Demand DrivenDemand Driven Employer Solutions Employer Solutions

Region IVRegion IV Healthcare Occupations Healthcare Occupations

Taskforce Taskforce

Rural Project Service AreaRural Project Service Area

Camas

Gooding

Lincoln

Jerome

Cassia

Twin Falls

Blaine

Minidoka

Castleford HS

Buhl HS

Filer HS

Jerome HS

Blaine HS

Minico HS

Burley HS

According to 2005 Workforce Investment Board Healthcare Employer Survey, there are shortages and vacancies in the following nursing occupations: RN 20%, LPN 16%, and CNA 70%. Employer’s projected Labor needs within the next 5 years are 4X current LPN graduation rates and 5X RNs.

Collaborative VisionCollaborative Vision

This is a Partnership between Healthcare This is a Partnership between Healthcare Providers and Education to create Access, Providers and Education to create Access, Affordability, and Accountability in the Affordability, and Accountability in the Statewide Healthcare System.Statewide Healthcare System.

There are two operational premises:There are two operational premises:– Employer Driven Labor Market Needs & Support Employer Driven Labor Market Needs & Support – CSI proactively is responding to address the needs.CSI proactively is responding to address the needs.

Capacity Constraints Impacting the Capacity Constraints Impacting the Idaho Healthcare IndustryIdaho Healthcare Industry

In 2020, the Bureau of Heath In 2020, the Bureau of Heath Professions estimates that Professions estimates that the the Idaho workforce will Idaho workforce will have a -59.10% nursing have a -59.10% nursing shortageshortage..

All three occupations are All three occupations are identified by Idaho identified by Idaho Department of Commerce Department of Commerce and Labor as High Growth and Labor as High Growth and High Demand and High Demand occupations.occupations.

Capacity Constraints ContinuedCapacity Constraints Continued

In Idaho, shortages in nursing In Idaho, shortages in nursing and other healthcare provider and other healthcare provider personnel have directly led to:personnel have directly led to:– recruitment in foreign recruitment in foreign

countries for nursing staff countries for nursing staff (2 yr. contracts),(2 yr. contracts),

– increased usage of increased usage of contracted temporary contracted temporary “traveling” healthcare “traveling” healthcare providers,providers,

– growth in private growth in private companies providing non-companies providing non-accredited “training,” andaccredited “training,” and

– increased employer costs increased employer costs associated with recruiting associated with recruiting and retaining qualified and retaining qualified healthcare personnel.healthcare personnel.

Other ChallengesOther Challenges to Rural Healthcare to Rural Healthcare

Census 2000 indicates that the Hispanic population in south central Census 2000 indicates that the Hispanic population in south central Idaho varies from 16-35% per county. The Idaho Board of Nursing Idaho varies from 16-35% per county. The Idaho Board of Nursing reports less than 1% of the employed nursing population is reports less than 1% of the employed nursing population is Hispanic. In Idaho, less than 3% of the nursing staff are minorities Hispanic. In Idaho, less than 3% of the nursing staff are minorities vs. the 12.3% nationally.vs. the 12.3% nationally.

Idaho is projected to have 117% increase in geriatric aged Idaho is projected to have 117% increase in geriatric aged population during the next fifteen years vs. the national increase of population during the next fifteen years vs. the national increase of 57% according to the Center for Disease Control.57% according to the Center for Disease Control.

The average age of an employed RN is 47 years and for nursing The average age of an employed RN is 47 years and for nursing faculty is 55 years as reported by the Idaho Nursing Workforce faculty is 55 years as reported by the Idaho Nursing Workforce Center. Center.

Nursing Faculty shortages are limiting program expansion.Nursing Faculty shortages are limiting program expansion.

Economic Development ImpactEconomic Development ImpactOngoing population growth due Ongoing population growth due to positive economic climate to positive economic climate and development will be and development will be directly impacted if shortages directly impacted if shortages cannot be resolved.cannot be resolved.

Community health is a decisive Community health is a decisive factor for employers moving to factor for employers moving to Idaho.Idaho.

Healthcare delivery is impacted Healthcare delivery is impacted directly by the health directly by the health professional shortages.professional shortages.

Increasing healthcare employer Increasing healthcare employer costs and potential liabilities costs and potential liabilities are challenges-- as the nursing are challenges-- as the nursing turnover increases, the turnover increases, the likelihood of increased length of likelihood of increased length of hospitalization and morbidity hospitalization and morbidity risk rises for patients. risk rises for patients.

The Total Impact of Employee Turnover the Relationship Between Employee

Turnover and Patient Care

0.980.78 1.09

3.814.81 5.02

-1

1

3

5

7

Low Medium High

Risk Adjusted Index

Severity AdjustedAverage Length ofStay

PHASE IPHASE I

Region IV and CSI applied to Idaho Department of Commerce and Region IV and CSI applied to Idaho Department of Commerce and Labor for LPN Expansion Pilot funding for 1 year for high growth Labor for LPN Expansion Pilot funding for 1 year for high growth positions. ($50,000 grant and $50,000 employer match was used positions. ($50,000 grant and $50,000 employer match was used for two new nursing faculty salaries). The Pilot will be completed for two new nursing faculty salaries). The Pilot will be completed June 30, 2006. June 30, 2006. Outcomes: 30 LPNs fast-tracked into the 2nd year of the RN Outcomes: 30 LPNs fast-tracked into the 2nd year of the RN program and 20 addition LPNs admitted per year. program and 20 addition LPNs admitted per year.

PHASE I ContinuedPHASE I Continued

W.O.W.—Work over WelfareW.O.W.—Work over Welfare

The class of 2003, 76% of the RN students The class of 2003, 76% of the RN students met the federal guidelines for poverty.met the federal guidelines for poverty.

The average student household consisted of The average student household consisted of 4 people.4 people.

97% first time pass rates97% first time pass rates

PHASE IIPHASE II

CSI through the Health Care Development Council applied and CSI through the Health Care Development Council applied and received $1.46 million from USDOL to:received $1.46 million from USDOL to:

– Developing alternative labor pools utilizing dual credit targeting Developing alternative labor pools utilizing dual credit targeting minority and disadvantaged participants (480);minority and disadvantaged participants (480);

– Developing on-line LPN and RN coursework and fast-tracks for Developing on-line LPN and RN coursework and fast-tracks for nationally certified paramedics to RNs (14 courses);nationally certified paramedics to RNs (14 courses);

– Admitting 100 RN students annually to alleviate shortages;Admitting 100 RN students annually to alleviate shortages;– Implementing expanded onsite training, simulator technology, and Implementing expanded onsite training, simulator technology, and

Virtual IVs;Virtual IVs;– Developing faculty pool from “grow your own” strategies;Developing faculty pool from “grow your own” strategies;– Increasing health science student support via federal funding Increasing health science student support via federal funding

totaling over $500,000 annually; and,totaling over $500,000 annually; and,

– Model sharing with multiple end users regionally,Model sharing with multiple end users regionally, statewide, and statewide, and nationally. nationally.

PHASE IIPHASE II

270 RN Applicants

109 Qualified on RN Waiting list

120 PN Applicants

90 Qualified on PN Waiting list

Phase IIPhase IICSI Nursing Program Graduation Rates

0

30

60

90

120

150

Year

ADN LPN Linear (ADN) Linear (LPN)

ADN 41 63 61 51 84 120

LPN 30 34 37 32 60 60

2002 2003 2004 2005 2006 2007

Annual G

raduate

s

Phase II Cost Realities per CreditPhase II Cost Realities per Credit

CSI Per Credit

$95.00 $100.00

$82.50$82.50$70.50

$0.00

$20.00$40.00

$60.00

$80.00$100.00

$120.00

2001-2003 2003-2004 2004-2005 2005-2006 2006-2007

Catalog Year

CSI

Phase II Cost Realities in IdahoPhase II Cost Realities in Idaho

LPN and RN Cost Comparison

$1,992 $2,000

$4,190 $4,154

$1,578

$3,984 $4,000

$8,380$8,308

$16,670 $16,616

$0$2,000$4,000

$6,000$8,000

$10,000$12,000

$14,000$16,000$18,000

EITC NIC CSI ISU BSU

Institution

1 Year Technical Certificate

2 Year Associate Degree

Bachelor's Degree (4 yr.calculation)

Cos

t per

Com

plet

ion

Phase IIIPhase III

$500,000—Governor & Legislators$500,000—Governor & Legislators

$250,000—Private Industry$250,000—Private Industry

____________________________________________________________________

$750,000 per year for five years$750,000 per year for five years

Thank youThank you

If you have any additional questions orIf you have any additional questions or

comments please contact:comments please contact:

Joe Herring joe@rivda.org Joe Herring joe@rivda.org

Roy Prescott Roy Prescott royprescott@hotmail.comroyprescott@hotmail.com

Janet Sandy jsandy@csi.eduJanet Sandy jsandy@csi.edu