Tomorrow’s Workforce: Surfing for solutions
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Transcript of Tomorrow’s Workforce: Surfing for solutions
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Tomorrow’s Workforce:Surfing for solutionsTomorrow’s Workforce: Surfing for Solutions
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Prediction
By 2030 youngest baby boomers – those born in the early 1960’s will mostly have retired and the U.S. will face the fallout of a permanently smaller labor force, barring a major change in immigration policy or some other surge in population.
Gad Levanon“From Not Enough Jobs to Not
Enough Workers” Conference BoardSeptember 2, 2014
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Understanding what we need
How many health professionals do we need?
What kind of health professionals do we need?
Where do we need them to work? What will they be doing?
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Factors impacting the workforce
Expanded access Aging population Health care consumerism Technological advancements Cost-reduction imperatives Call for improved health outcomes New or adapted models to finance and deliver
care Changing regulatory landscape Impact of work redesign License portability
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Drivers of workforce capacity Education and training
Supply and demand
Roles and responsibilities
Practice models
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Education and training
Improve health professions education capacity Expand existing programs Implement new programs Adapt curriculum to align with new models of care Implement innovative education and training
solutions
Limitations Competition for finite number of clinical training
sites Lack of residency training slots for new medical
school graduates Lack of comprehensive workforce data for
projecting need Inability to accelerate change in academic
programming
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Supply and demand
Michigan’s aging healthcare workforce Average age of nursing – 48 Average age of nursing faculty – 58 Physician retirements 0-10 years – 47%
Michigan’s aging population 1 in 4 Michiganders will be 60+ by 2030 Fastest growing segment of population are those 85 years or
older More than 182,000 Michiganders between 85-95 and 1,700
centenarians (2010)
Michigan’s newly insured Healthy Michigan Plan – 373,171 new Medicaid
beneficiaries Health Insurance Marketplace – 272,539 new enrollees
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Current Supply
Source: Michigan Department of Licensing and Regulatory Affairs, June 2014 active license counts report.
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Supply and demand projections
Michigan’s health care workforce needs are projected to grow 18% - or 108,000 jobs – by 2018.1
Need is at all levels from direct care workers, to registered nurses, to professionals with advanced degrees like physicians, APRNs, and Physician Assistants.
Michigan will need 6,000 additional physicians and 5,000 nurses by 2020. 2
Geographic maldistribution of health care providers will continue to limit access in rural and underserved urban communities. Michigan has 507 communities designated Health Professional Shortage areas.
1. Michigan Workforce Development Agency, 2013
2. Michigan Health Council
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Roles and responsibilities
Having a sufficient number and the right mix of providers to ensure access to quality services delivered efficiently
Adopting a culture of collaboration centered around the patient
Maximizing the use of knowledge, skills and abilities
Changing the professional continuum of care paradigm
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Right care, right provider….
Patient
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Leveraging clinician supply
Physician supply can be leveraged through greater use of other clinician types
Clinicians can be leveraged through greater use of other licensed non-clinicians and non-licensed personnel.
Studies have found that up to 24% of a primary care team physician’s time could be saved by delegating to other team members.
(Bodenheimer and Smith, “Primary Care: Proposed Solutions To The Physician Shortage Without Training More Physicians,” Health Affairs, 32, no.11 (2013):1881-1886)
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Defining practice
Complexity of Care Needs
Medical Assistant CHW
Tech RN APRN,
PAPrimary Care Physicia
n
Specialty
Physician
Ani Turner, Deputy DirectorCenter for Sustainable Health SpendingAltarum InstituteJuly 25, 2014
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New or expanded roles
Physician Assistants Advanced Practice Registered Nurses Pharmacists Doctors of Nursing Practice Community Health Workers Grand-aides Primary Care Technicians Community Paramedics
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Practice models
Interprofessional collaborative practice
Importance of providing a work environment that supports interprofessional collaborative practice.
Importance of the role of preceptors
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Practice models
Primary care reinvention
Technology-based care Clinical innovation Managing the flow of information Telemedicine Remote training and supervision
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Workforce challenges
Improving access to comprehensive workforce data
Identifying types and numbers of health professionals needed
Aligning education with practice and practice with education
Expanding capacity of the existing workforce
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Workforce challenges
Educating and engaging providers in interprofessional collaborative practice
Retaining an aging workforce
Strengthening regional partnerships of healthcare employers, educators, workforce boards, and other stakeholders to meet the specific healthcare employment needs of local and regional markets
Aligning reimbursement policies with new practice models
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Contact Information
Melanie BrimPresident & CEOMichigan Health CouncilEmail: [email protected]: 517.347-3332