TriHealth is a long-time customer and a top integrated health
system in Cincinnati boasting over 10,000 employees. We'd like to share
with our readers the most extensive Return on Investment study of School at
Work that we've seen in our 11 years of focus on healthcare workforce
programs were evaluated by TriHealth: Patient Care Assistants; School at
Work (SAW) participants; and Health Career Cohorts participants. If
you're looking for outcomes, look no further.
The study begins by stating its purpose: "The goals of
TriHealth's Health Careers Collaborative (HCC) programs are to increase access
to healthcare careers by underutilized labor pools, alleviate regional
workforce shortages, and increase the diversity of health care workforces in
The SAW evaluation consisted of 3 classes held from
2009-2012. Employees were divided into two groups: 36 employees
enrolled in SAW ("Treatment group) and 930 employees in similar job codes
who did not participate ("Control" group).
SAW Conclusions and Outcomes
Impressive numbers, if you ask us; and if you ask TriHealth,
too. From the data above, it sure looks like School at Work helped them
to achieve their goals!
"With such positive results, we can further encourage
organizations and employees to take part in such programs. These programs will
assist employees in furthering their work potential and knowledge and decrease
costs associated with turnovers and new hires."
- TriHealth Study
Here are some dollars and cents to back up this claim; how does saving $45,000 per
year on turnover sound? Three years going, that's a total of $135,000 the
organization saved itself - and that's just the SAW grads!
With RoI data like this, entry level employee development no
longer sounds like just a nice thing to do - it sounds like a smart business
Click here to download the full study
Smart employers look closely at workforce demands when writing their strategic workforce plans. Healthcare human resources professionals need to stay in-the-know on market trends such as an increase or decrease in patient volumes, which healthcare jobs are currently in demand, and which roles are on the rise. Hospitals and other healthcare organizations rely on industry research to help them see recent trends and anticipate needs in the years to come. Healthcare is a competitive market undergoing dramatic changes so if organizations are to survive and perform well, they must be prepared to attract and retain high quality workers.
Below is an excerpt from a white paper recently released by 'Workforce Solutions' on the demands of healthcare workforce in the Gulf Coast Region, today. Download the Full Paper Here.
EXCERPT: A Change in the Delivery of Services
Times are changing and no longer are the days where the majority of surgeries and many medical and diagnostic procedures require a visit to the hospital. Chart 2 shows the percentage of health care jobs by subsector in 1990 and 2014. The share of health care employment in Hospitals has fallen from 51.0% in 1990 to 38.4% in 2014 while the share of Ambulatory Health Care Services increased from 36.7% to 49.8%.
While all three subsectors of the health care industry continue to grow, Ambulatory Health Care Services has replaced Hospitals as the number one job producer in the region, see Chart 3.
This data comes from Workforce Solutions, an affiliate of the Gulf Coast Workforce Board, which manages a regional workforce system that helps employers solve their workforce problems and residents build careers so both can compete in the global economy. The workforce system serves the City of Houston and the surrounding 13 Texas Gulf Coast counties including: Austin, Brazoria, Chambers, Colorado, Fort Bend, Galveston, Harris Liberty, Matagorda, Montgomery, Walker, Waller, and Wharton. Visit their website here.
WHAT A GOOD LOOKING GROUP OF PEOPLE. KEEP UP THE GOOD WORK AND MUCH SUCCESS TO EVERYONE.
What a wonderful picture and you all look so proud. Congratulations again for this huge accomplishment!!!!