orm_mar_apr-2025 - 14

Human Resources
Takeaways
* HR dashboards facilitate tracking key performance indicators related to recruitment, retention, and staffing needs.
* HR dashboard data facilitate planning for current operations as well as new endeavors.
* Elements of a successful HR dashboard include capability to determine users' needs, to filter data in multiple ways, and
to view data in different formats.
Dashboards, Saver
Continued from page 1
Judging from the experiences of Williams
and others interviewed for this
article, perioperative leaders can benefit
significantly from a better understanding
of these increasingly common HR intelligence
tools.
A valuable asset
Several types of key performance indicators
(KPIs) may be included in HR
dashboards (sidebar, Dashboard data).
Analysis of the data can be helpful in
many areas, including staffing plans.
Staying on top of recruitment and retention
data is necessary so leaders can
respond proactively. " You don't want to
be behind on recruiting and replacing
staff, " Williams says.
At UC Davis Health, a large recruiting
effort is underway to staff a new
outpatient surgery center expected to
open this year. Williams says dashboard
data has helped identify the number
and types of staff that will be needed to
meet anticipated volume.
Kathleen Ulrich, MS,
BSN, RN, NEA-BC, is
also using dashboard
data to plan staffing for
new facilities. As senior
vice president
for
perioperative services
at Tampa General Hospital
(TGH), she is focused
on a new tower
scheduled to open in
Kathleen
Ulrich, MS,
BSN, RN,
NEA-BC
2.5 years. " It will add about 22 new
ORs to our surgical platform, and we've
identified the number of hires needed
based on our trends, " she says. These
trends include the number of days required
to fill a position and the duration
from job acceptance to the first day of
orientation, which Ulrich and her team
are working to shorten. Potential strategies
include conditional hiring pending
background and reference checks and
expediting those assessments.
Some positions will be filled by existing
staff because certain specialties will
transition to the new ORs, and some
current ORs may close. The team correlates
dashboard data with AORN staffing
recommendations to ascertain coverage
needs. In developing the plan, Ulrich
collaborates with the organization's
service lines and strategy team. " We're
examining growth opportunities for the
next 3, 5, and 10 years, " she notes.
Dashboard data will underpin these discussions.
Ulrich
also uses HR dashboard data
to evaluate immediate needs. Trends
such as new employees leaving within
a year may prompt listening sessions
with team members to identify and address
potential causes. This was the
chosen approach 2 years ago when the
organization faced challenges in recruiting
and retaining surgical technologists
(STs). Discussions with departing and
current employees revealed that many
left for travel positions. In response, Ulrich
and her team collaborated with HR
to incorporate STs into the internal staffing
agency, which functions similarly to
a travel agency within the organization.
This initiative has enhanced satisfaction
and reduced turnover.
Team member experience is another
useful dashboard HR metric. " An excess
of team members with zero to 2
years of experience can strain the entire
team, " Ulrich says. Managers are prioritizing
the hiring of more experienced
staff to mentor new team members and
act as informal coaches.
Attention to detail is crucial. For exAn
example of an HR recruitment dashboard from Bold BI by Syncfusion. Used
with permission.
14
OR Manager | Mar/Apr 2025
ample, perioperative leaders at TGH
used to focus on the overall full-time
equivalent (FTE) vacancy rate percentage.
Ulrich redirected this focus to the
functional vacancy rate, considering the
number of budgeted FTEs, filled FTEs,
FTEs in orientation, and FTEs on family
and medical leave (FMLA). " This provides
the number of currently productive
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