1 / 6

3 September 2009 - Brisbane

3% Agency Utilisation – How Achievable is That? Presenter: Kym Dixon Hospital: Centauri Key contact person for this project : Kym Dixon, kym.dixon@health.sa.gov.au, (08) 8204 6268. 3 September 2009 - Brisbane. KEY PROBLEM. Agency utilisation high with an average of 8.8% by Sept 08/09

august
Download Presentation

3 September 2009 - Brisbane

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. 3% Agency Utilisation – How Achievable is That?Presenter: Kym DixonHospital: CentauriKey contact person for this project :Kym Dixon, kym.dixon@health.sa.gov.au, (08) 8204 6268 3 September 2009 - Brisbane

  2. KEY PROBLEM • Agency utilisation high with an average of 8.8% by Sept 08/09 • Trend of agency utilisation increasing • Agency utilisation was consistently high, although according to vacancy monitoring there was no vacancy

  3. AIM OF THIS PROJECT • Aim was to reduce agency to 3% in order to improve: • Financial targets • Quality of care • Agency utilisation was wide spread and therefore involved the whole organisation • The target was set in late 2008, with a goal to achieve the outcome by late January 2009. • No specific resources were dedicated to the outcome, although all staff were involved in and supported the outcome.

  4. KEY CHANGES IMPLEMENTED • A review of the hiring target formula was undertaken to identify the gap between ‘no vacancy’ and consistently large agency utilisation. • It was identified that there was approx 100 FTE hired but ‘unavailable’ to roster. • The hiring target was revised to include a routine monthly report of staff hired but ‘unavailable’ to roster . • Standard processes for recording staff ‘unavailable’ to roster were established. • The hiring target became flexible to hire to ‘unavailable’ where there was reasonable determination of minimal risk due to economies of scale. • Hiring to ‘unavailable’ to roster was determined at divisional level. • Recruitment initiated to meet actual vacancy.

  5. OUTCOMES SO FAR Pay Period 15 16 Jan 09 11.2% Pay Period 16 30 Jan 09 8.1% Pay Period 17 13 Feb 09 7.6% Pay Period 18 27 Feb 09 6.2% Pay Period 19 13 Mar 09 4.3% Pay Period 20 27 Mar 09 5.3% Pay Period 21 10 Apr 09 2.1% Pay Period 22 24 Apr 09 1.1% Pay Period 23 8 May 09 0.5% Pay Period 24 22 May 09 1.6% Pay Period 25 5 Jun 09 3.1% Pay Period 26 19 Jun 09 4.0%

  6. LESSONS LEARNT • Understand the trends – if it doesn’t look right, there’s probably a reason! • Standardise processes – never assume that everyone is doing the same thing. • Know your staff.

More Related