Transcript Tomorrow’s Workforce: Surfing for Solutions

Tomorrow’s Workforce:
Tomorrow’s
Workforce:
Surfing
for solutions
Surfing for Solutions
Prediction
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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 Board
September 2, 2014
Understanding what we need
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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?
Factors impacting the workforce
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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
Drivers of workforce capacity
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Education and training
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Supply and demand
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Roles and responsibilities
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Practice models
Education and training
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Improve health professions education capacity
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Expand existing programs
Implement new programs
Adapt curriculum to align with new models of care
Implement innovative education and training solutions
Limitations
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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
Supply and demand
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Michigan’s aging healthcare workforce
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Michigan’s aging population
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Average age of nursing – 48
Average age of nursing faculty – 58
Physician retirements 0-10 years – 47%
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
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Healthy Michigan Plan – 373,171 new Medicaid beneficiaries
Health Insurance Marketplace – 272,539 new enrollees
Current Supply
Source: Michigan Department of Licensing and Regulatory Affairs, June 2014 active license counts report.
Supply and demand projections
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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.
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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
Roles and responsibilities
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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
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Maximizing the use of knowledge, skills and abilities
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Changing the professional continuum of care paradigm
Right care, right provider….
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Patient
Leveraging clinician supply
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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)
Defining practice
Ani Turner, Deputy Director
Center for Sustainable Health Spending
Altarum Institute
July 25, 2014
New or expanded roles
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Physician Assistants
Advanced Practice Registered Nurses
Pharmacists
Doctors of Nursing Practice
Community Health Workers
Grand-aides
Primary Care Technicians
Community Paramedics
Practice models
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Interprofessional collaborative practice
 Importance
of providing a work environment that
supports interprofessional collaborative practice.
 Importance
of the role of preceptors
Practice models
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Primary care reinvention
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Technology-based care
 Clinical
innovation
 Managing the flow of information
 Telemedicine
 Remote training and supervision
Workforce challenges
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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
Workforce challenges
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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
Contact Information
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Melanie Brim
President & CEO
Michigan Health Council
Email: [email protected]
Phone: 517.347-3332