2010 workforcereport[1]

Wisconsin’s Health Care
Workforce 2010 Report

A report by the Wisconsin Hospital Association

Wisconsin’s Health Care Workforce
2010 Report

A Report by the Wisconsin Hospital Association

About This Report

Workforce is a top priority at the Wisconsin Hospital Association because a hospital’s ability
to meet the growing demand for accessible, high quality health care is entirely dependent on
having an adequate number of highly-skilled workers. WHA is deeply involved in workforce
issues related to attracting students to health careers, professional licensure, building educational
capacity, and monitoring regulatory requirements.

Wisconsin hospitals have historically been a stable source of family-sustaining jobs with good
benefits, and they are among the largest—if not the largest—employer in many communities.
While the recession has placed a temporary damper on the need to hire additional workers or
to create new jobs, this situation is expected to improve as the economy rebounds. However,
this forecast will be greatly influenced if the predicted, dramatic shifts occur in the hospital payer
mix or if scheduled reductions in hospital reimbursement occur as expected in the Medicare and
Medicaid programs.

There are formidable challenges on the horizon as health care providers enter the era of health
reform. Hospital reimbursement issues, enrollment increases in government programs, and the
effectiveness of national efforts to increase the supply of health care professionals that are in
short supply, are all tied to the success, or failure, of national health reform.

Wisconsin hospitals are well aware of the changing nature of the health care landscape. They
have one sure navigation tool to guide their decisions—their unwavering mission to meet the
health care needs of the communities they serve.

It is in this complex and unpredictable environment that WHA releases its seventh annual
workforce report.

Philip Stuart Steve Brenton
CEO, Tomah Memorial Hospital President
Chair, WHA Workforce Council Wisconsin Hospital Association

Table of Contents

Executive Summary............................................................................................................................................ 1

Introduction....................................................................................................................................................... 2

Economic Climate Influences Hospital Workforce. ............................................................................................... 2
.

Currently in Wisconsin....................................................................................................................................... 3
.

Jobs in Wisconsin ...................................................................................................................................... 3

Hospital Job Vacancies . ............................................................................................................................. 3

Aging in Wisconsin..................................................................................................................................... 5

Data to Guide Workforce Planning .................................................................................................................... 6

Wisconsin Registered Nurse Data ............................................................................................................... 6

Wisconsin Laboratory Worker Data ............................................................................................................. 8

Radiology Workforce Data . ........................................................................................................................ 9

Pharmacy Workforce Data . ........................................................................................................................ 9

Advanced Practice Nurse/Physician Assistant Data........................................................................................ 9

National and Statewide Healthcare Workforce Actions and Strategies................................................................. 10

National Healthcare Workforce Commission.............................................................................................. 10

Centers for Health Care Workforce Analysis............................................................................................... 10

Increasing the Supply of the Health Care Workforce................................................................................... 10
.

Enhancing Health Care Workforce Education and Training. ........................................................................ 10
.

State Efforts to Increase Access to Clinical Education Facilities. .................................................................... 11
.

The Future Outlook for Wisconsin’s Health Care Workforce. .............................................................................. 12
.

Wisconsin Hospital Association Recommendations............................................................................................. 12

References/Sources.......................................................................................................................................... 13

Wisconsin’s Health Care Workforce 2010 Report

Executive Summary

The economy continues to influence all aspects of Wisconsin’s health care environment. In the short term, it has dampened
the demand for health care workers as hospitals struggle to maintain financial stability in the face of a sagging economy.
New jobs in health care continue to be created, but at a much slower pace than in the past. Shortages in positions that
were reported to be difficult to fill for the past several years have moderated in the short term. The reason for this change
is due, in part, to economic conditions that have forced many people to increase the number of hours they work, postpone
retirement, or come out of retirement to rejoin the workforce. In the meantime, replacement workers are waiting to start
their new career in health care.

In difficult economic times, predicting the demand for medical care and the supply of workers necessary to meet those
needs is risky, but necessary. Recent efforts to collect workforce-related information on several professions have proven
successful, but gaps still exist in data. More data-driven planning must occur to ensure that the education pipeline for
health professionals is sufficient—neither inadequate nor excessive—to meet the future demand for care.

Wisconsin’s population is aging, and so is the health care workforce. Among nurses that renewed their licenses in 2010,
46 percent were over the age of 50, while 36 percent of the current laboratory workforce is over 50 years of age. Older
workers and older health care consumers will have a significant impact on health care. While the aging population is
expected to drive demand for health care services, the number of workers available to do the work will remain flat. In
addition, the workers currently in employment may not have the skill sets necessary to fill the more technically complex jobs
that will be created in the future.

Wisconsin Hospital Association Recommendations
Federal health care reform has the potential to reshape the health care workforce – for better or worse—in ways that cannot
now be accurately modeled. Combining that with the impact that the lingering recession is having requires hospitals to
continue to watch costs, increase efficiency, and make careful use of limited resources. In the face of those challenges,
consumers will demand affordable, high quality care. In that scenario, the WHA makes the following recommendations:

• Sustain funding for hospitals. The anticipated reductions in Medicare and Medicaid payments could radically alter
access to care, the ability of hospitals to create and sustain jobs, and maintain high quality care.
• Support regional alliances that promote the shared use of education and economic resources to attract and retain
health care workers.
• Examine the practice environment for obstacles that pose challenges for the older worker.
• Expand workforce data collection to include in-demand occupations.
• Recruit from all segments of the population to increase workforce diversity and tap into multi-cultural human
resources.

Wisconsin hospitals are committed to serving their communities health care needs. To accomplish that goal, they must
have an adequate supply of workers to meet the demand for medical services. Hospitals invest significant resources to
interest students in health care careers, recruit professionals to work in hospitals, and retain current workers by providing
educational opportunities and financial incentives to join, or remain, in the workforce. It is essential that hospitals are
supported in their efforts to keep a highly-skilled, robust workforce if Wisconsin is going to maintain its national reputation
for providing high-quality, accessible health care.

Page 1


Introduction
Access to medical services is predicated upon having an adequate number of health care workers trained and available to
meet the growing demand for care. Issues involving Wisconsin’s health care workforce are a top priority for the Wisconsin
Hospital Association. Unfortunately, workforce planning on a state or even at the facility level is more “art” than “science”
due to the lack of current demographic data, and the fact that the process itself is complicated by the unpredictability of
patient census. The equation requires an understanding of both the current and future demand for health care, the supply of
workers, and the hours they are willing to work.

Economic Climate Influences Hospital Workforce
The current economic climate is as unpredictable as a Wisconsin winter. It will surely snow, but how much and when?
Forecasting the short-term and long-term workforce needs is similarly filled with uncertainty. Hospitals that had avoided the
early effects of the economic downturn were hit later in 2009 as people who were unemployed lost their insurance. Many
hospitals began to report that people were putting off care, and the daily census began to reflect that fact. At the same
time, hospitals, like other industries, were continuing to employ strategies to become more efficient in the face of a stubborn
economy and declining Medicare and Medicaid reimbursements.

Job loss in Wisconsin has stabilized somewhat with the “official” end to the recession, but predicting the demand for health
care workers remains complex and difficult.

Two factors, both hard to predict, will influence health care workforce needs in the near future. When Wisconsin’s economy
recovers and employment returns for many of those impacted by the graph below, health care utilization could increase
quite quickly. Those who have put off care will seek needed and delayed care. If they return to employer sponsored health
care, demand for hospital services and workforce participants will increase.

Secondly, Wisconsin Medicaid enrollment will determine who in our state has access to coverage and care. Current
reimbursement for care delivered under the various Wisconsin Medicaid programs seriously underpays for that care.
Currently almost 21 percent of Wisconsin residents are enrolled in state Medicaid programs. If this number continues or
increases, hospitals and other health care providers will likely face the dilemma of greater demand for care at increasingly
greater financial loss. This scenario will place hospitals in the position of necessarily cutting costs just as more hospital
workers are needed, but having no resources to pay for the increase in labor costs.

Page 2


Currently in Wisconsin
Over the past five years, hospitals have struggled to recruit and hire health care workers for many different positions.
Regional workforce alliances and educational programs have worked collaboratively to attract students to health care
careers. Hospitals used creative strategies to attract and retain workers. But, during that time, economic conditions
changed. Thoughtful predictions of supply and demand curves could not have foreseen the impact current economic
conditions would have on Wisconsin’s employment picture.

Jobs in Wisconsin
In March 2010, the Christian Science Monitor reported that 12 states now had a smaller total workforce than they did a
decade ago. The 12 states were: Alabama, California, Delaware, Indiana, Massachusetts, Michigan, Mississippi, Missouri,
Ohio, Tennessee, West Virginia and Wisconsin. Job losses in Wisconsin occurred in many industries, with construction and
manufacturing leading the way. Hopefully, that trend has ended. As of June, Wisconsin saw a net gain of jobs every month
in 2010. This reversed a downward trend that has existed since 2006. There are, however, 64,600 fewer jobs in Wisconsin
today than there were in 2000.

Health care has not suffered the same rate of job loss and has fared better than most industries during the recession.
Between 2008 and 2009, Wisconsin hospitals gained 2,500 jobs. But, in 2010 the pace has slowed considerably and
hospitals report a gain of only 700 jobs over the first six months, with some months showing increases and some declines.

The Office of Economic Advisors (OEA),
Department of Workforce Development,
released 2008-2018 statewide
employment projections in September
2010. After consideration of current
economic conditions, they predict that
ambulatory health services, followed by
hospitals, will have the greatest number
of new jobs this decade. These new
jobs are in addition to the number of
replacement jobs that will be available
in the decade due to retirement, illness
or career change. For example, in the
fields of health care practitioners and
technical occupations, OEA expects 2,430 new jobs and 3,250 replacement jobs. All of the OEA projections can be found
at: http://dwd.wisconsin.gov/oea/employment_projections/long_term_projections.htm.

Hospital Job Vacancies
Many in the aging health care workforce, who may
have planned to retire, are choosing to work longer
than they originally thought. While all the reasons
are not known, later retirements could be due to
concerns about the cost of living in retirement, need
for access to benefits, or simply because good health
and interesting work make continued employment
an attractive option. The result has been lower
hospital vacancy rates for almost all health care
occupations. The Wisconsin Hospital Association
annually asks hospitals to report their vacant
positions for specific health occupations. The most
current report reflects employer information as of
September 2009. The graph at right illustrates the

Page 3


vacancy rates for 13 hospital-employed professions. While it is clear that some positions continue to be difficult to fill, for
most of the occupational groups, the vacancy rate has fallen dramatically.

Therapist positions, which show the highest vacancy rates, are still lower now than they were in recent years.

Registered nurse vacancies are the lowest they have been in at least 10 years.

These rates are dramatically different than even one year earlier. The number of new nurses taking the licensing exam also
declined in 2009. The current economy could be making it harder for students to complete their education.

Page 4


Hospitals indicate that the decreased number of
vacant positions across all occupational groups is
primarily caused by delayed retirements of current staff
plus requests for increased hours by many existing
employees that are coping with family member work
hour reductions and declining retirement savings.

Health care comprises a large employer segment
in Wisconsin. More than 111,000 people work in
Wisconsin hospitals. Although this year hospitals
reported lower vacancy rates for health care occupation
groups, that does not mean there are not positions
open. In fact, Wisconsin hospitals reported more than
2,500 vacancies in the 14 occupation groups selected.
Registered nurses comprise the largest employed
occupational group in hospitals and account for
46 percent of the total vacancies reported.

Aging in Wisconsin
Workers that have remained in
the workforce have once again
caused the average age to
increase, and the percentage of
workers over age 55—particularly
in some occupations—means
that an older workforce is caring
for patients. Average age
varies by occupational group,
with some groups older than
others. Laboratory technologists,
medical records technicians and
pharmacists are groups where
over 20 percent of the current
workforce is at or near the
traditional retirement age.

It is not only the health care workforce that is aging in Wisconsin—the entire state is aging. According to “The Impact of
Population Aging on Wisconsin’s Labor Force” (DWD, Dec 2009), the average age of Wisconsin residents has advanced 6.4
years since 1970 while the average age of the total workforce has aged by 1.1 year.

In the past, Wisconsin residents not in the workforce were often younger than traditional work age; in the future, they will
more likely be beyond traditional work age. By 2030, the average age in Wisconsin and the average worker age will be
nearly the same.

Average Ages of Wisconsin Population and Labor Force
1970 1980 1990 2000 2010* 2020* 2030*
Wisconsin Population 31.7 33.8 35.5 36.4 38.1 39.6 41.0
Wisconsin Labor Force 39.1 36.6 37.4 39.3 40.4 41.2 41.3
*projected

Page 5


Shown visually in this graph, the size of population groups under 65 years of age is declining. Only the 65 and over age
group is growing.

Older workers and older health care consumers will have a significant impact on health care. While the population that
requires health care will increase, the number of workers available to do the work will remain flat. Jobs in the future will
require more knowledge and skill, meaning that some of the individuals currently in the workforce will be unable to fill
more technically complex, available jobs, resulting in even fewer workers available to meet job demands. The result is as
the population grows, the workforce available to care for them will decline. Dennis Winters, Office of Economic Advisors,
Department of Workforce Development, says this change is 1) “Unprecedented” – we have never faced a declining
workforce before; 2) Assured – demographics will change little, and; 3) Largely unalterable – demographics and migration
patterns do not change abruptly (D Winters, Leg Council Study Committee on Strategic Job Creation, 2010). He adds that
the ramification of this workforce change is potentially devastating.

Data to Guide Workforce Planning
Workforce planning is a complicated task. Both the supply and the demand components are difficult to measure and
capture. Despite those difficulties, more data-driven planning is necessary to ensure that excesses and shortages of health
care professionals do not continue to occur in regular cycles.

Wisconsin Registered Nurse Data
Some states have formalized processes for health care workforce data collection. Wisconsin does not, but some progress
has been made toward the goal. Directed by the 2009-2010 Wisconsin budget bill, a survey of the registered nurse
population coincided with the RN re-licensure process in 2010.
The online survey was conducted by the Wisconsin Department of
Workforce Development in cooperation with the Department of # of Registered Nurses
Year Renewing License
Regulation and Licensing and was a requirement for RN license
renewal.
2002 65,309
In 2010, 77,533 nurses renewed their Wisconsin license. 2004 67,507
According to biennial reports from the Department of Regulation 2006 70,360
and Licensing, the number of nurses renewing their licenses has 2008 74,381
grown in a consistent manner in the past five renewal periods.
2010 77,553

Page 6


Among nurses renewing their licenses in 2010, 46
percent are over 50 years of age, with an average
age of 46.8 years. The distribution of nurses by age
emphasizes the aging phenomena in the profession.
Females make up 93 percent of nurses, and 94.7
percent of nurses report their race as non-Hispanic/
white.

Fifty-two percent of nurses have achieved a Bachelor’s
degree or higher in nursing, and 11,000 nurses report
that they plan to pursue additional education in the
next two years.

Some nurses who renewed their licenses were retired,
but maintain a license. Some nurses hold a license,
but do not work in a health care related field. They
may be realtors, salespeople, or work on the family
farm. Other nurses work in health care, but do not provide care to patients in their current role, for example, nurses
working for insurance companies, in administrative and information technology roles. This survey had questions designed
to determine the size of the direct care nursing workforce, so specific questions were asked about nurses and their current
workplace. Seventy-four percent of all registered nurses (57,469), and 85 percent of employed nurses, report that they
provide direct patient care in their work.

Primary Place of Work 2010 Wisconsin Nurses Primary Place of Work 2001 Wisconsin Nurses
Number Percent Number Percent
Hospital 30,731 49.9 Hospital 30,675 54
Ambulatory Care 8,977 14.6 Outpatient Clinic 8,548 15
Public/Community Health 2,896 4.7 Public/Community Health 5,986 11
Home Health 2,588 4.2
Nursing/Extended Care 6,927 11.3 Nursing Home 6,074 11
Academic Education 1,406 2.3 Nursing Education 1,129 2
Other 8,017 13.0

Nurse employment, like patient care, is shifting to non-hospital settings. In 2010, 49.9 percent of nurses report that their
primary place of work is a hospital. Although this is a larger number of nurses than worked in hospitals in 2001, it is a
smaller percentage of the total nursing workforce across all settings. The percentage of nurses employed in ambulatory/
outpatient locations and in nursing homes/extended care have remained about the same. Other categories are hard to
compare as choices changed between the two surveys.

Many other data elements were collected in the survey. They include nursing programs attended; all degrees obtained;
data on first, second and even third place of work; reasons for entering, staying in or leaving the nursing field; hours of
work per week; work plans for the future, and many others. Individuals with specific questions to investigate will have
access to the data.

A survey of Licensed Practical Nurses will be done in 2011 at the time those licenses are renewed. The survey will be
repeated with each license renewal for registered nurses and licensed practical nurses.

Page 7


Wisconsin Laboratory Worker Data
Under a grant “Collaborative Response to a Growing Workforce Crisis,” funded by the Healthier Wisconsin Partnership
Program, a survey of clinical laboratories was conducted in 2009. Wisconsin has 3,374 CLIA-certified laboratories. The
survey queried a random sample of 746 laboratories and had a 42 percent response rate.

The survey included all workers within a laboratory. Survey results lead to an estimate of a laboratory workforce in excess of
51,000 with 1,726 full-time equivalent vacant positions. The table indicates that some positions have no vacancies, but that
there are a significant number of FTE vacancies for laboratory professionals, specifically for certified medical technologists,
certified medical laboratory technicians and phlebotomists. There are also significant vacancies for other health care
workers including nurses, practical nurses and medical/nursing assistants.

Estimated Statewide Full-Time Equivalent (FTE) Laboratory Employees by Job Title, Wisconsin, 2010
Estimated FTEs Statewide Estimated FTE Vacancies,
Job Title/Discipline Statewide
Staff with clinical laboratory professional education and training
Pathologists 737 8
Pathology Assistants 76 0
Managers/Administrators 2,917 38
Certified Medical Technologists - MT(ASCP CLS(NCA), etc.
, 7,826 130
Medical Technologists (non-certified) 3,066 0
Certified Medical Laboratory Technicians -
MLT(ASCP), CLT(NCA), etc. 2,981 277
Medical Laboratory Technicians 694 9
Phlebotomists 5,210 258
Histotechnologists (Bachelor of Science degree, B.S.) 303 0
Histotechnician 570 36
Cytologists 428 0
Cytogenetic Technologists 246 0
Molecular Biologists 47 0
Other professionals who perform laboratory testing
Registered Nurses 4,571 108
Licensed Practical Nurses 2,986 100
CMA/MA 1,061 28
CNA/NA 8,198 280
Other 9,420 454
Total 51,337 1,726

Source: Wisconsin Department of Health Services, Wisconsin Clinical Laboratory Science Workforce Survey, 2010.
Note: Estimated statewide numbers of FTE laboratory employees by job title were based on FTEs reported by the respondent
laboratories, and calculated using a multiplier of 9.5. These estimates assume that all Wisconsin laboratories have a distribution of
employees by discipline similar to that of the 319 respondent laboratories that completed the survey. Formula used to calculate the
multiplier: 319/3,374 x 100 = 9.5.

Page 8


Thirty-six percent of the current laboratory workforce is over 50 years of age. Laboratories in Wisconsin have a slightly
more diverse workforce than reported by the nursing study. Eighty-nine percent of these workers are non-Hispanic white. A
summary of this study can be found at: http://www.dhs.wisconsin.gov/hw2020/infrastructure/workforce/clinicallabs.pdf.

Radiology Workforce Data
The American Society of Radiologic Technologists conducted a national workforce survey in June 2010 asking for a report
on workforce as of December 2009. This national survey, directed to laboratory managers, had a response rate of 13
percent (with 51 responses from Wisconsin). Thirty percent of the responding laboratories were in a rural location, 40
percent a suburban location and 30 percent an urban location. Over half (54 percent) indicated that they had no vacant
positions and 46 percent indicated that they had virtually no turnover of staff. Over the past seven years, vacancy rates for
radiologic technologists have gone from 10.8 percent in 2003 to 2.1 percent in 2010.

Pharmacist Workforce Data
The Aggregate Demand Index is an ongoing project supported by the Pharmacy Manpower Project since 2000. It provides
regional, state and practice setting indices of national demand for pharmacist positions. This data is posted online at
http://www.pharmacymanpower.com. For each state, a demand index is created. With a scale of 1.0 for high surplus of
pharmacists and 5.0 for a high demand for pharmacists, Wisconsin’s demand index was 3.67 in June 2010. Wisconsin
is now classified as moderate demand. This is much lower than reported just a year ago (when it was 4.8 and considered
high demand); however, only four states have a higher demand index than Wisconsin at this time.

Concordia University School of Pharmacy admitted its first class in fall 2010. Hopefully, this new program and more than
70 new pharmacy graduates will create a better supply of pharmacists for all Wisconsin health care providers and more
opportunities for Wisconsin students wishing to become pharmacists.

Other occupational group data remains a need in Wisconsin; for example, those with the highest current percentage of
vacancies are physical and occupational therapy.

Advanced Practice Nurse/Physician Assistant Data
Wisconsin does not license advanced practice nurses, so it has been unclear how many nurses worked in that role or were
educated to perform in advance practice roles. This year, however, advanced practice nurse data was collected as part
of the RN Survey. In that survey, 3,802 nurses reported they were currently working as an advanced practice nurse. The
American Nurses Association reports that 2,993 Advanced Practice Nurses in Wisconsin have a National Provider Identifier
(NPI), which allows them to be identified in claims transactions.

Page 9


National and Statewide Health Care Workforce Actions and
Strategies
Federal health care reform legislation contained elements designed to address workforce shortages and ensure a workforce
to care for an increased number of persons that are now and will be accessing the health care system in the future. The
new law created a national body to plan for the future health care workforce, collect and distribute data for health care
workforce planning and provide funding for both students and educational programs.

National Health Care Workforce Commission
The National Health Care Workforce Commission is charged with developing a national strategy to address workforce
shortages and encourage training in key areas. The commission will be comprised of 15 individuals, representing health
care employers, payers, workers and consumers, who were appointed in September, 2010. Beginning October 1,
2011, and every October 1 thereafter, the Commission will make recommendations to Congress and the Administration
concerning national health care workforce priorities, goals and policies. Beginning April 1, 2011, and every April 1
thereafter, the Commission will make recommendations on a minimum of one high-priority area. The initial high-priority
areas include:

• Integrated health care workforce planning;
• The nature, scopes of practice, and demands for health care workers in the enhanced information technology and
management workplace;
• The alignment of Medicare and Medicaid graduate medical education policies with national workforce goals;
• The elimination of barriers to entry and retention in primary care, including provider compensation; and,
• The education and training capacity, projected demands, geographic distribution and integration with the health
care delivery system of the nursing, oral health care, mental and behavioral health care, allied health and public
health care, and emergency medical service workforces.

In addition, the Commission will:
• Study effective mechanisms for financing education and training for health careers;
• Recommend improvements to the safety, health and protections in the workplace for health care workers; and,
• Review the state health care workforce development grant program and other grant programs in the law.

Centers for Health Care Workforce Analysis
The National Center for Health Care Workforce Analysis and State and Regional Centers for Health Workforce Analysis are
created to provide data on workforce-related issues. The national center will collaborate with federal agencies and the new
state and regional centers to collect statistical workforce information.

Increasing the Supply of the Health Care Workforce
To help address critical workforce shortages, the law implements a number of loan and loan forgiveness programs to ease
the financial burden of pursuing a career in health care for a wide range of occupational groups, including nursing, mental
health workers, dental professionals, physicians and direct care workers.

Enhancing Health Care Workforce Education and Training
Educational programs for health occupations across many specialty areas and delivery environments will be eligible to
receive grants to improve, increase, develop their ability to educate health care providers. Programs range from direct care
workers to physicians, in primary care, dental care, mental health, public health and long-term care. Nurse faculty, nurse
practitioners and physician assistants are specifically addressed.

Page 10


State Efforts to Increase Access to Clinical Education Facilities
1. Over 15 states or regions of states have implemented web-based software programs that match students with clinical
learning placements. These statewide or regional efforts aim to reduce the effort both educational programs and
clinical facilities expend for these matches and to increase the number and availability of placements.

In Wisconsin, this type of program has been implemented in the La Crosse region through The Online Clinical
Placement project, a collaboration of the Consortium’s Nursing Education Clinical Coordination Committee, the
Healthcare-Education Industry Partnership, and HealthForce Minnesota.

Working from software developed in the state of Oregon, this project has developed a real-time, online tool for
academic institutions and health care providers to match up the needs and availability of clinical sites for area nursing
students.

Each semester, health care institutions with clinical sites provide information about the vacancies they will have
available. Academic institutions offering nursing courses can then assign their students to the clinical sites to ensure
that they can complete their training.

2. Another strategy is the clinical passport.

The process of credentialing and orienting health professional students for clinical practicum experiences has become
increasingly complex and resource-intensive for both the health professional schools and the health care delivery
facilities. As a result, there have been initiatives in several states and some cities and/or local regions to standardize
these processes to create efficiency for students, educational programs and health care facilities. In Wisconsin, the Fox
Valley Health Care Alliance has developed a voluntary standardized process for health professional schools and clinical
facilities that includes the assignment, credentialing, and parts of the orientation processes of student placement. That
program can be viewed at http://www.fvhca.org/StudentClinicalPlacements.html.

A statewide program in Utah called the Statewide Student Nurse Passport Program focuses on a standardized credentialing
and orientation program for students, so that the nursing schools are now responsible for ensuring that students are
oriented to all the regulatory-required aspects of inpatient health care delivery, including, but limited to HIPAA, infection
control, environmental safety, and the national patient safety goals. In return, the health care facilities have agreed to a
standardized credentialing process that includes requirements for criminal background checks, immunizations, CPR/BLS
certification, and if needed, drug testing. This makes it much simpler for schools that place their students in multiple facilities
each semester. The Wisconsin Organization of Nurse Executives (W-ONE) plans to work with regional and statewide
groups to create a similar statewide program in Wisconsin.

Page 11


The Future Outlook for Wisconsin’s Health Care Workforce
In difficult economic times, predicting the future is risky, but necessary. What is the likely future for Wisconsin’s health care
workforce?

• Demand for health care will increase. The aging population will consume more care and increased access to health
insurance via both federal and state initiatives will likely create greater demand for care. Some of that care may
change to other venues, but those venues all need health care workers.
• Health care workers will be older. The entire workforce will be comprised of older workers, but the implications for
health care are a concern. Many of the jobs in health care require lifting, standing, walking, and evening and night
shifts–all difficult for the older worker. When there is meaningful economic recovery, a significant number of current
workers will leave the workforce or reduce their hours of work. Those retirements will trigger a new round of shortages.
Even with those retirements, the remaining workers will likely be older than today.
• Competition for the younger worker will increase. Wisconsin and all of the country will see a smaller demographic
of younger workers. Many occupations and industries will likely compete for that younger cohort. Today’s health care
workforce is comprised most often of women of non-Hispanic white background. Those population groups that rarely
select health care careers today will be needed to attain a workforce of adequate size.
• Reimbursement levels for hospitals and perhaps other providers will continue to be an issue. State and federal
programs today pay less than the cost of care. Growth of those programs puts all of health care in a position of
providing more and more care for fewer dollars. Salaries and fringe benefits account for 48 percent of hospitals’ total
expenses. Government payment for care cannot decline further. Even then, all possible efficiencies will be needed to
operate successfully in the health care system.
• Work will be more technologically complex. Individuals entering health care occupations will need to be well
prepared in the sciences, have complex decision making skills, work well in teams and be comfortable in a changing
environment.

Wisconsin Hospital Association Recommendations
Federal health care reform and the recession are two factors that make it difficult to forecast the future demand for medical
services, which will in turn, drive the number and type of workers necessary to deliver that care. Economic conditions are
likely to require thoughtful and careful use of limited resources. With those considerations in mind, the Wisconsin Hospital
Association makes the following recommendations:

• Sustain funding for hospital care delivery. Continued or escalating reductions in payment to hospitals could radically
alter access to care, the ability of hospitals to create and sustain jobs and maintain high quality care.
• Support regional alliances that promote the shared use of resources. Efficient use of recruitment, educational,
economic and scarce clinical resources has already been demonstrated by regional workforce initiatives. Continued
support of these and emerging regional groups is important for wise use of limited resources.
• Examine practice environment for obstacles to older workforce. The environment in which health care workers
spend their time must accommodate the limitations that come with age (e.g. long hallways, limited lighting, small print)
• Expand workforce data collection to include in-demand occupations. Physical therapy, occupational therapy and
laboratory positions have significant vacancy rates in hospitals, but are not included in current data collection efforts.
Good progress has been made in collecting data and understanding some occupational groups. The work needs to
continue.
• Recruit from all segments of the population. The health care workforce is currently mostly female and mostly white.
If Wisconsin is to successfully maintain a health care workforce, all segments of the population will need to be recruited.

Health care is an important employment sector in Wisconsin valued by patients and families. In Wisconsin’s current
economy, it remains one, of few, industries that has added jobs during the most recent years. The health care field offers
interesting and rewarding employment. Wisconsin must work to ensure that in difficult economic times, its reputation for
high quality health care is assured with a well-prepared health care workforce.

Page 12


References/Sources
Laurent Belsie. The Christen Science Monitor March 10, 2010. Which States are the Biggest Losers? Accessed at: http://
www.csmonitor.com/Business/new-economy/2010/0310/Which-state-is-the-biggest-loser-in-jobs

Wisconsin Department of Workforce Development, Office of Economic Advisors. The Impact of Population Aging on
Wisconsin’s labor Force. December 2009. Accessed at: http://dwd.wisconsin.gov/oea/contact_us/Dennis/impact_of_
aging_population_paper.pdf

Center on Wisconsin Strategy. Wisconsin Job Watch. June 2010 Data Update. Accessed at: http://www.cows.org/pdf/ds-
WIJobWatch-June10.pdf

WORKnet. Wisconsin’s workforce and labor market information system. Accessed at: http://worknet.wisconsin.gov/
worknet/homeda.aspx?menuselection=da

RN Survey. http://worknet.wisconsin.gov/worknet/worknetinfo.aspx?htm=nurse_summary

Population Reference Bureau. Today’ Research on Aging. Issue 19, June 2010

Wisconsin Department of Health Services. At a Glance: Wisconsin Clinical Laboratory Science Workforce Survey 2010/
Available at: http://www.dhs.wisconsin.gov/hw2020/infrastructure/workforce/clinicallabs.pdf

American Society of Radiologic Technologists. Radiology Staffing Survey 2010. June 2010.

Midwest Pharmacy workforce Research Consortium. Final Report of the 2009 National Sample Survey of
the Pharmacist Workforce to Determine Contemporary Demographic and Practice Characteristics. March
1, 2010. Downloaded from: http://www.aacp.org/resources/research/pharmacymanpower/Documents/
2009%20National%20Pharmacist%20Workforce%20Survey%20-%20FINAL%20REPORT.pdf

La Crosse Medical Health Science Consortium. Online clinical placement program. Accessed at: http://sites.google.com/
a/lmhsconsortium.org/www/onlineclinicalplacement2

Office of Economic Advisors. Department of Workforce Development. 2008-2018 Statewide Long-Term Projections.
Accessed at: http://dwd.wisconsin.gov/oea/employment_projections/long_term_projections.htm

Page 13

Wisconsin Hospital Association Member Hospitals
Agnesian HealthCare/St. Agnes Hospital, Fond du Lac Mercy Medical Center, Oshkosh
Amery Regional Medical Center, Amery Mercy Walworth Hospital and Medical Center, Lake Geneva
Appleton Medical Center, Appleton Meriter Hospital, Madison
Aspirus Wausau Hospital, Wausau Mile Bluff Medical Center, Mauston
Aurora BayCare Medical Center in Green Bay, Green Bay Ministry Door County Medical Center, Sturgeon Bay
Aurora Lakeland Medical Center in Elkhorn, Elkhorn Ministry Eagle River Memorial Hospital, Eagle River
Aurora Medical Center, Grafton Ministry Good Samaritan Health Center, Merrill
Aurora Medical Center in Hartford, Hartford Ministry Health Care’s Howard Young Medical Center, Woodruff
Aurora Medical Center in Kenosha, Kenosha Ministry Our Lady of Victory Hospital, Stanley
Aurora Medical Center in Oshkosh, Oshkosh Ministry Sacred Heart Hospital, Tomahawk
Aurora Medical Center in Two Rivers, Two Rivers Ministry Saint Clare’s Hospital, Weston
Aurora Medical Center Summit, Summit Ministry Saint Joseph’s Hospital, Marshfield
Aurora Memorial Hospital of Burlington, Burlington Ministry Saint Mary’s Hospital, Rhinelander
Aurora Psychiatric Hospital, Wauwatosa Ministry Saint Michael’s Hospital, Stevens Point
Aurora Sheboygan Memorial Medical Center, Sheboygan Monroe Clinic, Monroe
Aurora Sinai Medical Center, Milwaukee Moundview Memorial Hospital & Clinics, Inc., Friendship
Aurora St. Luke’s Medical Center, Milwaukee New London Family Medical Center, New London
Aurora West Allis Medical Center, West Allis Oconomowoc Memorial Hospital, Oconomowoc
Baldwin Area Medical Center, Baldwin Oconto Hospital & Medical Center, Oconto
Bay Area Medical Center, Marinette Orthopaedic Hospital of Wisconsin, Glendale
Beaver Dam Community Hospitals, Inc., Beaver Dam Osceola Medical Center, Osceola
Bellin Hospital, Green Bay Prairie du Chien Memorial Hospital, Prairie du Chien
Bellin Psychiatric Center, Green Bay Red Cedar Medical Center - Mayo Health System, Menomonie
Beloit Health System, Beloit Reedsburg Area Medical Center, Reedsburg
Berlin Memorial Hospital, Berlin Rehabilitation Hospital of Wisconsin, Waukesha
Black River Memorial Hospital, Black River Falls Ripon Medical Center, Inc., Ripon
Boscobel Area Health Care, Boscobel River Falls Area Hospital, River Falls
Burnett Medical Center, Grantsburg Riverside Medical Center, Waupaca
Calumet Medical Center, Chilton Riverview Hospital Association, Wisconsin Rapids
Children’s Hospital of Wisconsin, Milwaukee Rogers Memorial Hospital, Inc., Oconomowoc
Children’s Hospital of Wisconsin-Fox Valley, Neenah Rusk County Memorial Hospital and Nursing Home, Ladysmith
Chippewa Valley Hospital, Durand Sacred Heart Hospital, Eau Claire
Clement J. Zablocki VA Medical Center, Milwaukee Sauk Prairie Memorial Hospital, Prairie du Sac
Columbia Center, Inc., Mequon Select Specialty Hospital-Milwaukee, West Allis
Columbia St. Mary’s, Inc. - Columbia Campus, Milwaukee Select Specialty Hospital-Milwaukee-St. Luke’s, Milwaukee
Columbia St. Mary’s, Inc. - Milwaukee Campus, Milwaukee Shawano Medical Center, Shawano
Columbia St. Mary’s, Inc. - Ozaukee Campus, Mequon Southwest Health Center, Platteville
Columbia St. Mary’s - Sacred Heart Rehabilitation Institute, Milwaukee Spooner Health System, Spooner
Columbus Community Hospital, Columbus St. Clare Hospital & Health Services, Baraboo
Community Memorial Hospital, Menomonee Falls St. Croix Regional Medical Center, St. Croix Falls
Community Memorial Hospital, Oconto Falls St. Elizabeth Hospital, Appleton
Cumberland Memorial Hospital, Inc., Cumberland St. Joseph’s Community Health Services, Hillsboro
Divine Savior Healthcare, Portage St. Joseph’s Hospital, Chippewa Falls
Edgerton Hospital and Health Services, Edgerton St. Mary’s Hospital, Madison
Flambeau Hospital, Park Falls St. Mary’s Hospital Medical Center, Green Bay
Fort HealthCare, Fort Atkinson St. Mary’s Hospital of Superior, Superior
Franciscan Skemp Healthcare-Mayo Health System, Arcadia St. Nicholas Hospital, Sheboygan
Franciscan Skemp Healthcare-Mayo Health System, La Crosse St. Vincent Hospital, Green Bay
Franciscan Skemp Healthcare-Mayo Health System, Sparta Stoughton Hospital Association, Stoughton
Froedtert Health St. Joseph’s Hospital, West Bend The Richland Hospital, Inc., Richland Center
Froedtert Memorial Lutheran Hospital, Milwaukee The Wisconsin Heart Hospital, Wauwatosa
Grant Regional Health Center, Lancaster Theda Clark Medical Center, Neenah
Gundersen Lutheran Health System, La Crosse Tomah Memorial Hospital, Tomah
Hayward Area Memorial Hospital, Hayward Tri-County Memorial Hospital, Whitehall
Holy Family Memorial, Inc., Manitowoc Upland Hills Health, Inc., Dodgeville
Hudson Hospital & Clinics, Hudson UW Health Partners Watertown Regional Medical Center, Watertown
Indianhead Medical Center/Shell Lake, Shell Lake UW Hospitals and Clinics, Madison
Kindred Hospital Milwaukee, Greenfield VA Medical Center, Tomah
Lakeview Medical Center, Rice Lake Vernon Memorial Healthcare, Viroqua
Lakeview Specialty Hospital & Rehab, Waterford Waukesha Memorial Hospital, Waukesha
Langlade Hospital - An Aspirus Partner, Antigo Waupun Memorial Hospital, Waupun
Luther Midelfort Chippewa Valley, Bloomer Westfields Hospital, New Richmond
Luther Midelfort Eau Claire, Eau Claire Wheaton Franciscan Healthcare - All Saints, Racine
Luther Midelfort Northland, Barron Wheaton Franciscan Healthcare-Elmbrook Memorial, Inc., Brookfield
Luther Midelfort Oakridge, Osseo Wheaton Franciscan Healthcare-Franklin, Franklin
Memorial Health Center - An Aspirus Partner, Medford Wheaton Franciscan Healthcare-St. Francis, Inc., Milwaukee
Memorial Hospital of Lafayette Co., Darlington Wheaton Franciscan Healthcare-St. Joseph, Inc., Milwaukee
Memorial Medical Center, Ashland Wild Rose Community Memorial Hospital, Wild Rose
Memorial Medical Center, Neillsville William S. Middleton Memorial Veterans Hospital, Madison
Mercy Health System Corporation, Janesville

PO Box 259038, Madison, WI 53725-9038
608-274-1820 / Fax: 608-274-8554 / www.wha.org

11-2010-TG500

2010 workforcereport[1]

More Related Content

What's hot (11)

Viewers also liked (6)

Similar to 2010 workforcereport[1] (20)

Recently uploaded (20)

2010 workforcereport[1]