Collaboration at Work

1. Learn the history, need and purpose for the WI nursing survey

2. Understand the process of the survey development and execution

3. Identify key data points that the RN census will reveal about the WI nursing workforce

4. Explore the model for forecasting the future supply and demand for WI nurses, and its application to other health care workforce groups (and an overview of the lab survey)

Council on Workforce Investment (CWI), Health Care Sub-Committee

WI Health Workforce Data Collaborative • MCW Grant• Collaboration of multiple partners• Passionate about addressing the gap in data

needed to forecast future healthcare workforce needs

No comprehensive data collection efforts had been conducted in WI

Limited Federal Data applicable to WI

Funding cuts to HRSA for reports and analysis

Needs for forecasting workforce supply and demand for Wisconsin to inform decisions

Senator Robson language was signed into law in 2009 Wisconsin Act 28 (2009-11 Budget Bill) on June 29, 2009

Mandated completion of survey to renew registered nurse credentialing.

Licensed practical nurses will begin completing a similar survey in 2011 as part of their license credentialing.

WCN-Wisconsin Center for Nursing WHA-Wisconsin Hospital Association DHS-Department of Health Services DRL-Department of Regulation &

Licensing DWD-Department of Workforce

Development ANEW-Association of Nurse Educators

of WI

Confidentiality

Data Sharing Agreements

Online and Paper

Lessons Learned (and learning…)

74,000 RNs in Wisconsin Average age 46 years 93% Female, 7% Male

And we’ll soon know a lot more…

Total # RN’s licensed in WI Total # RN’s employed as RN % Female/% Male % in Direct Patient Care Age distribution % of RNs over age 50 by work setting Average age by work setting Ethnicity Highest level of nursing education #Advanced Practice nurses Employed # hours

The forecasting model estimates ratios of FTE RN’s to population by 13 age groups and gender

Ratios projected based on historical patterns Ratios implicitly capture graduates,

migration, disability, death, retirement, and career change

Driving force for supply projections is changing demographics

Data: Census of All Licensed RNs in WI

Model assumes health care usage remains constant over time, incorporating population growth & age changes

Nurse staffing intensity is assumed to remain constant over time

Model captures employment settings where 90% of the RN’s are employed

Future improvements will project changes in usage and staffing intensity

Clinical Laboratory Workforce Survey

2010 PRELIMINARY RESULTS

Wisconsin Department of Health Services

Division of Public Health

3,374 laboratories in Wisconsin

Sample size for survey: 746 laboratories

43% response rate (319 of 746 laboratories)

Survey does not include local health departments

U.S. Mail notification, post card follow up

Survey completed online

10%

26%

21%19%

24%

0

10

20

30

40

Under 29 30-39 40-49 50-59 60+

Age Group

Per

cent

by

Age

African American

5%

Others2%

Hispanic3%

Asian1%

Non-Hispanic

White89%

70% clinical laboratories indicated they had an Emergency Preparedness and Response Plan.

Of the 282 laboratories responding to the emergency response training question, 33% indicated that 100% of their employees were trained in emergency response and preparedness.

Contact:Jo Anne Preston

jpreston@rwhc.com