Staffing Plan for a Long-Term Healthcare Facility


Business Staffing Plan for a Long-Term Healthcare Facility

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The importance of effectively and intuitively staffing a healthcare facility such as a Health Promotion Program cannot be overstated. The correlation between, for instance, nurse-patient ratios and healthcare outcomes is well-known. This is why a staffing plan must be comprehensive and detailed. The outline for staffing solutions for the healthcare institution discussed in prior documentation includes an explanation of the positions required and the structure of their respective roles.

As we outline the various positions called for, we recognize that evolving legislation, patient needs and technological capabilities have altered the healthcare staffing landscape. For instance, patient classification systems such as the one in place at our facility can help to identify staffing requirements. Here, our Expert Nurse Estimation Patient Classification System (ENEPCS) “identifies the uniqueness of each patient using eight categories of care: 1. Cognitive Status, 2. Self-care Status, 3. Emotional Psycho Social Support needs 4. Comfort/Pain Management needs, 5. Family information and support needs, 6. Treatment needs, 7. Interdisciplinary coordination, patient teaching, and documentation needs, 8. Transition planning needs.” (Malloch, 1)

These traits for classification show the increased attention given to the relationship between patient classifications and staffing needs. The range of caregivers and administrative personnel required to carry out the functions which are associated with these classifications demands a delegation of tasks and responsibilities that is more nuanced than the sheer distribution of numbers. Under these terms of classification, availability and workload distribution are only the cosmetic features of a staffing scenario that also requires education and credentials to be factored into patient needs. This means that recruitment, hiring, ongoing career training and workplace delegation must be guided by the needs produced in such classification schemes as that described here above.

With that stated, the following are the presently considered healthcare facility’s staffing needs, including desired number and justifications:

Managers (10): First and foremost, the Health Promotion facility requires management with designated time slots and departments. These numbers are predicated on the expectation of roughly 240 clients above the age of 50 per week. To handle this case load, the accounting, administrative and technology departments would require two managers each, for peak and off-peak hours of service. The nursing department would employ 4 nurse managers such that two would be on coordinated duty at all times with a defined hierarchy based on seniority of tenure. All managers would be full-time employees with benefits and salaries ranging between $35,000 to $40,000 with benefits and the opportunity for business equity.

In sum total, the facility would employ 30 nurses. The distribution of schedules and shifts amongst nurses would be shaped by what Ozcan & Hornby (2011) call activity measurement. According to Ozcan & Hornby, “as health service organizations began to emerge from the traditional approaches to determining staffing requirements, they increasingly adopted methods for determining staffing needs, which were based on some form of activity measurement (9). The staffing norms that emerged are all intended to be specific for the type and location of staff being considered.” (Ozcan & Hornby, p. 212)

These are factors which would contribute to the breakdown in roles and responsibilities among the aforementioned 30 nursing professionals. Of these, 12 would be senior Registered Nurses earning roughly $35,000 per annum with benefits. These would be full time employees distributed across three shifts. Registered nurses would rotate between day, night and swing shifts, providing senior staff oversight and ensuring that at least 4 RNs are in the facility at all times.

12 practical nurses would serve in support roles but retain many of the same scheduling and shift distribution features. Pay range for advancing Practical nurses would be roughly $24,000-$30,000 depending on overtime labor. 6 Nursing assistants would be employed on a part-time basis and often working swing shifts or serving on an on-call basis at a rate of $16 per hour. Additionally, all nurses must dedicate some number of ‘non-productive’ hours to being on-call.

In addition to its nurses, the Health Promotion facility is also staffed by 14 technicians in the laboratory, radiology, phlebotomy and robotics capacities. Their schedules and pay-rates vary though all are full-time employees. Additional full-time salaried employees include secretaries and receptionists, both of whom earn roughly $22,000 per annum with benefits.

All full-time employees enjoy competitive benefits which include health coverage, retirement savings matching plans and access to a range of onsite facilities including a gym and a daycare center.

By providing personnel with competitive compensation and benefits packages, the health promotion facilities hope to enjoy the productivity, low turnover and positive patient outcomes that comes with high morale.

Works Cited:

Malloch, K. (2006). Expert Nurse Estimation Patient Classification System (ENEPCS). Kathy Malloch & Associates

Ozcan, S. & Hornby, P. (2011). Determining Hospital Workforce Requirements: A Case Study. World Health Organization.

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