orm_mar_apr-2025 - 15

Human Resources
employees, " she says. " A high number
(above 25%) strains your current team
members, necessitating interventions
to understand and address the cause. "
For instance, internal or external agency
staff might be required until regular
staff complete orientation or return from
FMLA.
In addition to staffing insights, HR
dashboards can help evaluate the effectiveness
of programs. For example,
tracking how long new graduate nurses
stay has demonstrated that UC Davis
Health's student and new graduate
nurse programs are beneficial: Students
participating in the program seek employment
after and tend to stay. " It's
good to use data to show there is value
in the work that occurs, " Willams says.
" We know that the efforts we put into
these programs are worth it.
Analyzing data
HR and business staff
are essential partners
for perioperative leaders
in developing dashboards
and analyzing
data. At TGH, monthly
meetings HR business
partners (one of whom
is assigned to Ulrich)
Dashboard data
Here are examples of metrics that an HR dashboard may include. The specifics depend on
the organization's needs, and data may be shown at the aggregate or individual level, depending
on the metric.
Staffing
➤ Number of employees
➤ Number of open positions
➤ Nurse or surgical technologist to case
ratio
➤ Overtime
➤ Productivity
➤ Absenteeism rate
➤ Span of control
➤ Agency staff usage
Turnover
➤ Turnover rate
➤ Average duration of employee tenure
➤ Exits from the organizations (voluntary
and involuntary)
➤ Internal transfers (including promotions
and demotions)
➤ Reasons for change
Hiring
Tyler
Carpenter
provide opportunities to review dashboard
metrics and identify trends, says
Tyler Carpenter, vice president of people
and talent. " They identify resources
to support leaders and work with them
to develop action plans that help address
identified issues, " he says.
TGH also uses its four years of historical
data to identify areas that may
need attention. For example, a few
years ago, the number of employees
was rising, but the increase in FTEs was
not keeping pace. " We were seeing continued
growth in hires, but we were able
to identify that individuals were looking
for more flexible roles rather than full
time, " Carpenter says. The ST internal
staffing agency provides flexibility.
Carpenter cautions against " using
www.ormanager.com
the data to tell the story you're trying
to tell, rather than looking at all the
data and truly analyzing it for trends. "
For example, a leader assuming higher
turnover is due to insufficient pay may
overlook other potential causes, such
as lack of career advancement or development
opportunities.
An organization may be able to gain
needed information from a vendor's
dashboard rather than building or purchasing
one. Northwestern Medicine in
Chicago uses their staffing agency's HR
dashboard " to understand how much
agency staff we're using for how long, "
says Andrew Schreiner, MSHA, system
operations and performance program
manager for the system. Comparing
this with general staffing data helps
determine how departments are doing
compared to budget
and to determine gaps
that need to be filled.
For example, because
of its size, Northwestern
hires staff for surgical
services, but not for
a specific service line.
The information gleaned
from dashboards, com➤
Number of applications received
➤ Time taken to fill position
➤ Time from hire to first day on the job
➤ Effectiveness of recruiting techniques
➤ Cost per hire
➤ Offer acceptance rate
➤ New hire retention rate (particularly important
for new graduate nurses)
Retention
➤ Results of staff satisfaction surveys
Education
➤ Completion of mandatory and voluntary
training
➤ Number of employees in training classes
and orientation
➤ Effectiveness of training (eg, test scores)
➤ Training expenses
Compliance
➤ Adherence to regulatory requirements
(eg, updates to employee policies)
Diversity
➤ Age (also helps identify potential retirements)
➤
Gender
➤ Ethnicity/race
➤ Years of employment in organization
Andrew
Schreiner,
MSHA
bined with staff interest, helps perioperative
leaders determine which service
line is the best fit for a staff member
after orientation.
Recipe for effective dashboards
TGH opted for a commercial system
in part because it provides projections
based on inputted data, which can be
used to identify workforce trends.
OR Manager | Mar/Apr 2025 15

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