The staff of a LTC facility is vital to its success. In order for an LTC facility to be both efficient and effective, the staff has to work together to provide proper care to its residence. In a bad economy with federal regulations crashing down, how does management handle the tough logistical issues of a large staff? If they are smart, they will use a staff scheduling and shift management software program that takes all of the guess work out of the equation.

The first area of concern is controlling labor costs. Labor costs make up a majority of the budget for an LTC facility. Some estimates are that as high as 70% of LTC operating budgets are eaten up by labor. Reducing overtime and scheduling effectively are ways to reduce these costs. There is software on the market that can dramatically help.

The second area of concern is trying to be more efficient. Much time is spent on scheduling and shift management. There is only so much time in a day, and most of it should be spent on providing high quality care to residents. Reducing time spent on scheduling can go a long way in reducing internal costs.

The third area of concern is the management of staffing. Historically, schedules were dealt with on a reactive level. With pressures for cost control, LTC facilities must be proactive in their strategy for staffing requirements. This means having a system that you can see live data on every employee and shift as far as coverage and hours worked. There is software that will prevents shortages as well as overtime in regards to scheduling.

The last concern has to do with the quality of care. An unorganized fly-by-the-pants method of scheduling and shift maintenance leads to a stressed and frustrated staff which leads to poor care for residents. A happy staff will ensure longevity of work for your facility, avoiding high turnover, but more importantly will come out in the work the staff does and how they interact with the residents.

As we age, we eventually become unable to do all of the things we used to. Because of this fact of life, many turn to long term care (LTC) facilities like senior living or nursing homes. Within an LTC facility, a elderly person can feel at ease that they will get the one on one care they need and deserve. Or can they?

Picture from www.inmagine.com

Long term care facilities have come under heavy fire of late for their seemingly unresponsive and, quite frankly “uncaring” attitude. When “care” is in the name, you would think one could expect more. Complaints have gotten the attention of both state and federal officials all over the United States. Some states have enacted specific laws for LTC staffing. Others have set into place regulations that govern LTC facilities HPPD (hours per patient day). Companies have been shut down and even hit with heavy fines for not complying.  It seems the issue has grown to an unavoidable, and unsafe condition for our elderly loved ones.

Picture from www.inmagine.com

On the LTC side, there is pressure to lower the costs of labor, in an environment with constant requests for time off, open shifts, and turnover. It seems like fighting an uphill battle. The long term care industry needs something to help them resolve these issues. Many LTC facilities are having problems in the present economy managing staffing levels and still providing the care that their residents need from them.

Add to the fact that the “baby boom” generation is getting to the age where they are needing care, and the strain only worsens. Additional medicare cuts do not seem to be helping either.

There is a software product available that controls labor costs by preventing overtime, increases efficiencies through automated scheduling and open shift management, delivers proactive staffing management, and improves quality of care. These are the key components to this software:

• Automated Scheduling
• Overtime Prevention
• Openshift Management
• Total Visibility Into Staffing

Picture from www.inmagine.com

So now, LTC facilities can resolve all of their problems with one staff scheduling and shift management software solution. And, more importantly, LTC residents can get the safe care that they need.

Article written by Mark Woodka, CEO – OnShift

I just wrapped up a couple of days in sunny California, enjoying the annual QCHF Institute and CAHF Summer Conference. I was honored to be one of the event’s speakers, addressing an issue that I believe is one of the most critical issues facing long-term care facilities in the state of California: managing staffing levels to meet the state’s 3.2 NHPPD (nursing hours per patient day) requirement.

California is leading the nation in its enforcement of staffing level standards. State auditors have conducted over 200 staffing audits this year, and the plan is to audit every single skilled nursing facility in the state. On top of this, staffing level litigation is sweeping the state, with high profile cases resulting in massive penalties, followed by a slew of copycat lawsuits.

The audience in my session, “3.2 in the Spotlight: Managing Staffing Levels to Protect Your Organization from Litigation,” expressed a lot of concern and interest in what’s happening with staffing requirements in long-term care. And while there’s a lot of interest in this topic, there is also quite a bit of confusion. Some attendees shared their personal experiences with staffing audits, while others asked questions about what to expect and how to prepare. Stories about discrepancies among staffing auditors and state surveyors, questions on what counts for direct care hours, and opinions on litigation outcomes and processes were all exchanged in the room.

The big takeaway here is that facilities need to tighten their buckles and get prepared. Managing staffing levels is one of the most relevant and most challenging issues in the industry today. Providers are thirsty for proven best practices to help them avoid shortages, prove compliance and ensure care. Things like proper planning and nurse scheduling, documentation, and developing an emergency staffing plan are absolutely critical in this environment.

Working with hundreds of facilities in long-term care gave me the opportunity to share what works and what hasn’t. As I developed my presentation materials, I was also fortunate to be able to spend time with managers from the California Department of Public Health, health law attorneys, providers who’ve undergone audits, and those who have succeeded in complying with the regulations.

There are a lot of opinions, insights, personal experiences, and anecdotes that surround this topic. And while things in California continue to evolve and trickle across the nation, it’s important to remain focused on why staffing levels matter in the first place: to ensure quality resident care. Keep this in mind when diving into the details, figuring out the processes, and implementing change to optimize your staffing levels. Delivering quality care is the foundation for our industry and providing appropriate staff is one avenue to get you on the path to positive outcomes.

Article originally from www.onshift.com

Article written by Marti Bowman, VP Marketing – OnShift

The issue of adequate staffing in long-term care is once again in the spotlight. This time, HCR Manor Care was slapped with a $91.5 million negligence verdict in a case involving the death of a resident. Lawyers claimed the nursing home was understaffed, and that administrators knew about the staffing situation at the time. The company is currently appealing the verdict.

More and more litigation is focusing on the issue of staffing levels in long-term care. And states have stepped up their enforcement of minimum staffing requirements. The only way to maintain compliance with staffing regulations, mitigate risk and ensure care is through effective management of your staff. Pinpointing the exact number of staff and hours you need based on changing census requirements, at all times, will help keep your staffing plan aligned with the needs of your residents. What’s more, a balanced staffing plan will also help control costs by eliminating unnecessary extra shifts, minimizing overstaffing and reducing overtime.

Start by taking a hard look at how you are scheduling nurses and other staff, aligning with your census, and predicting upcoming needs. Take a proactive approach to staff scheduling to head-off shortages and overstaffing before they occur. Consistently meeting your labor budget and staffing requirements can boost your efficiencies, control costs and deliver the quality care your residents deserve.

You’ll find some helpful tips in this whitepaper on managing staffing levels. Don’t risk the care of your residents or your organization’s future. Get started today.

Article originally from www.onshift.com

Healthcare Scheduling Software Supports Mobile Workforces

September 19, 2011, LAS VEGAS, AHCA/NCAL Annual Convention — ReinforcingOnShift’s strategy to support workers on-the-go, OnShift today unveiled OnShift on the iPad. With busy schedules and hectic work environments, directors of nursing (DON), administrators, schedulers, and others in long-term care and senior living require access to staffing and scheduling information around the clock, from any device. With OnShift on the iPad, they save time and improve efficiencies with the ability to easily view, create, update and manage schedules from anywhere.

With the iPad in hand, schedulers can easily respond to last minute call-offs and staffing emergencies, with just a few taps. Using OnShift’s intelligent communications platform, open shift messages are sent to qualified and available staff via text, email and automated phone call, with replacements typically secured in minutes.

“Our on-call nurses can have scheduling at their fingertips with OnShift on the iPad. A few taps will eliminate hours of phone calls trying to find replacements when someone calls off. Open shifts can happen anytime, anywhere, and we are really looking forward to the convenience of OnShift on the iPad,” stated Michele Brown, administrator, The Neighborhoods at Quail Creek.

In addition to open shift management, all OnShift capabilities are available on the iPad, including scheduling, overtime prevention, and reporting. Schedulers can easily create schedules, manage staff requests, and update assignments on the iPad. Administrators and executives can view and manage dashboards and reports to gain instant updates on staffing within and across buildings, including overtime, staffing levels, and labor cost management. And employees can control and manage their schedules from the iPad.

“Ease-of-use is the foundation to the OnShift application. OnShift on the iPad supports our commitment to streamline complex scheduling processes into simple tasks,” stated Mark Woodka, CEO of OnShift. “OnShift on the iPad gives long-term care and senior living operators the ability to further support today’s mobile workers and help them stay connected. With the industry’s nursing shortages, intense competition for resources, and employees juggling multiple tasks and jobs, this is one more way for providers to empower their employees, improve efficiencies, and stay on top of their staffing needs.”

As a SaaS (Software as a Service) application, providers get up and running quickly with OnShift and experience lower TCO than on-premise applications. Users can access OnShift 24 x 7 over the Internet from any computer or mobile device, including the iPad.

About OnShift, Inc.

Long-term care and senior living providers rely on OnShift staff scheduling and shift management software to control labor costs and increase efficiencies so nurses have more time for care. OnShift predicts and prevents overtime and understaffing while dramatically reducing time spent on scheduling and managing open shifts. Fully integrated with time-keeping, HR, clinical and payroll systems, OnShift provides a unified view into staffing levels and labor costs across buildings. Customers choose OnShift because it’s the easiest-to-use scheduling solution with a tightly integrated communications platform, delivering fast ROI. For more information visit www.onshift.com. Visit OnShift in-person at the AHCA/NCAL Annual Convention in Las Vegas, booth #1745.