In a compelling industry panel discussion hosted by Health Connect South, four healthcare leaders came together to share their perspectives on an industry at a crossroads. The panel discussion, The State of Healthcare: Industry Leaders Perspectives, which brought together voices from different corners of healthcare, revealed both the challenges and opportunities that lie ahead in transforming healthcare.
While nurses were more widely recognized during the COVID-19 pandemic, the allied health sector—comprising a wide range of professionals from imaging specialists to rehabilitation therapists—has also undergone significant changes. As healthcare leaders face ongoing staffing challenges, the demand for allied health professionals continues to rise, underscoring their critical role in comprehensive patient care.
In healthcare staffing, promoting diversity and inclusivity is not only ethically imperative but also strategically beneficial. Disadvantaged Business Enterprises (DBE) programs play a central role in achieving these goals. DBEs are businesses owned and operated by individuals confronting social and economic challenges, encompassing minority-owned, women-owned, veteran-owned, and disabled-owned enterprises, among others. These programs are designed to provide equitable access for DBEs to participate in federally funded contracts, particularly in healthcare staffing, thereby fostering supplier diversity and advancing equity in the healthcare sector.
In the wake of the COVID-19 pandemic, mental health has emerged as a critical area of concern within the healthcare sector. As healthcare organizations grapple with the economic impact of mental health costs and workforce shortages, the need for reliable staffing solutions has never been more pressing. According to recent data, the annual economic burden of mental and medical healthcare costs combined with lost productivity exceeds a staggering $220 billion in the United States alone. This figure underscores the urgency to address staffing challenges effectively to mitigate further financial strain and ensure quality patient care.
In the dynamic realm of healthcare workforce solutions, the tug-of-war between a mission-driven approach and a metric-oriented mindset often takes center stage. Balancing the human-centric ethos of healthcare with the demands of efficiency and performance metrics presents a challenge for managers and administrators, both internally at health systems and externally with agency or other partners. Understanding the nuances between these two mindsets is crucial for creating an effective workforce strategy that prioritizes both the mission of care and operational excellence.
The primary concern for organizations globally lies in the realm of workforce challenges, and this is evident across various sectors. Nowhere are these challenges more pronounced than in healthcare, with continuous shortages of providers of all types.
A leading healthcare system headquartered in the Southeast, with a network of hospitals and a variety of ancillary health services, was facing a decision to continue with the status quo or insource control of their human capital and workforce solutions.
In the complex world of healthcare staffing, staying ahead requires a deep understanding of the industry. The Staffing Industry Analysts’ (SIA) 2024 Workforce Solutions Buyer Survey, focusing on the United States, sheds light on how organizations manage their flexible workforce, their supplier strategies, and what they prioritize for the future.
In the competitive healthcare landscape, attracting and retaining top talent goes beyond offering competitive salaries and benefits. The strength and appeal of your company's brand play a crucial role in drawing in the right candidates and fostering long-term loyalty among existing staff. This blog explores how effective company branding can be a powerful tool for employee retention and attraction, turning your brand into a magnet for talent and a catalyst for loyalty.
Over the last several months, much has been discussed about the state of staffing, how certain segments are contracting significantly, and the overall shifting landscape. The one major area of expansion though is the physician and provider space. From the latest by SIA, we are seeing continued locum tenens growth with 27% in 2022, 12% in 2023, and a projected incremental growth in 2024 of an additional 7%.
In today's fast-paced healthcare environment, agility is not just a buzzword—it's a critical strategy for success. The ability of healthcare organizations to quickly adapt to changes, whether in patient care demands, technological advancements, or unexpected crises, hinges practical the agility of their workforce. An agile workforce is characterized by flexibility, resilience, and a proactive approach to change. This blog explores effective strategies for creating an agile workforce in healthcare, ensuring organizations can meet the evolving needs of their patients and the industry at large.
HWL executives, Jeff Niles, Executive Vice President, and Tommy Binner, Vice President, hosted the Becker’s Healthcare Webinar, How Hospitals Can Get an Upper Hand on Contract Staffing, that discusses the distinctions between vendor-neutral Managed Service Providers (MSPs) and master agency MSPs, highlighting the advantages of partnering with a non-agency staffing provider. The HWL leaders were joined by Maxine Briggs, CFO, Samaritan Health, and Meghan Fay-McCaffrey, Network Director Physician Services, UVMHN Medical Group, as they explained how the vendor-neutral MSP model has impacted their organizations for the better.
Every day, healthcare workers strive to provide the best possible care for patients. However, a growing crisis threatens their well-being and the quality of patient care. Recent research by the University of Pittsburgh School of Social Work reveals startling statistics: 73% of hospital workers who left their jobs cited understaffing as the primary reason, and a staggering 87% reported high levels of burnout.
For better or worse, the world of locum tenens staffing is changing more rapidly than ever before.
The Situation
Banner Health, regarded and recognized as a top health system in the country for the clinical quality consistently provided to patients in its hospitals, is headquartered in Phoenix, Arizona. The non-profit health system operates 30 hospitals, including three academic medical centers and other related health entities and services in six states. With over 52,000 employees and 5,000 providers, Banner Health is Arizona's largest private health system and the third largest employer in the Northern Colorado front-range area.
It is with immense pride and enthusiasm that we extend a heartfelt welcome to Tamara Miller, the latest addition to our HWL team as Vice President. With a career adorned with outstanding achievements and a profound dedication to the healthcare industry, her proven prowess in strategic solutions and business development is showcased through her role as Director of Strategic Solutions at Kirby Bates Associates, Orlando, where she orchestrated client-centered approaches, fostering growth and innovation. Previously, as Regional Sales Manager at Morgan Hunter Healthcare, Kansas City, Tamara displayed exceptional acumen in nurturing client relationships across six states, with a distinct focus on resolving EHR-based challenges.
The past few years have seen a large increase in the utilization of contingent workers. In fact, it's estimated that "the global contingent workforce industry generated $171.5 trillion in 2021 and is estimated to reach $465.2 trillion by 2031." In the healthcare space, around 90% of healthcare executives said they employ travel nurses within their organization in 2021.
It's no secret that the healthcare industry experienced unforeseen challenges that have driven innovation and adaptation in order to survive. Medical facilities have altered procedures and created new policies in order to accommodate massive influxes of patients and improve patient outcomes — but it certainly hasn't been easy, and there are still some common pain points that many organizations still deal with.
Healthcare has been undergoing major staffing upheavals for a very long time, even setting aside the exacerbations that have been felt over the past few years. But while some organizations have pivoted their strategies toward employee-centric retention and engagement models, others have struggled to retain costs.
Bill Rates for travel healthcare professionals are beginning to stabilize for the first time since 2019. The immediate need for Registered Nurses (RN) at the beginning and throughout the Covid-19 pandemic put intense pressure on hospitals to fill vacancies, regardless of the hit their facilities took to their budget. Demand for staff during the pandemic skyrocketed, and most hospitals due to high vacancy rates of permanent staff needed to meet the demand by using outside staffing agencies. With few options hospitals turned to agencies to supply the nurses their hospitals so desperately needed. With bill rates rapidly increasing, questions began to swirl around what percent of bill rates are going to staff pay packages. The answers to those questions proved elusive.
