Extended shifts, or working shifts beyond 12 hours, can negatively impact both healthcare employees’ job satisfaction and patient outcomes. The reason behind this is that healthcare staff, especially nurses, who work shifts lasting 12 hours or more, are more likely to suffer from burnout. This is evident from the notable connection between extended shifts and high turnover rates in the healthcare field. The higher the proportion of healthcare workers working long shifts, the more patient dissatisfaction tends to rise.
This highlights the need for healthcare systems to implement healthcare staffing models that balance nurse well-being with patient care needs. Healthcare staffing models that incorporate shorter shifts or a mix of shift lengths could enhance job satisfaction in healthcare workers and the quality of care that they provide. Encouraging a culture that respects time off and limits overtime can also help improve employee engagement, job satisfaction, and patient satisfaction.
In this article, we’ll explore both the traditional and the innovative staffing models in healthcare, examining their benefits, challenges, and strategies for successful implementation.
Staffing models in healthcare refer to the various approaches organizations use to allocate and manage their human resources. These healthcare staffing models have been specifically designed to ensure that the organization has the right blend of skills, experience, and availability to adequately address the healthcare needs of patients and meet the overall operational demands.
Organizations typically employ three primary approaches to ensure they have the necessary personnel to deliver quality care. Every approach has its distinct benefits, which can be effectively utilized to fulfil the dynamic requirements of healthcare facilities.
Many healthcare organizations rely on full-time employees as the foundation of their workforce, ensuring stability and consistency. Typically, their work contract specifies a weekly commitment of 35-40 hours, along with benefits like health insurance, retirement plans, and paid time off.
They offer a deep understanding of the organization’s culture, processes, and patient population, enabling them to deliver high-quality care. However, the fixed schedules and costs associated with full-time employees can present challenges in adapting to fluctuating patient volumes or sudden staffing needs.
Healthcare professionals known as per diem employees, or on-call/as-needed staff, work on an as-needed basis. They provide flexibility and can help fill gaps in staffing during peak periods or unexpected absences. They are typically paid a higher hourly rate but do not receive benefits.
Per diem employees can be a cost-effective solution, but they may lack the institutional knowledge and continuity of care that full-time employees possess. It’s also challenging to find per diem employees willing to work odd hours, like graveyard shifts and holiday shifts.
Healthcare organizations can also opt to turn to temporary staffing agencies to supplement their workforce during times of high demand, staff shortages, or special projects. These agencies can provide skilled healthcare professionals on a short-term basis, allowing organizations to quickly scale their workforce. However, the use of temporary agency staff can be more expensive and may result in a lack of continuity in patient care.
In addition to the primary traditional approaches, healthcare organizations have employed various other staffing models and interventions to address their unique challenges:
As the healthcare industry continues to evolve, innovative staffing models have emerged to address the changing needs of patients, providers, and healthcare organizations. Technology and innovative practices are employed in these models to optimize flexibility, efficiency, and the delivery of care.
Remote telehealth staffing involves healthcare professionals providing services and consultations via digital platforms. This model has expanded significantly, especially with the rise of telemedicine. This model allows for greater flexibility, expanded access to specialized expertise, and reduced overhead costs associated with physical facilities.
However, this staffing model can also provide challenges in terms of regulatory compliance, with complex requirements for provincial and national implementation, most especially in terms of securing patients’ privacy.
On-demand digital staffing platforms facilitate connections between healthcare providers and available staff for temporary or as-needed purposes. This model is akin to the gig economy, allowing for rapid staffing adjustments. These on-demand models allow organizations to quickly fill staffing gaps, often with pre-vetted and credentialed clinicians, without the traditional agency overhead.
However, these temporary staff may require time to adapt to specific organizational protocols. There’s also potential for variability in staff quality and experience.
Some healthcare organizations have implemented centralized float pools, where a dedicated group of healthcare professionals is available to be deployed across different departments or facilities as needed. This approach can improve staffing flexibility, reduce overtime costs, and ensure a consistent quality of care.
The downside to this staffing model, though, is that it may require comprehensive training to ensure staff can function effectively in different settings. Frequent movement between departments can also lead to fatigue and burnout.
To meet the increasing demand for travel nurses, certain healthcare organizations have established their own internal programs for hiring travel nurses. These programs allow the organization to maintain a pool of experienced nurses who can be deployed to various locations within the system, providing continuity of care and cost-effectiveness. However, this requires effective scheduling and coordination to ensure optimal deployment.
Integrating new healthcare staffing models into your workflow can greatly improve the efficiency, flexibility, and quality of care offered by your healthcare organization. Here are some compelling reasons and benefits of identifying and integrating the right model for your healthcare organization:
Incorporating new staffing models into a healthcare organization requires strategic planning and careful execution to ensure a seamless transition and maximize the benefits. Here are some tips to guide the process of incorporating these emerging staffing models:
As the healthcare landscape continues to evolve, the need for innovative and adaptable staffing models has never been more crucial. Embracing a blend of conventional and modern staffing approaches enables healthcare organizations to boost their operational efficiency, enhance patient outcomes, and foster a workforce that is more engaged and fulfilled.
At Caring Support, our team is committed to staying up-to-date with the latest trends and best practices in healthcare staffing. Our comprehensive services are designed to help meet the continuously changing demands of the healthcare industry, most notably in recruitment and staffing. Contact us today to learn more about how we can help you assess your current challenges, identify the most suitable new staffing approaches, and develop a tailored implementation strategy to drive success in your organization.
Apaydin EA, Anderson JA, Rahman B, et al. Evidence Brief: Staffing Models in Specialty Care. Washington (DC): Department of Veterans Affairs (US); 2022 Feb. Available from: https://www.ncbi.nlm.nih.gov/books/NBK578400/
Stimpfel AW, Sloane DM, Aiken LH. The longer the shifts for hospital nurses, the higher the levels of burnout and patient dissatisfaction. Health Aff (Millwood). 2012 Nov;31(11):2501-9. doi: 10.1377/hlthaff.2011.1377. PMID: 23129681; PMCID: PMC3608421.
We'll keep you updated on all new application updates and features!