Looking Forward… Effective People Strategies for the Future of Healthcare

1. Looking Forward…Effective People Strategies for the Future of Healthcare Presentation to HEABC Conference June 23, 2008 Geoffrey Crampton

2. Overview of Fraser Health Burnaby Chilliwack Tri-Cities Hope Mission Agassiz New Westminster Maple Ridge Abbotsford Delta White Rock Langley Surrey

3. 2. Strategic Plan Vision Better Health. Best in Health Care

4. Strategic Plan PurposeOur purpose is to improve the health of the population and the quality of life of the people we serve.

5. Strategic Plan Our ValuesRespect, caring and trust characterize our relationships.

6. 3603 people by 2017 (16%) 3378 people by 2012 (15%) 3828 people today (17%) Employee Demographics and Retirements

7. 631 Physicians (27%) Age 50 - 59 442 Physicians (21%) Age 60 and older Age Distribution of FHA Physicians * Based on Fraser Health Authority survey data of 72% where physician’s age is known. Source: Fraser Health – 2008/2009 Physician HR Plan (DRAFT)

8. Current Situation • There are 2,330 physicians with privileges in FHA facilities; • 1,328 specialists • 1,002 general practitioners • Many more physicians have their own practice in our communities, but do not work in our hospitals • April 2008 – 80 physician vacancies • 442 physicians age 60 and older are nearing retirement • FHA is experiencing significant population growth and increasing demand for health services

9. Projected Retirements by 2013* * Includes casuals and regulars

10. Allied Health Professionals - Projected Retirements by 2013

11. Staffing Growth – All Occupations

12. The ChallengeThe perfect storm is forming • Human resources are under pressure in key areas: • World-wide shortages of health professionals • Vacancies • Overtime costs • Work-life balance • New and evolving skills required • Responding to organizational change and growth • Aging healthcare professionals • Increasing demands for services from aging population • Without change, the success and sustainability of the health care system is at risk • Risks to patient safety • Difficulty attracting and retaining qualified staff • Lost productivity • Sick Leave/LTD cost escalation • Overtime/burnout

13. Great Workplaces Great Workplaces Better Health; Best in Healthcare • Trust, fairness, commitment • Resources • Autonomy & input • Effective supervision & communication • Challenging but not overworked • Rewards and recognition • Employee & Physician Capabilities • Healthy • Engaged • Skilled • Adaptable • Results • Innovation • Performance • Quality

14. HHR From A Systems Perspective Capital/Operating Budgets HR Supply Constraints • Operational Planning & Reporting • Major Initiatives (ACCI, ARHCC, SHSCI) • Health System Re-alignment • Health Services Plan Funding Needs Staffing Requirements HR Budgets • Financial Planning & Reporting • Capital budget • Operating budget • HR Sustainability Planning • & Reporting • Demand/supply projections • Gap analysis • Strategies to maximize number of qualified, available people • Health professionals • Support staff • Physicians • Administrative leadership HR Funding Needs

15. Closing the Gap – Effective People Strategies • Strategies that influence demand: • Practice Innovation • Continuous Workflow Process Improvement • Appropriate Staffing • Innovative Technologies and Enabling Systems • Employee Engagement • Strategies to increase supply: • HR Forecasting • Increase New Grad Hires • Increase Out of Province Hires • Healthy Workplaces • Retain Employees • Increase regular positions and reduce overtime • Career Development

16. Fraser Health’s People Strategies

17. Increased engagement Reduced vacancies Increased retention Enhanced leadership capacity Reduced workplace absences Key Outcomes Quality Care Outcomes for Patients/Clients/Residents through: