Allied Health in Idaho

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Allied Health in Idaho

• Linda C. Hatzenbuehler
• Dean, Kasiska College of Health Professions
• Idaho State University

2
Acknowledgement

• My special thanks to
• Dr. Steve Collier, Director and Professor
• Office of Health Professions Education and
  Workforce Development
• University of Alabama at Birmingham
• Dr. Collier provided the majority of the slides
  for this presentation.

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What is Allied Health

• All of those many professions that make up the
  health care workforce other than medicine,
  dentistry and nursing
• More of the health care workforce is accounted
  for by the allied health professions than the
  other three professions combined.

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Allied Health as Economic Development

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U.S. Health Workforce, 2004
Health professional Other Workers Total
Health service setting 8,588,097 4,474,003 13,062,100
Other work settings 4,176,903 128,373,329 132,550,232
Total 12,765,000 132,847,332 145,612,332
Health professionals working in health service settings 8,588,097 5.8
Health professionals working in other settings 4,176,903 2.9
Other workers in health service settings 4,474,003 3.1
US health workforce 17,239,003 11.8
US civilian labor force 145,615,332 100.0
Source Bureau of Labor Statistics
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September 25, 2006 issue of Business Week

• Since 2001, the health-care industry has
• added 1.7 million jobs. The rest of the
  private sector? None.
• Health care is big business and is a growth
  industry. (Aging Population!)
• The fact is that in many areas of the U.S.,
• health care is the economic engine driving
  growth and successful local economies.

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2006, Oklahomas Governors Council for
Workforce and Economic Development

• By 2012 Oklahoma is expected to have a shortage
  of more than 3,000 nurses, 600 lab technicians,
  400 physical therapists, 300 surgical
  technologists, and nearly 200 occupational
  therapists
• As one of Oklahomas most important industries,
  health care continues to be a key element in the
  states ability to recruit and retain new and
  expanding businesses
• In 2004, health care was the second largest
  employing industry in Oklahoma, comprising 14 of
  the states total employment.

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North Carolina

• Through a variety of research activities, it has
  been shown that between 1990 and 2005, North
  Carolina lost 255,971manufacturing jobs, but
  gained 230,476 jobs in health care and social
  assistance.
• Between 1999 and 2003,over 42 of total job
  growth in the health care sector was due to
  growth of allied health jobs.

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TAKE HOME MESSAGE

• While nursing may be able to show the greatest
  number of existing or projected job vacancies
  since it is the largest health profession, many
  allied health professions have a greater
  percentage vacancy rate than does nursing. 
• An example of a profession in which there is a
  large vacancy rate in most states is physical
  therapy

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Health Professions Bureau of Labor Statistics
(BLS) Projections National Data
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Health Professions BLS Projections National Data
Contd
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Department of Labor Occupational Supply Demand
System Idaho Data

• Title
• Medical Assistants
• Home Health Aides
• Pharmacy Technicians
• Physician Assistants
• Pharmacists
• Mental Health Substance Abuse Social Workers
• Dental Assistants

• Employee Growth 04-14
• 61.5
• 59.8
• 58.9
• 56.6
• 55.9
• 52.9
• 49.8

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Idaho Data (Contd)

• Title
• Dental Hygienists
• Dental Lab Technicians
• Medical Appliance Technicians
• Pharmacy Aides
• Sonographers
• Social Human Services Assistant

• Employee Growth 04-14
• 49.5
• 47.0
• 43.6
• 42.6
• 42.3
• 42.2

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Idaho Data (Contd)

• SOC Title
• Medical Equipment Prepare
• Occupational Health Safety Technicians
• Physical Therapist Aides
• Physical Therapists
• Registered Nurses

• Employee Growth 04-14
• 40.7
• 39.5
• 38.8
• 38.6
• 38.6

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What needs to be done?

• How best to meet future needs is unmistakably
  tied to having good
• local and regional workforce data.

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Missouri 2005 FTE Vacancy Rate Percentage
by Workforce Investment Area
Statewide WIA-X WIA-Y
Registered nurse 7.5 16.5 4.5
Occupational therapist 6.8 29.1 1.0
Physical therapist 7.1 20.6 0
Medical technologist 3.0 9.0 0
Radiographer 3.7 7.6 0
Source Missouri Hospital Association Annual
Workforce Survey 2005 (http//web.mhanet.com)
NOTE There are 10 Workforce Investment Areas
(WIA in Missouri. In the above table, WIA-X
represents the WIA with the greatest percentage
vacancy and WIA-Y represents the WIA with the
smallest vacancy percentage. The actual WIA
regions are Northwest Northeast Kansas City
West Central Central St. LouisSouthwest
Ozark South Central and, Southeast.
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Idaho Hospital Association (IHA) Position Survey
2006

• 38 Member Hospitals Participated
• ( ONLY hospitals)

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Statewide Rankings Top 10 Positions (1Highest
Concern)

• 1 - Staff Nurse (RN)
• 2 - Medical Technologist (ASCP)
• 3 - Physical Therapist
• 4 Pharmacist
• 5 - Respiratory Therapist (Registered)
• 6 - ICU Nurse
• 7 - Director of Nursing Services
• 8 - Ultrasound Technologist
• 9 - Housekeeper
• 10 - Transition/Float Pool Nurse

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Top 10 Positions of Concern Northern Idaho
Hospitals  

• 1 - Physical Therapist
• 2 - Staff Nurse (RN)
• 3 Pharmacist
• 4 - Medical Technologist (ASCP)
• 5 - ICU Nurse
• 6 - Director of Medical Records (ART)
• 7 - Medical Lab Technician (MLT)
• 8 - Medical Records Coder
• 9 - Respiratory Therapist (Registered)
• 10 - Director of Nursing Services

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Top 10 Positions of Concern Southwest Idaho
Hospitals

• 1 - Staff Nurse (RN)
• 2 - Medical Technologist (ASCP)
• 3 - Transition/Float Pool Nurse
• 4 - ICU Nurse
• 5 - Ultrasound Technologist
• 6 - Per Diem/PRN Nurse
• 7 - Physical Therapist
• 8 - Director of Nursing Services
• 9 - Radiology Technologist (ARRT)
• 10 - Respiratory Therapist (Registered)

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Top 10 Positions of Concern Southeast Idaho
Hospitals

• 1 - Staff (RN)
• 2 - Respiratory Therapist (Registered)
• 3 - Medical Technologist
• 4 - Social Worker I (MSW)
• 5 Pharmacist
• 6 - Medical Records Coder
• 7 - Physical Therapist
• 8 - Licensed Practical Nurse
• 9 - Housekeeper
• 10 - Certified Nursing Assistant (CNA)      

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Idaho Hospital Association 2006
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My problems as an Academic Dean Program Dynamics

• Limited curriculum flexibility and sequential,
  often lock-step curriculum
• Attrition cant replace students dropping out.
  Fortunately, few drop out!
• Often numerous prerequisite courses
• Different degree levels in some disciplines
• Low student faculty ratios required by
  professional accrediting bodies.
• Limited clinical placements

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Enhanced Planning Criteria

• Evidence and extent of workforce shortage across
  all health professions?
• Why does shortage exist? low wages, demanding
  curriculum, no career advancement, workforce
  attrition, etc
• National or local shortage?
• Availability of clinical training sites
• Geographic dimensions of shortage? Urban rural?
  Efforts to distribute graduates?
• Employment demand versus student demand
• Cost effectiveness of class size
• Curriculum delivery alternatives

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Lets work together!
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Questions?

• Linda C. Hatzenbuehler, Ph.D., ABPP
• Dean, Kasiska College of Health Professions
• Box 8090
• Idaho State University
• Pocatello, Idaho 83201
• 208 282 3992
• hatzlind_at_isu.edu