Meeting the measurements of inpatient staffing productivityNursing Management (Springhouse): June 2018 - Volume 49 - Issue 6 - p 1 doi: 10.1097/01.NUMA.0000534966.06727.2b CE Connection Free Article MetricsMetrics GENERAL PURPOSE: To provide information about how inpatient staffing productivity is measured and how to meet productivity goals. LEARNING OBJECTIVES/OUTCOMES: After completing this continuing-education activity, you should be able to: 1. Identify how inpatient staffing productivity is measured and evaluated. 2. Illustrate how nurse leaders can use productivity measurements to improve staff productivity. A nursing department's productivity is easily measured as hours worked. is more difficult to quantify in industrial production than healthcare. can be measured as a factor of volume versus hours worked. To evaluate your department's productivity, the first step is to establish the goal for the department. establish the staff volume and census. define patient needs. The productivity target is determined by the measurement of work during a defined period of time multiplied by the average number of OT hours worked. budgeted HPPD. time during PTO. To compare the target hours with the actual number of productive hours worked in a time period, target hours are multiplied by actual productive hours worked. subtracted from actual productive hours worked. divided by actual productive hours worked. If your unit showed a target of 4,000 hours and during that same time period productive hours worked were 5,200, the percentage of productivity would be about 95%. 77%. 63%. Many hospitals are currently tracking the percentage of productivity daily. biweekly. monthly. What's the percentage of OT on your unit if the OT hours were 150 and for that same 2 weeks, productive hours worked were 3,300? 4.5% 8.2% 12.3% What's considered a reasonable benchmark for percentage of OT for a nursing unit? 2% 6% 10% What's your unit's percentage of nonproductive hours if the productive hours worked were 6,680 and the total paid hours were 7,500? 5% 11% 22% What's your unit's percentage of ADT if your 2-week total patient days were 560 and total ADT were 370? 19% 66% 151% Based on benchmark data, a 64% ADT would be considered below the expected. within the expected range. above the expected. If your unit has a consistent variance, it needs to be addressed with staff to reverse the trend. should be addressed by analyzing the causative factors. is considered an expected activity and can be used to adjust the HPPD budget. To support quality care in an efficient manner, keep in mind that quality care and efficient staffing are mutually exclusive. small inefficiencies will keep units from meeting targets. decreasing variation in staffing decisions won't improve productivity. HPPD can be divided into which two groups? revenue- and expense-related productive and nonproductive hours inpatient and outpatient Which of the following isn't considered to be hidden hours? orientation early clock-in and late clock-out meeting time To minimize your unit's hidden hours, one recommended strategy is to eliminate hourly staff positions and replace them with salaried positions. provide training regarding multitasking and using time efficiently. support staff engagement to decrease training hours from staff turnover. To determine appropriate numbers of staff for coverage related to transfers into the unit, don't develop and refer to clear transfer guidelines. call in additional staff when the patient arrives if needed. staff up initially and then send staff home as needed. Which statement is a good management strategy? When OT expense exceeds 2% for an extended period, you should consider increasing core staffing. Maintain a 90-to-10 ratio of full-time to part-time staff. Hire nursing students into the licensed staff role to reduce the budget. Copyright © 2018 Wolters Kluwer Health, Inc. All rights reserved.