Introduction

In an effort to provide more value for your membership WSHHRA would like to produce an annual Human Resource Metrics Report for our members, but we need your assistance. Based on the earlier survey, the Board selected our top eight metrics. By selecting only the most common and useful metrics, we believe the survey will be easy to complete. Please take a few moments to provide data for 2014. If you are unable to collect data for any of the questions below, feel free to skip those questions.

The deadline for submission is April 15, 2015. In order for WSHHRA to provide a timely report, please take a few moments to submit your data by the deadline indicated above.

The report will be available at the 2015 Spring Conference in Anacortes. Thank you for your participation in the survey.

If you are unsure of how to calculate and report the data, please contact Lisa McDaniel at 509-793-9611, lmcdaniel@samaritanhealthcare.com.

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* 1. What is the Name of your Organization?

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* 2. Contact e-mail:

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* 3. Union Organization

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* 4. Organization Size

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* 5. ANNUAL TURNOVER: What was your overall annual Turnover Percentage rate for 2014? Annual turnover includes both voluntary and involuntary terminations. Do not include contract employees or on-call/per diem employees. Turnover percentage is calculated by the total number of employees exiting the job in 2014 divided by the average number of employees in 2014. Please include all job classes. Please report number as a percentage. For example: 50 employee terminations divided by an average of 500 employees would be 10%.

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* 6. RN TURNOVER: What was your overall annual Turnover Percentage rate for 2014 for Registered Nurses? Annual turnover includes both voluntary and involuntary terminations. Do not include contract employees or on-call/per diem employees. Turnover percentage is calculated by the total number of Registered Nurses exiting the job in 2014 divided by the average number of Registered Nurses in 2014. Please include all Registered Nurses, but exclude any Management staff. Only include staff nurses, including charge nurses and clinic nurses who are Registered Nurses. Please report number as a percentage. For example: 10 RN terminations divided by an average of 100 RNs would be 10%.

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* 7. 1ST YEAR TURNOVER: What is the percentage of turnover in the first year? First year of turnover is calculated by the total number of employees who terminated prior to one year of employment in 2014 divided by the total number of employees who terminated in 2014. Do not include contract or on-call per diem employees. Please report number as a percentage. For example: 5 employees terminated within one year out of a total of 50 employees who terminated in 2014 would be 10%.

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* 8. ANNUAL SICK LEAVE PERCENTAGE: What was your average annual sick leave percentage for 2014? Sick leave percentage is calculated by the total number of sick leave hours including both scheduled FMLA and unscheduled time off (please include any paid time off used for short term illness) divided by the total number of worked and paid hours. Do not include paid premium hours such as weekend differential, shift differential, standby, etc., if those hours are counted separately. Please include vacation, holidays, and paid time off used for vacation and holidays as well as jury duty, military duty, bereavement leave, and mandatory low census in the calculation for the total number of worked and paid hours. Please report number as a percentage. For example: The total number of sick hours was thirty thousand (30,000 )divided by the total number of worked and paid hours which was one million (1,000,000) would be 3%.

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* 9. COST PER HIRE: What was your cost per hire for 2014? Cost per hire is calculated by yourrecruitment costs in 2014 divided by the total number of employees hired in 2014. Include in your recruitment costs the salary and benefits for any staff member primarily responsible for recruitment and any prorated amount for any staff member with partial recruitment responsibilities in addition to advertising costs, relocations costs, outside recruiters (both retained and contingency search firms) sign on bonuses, and any special media produced for recruitment in 2014. This metric is represented as a dollar amount versus a percentage. Please do not indicate a percentage. Please For example: The total recruitment cost of three hundred thousand ($300,000) divided by 100 employees hired would be three thousand dollars ($3,000).

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* 10. AVERAGE BENEFIT COST: What was your average benefit cost per employee? Benefit cost per employee is the total amount spent for all benefits including both regulatory benefits and all other health and welfare benefits provided by the organization in 2014 divided by the average numbers of employees in 2014. Include all employees: part-time, full-time, and on-call per diem employees. Include the following benefit costs: workers compensation, unemployment, FICA (Social Security), health insurance, dental insurance, life insurance, long term disability, retirement (pension or matching contributions), and any other unusual benefits such as commuter, health club, etc., paid by the organization. Do not include benefits paid for by the employee. This metric is represented as a dollar amount versus as a percentage. Please do not indicate a percentage. For example: The total cost of all benefits was eight million dollars ($8,000,000) divided by the average number of employees of 500 would be sixteen thousand dollars ($16,000).

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* 11. FMLA PERCENTAGE: What was the average percentage of employees on FMLA in 2014? Average FMLA percentage includes the total number of FMLA certifications for 2014, which may include more than one for a single employee, divided by the average number of employees in 2014. This would include both intermittent FMLA and continuous FMLA. Please report number as a percentage. For example: 100 FMLA certifications in divided by the average number of employees 500 would be 20%.

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* 12. What is your ratio of Human Resource Staff to Employees? Ratio is calculated by the total number of employees at your organization as of December 31, 2014 divided by Human Resource employees full-time equivalents (an HR Staff member working 36 hours per week is a .9 FTE) as of December 31, 2014 multiplied by one hundred (100). Do not include any portion of those FTEs devoted to payroll processing, employee health, volunteers, or education in these numbers. Include management employees (Director, VP, etc.). Please report this as a number not a percentage. For example: if you have 5 Human Resource FTEs and 500 employees it would be 1.0 or 1 HR staff member for every 500 employees. This should be a low number like somewhere between .7 and 1.1.

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