WEBCASTS
Effective Staffing: New Levels of Performance
A Case Study with Castle Medical Center
June 20, 2007 at 12:00 AM PST
Vice President of Patient Care Services
Robin Pacson, RN, MSN
Director Medical/Surgical Services/Nursing Resources
Kathy Raethel and Robin Pacson share how their facility has controlled labor costs, redesigned their nursing incentive program, and promoted a healthy work environment by implementing BidShift.
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Organization |
Castle Medical Center |
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Location |
Kailua, Hawaii |
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Demographics |
Adventist Health System, 160 Beds, Full-Service acute care, including BHS, "Best Place to work in Hawaii" - 3 years |
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Financial Goals |
Decrease contract labor spending, Manage premium pay, |
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Operational Goals |
Improve operational efficiency, Decrease vacancy |
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Cultural Reasons |
Investment in employee satisfaction, Create a fair and equitable incentive program |
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How Bidshift is Used |
Shift Rewards, Per Diem |
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Financial Results |
55% reduction in contract labor costs, 50% reduction in vacancy (within 7 months of deployment), no longer using OT to fill shifts, shifted from financial incentives to points based incentive program (shift rewards) |
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Operational Results |
75% fill rate in first 6 months, 37% of awarded shifts voluntarily worked by non-home unit RN's, over 30,000 patient care hours filled, 52% reduction in vacancy rate, increased commitment from per-diem, promotes culture of participation, staff feels valued, fairer distribution of open shifts, improved relationship between staff and managers, reporting provides real data vs. antidotes to support decision making |
~Kathy Raethel, Vice President of Patient Care Services