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Retaining Providers in Rural Kentucky

Retaining Providers in Rural Kentucky . KRHA Annual Conference August 16-17, 2012 - Bowling Green, KY Jan Hurst, National Rural Recruitment and Retention Network 3rnet.org.

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Retaining Providers in Rural Kentucky

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  1. RetainingProviders in Rural Kentucky KRHA Annual Conference August 16-17, 2012 - Bowling Green, KY Jan Hurst, National Rural Recruitment and Retention Network 3rnet.org

  2. This presentation is sponsored by the Commonwealth of Kentucky Health Care Access Branch/ Primary Care Office (PCO) using federal funds provided by Health Resources and Services Administration/ U.S. Department of Health and Human Services.

  3. Profile trends regarding provider mobility • Note barriers to longevity in practice • List effective methods to enhance retention • Identify rural specific solutions • Develop action plan objectives

  4. Cause Effect Delayed expansion Revenue shortfalls Retirement postponed Relocation unattractive • Unemployment and restricted capital • Drop in stock market • Declining housing values and reduced employment economic climate

  5. recovering economy

  6. 5 - 6% turnover since 2008

  7. 598,000 physician jobs in US, 20% experienced turnover in 2004 pre-recession

  8. Recruiting replacement expenses • Cost of starting new practice • Loss of down-stream revenue cost$ of losing physician

  9. over $1 million per FTE

  10. ‘soft costs’

  11. Community benefit of adding ONEfamily medicine physician in Kentucky: $878,642 community dollars

  12. AAMC predicts shortage of 159,300 by 2025 • 30,000 more primary care physicians needed in next three years for health reform shortages drive competition

  13. practice determinants

  14. seek hospital jobs

  15. 43.5% employed • Only employed group were significantly happier with practice than 3 years before job satisfaction

  16. kentucky

  17. 2012 2020 Must replicate entire current cadre just to replace those retiring Study did not include extra needed if health reform enacted in 2014 • Primary care physician shortage looms even in Louisville metro not spared

  18. expansion plans 2012

  19. 2 demographics display highest turnover

  20. Part time workforce62% since 2005

  21. 4 day work week • Job sharing • Floating schedule • Extended days offer options

  22. groups vs. hospitals 2011

  23. retention strategy

  24. 13% turnover or double current physician rate nurse practitioners and physician assistants

  25. nursing workforce

  26. nurse turnover

  27. greatest turnover occursin first 3 years

  28. in better economic times

  29. rural maybe more

  30. causes of turnover

  31. practice different than expected

  32. poor cultural fit

  33. strong rural predictors

  34. top talent leaves

  35. those in charge

  36. First rule of leadership: everything is your fault. -fromA Bug’s Life leadership

  37. drive

  38. optimize onboarding

  39. action plan

  40. Mentor / buddy

  41. “mentees”

  42. socialization

  43. when do you interview?

  44. structure monthly

  45. ask

  46. stay interviews

  47. create culture of retention

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