Manpower Planning at Mayo Clinic

Group MembersFlavia RodriguesGeetanjali GoelJainandra Sinha

Aparna NagarajanReshma PrabhuShradha SethiShilpa Pandey

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CONTENTS

• Manpower Planning – Requirements-after gap analysis • Location wise• Skill wise• Level wise-organisational hierarchy• Quarter wise

– Sourcing –external and internal hiring– Age profile– Job Descriptions of 5 chosen grades

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Aligning Manpower Planning with Business Strategy

• Focus on team rather than individual contributors

• Highest level of quality care to patients• Mayo’s strategic plan identifies the workforce as

the key to success• Value based hiring• Qualities – Empathy, ability to handle ambiguity,

flexible yet firm, utilitarianism• Diversity

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Factors affecting Manpower Planning

Organization objectives Retirement of the baby boomer generation and

the lack of new talent. Shortage of skilled health IT professionals.(EHR) An impending trend of significant turnover The undertrained millennial generation Work life balance by companies Decreasing reimbursement

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Requirements (location wise)

Gap AnalysisRequirements = Attritions + Change in headcount from 2006 -2010

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Requirements (location wise)

Gap AnalysisRequirements = Attritions + Change in headcount from 2010 -2015

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Classification of skills

No mention of jobs in Jacksonville site

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Organizational structure

Level 6

Level 5

Level 4

Level 3 (AHS)

Level 2

Level 1 Management (CEO, COO)

Physicians

Nurse

Clerical

Labourers

Scientists Researchers

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Assumptions

1. We have assumed the total number of employees to be hired/promoted for the management level (baby boomers).

2. 2. Turnover rate = 7% for levels 4, 5 and 6

3. 3. Growth % for 2015 was taken as 20%

Level based requirements

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Sourcing Strategies

• Internal poolPass-outs from institutions affiliated with Mayo

Group and internsPromotions/ Succession planningTransfers

• External sourcingJob postingCommunity job fairs and college recruitmentE – recruitingContract

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Skill wise sourcing strategies

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Example of Succession planning

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QUARTERLY GAP REPORTQ1 Q2 Q3 Q4 Total

2006 137 200 285 245 8922007 138 200 286 255 9042008 70 200 165 145 4802009 137 200 295 255 9122010 138 200 296 260 919Total 620 1000 1327 1160 41072011 300 400 477 211 13882012 399 433 478 210 15202013 399 416 477 210 15022014 378 416 478 211 14832015 369 416 476 210 1471Total 1845 2081 2386 1052 7364

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CONTD..

1. Q1 of FY 2010 was the worst quarter in the US economy. Therefore requirements were the least.

2. Quarter wise distribution of the requirements was done based on the economy, campus recruitment , promotions and lateral hiring.

3. 2008 was recession hit, hence the least recruitment except in Q2.

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REQUIREMENT

• Internal – 15% Therefore the total number of people to be

recruited internally between 2005 and 2010 is 620 and between 2011 to 2015 is 1100

• External – 85% 2005 and 2010 is 3487 and 2011 to 2015 is

6264

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CONTD..

1. Q1 of FY 2010 was the worst quarter in the US economy. Therefore requirements were the least.

2. Quarter wise distribution of the requirements was done based on the economy, campus recruitment , promotions and lateral hiring.

3. 2008 was recession hit, hence the least recruitment except in Q2.

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Age profile

8%

11%

12%

12%

13%

16%

16%

12%

AH (2010)

<=25 26-30

31-35 36-40

41-45 46-50

51-55 >55

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Age profile

7%

14%

18%

21%

21%

19%

CN (2010)

<=25 26-30 31-35

36-40 41-45 46-50

51-55 >55

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Age profile

8%

12%

12%

13%13%

13%

15%

13%

AH (2015)

<=25 26-30

31-35 36-40

41-45 46-50

51-55 >55

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Age profile

8%

15%

18%

20%

20%

19%

CN (2015)

<=2526-3031-3536-4041-4546-5051-55>55

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How age profile affects Manpower Planning

• No person below 30 years of age in CN• Marginal increase/decease in AHS• Baby boomers effect• Training for below 25 (AHS)• 2010 – economy bad- only experienced staff

recruited

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JOB DESCRIPTIONS

• Designation: Nursing Sister Grade I• Job Type: Core• Department: College of Nursing• Reports to: Assistant Nursing Superintendent• Salary Range( $): 46,651- 85,946

• Key responsibilities: Nursing care of Patients, Ward management, Teaching & Supervision

• Qualification: Academics: Bachelor of Science in Nursing ( BSN)

Experience: 3-5 years• Competencies : Should be able to foster team

spirit in her area of works as a team leader

• Designation: Nursing Sister Grade II• Job Type: Core• Department: College of Nursing• Reports to: Nursing Sister Grade I• Salary Range( $): 41,050 – 79,481

• Key responsibilities: Direct Patient’s care, ward management

• Qualification: Academics: Associate Degree Nursing (ADN)

Experience: 1-4 years• Competencies : Empathy for patients,

administrative skills

• Designation: Gastroenterologist • Job Type: Contract• Department: Gastroenterology and Human

Nutrition• Reports to: Chief of Gastroenterology• Salary Range( $): 147,948– 402,774

• Key responsibilities: To perform bedside procedures liver biopsy and ascitic fluid parancetisis, suggesting gastrointestinal surgery if required

• Qualification: Doctor of Medicine (MD) Experience: 9- 12 years• Competencies : Sound Knowledge and Ability to

diagnose and treat gastrointestinal disorders, liver and pancreatobilary disorders

• Designation: Radiologic Technologist • Job Type: Core• Department: Radio Diagnosis• Reports to: Head of Radiology Department• Salary Range( $): 26,582– 72,560

• Key responsibilities: Provides information to diagnose patient illnesses by operating radiologic equipment to produce radiographs.

• Qualification: Certificate Radiologic Technology Experience: 1-4 years• Competencies : Quality Focus, Planning, Technical

Understanding, People Skills, Dependability, Creating a Safe, Effective Environment, Analyzing Information

• Designation: HR Director• Job Type: Core• Department: Human Resources• Reports to: CEO• Salary Range( $): 130,053- 345,111

• Key responsibilities: Recruitment of employees, training, functioning, setting the salaries and benefits of employees and managing employee-employer relations

• Qualification: Master of Science( MS), Human resource Management ( HRM)

• Experience: 7 - 11 years• Competencies :Interpersonal Skills, Negotiation skills,

Thorough understanding of all the departments

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Thank You