Concerro » Webcasts » Using Creative Incentives to

WEBCASTS

Using Creative Incentives to

Help Transform a Changing Environment

March 22, 2007 at 12:00 AM PST

Joan Vincent, RN, MSN, CNAA
Vice President of Patient Care Services and Chief Nursing Officer,

Suzy Lindlaw, RN, MBA, CNAA
Director, Resource Management and Finance

We have the opportunity to learn how Sibley Memorial Hospital has utilized BidShift’s Staffing Effectiveness program to foster innovative incentive plans and employee satisfaction. Joan Vincent and Suzy Lindaw will be presenting the staffing goals Sibley Memorial has achieved, as well as the documented impact after using BidShift for only one year

Pre-BidShift Environment	Decentralized staffing model supported by a centralized Staffing Office Managers scheduling around the availability of prns Non-compliance with scheduling completion dates Inconsistent staffing/scheduling policy interpretation Regular occurrences of pre-scheduled overtime
How BidShift Could Help	Focus on staffing and scheduling practices to facilitate standardization, optimization and compliance Staff empowerment and increased involvement, commitment and autonomy Wide visibility into cross-facility needs Standardized reports for tracking Live in 6 weeks of contract signing
Initial Progam Goals	Reduce/Eliminate contract and per diem agency Reduce/Eliminate in-house contract staff Grow per diem (ready resource) and not based float pools Reduce vacancies Increase staff satisfaction, retention and recruitment
Revised Program Goals	Initial goals competed against each other and revised: Save $...hopefully by reducing agency and filling vacancies Convert PRN staff to regular staff
Revised Program Goals	Focus on revised goals lead to the following outcomes: Ability to leverage existing resources to meet organizational needs Conversion of prn staff to regular staff Ability to look at the future (vs pre-BidShift where we were always focused on the here and now)
Immediate Results	By March 31, 2006, 2 agency nurses had converted to staff and 8 prns took positions 22.1% shifts awarded to users outside of home unit during second quarter 2006 Average of $22,000 per pay period in decreased Agency spend by July, 06 Average $ per UOS pre BidShift $204.48; post $202.70 (as of July 06)
Current Successes	Vacancies are down; Agency contracts coming down Multiple bids on shifts increasing PRNs who “can’t find any time” Plan to use Agency Management module scrapped because of decreased need for per diem agency
Next Steps for Sibley	Re-evaluate BidShift goals for upcoming year Identify “key” financial metrics to decrease analysis time Investigate use of “virtual” and “available” shifts to improve coverage of last minute needs Analyse data in BidShift to develop business case for prn pool growth
Final Thoughts	BidShift is not just a means to fill holes-the emphasis is on staffing effectiveness Develop manager guidelines to help ensure implementation success Always go back to your Goals!