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Presentedby:

ThadDufelmeier,CEO,RN,CCWPTheodoreDrew&Associates

TimBell,ChiefRevenueOfficerPeople2.0

Moderator:AdrianneNelson,SeniorDirectorGlobalMembershipProducts,CCWPStaffingIndustryAnalysts

Sponsoredandpresentedby

October18,201710amPT/1pmET

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HealthcareStaffingOutlook:Challenges,Opportunities,andStrategiesforSuccess

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WelcometotheStaffingIndustryAnalystsThoughtLeadershipSeries

SuppliersOfStaffingServicesShareTheirExpertise

The Staffing Industry Analysts Industry ThoughtLeadership Series provides the perspective of thesuppliers of staffing services. The viewsexpressed in this webinar are those of thesponsor and not necessarily that of StaffingIndustry Analysts.

©2017byCrainCommunicationsInc.Allrightsreserved.3

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Today’sSpeakers

AdrianneNelson,Sr.Director,GlobalMembershipProducts

Moderator:

©2017byCrainCommunicationsInc.Allrightsreserved.4

ThadDufelmeier,CEO,RN,CCWP

TimBell,ChiefRevenueOfficer

HEALTHCARE STAFFING OUTLOOK:CHALLENGES, OPPORTUNITIES, AND STRATEGIES FOR SUCCESS

WHO IS THAD DUFELMEIER?

• First began working in healthcare staffing in 2000• Launched his first company in 2007 focused on JointCommission Preparation.

• CEO of Theodore Drew & Associates (Founded2009).

• Published author and recognized Workforce andQuality Management Expert

• 30+ Healthcare Staffing Organizations currently onretainer providing one or more of the followingservices:

1. Joint Commission Preparation2. Joint Commission Maintenance3. Clinical Oversight4. Full Spectrum Credentialing5. Candidate Sourcing

1. Review the current state and size of the market – Identify themajor segments and characteristics.

2. Address retention challenges and strategies to assist with thesechallenges.

3. Discuss in detail healthcare staffing compliance credentialing andthe Joint Commission Certification Process.

4. Share what may be the next disruptive change in HealthcareStaffing.

OBJECTIVES

THE HEALTHCARE STAFFING MARKET

HEALTHCARE STAFFING CURRENT CYCLE

MARKET SEGMENTS

Source:StaffingIndustryAnalysts

SEGMENT CHARACTERISTICS

Source:HarrisWilliams&Co.

AlliedHealth PerDiem TravelNursing LocumTenens

TimetoFill(Credentialing)OrderLeadtime

4-6 weeks Ongoingreadiness

5weeks 3to6months

LengthofAssignment

Typically13weeks

(OfferPerDiemtoPermanent)

Day toDaysometimeslongtermor

Masteredinforyears

Traditionally:13weeks,butthingsareopeningup

here

6weeksto6months

Hours 8hoursdays40hours/week

12hours/day 12 hoursshift36 hour/week

Providercontrolledupto60 hours/

week

ClientNeed Fillhiringneed BackfillforSickDaysorVacation

SeasonalorRoutineMaternityFEMLA

Fillhiringneed

NURSING SHORTAGE, WILL IT PERSIST IN THE FUTURE?

LONG-TERM SUPPLY AND DEMAND

Source:StaffingIndustryAnalysts

RN SUPPLY AND DEMAND

Source:StaffingIndustryAnalysts

NURSING SCHOOL GRADUATES

Source:StaffingIndustryAnalysts

1. Review the current state and size of the market – Identify themajor segments and characteristics.

2. Address retention challenges and strategies to assist with thesechallenges.

3. Discuss in detail healthcare staffing compliance credentialingand the Joint Commission Certification Process.

4. Share what may be the next disruptive change in HealthcareStaffing.

OBJECTIVES

TECHNIQUES FOR OVERCOMING THE UNIQUE CHALLENGES OF RETAINING

TRAVELING NURSES, PER DIEM EMPLOYEES AND REHAB PROFESSIONALS

RETENTION CHALLENGESHealthcareinGeneral: UniquetoourSegment/Industry:Practice/Environmentisdifferentthanexpectedorexplained

Theworkforastaffingagencyisconsideredexperimentalortemporaryinnature

Lackof,orpoorfeedbackduringfirstmonths Overcomingtheperceptionofbeinglesscrediblethanprovideremployers

Desiretobeclosertofamily Industrylackingcommitment/abilitytoprovidehallmarkretentionbenefits– HealthcareCoverage,PaidTimeOff,Retirement

ChallengesAdjustingtoNewworkEnvironment Nevercomfortableinthecityorcommunity–TravelersUnique

Lackofcontroloverpractice– Locums/LIPs

Source:NationalRuralRecruitmentNetwork

RecruitingasRetention

Definethecriteriaandrequirementsclearlysetaccurateexpectations

Adddepthtothematchingprocess

Screenforthebest“fit”oncriteriaandknowledgeoforganizationand

servicearea

Establishcommonexpectationsduringinterviewanddiscuss

Integrateretentionintotheinterviewprocess

RetentionPlanning

Orientation

Keyistomaintainregularcontactwithplacementsaftertheassignment

starts

Dedicatetimetoplacementacclimationtolocation/unitfacility

Bepreparedtoaddressprofessionalandpersonalissuesandactivitiesshouldbe

addressed

RECRUITING PROCESS

Sourcing Screening Contacting -Follow Up

Recruitment-Closing

Submission/InterviewProcess

Hiring/Credentialing

Orientation&Relocation Completion Retention

HOW TO CULTIVATE A STRONG NURSING REFERRAL PROGRAM TO BOOST YOUR BUSINESS

CREATING A STRONG REFERRAL PROGRAM

PositiveExperience

CompensationPlans

ExistingEmployee

FINANCIAL EXPECTATIONS

TRAVEL NURSE PROFIT MARGIN HOURLY BREAKDOWN – 2015

Aggregate revenue breakdown

Source:StaffingIndustryAnalystsFiguresrepresent2015segmentsizeand2014– 2016PCAGR

$26.13+$18.66=$44.79

1. Review the current state and size of the market – Identify themajor segments and characteristics.

2. Address retention challenges and strategies to assist with thesechallenges.

3. Discuss in detail healthcare staffing compliance credentialingand the Joint Commission Certification Process.

4. Share what may be the next disruptive change in HealthcareStaffing.

OBJECTIVES

BEST PRACTICES FOR JOINT COMMISSION CERTIFICATION AND RECERTIFICATION

CERTIFYING HEALTHCARE STAFFING AGENCIES

3.JointCommissionStandardsReview

4.Provideallpoliciesandpractices

5.DevelopandImplement

ConsultationPlan

6.Initiateassemblyof

companyspecific,MasterJointCommission

Binder

7.ConductFileReviews

8.ConductMockReview(30daysinadvanceof

review)

2.CompletetheJoint

CommissionApplication

1.Ensurethemostcosteffectiveseamless

certification

10.JointCommission

Reviewsuccess!

9.FinalizePreparationof

theJointCommission

Binder

CERTIFYING HEALTHCARE STAFFING AGENCIES

3.JointCommissionStandardsReview

4.Provideallpoliciesandpractices

5.DevelopandImplement

ConsultationPlan

6.Initiateassemblyof

companyspecific,MasterJointCommission

Binder

7.ConductFileReviews

8.ConductMockReview(30daysinadvanceof

review)

2.CompletetheJoint

CommissionApplication

1.Ensurethemostcosteffectiveseamless

certification

10.JointCommission

Reviewsuccess!

9.FinalizePreparationof

theJointCommission

Binder

1. Ensurethemostcosteffectiveseamless

certification

HOURS

COST

100

500

1000 Healthcare Staffing Agencyusing a mid-level employeewith annual gross earnings of$75,000.00 (36.75/hr.) tomanage Joint CommissionCertification project

Healthcare Staffing Agencyusing a Consultant and thesame mid-level employeewith annual gross earningsof $75,000 (36.75/hr.) tomanage Joint CommissionCertification project

LEGEND

COST EFFECTIVE SEAMLESS CERTIFICATION

CERTIFYING HEALTHCARE STAFFING AGENCIES

3.JointCommissionStandardsReview

4.Provideallpoliciesandpractices

5.DevelopandImplement

ConsultationPlan

6.Initiateassemblyof

companyspecific,MasterJointCommission

Binder

7.ConductFileReviews

8.ConductMockReview(30daysinadvanceof

review)

2.CompletetheJoint

CommissionApplication

1.Ensurethemostcosteffectiveseamless

certification

10.JointCommission

Reviewsuccess!

9.FinalizePreparationof

theJointCommission

Binder

2.CompletetheJoint

CommissionApplication

CERTIFYING HEALTHCARE STAFFING AGENCIES

3.JointCommissionStandardsReview

4.Provideallpoliciesandpractices

5.DevelopandImplement

ConsultationPlan

6.Initiateassemblyof

companyspecific,MasterJointCommission

Binder

7.ConductFileReviews

8.ConductMockReview(30daysinadvanceof

review)

2.CompletetheJoint

CommissionApplication

1.Ensurethemostcosteffectiveseamless

certification

10.JointCommission

Reviewsuccess!

9.FinalizePreparationof

theJointCommission

Binder

3.JointCommissionStandardsReview

JOINT COMMISSION CPRS

JOINT COMMISSION LEADERSHIP STANDARDS

JOINT COMMISSION HUMAN RESOURCES MANAGEMENT STANDARDS

JOINT COMMISSION INFORMATION MANAGEMENT STANDARDS

JOINT COMMISSION PERFORMANCE MEASUREMENT AND IMPROVEMENT STANDARDS

CERTIFYING HEALTHCARE STAFFING AGENCIES

3.JointCommissionStandardsReview

4.Provideallpoliciesandpractices

5.DevelopandImplement

ConsultationPlan

6.Initiateassemblyof

companyspecific,MasterJointCommission

Binder

7.ConductFileReviews

8.ConductMockReview(30daysinadvanceof

review)

2.CompletetheJoint

CommissionApplication

1.Ensurethemostcosteffectiveseamless

certification

10.JointCommission

Reviewsuccess!

9.FinalizePreparationof

theJointCommission

Binder

4.Provideallpoliciesandpractices

CERTIFYING HEALTHCARE STAFFING AGENCIES

3.JointCommissionStandardsReview

4.Provideallpoliciesandpractices

6.Initiateassemblyof

companyspecific,MasterJointCommission

Binder

7.ConductFileReviews

8.ConductMockReview(30daysinadvanceof

review)

2.CompletetheJoint

CommissionApplication

1.Ensurethemostcosteffectiveseamless

certification

10.JointCommission

Reviewsuccess!

9.FinalizePreparationof

theJointCommission

Binder

5.DevelopandImplement

ConsultationPlan

CERTIFYING HEALTHCARE STAFFING AGENCIES

3.JointCommissionStandardsReview

4.Provideallpoliciesandpractices

5.DevelopandImplement

ConsultationPlan

7.ConductFileReviews

8.ConductMockReview(30daysinadvanceof

review)

2.CompletetheJoint

CommissionApplication

1.Ensurethemostcosteffectiveseamless

certification

10.JointCommission

Reviewsuccess!

9.FinalizePreparationof

theJointCommission

Binder

6.Initiateassemblyof

companyspecific,MasterJointCommission

Binder

MASTER JOINT COMMISSION ELECTRONIC BINDER

CERTIFYING HEALTHCARE STAFFING AGENCIES

3.JointCommissionStandardsReview

4.Provideallpoliciesandpractices

5.DevelopandImplement

ConsultationPlan

6.Initiateassemblyof

companyspecific,MasterJointCommission

Binder

8.ConductMockReview(30daysinadvanceof

review)

2.CompletetheJoint

CommissionApplication

1.Ensurethemostcosteffectiveseamless

certification

10.JointCommission

Reviewsuccess!

9.FinalizePreparationof

theJointCommission

Binder

7.ConductFileReviews

CERTIFYING HEALTHCARE STAFFING AGENCIES

3.JointCommissionStandardsReview

4.Provideallpoliciesandpractices

5.DevelopandImplement

ConsultationPlan

6.Initiateassemblyof

companyspecific,MasterJointCommission

Binder

7.ConductFileReviews

2.CompletetheJoint

CommissionApplication

1.Ensurethemostcosteffectiveseamless

certification

10.JointCommission

Reviewsuccess!

9.FinalizePreparationof

theJointCommission

Binder

8.ConductMockReview

30daysinadvanceofreview

CERTIFYING HEALTHCARE STAFFING AGENCIES

3.JointCommissionStandardsReview

4.Provideallpoliciesandpractices

5.DevelopandImplement

ConsultationPlan

6.Initiateassemblyof

companyspecific,MasterJointCommission

Binder

7.ConductFileReviews

8.ConductMockReview(30daysinadvanceof

review)

2.CompletetheJoint

CommissionApplication

1.Ensurethemostcosteffectiveseamless

certification

10.JointCommission

Reviewsuccess! 9.FinalizePreparationoftheJointCommission

Binder

CERTIFYING HEALTHCARE STAFFING AGENCIES

3.JointCommissionStandardsReview

4.Provideallpoliciesandpractices

5.DevelopandImplement

ConsultationPlan

6.Initiateassemblyof

companyspecific,MasterJointCommission

Binder

7.ConductFileReviews

8.ConductMockReview(30daysinadvanceof

review)

2.CompletetheJoint

CommissionApplication

1.Ensurethemostcosteffectiveseamless

certification

9.FinalizePreparationof

theJointCommission

Binder

10.JointCommission

Reviewsuccess!

JOINT COMMISSION CERTIFICATION AND RECERTIFICATION BENEFITS

JointCommissionCertificationcanhelp• Improvetheperformanceofyourorganization• Securelargeraccounts• Reduceexposure• Decreaseinsurancecosts

SPECIFIC COMPLIANCE STEPS REQUIRED TO START AND MAINTAIN A HEALTHCARE STAFFING FIRM

CREDENTIALING/COMPLIANCE ReceiveCandidatefromaSourcer

VerifyCandidate

CompileCredentials

CreateChecklistfortheCandidate

Sort&LabelDocuments

SendRequestforCredentialsEmail

RunOnlineLicenseVerification

CallCandidate&Follow-upEmail

RunSAM,OIG,NSOPWandOFAC

ConductReferenceCall

UploadCredentials

CheckTestResults

RunCriminalBackgroundCheck

Save/Print

Save/Print

SanctiononLicense

HitonBackgroundCheck

ClinicalLiaison/Director

Reviews&DecidesEligibility

Save/Print

Score80%or>

Score<80%

Save/Print

RetakeExam

Score80%or>

Score<80%

Save/Print

ClearBackgroundCheck

HitonBackgroundCheck

Save/Print

OrderDrugScreenPass/Negat

ive

Fail/Positive

Save/Print

ReviewforCompletion

CandidateStartsAssignment

EndofApplication

UploadCredentials

CREDENTIALING/COMPLIANCE ReceiveCandidatefromaSourcer

VerifyCandidate

CompileCredentials

CreateChecklistfortheCandidate

Sort&LabelDocuments

SendRequestforCredentialsEmail

RunOnlineLicenseVerification

CallCandidate&Follow-upEmail

RunSAM,OIG,NSOPWandOFAC

ConductReferenceCall

UploadCredentials

CheckTestResults

RunCriminalBackgroundCheck

Save/Print

Save/Print

SanctiononLicense

HitonBackgroundCheck

ClinicalLiaison/Director

Reviews&DecidesEligibility

Save/Print

Score<80%

RetakeExam

Score80%or>

Score<80%

Save/Print

ClearBackgroundCheck

HitonBackgroundCheck

Save/Print

OrderDrugScreenPass/Negat

ive

Fail/Positive

Save/Print

ReviewforCompletion

CandidateStartsAssignment

EndofApplication

UploadCredentials

CREDENTIALING/COMPLIANCE ReceiveCandidatefromaSourcer

VerifyCandidate

CompileCredentials

CreateChecklistfortheCandidate

Sort&LabelDocuments

SendRequestforCredentialsEmail

RunOnlineLicenseVerification

CallCandidate&Follow-upEmail

RunSAM,OIG,NSOPWandOFAC

ConductReferenceCall

CheckTestResults

RunCriminalBackgroundCheck

Save/Print

Save/Print

SanctiononLicense

HitonBackgroundCheck

ClinicalLiaison/Director

Reviews&DecidesEligibility

Save/Print

Score80%or>

Score<80%

Save/Print

RetakeExam

Score80%or>

Score<80%

Save/Print

ClearBackgroundCheck

HitonBackgroundCheck

Save/Print

OrderDrugScreenPass/Negat

ive

Fail/Positive

Save/Print

ReviewforCompletion

CandidateStartsAssignment

EndofApplication

UploadCredentials

THE CONTINUUM OF CREDENTIALING

Relationship TechnicalTimelycommunicationandpersistentfollowup

SortingLargePDFfiles>50pages

Persuasivecommunication Labelingeachdocument

Creatingapositiveexperience Organizinginfoldersandsubfolders

Buildinglastingrelationships UploadingintointernalsoftwareintoVMSplatforms

FavorablecontributiontotimetofillKPI’s

INTEGRATION/SEPARATION OF DUTIES

RECRUITER• Screening&Interviewingcandidates• Makesverbaljoboffers• Hiringanddeterminingstaffingneeds• Persuasivecommunication

BACKOFFICE/SOURCING• Postingjobs• Screeningresumes• SortingandLabeling• Organizingdocuments• Uploadingfiles

CREDENTIALER• Communication&

Followup• Persuasive

communication• PositiveExperience• Buildingrelationship

CLINICAL OVERSIGHT/QUALITY MANAGEMENT

• Joint Commission standards are thebasis of an objective evaluation processthat can help health care organizationsmeasure, assess and improveperformance.

• The objectives of JC are to evaluate theorganization and to provide educationand “good practice” guidance that willhelp staff continually improve theorganization’s performance.

PREVENTION AND MANAGEMENT OF “DO NOT RETURN” NOTICES: A QUALITY IMPROVEMENT PROCESS FOR

SUPPLEMENTAL STAFFING NURSING AGENCIES

4321

Clientsharesacomplaintfromafacilityabouttheemployee’sperformance.ThisisdocumentedintheComplaintManagementReport.

ComplaintManagementReportissharedtotheClinicalLiaison.

ClinicalLiaisonconductsinvestigationabouttheincident.

IfClinical:TheClinicalLiaisonwillconductcounseling,discusspointofterminationscaleandanyfollowupwithfacilityifnecessaryorreportemployeetoLicensingBoard.

IfProfessional:ClinicalLiaisonconductscounseling,andensurestherecommendedcourseiscompletedpriortoreturningtowork.

“DNR”DO NOT RETURN PROCESS

DataReporting:PerformanceMeasureDoNotReturn-Clinical,DoNotReturn-ProfessionalandCompletenessofPersonnelFilearetobeenteredongoingduetotherequirementfordatareportingtotheJointCommissionCertificationMeasurementInformationProcess.

“You worked on 9/8/2017 and took care of patient in room1019. The daughter complained that during your shift thepatient asked you if she can go to the restroom before herultrasound. Your respond was 'then get up and go'. Thehusband who was at the bedside told you that she is blindand your response to him was 'then get up and help her'.The husband said he can't because he might drop her.When you assisted the patient to the restroom, youcrashed her 3 times to the wall and refused to help whenshe was asking for the toilet tissue. Your response was 'it'sright there, can't you see it?' You also left the patient 3steps away from her bed, she found her way back on herown.”

CommunityHospital

1. Review the current state and size of the market – Identify themajor segments and characteristics.

2. Address retention challenges and strategies to assist with thesechallenges.

3. Discuss in detail healthcare staffing compliance credentialing andthe Joint Commission Certification Process.

4. Share what may be the next disruptive change in HealthcareStaffing.

OBJECTIVES

WHAT’S NEXT?

NEW GRADUATE RESIDENCY PROGRAM

RATIONALE

• INCREASINGDEMANDFORNURSESisexceedingSupplyAnnually

• Magnitude- 500,000moreOpeningsthanHireinUSHealthcareJobMarket

• “MultipleFactorsContributingtoLong-termWorseningProblem”

• TrainingNewGradsDismissedasaViableOptiontoCombatNursingLaborShortage

• IdentifyingandDefiningSolution- NEWGRADUATERESIDENCYPLACEMENT“NGRP”PROGRAM

• ReviewofExpectedObjectionstoEarlyAdaptationbyHealthSystems

KEY FACTS

Travel recruiters are not allowed to call and recruit new grads. Thebest recruiters in the business are with staffing firms and staffingfirms are not allowed to recruit new grad RNs, as all nurse staffingcontracts in the country disallow the placement of new grad RNson a temp basis.

There’s 143,000 new grad RNs per year. Only 39,000 temporaryRNs available in the US while there’s 450,000 RN job openings.

The top 3 nurse staffing companies in the country employ 10,000temporary RNs combined. Generating an estimated 1 Billion inrevenue in temporary nursing alone.

Because new grads are not allowed to be placed through staffingfirms, the 143,000 new grads per year represent an untappedpipeline. How do we get these nurses engaged sooner?

NEW GRADUATE RESIDENCY PROGRAM

NewGraduates PRECEPTOR ACUTECAREHOSPITAL/SYSTEM

KEY PLAYERS

Online Curriculum Experts 3 Modalities (Online, Face to Face, Blended)Online Curriculum Education brings new expertise and resources to colleges and universitiesassisting in the development, accessibility and delivery of academic programs in high-demand fields.

Nursing School (BSN Highly Preferable) Traditional Brick and Mortar University. ManyBrick and Mortar Universities founded in early mid 20th century seek to combine educationfor professional competency with the tradition of service to society with current deliverymethods of o- line for profit education.

Contingent Workforce Expert An individual or organization specializing in , Health-CareStaffing is necessary to operating the recruiting screening credentialing and compensationportions of the enterprise

Acute Care Hospital/System Preferable one of the larger employers in the Community,with campuses in multiple locations to allow for the program’s growth and expansion.

BENEFITS OF PRECEPTOR PROGRAM

• ForStaffingcompanies• Pullnewnursesintothesystem,quicker• Fillmorejobswithqualitynurses,quicker• Buildstrongerrelationshipswiththenurses,quicker• Improveretentionrates&growthecompany,quicker

• ForHospitalgroups• Increasepoolofavailablenurses• Reduceovertimeexpenses• Reducerisk• Reducestress

PRECURSORS PROGRAMS CURRENT IN PLACE

AMNGOTHAMWITHNYP

VERSANT

ParallonStaRNProgram

AMNHealthcare

withNationalUniversity

New Graduate Per Diem Program - Designed to assist the new graduate nursetransition from student to professional nurse by providing the new graduate with thenecessary clinical experiences and competencies to begin a successful career as a RN.

Transitioning new graduate nurses by defining a comprehensive baseline set ofmeasurements and outcomes, evidence-based structure, processes, and content.Integrating, teaching, monitoring, and managing adherence to those standards andobjectively evaluating success in achieving the RN Residency goals.

Intensive, 13-week program for nursing graduates combines classroom instruction, arobust simulation experience and hands-on clinical training done in conjunction witha regional academic partner. Upon completion, the nursing graduates are equippedwith the knowledge and skill set typically found in more experienced staff nurses.

Through The Center for the Advancement of Healthcare Professionals at AMNHealthcare. The Center offers customizable, high-quality education and trainingprograms for healthcare providers to build their future workforces.

1. Review the current state and size of the market – Identify themajor segments and characteristics.

2. Address retention challenges and strategies to assist with thesechallenges.

3. Discuss in detail healthcare staffing compliance credentialing andthe Joint Commission Certification Process.

4. Share what may be the next disruptive change in HealthcareStaffing.

OBJECTIVES

TIME FOR YOUR QUESTIONS…

TimBell,ChiefRevenueOfficerPeople2.0

timb@people20.com(610)429-4111

ThadDufelmeier,CEO,RN,CCWPTheodoreDrew&Associatesinfo@theodoredrew.com

(310)567-1491

November13-15,2017TheFairmont|Dallas,TX

RegisterToday!TheHealthcareStaffingSummittakesadeepdiveintothehealthcaresegmentofstaffingandfeaturessessionsspecifictothestrategicandtacticalneedsoffirmsfocusedonnursing,locumtenensandalliedhealthamongothersegments.

@HCStaffSummit#HCStaffSummitwww.healthcarestaffingsummit.com

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UpcomingStaffingIndustryAnalystsWebinars:

November7,2017,10AMPacific/1PMEastern

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