In 2006, the Health Work Force Institute (HWFI) and the Washington Association of Community and Migrant Health Centers (WACMHC) agreed to join forces on health work force issues. A first step in this collaboration was to conduct a baseline work force survey of WACMHC members. A committee of Community Health Centers’ (CHCs) human resource staff, HWFI, WACMHC, and the Health Information Program at the Washington State Hospital Association designed a survey tool based upon the HWFI hospital survey tool. This tool was administered between October 2006 and May 2007; 74 percent of individual clinics and 77 percent of WACMHC members responded to the survey. The tool covered 42 different occupations on issues relating to total employment, vacancy rates, wage information, and spending on contract labor and employee education.

[Click here] to read the 2006-07 Community Health Center Work Force Survey Results.

The annual report of the 2007 initiatives and accomplishments of the Health Work Force Initiative (HWFI) reveals our commitment to finding innovative solutions to the health care labor shortage.

The challenges to creating a sustainable health care work force are immense, ranging from economic and geographic barriers to education, to the sheer volume of workers who will be retiring from medical professions in the next several years. The Institute acts as a catalyst to create partnerships and programs to address these issues – programs that deliver-on-the-job training to entry-level health care workers and programs that will help make the most efficient use of our human resources.

[Click here] to read the 2007 HWFI Annual Report.

This document contains detailed results from the annual hospital work force survey conducted by the Health Work Force Institute (HWFI).
The purpose of this data book is to provide regional and statewide data that was not included in the Institute’s analysis of the survey results.

Previous surveys have been completed in partnership with the Center for Health Work Force Studies (CHWS) at the University of Washington. Last year marked an end to this successful four-year partnership as the Institute engaged the Health Information Program (HIP) at the Washington State Hospital Association (WSHA) to help produce the survey. CHWS shared all data since 2002, their codebook, and Word files of previous tables and figures.

[Click here] to read the 2007 Hospital Workforce Survey Data Book.

This report provides a summary of the results from the sixth annual hospital work force survey. This year’s survey marked several important departures from previous years. First, in recognition of the growth in hospital out-patient business, which now covers 46 percent of hospital revenue , this survey includes both in-and-outpatient staffi ng for the fi rst time. The survey also collected information for the fi rst time on hospital employment of physicians, average wages by occupation, and average turn-over rates by occupation. The response rate for this year’s survey was 73 percent.

[Click here] to read the 2007 Results of the Hospital Work Force Survey.

This document contains detailed results from the annual hospital work force survey conducted by the Health Work Force Institute (HWFI). The purpose of this data book is to provide regional and statewide data that was not included in the Institute’s analysis of the survey results.

This survey of Washington State’s non-federal acute care hospitals occurred between June and August 2006. HWFI and HIP staff worked together to update the 2005 questionnaire (a copy of which can be found in Appendix B).

[Click here] to read the 2006 Hospital Workforce Survey Data Book.

Since 2001, the Health Work Force Institute and the Washington State Hospital Association (WSHA) have produced a hospital work force survey to document trends in hospital acute care employment. Each year, more than 80 percent of hospitals have responded to this survey; 87 percent replied to this year’s survey. With a few critical exceptions these surveys have charted a gradual decline in vacancy rates since its inception. This year’s survey showed vacancy rates on the rise in the majority of occupations.

[Click here] to read the entire 2006 Workforce Survey.

Beginning summer of 2006, employers that are expanding or relocating to Washington State are eligible for subsidized training costs related to a wide variety of customized training and education needs including skills assessment, basic education, technical skills training, and job related instruction. To qualify an employer must enter into an agreement with a community or technical college or a state-licensed private career school for the training.

[Click here] to read the entire workforce upate.

The fourth annual hospital work force survey results reveals that hospitals are growing the 21 occupations tracked at approximately 15 percent annually. Chronic and growing vacancies exist for physical therapy, occupational therapy, and pharmacists. The full results for the state and for the 12 work force development regions are available in the downloadable report from the Health Work Force Institute and the Center for Health Workforce Studies at the University of Washington. This year, the Health Work Force Institute also prepared an executive summary, also available for download.

The Health Work Force Institute and the Center for Health Workforce
Studies at the University of Washington are pleased to release results
from the third annual hospital demand workforce survey.  This report
highlights hospital demand for 21 critical occupations including nurses,
imaging technologists, pharmacists, and a wide array of other allied
health positions.  It provides data for the state and for the 12
Workforce Development Council regions.

Health Care Personnel Shortage Task Force produced this plan outlining 40 strategies to address the shortage. The plan goes on to identify entities responsible for accomplishing each strategy. The Legislature, state agencies, educational institutions, and other public and private partners such as community-based organizations are among the responsible entities. The complete recommendations are followed by 16 outcome measures to track progress.