1. Chirag Padalia 2017 HUMAN CAPITAL INVESTMENT CONFERENCE
PALMER HOUSE HILTON CHICAGO | NOVEMBER 14-15
Chirag Padalia
Director, Workforce Strategy & Analytics, Aurora Health Care
Creating a Sustainable Workforce Strategy & Analytics Function

2. Chirag Padalia Director, Workforce Strategy & Analytics
Workforce Analytics in Healthcare Leveraging Predictive Analytics to drive the Workforce Strategy
Chirag Padalia
Director, Workforce Strategy & Analytics
November 15, 2017

3. About Aurora Health Care
Private, not-for-profit, integrated health care provider
30 counties, 90 communities
15 hospitals
More than 150 clinics
70 pharmacies
34,000 caregivers — including more than 1,500 employed physicians
Largest home care organization in Wisconsin
More than 3.8 million unique patients
7.8 million patient encounters
$5.3 billion in revenue

4. What keeps us up at night?
Caregiver Retention & Engagement
Talent Shortage
Talent Shortage
Diversity & Inclusion
Talent Attraction
Growth & Development
Quality of Hire

5. Our Journey Predictive Analytics Advanced People Analytics
Basic Reporting
Ad-Hoc reporting
Descriptive Analytics / Reporting
KPI / Operational reporting from PeopleSoft
Advanced People Analytics
Supply-Demand Models
Forecasted gaps for key roles
Advanced recruiting analytics
Predictive Analytics
Which caregiver is at risk of leaving and potential risk indicators
Integration of staffing models with Operations

6. Workforce Capacity Forecasts
How?
Workforce Strategy & Analytics
Human resource data (PeopleSoft)
Demographics
Compensation
Performance
Other HR metrics
Workforce Capacity Forecasts
Productivity data
Patient volumes
Actual hours worked by job code
Non-productive time: Training, in-service, etc.
Datamart
Advanced Analytics
Other ancillary data
Engagement
Patient Experience
Safety
Ad-hoc data

7. How? Ctd… Define What Who Business Need / Problem
Workforce Strategy & Analytics
Define
Business Need / Problem
How to enable HR’s transformation from tactical to strategic?
What
Build vs. Buy
Governance and Process
Who
Identify and Engage Stakeholders
Be a partner

8. Predicting Future Workforce Trends
Capacity Modeling for Key Roles
3 Year Supply & Demand Forecasts for Key Roles

9. Variable Staffing Model
How we staff
Nursing Variable Staffing Model Implementation

10. Relative Labor Force Analytics
Diversity & Inclusion Integration

11. Flight Risk Model
Predictive & Prescriptive Analytics

12. Retention Management Process
Collaboration with HRBPs
HRBP/Site Leadership to identify “hot” spots
Flight risk report to identify possible departures at a caregiver level
Retention management flow chart; identify action items
Flight Risk Triggers
Retention Management Process Driven by HRBP
Implement Action Plans/ Measure Progress
Heat maps by site
Triggers: caregiver level flight risk, actual TO% trends
Implement the identified action items from the retention & engagement strategies
Track & measure progress
Flight Risk Model/Retention Management Process

13. Turnover Dashboard Example
Predictive & Prescriptive Analytics

14. Talent Acquisition
Operational Analytics

15. Talent Acquisition
Operational Analytics

16. TRANSFORMING HOW WE LOOK AT OUR MOST VALUABLE ASSET!
Outcomes
TRANSFORMING HOW WE LOOK AT OUR MOST VALUABLE ASSET!