2. Envision … A Greater Oklahoma A workforce that is capable and ready to grow economic opportunities Clear connections between workforce and economic development across all levels A statewide and nationwide reputation consistent with this vision Prosperity and wealth-opportunities for businesses, individuals, and communities Standard of living/quality of life that attracts new residents Quality jobs that keep quality people in Oklahoma Education and training systems, unmatched by any state, to prepare our workforce for the future

3. Oklahoma’s Health Care Industry Workforce: 2006 Report

4. Industry Representation Oklahoma Association for Home Health Care Oklahoma Association of Health Care Providers Oklahoma Association of Homes and Services for the Aging Oklahoma Healthcare Human Resources Association Oklahoma Hospital Association Oklahoma Nurses Association Oklahoma Occupational Therapy Association Oklahoma Organization of Nurse Executives Oklahoma Physical Therapy Association Oklahoma Primary Care Association Oklahoma Society for Respiratory Care Oklahoma Speech-Language-Hearing Association

5. Government Representation Oklahoma Board of Nursing Oklahoma Department of Career and Technology Education Oklahoma Department of Commerce Oklahoma State Department of Health Oklahoma Employment Security Commission Oklahoma State Regents for Higher Education University of Oklahoma College of Allied Health

6. Health Care Is Important To Oklahoma’s Economy 198,636 direct jobs in health care in 2004 14% of Oklahoma’s total employment in 2004 141,032 indirect jobs created in other industries 6.4% of Oklahoma’s Gross State Product in 2003

7. Assessing Current And Future Need Surveys conducted in 2005 were addressed to –Hospitals –Ambulatory care facilities –Residential nursing homes –Home health providers –Oklahoma State Department of Health

8. Data SourceResponse MeasureResponse Rate HospitalsHospital beds in Oklahoma84% Ambulatory Care Facilities Licensed facilities in Oklahoma 33% Nursing HomesLicensed beds in Oklahoma11% Home Health CareCompanies in Oklahoma7% Oklahoma State Department of Health Health Department nursing workforce 100% School Nurses School districts in Oklahoma 100%

9. Data Used For This Report Represent only demand and vacancy data from survey respondents Projections do not take into consideration –Expected growth in demand as result of aging of Baby Boomer generation –Changes in health care services required to improve overall health of Oklahoma’s citizens Represent no change in educational program capacity

10. Oklahoma Statistics Oklahoma’s health status worsened during the 1990s— now ranks 45th of all states Age 65 years and over will increase by 6% of the population by 2030 (from 13% to 19%) Those over 65 years of age spend 4 times more on health care

11. Selected Current Occupational Vacancies Occupation Number of Vacancies Reported As % of Respondent Employment Registered Nurses1,16010% Licensed Practical Nurses2458% Certified Nurses Aides13018% Physical Therapists10918% Occupational Therapists5722%

12. We Are Losing 20 to 25 Years of Productivity –Average age of nursing students between 27 and 32 years old –RNs on average retire from bedside care between 53 and 56 years old

13. Oklahoma wages are typically at or near bottom of the region –But, wages are not the only factor to consider when examining recruitment and retention issues Oklahoma exports more nurses than we import –But, almost 90% of Oklahoma nursing and allied health graduates who passed licensure exams in 2004 found jobs and stayed in Oklahoma How Do We Rank?

15. Turnover Is An Issue Some sectors and smaller employers experiencing significant turnover –Disrupts service to patients –Increases workload on some workers –Fosters discouraging work environment –Makes it difficult to attract workers

16. Applicants Exceed Educational Capacity In 2004 Nursing and Allied Health Educational Programs –11,619 applicants –9,193 were qualified (79% of all applicants) –5,266 applicants admitted (57% of qualified applicants)

17. –To increase number qualified applicants admitted –To have additional qualified instructors –To have additional clinical sites required for experience The Problem is Lack of Capacity

18. –Students who choose not to complete programs –Students who find employment outside of state –Students who complete programs but choose not to be employed immediately Capacity Must Exceed Need

19. Projected Results If Trends Continue Occupation Projected Shortage in 2012 Percentage of Projected Total Employment in 2012 Registered Nurses3,13512% Medical and Lab Technicians and Technologists 60615% Occupational Therapists17116% Physical Therapists43220% Surgical Technicians30321%

20. Conclusions Strategies Recommendations

21. Conclusion –It is vital that capacity in the educational system be increased in order to maintain an adequate pipeline for the future needs of the state’s health care workforce Strategy –Education and its health care industry partners must increase the number of Oklahomans who enter and complete a health care education program in key priority areas Education

22. –Increase capacity of Oklahoma’s health care education pipeline by prioritizing allocation of education funds for high- demand professions and occupations –Develop solutions to limitations in clinical facilities in order to increase class size –Raise educator salaries to be competitive to increase recruitment and retention of faculty –Increase retention and graduation rates in health care education programs Recommendations

23. Conclusions –Oklahoma must work to ensure that the state has an adequate talent pool within key health care professions and occupations –Oklahoma must also work to help health care employers address recruitment and retention issues Strategy –Oklahoma health care industry and its government and educational partners must develop new and innovative programs to recruit and retain a sufficient and quality workforce Employment

24. –Identify and distribute best practices that will help employers promote employee satisfaction and foster positive working environments, reduce vacancy rates, and reduce turnover rates –Develop solutions to lengthen the active work life for health care personnel –Implement WorkKeys to help match applicant skills and position requirements –Increase youth and adult awareness and exploration of health care career opportunities and future employment Recommendations

25. Conclusion –Support for the industry contributes to the state’s overall economic vitality and efforts to attract new businesses to Oklahoma require that the state develop and maintain a strong health care workforce Strategy –Oklahoma’s economic development community and its partners must continue to promote the importance of the industry and monitor Oklahoma’s health care workforce for adequate number of workers Economic Development

26. –Coordinate comprehensive, consistent and ongoing health care workforce data collection and analysis –Engage Oklahoma’s workforce and economic development community in implementing plans that address the need for health care workers –Establish an annual review process through the Governor’s Council for Workforce and Economic Development to determine whether necessary action is being taken to avoid crisis situations, and ensure that Oklahoma maintains an adequate supply of health care workers Recommendations

27. Results –Governor’s Council has identified champions to monitor and promote strategic recommendations made in the report –Health Care Workforce Resources Center created –CareerTech and State Regents working together to expand enrollment, retention, and graduation from nursing and allied health programs

28. and Oklahoma will continue to be an attractive place to work, play and live. By investing now in the current and future health care workforce, Oklahoma will ensure that the state preserves access to needed medical services,