of Real-time and Forecast your decisions – before Patient M
Slide 13: Staffing Visibility
Staffing Visibility Ensure transparency across the enterprise by making sure people are doing the right things at data the right time – and that accuracy they‘re accountable to each other and to the patient. Location ADT Orders Lab Pharm EVS EDIS OR
Slide 14: Workforce Optimization Benefits
Workforce Optimization Benefits Increased accuracy in staffing to targeted demand Greater efficiency in optimized staff / float deployment Improved overtime and agency cost control Greater consistency in capacity and demand planning Single hospital-wide view to streamline staffing meetings
Slide 15: Expected Practice – RN spend vs. Role Optimization
Workforce vs. Role Optimization Expected Practice – RN spend ~ 39% of time in direct care activities ― E.g. ADL/personal care (12.4%), biomedical assessment (6.5%); medication administration / treatments (10.2%), engagement (1.4%), mobilization (0.6%) ~ 5% Patient & family assessment, teaching,
Slide 16: Workforce vs. Role Optimization: General Med/Surg Unit Profile
Workforce vs. Role Optimization General Med/Surg Unit : Profile of Patients Most have one or more ―top 10‖ diseases (ICD-10 codes) 73% discharged to own home Primarily elderly, chronic patient population ― 63% aged 65+ Insufficient staff expertise in gerontological assessment Insufficient
Slide 17: So What Does this Mean to Workforce Optimization?
So What Does this Mean to Workforce Optimization? 1/3 of patients returned within 90 days of discharge ― Median about 28 days 44% returned if diagnoses was in ‗top 10‘ ICD-10 codes 35 % returned on more than one occasion within 90 days 62% readmitted via Emergency Department Key predictors o
Slide 18: What's Next? Strategies for Role Optimization
What’s Next? Strategies for Role Optimization Model new approaches (create examples in practice; demonstration sites) Committed, effective leadership Include all members of the health care team (value & respect the contribution of all health care providers) Create time and space for inter-pr
Slide 19: Redesign of Work: Functional
Redesign of Work: Functional Align education and practice with patient / population needs ― E.g. Gerontology, chronic diseases Optimal utilization of every member of the team Address role ambiguity, duplication & unnecessary overlap Establish new models of service delivery based on population /
Slide 20: Expected Outcomes
Expected Outcomes Patient/Population Improved health outcomes (decreased morbidity/mortality) Improved access to & timeliness of health care services Improved self-care capability Improved quality, safety Increased satisfaction Staff Improved quality of work/life balance Decrease in tu
Slide 21: Workforce Planning as Part of Overall Workforce Management
Workforce Planning as Part of Overall Workforce Management Strategic workforce planning is aimed at helping businesses ensure they have the right people, in the right place, at the right time and at the right price. Study: Strategic Workforce Planning: Forecasting Human Capital Needs to Execute Busi
Slide 22: Workforce Optimization Elements
Workforce Optimization Elements
Slide 23: Basic Strategies
Basic Strategies MCKESSON Empowering Healthcare Operational Excellence Customer Intimacy Product Leadership Three Basic Strategies
Slide 24: Final Thoughts
Final Thoughts Is your current way of doing things working for you? Overtime Turnover rates Absenteeism Staffing shortages Wait times Capacity pressures Quality of care Sustainability The time to change is now!
Slide 25: Key Strengths of McKesson's Workforce Management Suite
Key Strengths of McKesson’s Workforce Management Suite Market-leader for Staff Scheduling in Healthcare for over 25+ years Over 1,000 facilities worldwide Extensive experience scheduling all areas of the Hospital Enterprise-wide capability– All departments, including Nursing Interoperabili
Slide 26: Vision Statement
Vision Statement Empower providers to “do more with less” through proactive management and visibility into both costs and operational efficiency. Workforce solutions improve our customers’ ability to proactively coordinate, measure, and communicate information, resulting in improved financial perfor
Slide 27: Workforce Management Strategic Initiatives
Workforce Management Strategic Initiatives Management – improved operational efficiency (financial and clinical) with single-source vendor solution Patient Safety – improved ability to care Staff Satisfaction – more productive and loyal staff, achieve joint goals Regulatory Compliance – ability to m