HR Committee Dashboard Discussion HR Committee – Board of Trustees Meeting April 10, 2019 Tony Redmond–CHRO
HR Dashboard Dashboard Item Description Previous Qtr/FY Current Qtr/FY Benchmark / Target Strategic Initiatives to support the goal Source goal Alignment Time to Fill Days it takes to fill Q2 FY19 Q3 FY19 51 days 51 days Workforce Building out Talent Pipeline; a position after an (Oct 1 to Dec 31 (Jan 1 to Mar 31 2019) (data from Sustainability Attending Physician and Leadership opening has been 2018) 52.47 days Advisory Recruitment events; Email posted 38.35 days Board) campaigns to increase AHS awareness; hiring events in partnership with the EDD to build brand awareness in the community; EEOP model ‐ creation and execution of strategy to increase candidate pool in under utilized areas. Time to Onboard Days from offer Q2 FY19 Q3 FY19 N/A 19 days Workforce Weekly NEO, Increase number of EH Employees accepted to first (Oct 1 to Dec 31 (Jan 1 to Mar 31 2019) Sustainability appointments day at work 2018) 18.67 days 16.72 days Residents of Percent of Ext Applicants: Ext Applicants: N/A N/A Workforce Creating partnerships with local Alameda County external 1,747 of 3,166 2,256 of 4,061 (55.6%) Sustainability community organizations. In the ‐ External applicants, new (55.18%) process of forming a partnership Applicants hires, and New Hires: with the EDD. employees that New Hires: 139 of 223 ( 62.3%) ‐ New Hires reside in Alameda 61 of 118 ( 51.69%) Initiated "ban the box" on county Current Emps: applications. ‐ Current Current Emps: 3,194 of 4,938 ( 64.7%) Employees 3,168 of 4,894 ( 64.73%)
HR Dashboard Dashboard Item Description Previous Qtr/FY Current Qtr/FY Benchmark / Target Strategic Initiatives to support the goal Source goal Alignment 2.02 avg days per fte 2.21 avg days per fte 1.83 avg days 1.83 avg Worker's Days employees Workforce Injury and Illness Prevention Plan New Vendor, New Vendor, per fte days per Compensation Lost are unable to Sustainability updated; Atlas Lift Tech providing numbers being numbers being fte Days work due to a training on proper patient handling calculated differently calculated differently work related techniques to reduce injuries; On‐ injury going preventative ergonomics program ‐ 314 evaluations completed in 2017 # of Workers Comp Number of 71 71 50 50 Workforce Injury and Illness Prevention Plan Injuries Workers New Vendor, (based on (based on Sustainability updated; Atlas Lift Tech providing Compensation numbers being previous years previous training on proper patient handling Injuries calculated differently stats) years techniques to reduce injuries; On‐ stats) going preventative ergonomics program ‐ 314 evaluations completed in 2017
HR Dashboard Dashboard Item Description Previous Qtr/FY Current Qtr/FY Benchmark Target Strategic Initiatives to support the goal / Source goal Alignment Annual Turnover ‐ Number of Annualized Overall ‐ Annualized Overall ‐ 16.7% 11.09% Workforce Reviewing data on top reasons for System separations 10.48% 12.82% Sustainability voluntary separations (from Work divided by (2.62% for Q2 FY19 ) (3.20% for Q3 FY19 ) (data from Institute information), sharing data ‐ Overall Number of term count = 125 term count = 152 Advisory in Leadership Academy to create Employees Board) awareness amoung Leaders. Annualized 1st Year ‐ Annualized 1st Year ‐ Initiating process for leaders to 18.28% 34.36% ‐ First year check in with new employees at 30, (4.57% for Q2 FY19 ) (8.59% for Q3 FY19 ) 60, 90 day increments. term count = 25 term count = 42 Annualized 2nd Year ‐ Annualized 2nd Year ‐ ‐ Second year 24.92% 19.81% (6.23% for Q2 FY19 ) (4.95% for Q3 FY19 ) term count = 20 term count = 32 Annual Turnover ‐ Number of Annualized Overall ‐ Annualized Overall ‐ 14.7% 11.09% Financial Reviewing data on top reasons for Nursing Nursing 10.74% 13.36% benefit ‐ save voluntary separations (from Work ‐ Overall separations (2.68% for Q2 FY19) (3.34% for Q3 FY19) (data from cost of hiring, Institute information), sharing data divided by term count = 39 term count = 48 Advisory onboarding in Leadership Academy to create Number of Board) new awareness amoung Leaders. Annualized 1st Year ‐ Annualized 1st Year ‐ ‐ First year Nursing employees / Initiating process for leaders to 6.45% 25.93% Employees Workforce ‐ check in with new employees at 30, (1.61% for Q2 FY19 ) (6.48% for Q3 FY19 ) maintaining 60, 90 day increments. term count = 2 term count = 7 quality of care through Annualized 2nd Year ‐ Annualized 2nd Year ‐ ‐ Second year consitent 19.15% 27.37% workforce (4.79% for Q2 FY19 ) (6.84% for Q3 FY19 ) term count = 9 term count = 13
Exit Interview Data – Top Reasons for Leaving ( July 2016 to March 2019) Total Terminations = 1,703, Total Exit Interview Responses = 769, Response rate = 45.15%
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