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 a survey to our members and an additional suggestion to add time to fill, the Board selected our top ten 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 from 2015. 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, 2016. 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 2016 Spring Conference in Lake Chelan. 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 2015? 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 2015 divided by the average number of employees in 2015. 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 2015 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 2015 divided by the average number of Registered Nurses in 2015. 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 2015 divided by the total number of employees who terminated in 2015. 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 2015 would be 10%.

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* 8. ANNUAL SICK LEAVE PERCENTAGE: What was your average annual sick leave percentage for 2015? 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 2015? Cost per hire is calculated by yourrecruitment costs in 2015 divided by the total number of employees hired in 2015. 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 2015. 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 2015 divided by the average numbers of employees in 2015. 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 2015? Average FMLA percentage includes the total number of FMLA certifications for 2015, which may include more than one for a single employee, divided by the average number of employees in 2015. 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. HR STAFFING RATIOS: What is your ratio of Human Resource Staff to Employees? Ratio is calculated by the total Human Resource employee full-time equivalents (an HR Staff member working 36 hours per week is a .9 FTE) as of December 31, 2015 divided by the total number of employees at your organization as of December 31, 2015 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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* 13. AVERAGE TIME TO FILL - OVERALL: What was your average time to fill all positions in 2015? Average is calculated by finding out the number of days between the date the position was posted to the date the position was offered and ACCEPTED by a candidate. Hint: If you use excel the days can be calculated with the following formula: =yearfrac(A2,B2,1)*365.  A2 is the cell address with the Posting Date, B2 is the cell address with the Fill Date, and 1 is the basis by which the year is calculated. In this case a year is 365 days which is why the formula is then multipled by 365.  Calculate the average of this column with the yearfrac formula for the overal average time to fill.  For example: if you posted 10 positions and 5 of those were filled in 7 days and the other five in 21 days, the overall average would be 14 days. Please include positions filled by both internal and external applicants.

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* 14. AVERAGE TIME TO FILL -  RNs: What was your average time to fill all nursing positions in 2015? Average is calculated by finding out the number of days between the date the Registered Nurse position was posted to the date the Registered Nurse position was offered and ACCEPTED by a candidate. Only include positions that must be filled by a Registered Nurse not positions filled by an RN, but not required of the position. Hint: If you use excel the days can be calculated with the following formula: =yearfrac(A2,B2,1)*365.  A2 is the cell address with the Posting Date, B2 is the cell address with the Fill Date, and 1 is the basis by which the year is calculated. In this case a year is 365 days which is why the formula is then multipled by 365.  Calculate the average of this column with the yearfrac formula for the overal average time to fill. For example: if you posted 10 positions and 5 of those were filled in 7 days and the other five in 21 days, the overall average would be 14 days.  Please include positions filled by both internal and external applicants.

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