P006: Office of Facilities Management (FY18 Parent)
P006: Vacancy rate for direct care positions
Definition
Story Behind the Curve
- Our nation is having a shortage in direct care providers.
- There are many consequences and costs associated with a high direct care vacancy rate. High vacancy rates can negatively impact a facility's ability to provide quality care and to accept new patients, and can result in higher labor costs due to outsourced medical professional labor.
- The facilities and the community program in Los Lunas experienced a 23.7% vacancy rate among direct care positions during Fiscal Year 2018-Quarter 3. The target of 10% was not met.
- Recruitment and retention continue to be a challenge for the facilities. On the recruitment side, New Mexico Department of Health (NMDOH) cannot quickly respond to changes in market rates for direct care positions. On the retention side, it is being communicated through exit interviews, that a lack of career advancement opportunities and physically and emotionally difficult specialized care requirements contribute to the turnover of direct care staff.
- Facilities continue to focus on recruitment by holding rapid-hire events, attending career fairs, and advertising at local colleges. Retention issues continue to be monitored through the use of exit interviews to improve employee job satisfaction. This continues to be an area of focus as we work toward improving quality of care. The Department of Health has partnered with the State Personnel Office to evaluate salaries for certain positions in an effort to help fill direct care positions.
Partners
- State Personnel Office
- New Mexico Department of Health Human Resources Bureau
- NMDOH Public Health Division
- Colleges and universities
What Works
- Recruitment through rapid-hire events.
- Partnering with colleges and universities to enhance training and recruitment opportunities.
- Marketing using the benefits of employment with the State of New Mexico as a major reason to work for the New Mexico Department of Health.
Strategy
- Hold rapid-hire events to recruit health care staff.
- Work with various professional schools throughout the state to enhance training and recruitment opportunities.
- Research new and innovative methods of recruiting health care staff.
- Collaborate with partners in developing opportunities to share resources in recruiting and advertising.
Action Plan
- Q1-Q4: Explore efficiencies in the way services can be provided and share talent and resources within the Department to utilize resources in the most efficient, cost-effective manner. Ongoing.
- Q1-Q4: Continued communications by facility Administrators and Directors of Nursing with nursing schools, or other potential hiring locations for recruitment and retention of health care staff, and particularly nurses, which is the most critical shortage area. Ongoing.
- Q1-Q4: Hold frequent rapid-hire events to quickly fill direct care vacancies. Evaluation of direct care position salaries. Ongoing.
- Q1-Q4: Maintain regular contact with nursing schools statewide to encourage student involvement in our facilities. Ongoing.
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