1. 1 HempsteadWorks Assessment of Local Skills Shortages Phase II South Nassau Communities Hospital (SNCH) Registered Nurse Career Ladder Training Program Final Report August, 2004

2. 2 Development Process A business led workgroup was established as a subcommittee of the LWIB and facilitated by April M. Bender, Ed.D. The Workgroup analyzed data obtained during Phase I in the context of the nine policy questions and developed the grant proposal concept Services of the facilitator were funded by NYSDOL

3. 3 Challenges To focus available resources to make a meaningful impact upon multiple skills shortages and industries To develop the close working partnership required with the South Nassau Communities Hospital (SNCH), to plan and implement the project

4. 4 Philosophy Create a single model to be replicated by focusing grant resources on the RN Career Ladder, within SNCH, within other health care systems and within other industries Replicate the model to address other skills shortages, within SNCH within other health care systems, and within other industries

5. 5 Method Provide scholarships to incumbent workers who are employed at various rungs of the RN career ladder and attending various colleges

6. 6 Planned vs. Actual Outcomes Increase the staff of RNs at South Nassau Communities Hospital by 5% From the time when the grant was implemented on 09/01/02 through 06/30/04, the RN staff increased by 1%

7. 7 Current Status of Trainees Graduated and working at SNCH as an RN: 4 Currently a nursing student and working at SNCH: 5 Currently a nursing student, no longer working at SNCH: 1

8. 8 Planned vs. Actual Outcomes (Continued) Upgrade employees at each rung of each career ladder, with appropriate credentials and commensurate salary increases, while creating opportunities for new employees to be hired Upgraded: 4 Still attending training: 5 No longer employed at SNCH: 1

9. 9 Planned vs. Actual Outcomes (Continued) Retain 80% of the new RN’s in the position of RN at SNCH for a period of at least six months after the last day of the fiscal quarter when the training program is completed Retention cannot be evaluated at this time.

10. 10 Planned vs. Actual Outcomes (Continued) Demonstrate a positive return-on-investment, considering the dollars invested in training, the SNCH Nurse Retention rate and the cost of employee turnover ROI will be evaluated based upon retention data, once it becomes available.

11. 11 Planned vs. Actual Outcomes (Continued) Achieve a customer satisfaction rate for South Nassau as a business customer of at least 75% Actual customer satisfaction ratio: 100%

12. 12 Post Grant Health Care Training Initiatives Addressing Skill and Worker Shortages Conducted R.N. Career Ladder Training for 31 incumbent workers at South Nassau Communities Hospital Conducted Leadership Training for 178 incumbent workers at Winthrop University Hospital in conjunction with Hofstra University Winthrop Program includes a scholarship program for 20 disadvantaged youth

13. 13 Health Care Organizations Partnering with HempsteadWorks to Address Skills Shortages Catholic Health Systems, Inc. CVS/Pharmacy, Inc. Long Beach Medical Center North Shore University Hospital

14. 14 Colleges and Universities Partnering with HempsteadWorks to Address Skills Shortages Adelphi University Farmingdale State University Hofstra University Molloy College Nassau Community College New York Institute of Technology

15. 15 HempsteadWorks Health Care Strategic Planning Forums March 1 and June 17, 2004 at Hofstra University, facilitated by Greg Newton of Greg Newton Associates April 21, 2004 at the HempsteadWorks Career Center, facilitated by CVS/Pharmacy, Inc.

16. 16 Sample Resource Leveraging Plan #Funding Source Strategy 1.1. TANF Health Worker Training Initiative – Hospital Sector RFA (NYSDOL) Train TANF eligible new hires as Nurse Aides 2.2. Supplemental General Hospital Recruitment and Retention Rate Adjustment Program RFA (NYSDOH) Equip incumbent workers in various occupations with the skills necessary to retain their current positions 3.3. Moving New York Forward: Career Ladders RFP (NYSDOL) Train entry level, incumbent workers to move up to the position of Senior Biller 4.4. WIA Adult Formula Customized TrainingTrain Bed & Bath and Comfort Squad incumbent workers to move up to Nurse Aide 5.5. WIA Statewide Assessment of Local Skills Shortages Phase II RFA (NYSDOL) Train incumbent workers at various career ladder rungs to advance to R.N. 6.6. Health Workforce Retraining Initiative RFP (NYSDOL/NYSDOH) Train incumbent workers and new hires to gain skills not addressed by other sources.

17. 17 More Information www.workforcenewyork.org www.hempsteadworks.com