Olayinka Bello

Facilities with Staffing Shortages Analysis Report Overview of the Analysis This analysis focuses on identifying facilities with staffing shortages by evaluating the percentage of days they failed to meet staffing benchmarks for RNs, LPNs, and CNAs. Key objectives include highlighting the most critical gaps and understanding patterns in contractor vs. permanent staff reliance. Key Insights I Used predefined benchmark levels: RN (Registered Nurses): 0.75 HPRD (Hours Per Resident Day) LPN (Licensed Practical Nurses): 0.8 HPRD CNA (Certified Nursing Assistants): 2.5 HPRD I identified facilities that consistently fall below these levels based on their reported staffing hours and census data. Key observations: A significant number of facilities exhibited shortages in CNA staffing, which has the highest benchmark (2.5 HPRD). RN shortages were less widespread but still notable in facilities with smaller staff pools. Comparison of Staffing Levels: Contractors vs. Permanent Staff After analyzing the total hours contributed by contractors and permanent employees: 1. CNA Roles: A larger share of hours was provided by permanent staff compared to contractors. 2. RN and LPN Roles: Certain facilities heavily relied on contractor staff, which could indicate difficulty in retaining permanent employees for these critical roles. Notable Trends: Facilities relying heavily on contractors often show more variability in meeting benchmarks. Permanent staff provide stability but are often insufficient in addressing sudden surges in demand or shortages. Recommendations 1. Focus on CNA Staffing Shortages: Facilities with chronic CNA shortages should be prioritized. These facilities need targeted recruitment campaigns and tailored staffing solutions to meet demand. Recommendation for Sales Teams: Highlight Clipboard Health's ability to provide rapid CNA coverage and emphasize tools to ensure facilities meet the 2.5 HPRD benchmark consistently. 2. Address Over-Reliance on Contractors: Facilities relying heavily on contractors for RNs and LPNs should be educated on the cost benefits of building a robust permanent workforce. Recommendation for Sales Teams: Propose hybrid staffing models where Clipboard Health supports overflow demand but assists in growing a permanent staff base. 3. Facility-Specific Action Plans: Use the provided shortage summary to identify the worst-performing facilities. Recommendation for Sales Teams: Customize outreach strategies for these facilities, focusing on their specific staffing challenges (e.g., role-specific shortages or workforce composition). How the Analysis Was Conducted 1. Data Collection: Staffing data was aggregated by facility, role, and day. 2. Benchmark Comparison: Daily staffing hours for RNs, LPNs, and CNAs were compared against regulatory benchmarks. 3. Shortage Identification: Facilities were flagged if their daily staffing hours fell below benchmarks. 4. Contractor vs. Permanent Analysis: Staff composition was evaluated to identify facilities with high contractor reliance. 5. Visualization: Key findings were summarized using bar charts to highlight role-specific shortages. Bar Chart: Staffing Shortages by Role