Landen Oster, BSN, RN joined Sendero in the summer of 2022 with an extensive background in the healthcare field. Landen, a registered nurse by background, has spent time working for a leading healthcare analytics company and is currently completing his MBA with a concentration in healthcare administration.
Brooke Przilas, MBA joined Sendero in the summer of 2021 after spending more than six years working for a large Texas-based healthcare system, where one of her primary focus areas was optimizing hospital and outpatient operations.
Recently, these Senderoans were catching up over a cup of coffee and discussed some of the key challenges they faced while working in the clinical setting. To their surprise, they found many similarities and shared themes, even though they had worked in different roles in different healthcare organizations. This realization led to a deeper conversation, review, and study surrounding various models of nurse staffing.
Post-Pandemic Nurse Staffing Challenges
A 2021 analysis by Premier Inc., a longtime leader in healthcare, noted that in our post-pandemic world, the healthcare industry is paying $24 billion more in labor costs than that of pre-pandemic requirements. While this has since started to trend downward, the significant spend on labor and associated costs, including overtime, agency resources, and increased sick time, still emphasizes the need for healthcare organizations to re-evaluate their current nurse staffing models. Doing so will empower organizations to glean opportunities for optimizing resource utilization and leverage team-based care.
Re-evaluating Nurse Staffing Models
This blog highlights three primary nurse staffing models: (1) decentralized nurse staffing, or those where each unit or department maintains its own staffing, and centralized nurse staffing, including both (2) single-entity and (3) an enterprise-wide central staffing office, where resources and resource planning are shared across the organization, providing support for all nursing units.