ASHHRA

Recruiters consistently ask their TMP Worldwide representatives how they stack up next to their competitors in terms of staffing, work-flow processes and HR benchmarks. We've compiled and analyzed recent HR metrics provided by the American Society For Healthcare Human Resources Administration to enable our clients to recognize areas in which they are excelling and other areas that qualify as opportunities for improvement in comparison to their competitors.

Below are ASHHRA metrics regarding HR employees and the HR staffing ratio. For comparison, AHA and national standards call for 1.2 full-time recruiters per 1,000 employees. AHA and national standards call for .6 full-time employees in administrative assistant jobs per 1,000 employees.

Total and HR Employees

	National Average	Midwest Average	New England Average	South Average	West Average
Total Employees(Head Count)	3,270.0	3,690.7	3,723.5	2,462.7	3,161.1
Total Employees (FTE)	2,523.2	2,739.0	3,004.3	2,014.3	2,390.3
Agency or Contract Workers	122.8	39.4	223.9	120.2	204.8
Total HR Employees (Head Count)	26.7	35.7	25.8	16.8	24.3
Total HR Employees (FTEs)	23.3	29.2	22.9	16.3	23.7
Total Budgeted HR Employees (FTEs)	25.8	30.4	30.6	17.3	24.1

HR Staffing Ratio

	National Average	Midwest Average	New England Average	South Average	West Average
HR Employees Per 100 FTEs	.87	.86	.91	.76	1.00
HR Employees Per 100 Head Count	.74	.74	.83	.63	.75

1. New England utilizes the most Agency workers, averaging a contract staff of 223.9 employees.
2. All regions of the country measured are within their budget for full-time HR employees. However, the Midwest and West are over their budget when considering the total head count of HR employees.
3. According to the most recent metrics released by ASHHRA, there's an average of 8.7 HR employees per 1,000 full-time employees nationally.
4. The West averages the highest number of full-time HR employees, 1.0, per 100 full-time employees. The South employs the lowest number of full-time HR employees, .76, per 100 full-time employees.

Below are charts illustrating the percentage of Human Resource employees assigned to HR and non-HR tasks. TMP Worldwide recommends a functional recruitment model, meaning recruiters are assigned only recruitment-related responsibilities and are able to specialize in the recruitment for one department or job title. Every organization should employ administrative personnel to handle traditional "paper pushing" responsibilities. By removing clerical tasks from recruiters' workloads, they are better able to focus on being responsive to candidates and selling their organization's vacancies, setting up the platform for retention.

Human Resources Responsibilities

	National Average	Midwest Average	New England Average	South Average	West Average
Staffing	87	87	94	84	80
Employment	100	100	100	100	100
Compensation	100	100	100	100	100
Benefits	100	100	100	100	100
HRIS	92	91	94	89	100
Affirmative Action	70	70	88	53	70
Labor Relations	56	43	63	58	70
Employee Relations	98	96	100	100	100

Non Human Resources Responsibilities

	National Average	Midwest Average	New England Average	South Average	West Average
Do Not Perform Any Other Responsibilities	14	9	13	26	0
Training and Organizational Development	73	74	75	63	100
Safety	17	26	6	16	20
Security	6	13	0	5	0
Payroll	24	91	6	11	20
Employee Health	60	57	75	53	60
Childcare	13	9	25	11	10
Other	16	26	13	11	10

1. Labor Relations responsibilities is least absorbed by HR employees nationally with only 56% of HR employees assigned to it.
2. All, 100%, of HR employees in every region measured cover Employment, Compensation and Benefits.
3. Ninety eight percent of HR employees are assigned Employee Relations nationally.
4. The most frequent Non-Human Resource responsibility in which HR employees are assigned is Training and Organizational Development with 73% of respondents nationally claiming responsibility.
5. The Non-HR responsibility receiving the least percentage nationally of respondents claiming responsibility is Security with 6%.
6. The second highest Non-HR responsibility assigned survey participants is Employee Health with 60% of respondents claiming responsibility.

Below are tables regarding current HR metrics across the nation. TMP Worldwide recommends that recruiters and hiring managers be held accountable through the usage of HR metrics. Establish baseline metrics for your organization that will benchmark your recruitment staff members.

Retention Rates FTE's

	National Average	Midwest Average	New England Average	South Average	West Average
Management	89.5	93.9	91.1	82.6	89.0
Registered Nurses	86.5	90.1	87.9	79.0	89.7
CNA	76.6	78.2	84.8	64.9	—
Imaging Prof/Tech	88.6	91.6	91.2	83.0	89.3
Lab Prof/Tech	83.8	92.4	91.6	74.3	—
Pharm Prof/Tech	88.8	91.6	88.8	82.5	94.7
All Employees	85.6	89.2	86.3	79.1	88.0

Vacancy Ratios FTE's

	National Average	Midwest Average	New England Average	South Average	West Average
Total Management Vacancies as a % of Budgeted Mgmt FTEs	3.9	3.8	4.5	4.2	—
Total Registered Nurse Vacancies as a % of Budgeted RN FTEs	8.5	4.8	9.0	13.2	—
Total CNA Vacancies as a % of Budgeted CNA FTEs	12.6	4.8	8.7	27.9	—
Total Imaging Prof/Tech Vacancies as a % of Budgeted Imaging FTEs	3.5	—	2.5	4.7	—
Total Lab Prof/Tech Vacancies as a % of Budgeted Lab FTEs	5.5	4.9	2.5	8.6	—
Total Pharm Prof/Tech Vacancies as a % of Budgeted Pharm FTEs	17.8	—	—	6.7	—
All Employee Vacancies as a % of Budgeted FTEs	6.0	3.2	5.0	10.1	—

FTE's Time to Fill (Average Calendar Days)

	National Average	Midwest Average	New England Average	South Average	West Average
Management	70.1	88.1	76.3	44.4	—
Registered Nurses	54.0	60.5	54.4	44.4	—
CNA	41.5	47.7	26.0	41.3	—
Imaging Prof/Tech	55.3	69.4	66.7	40.5	—
Lab Prof/Tech	71.0	76.6	—	31.1	—
Pharm Prof/Tech	64.2	68.3	85.0	49.2	—
All Employees	62.1	69.2	74.3	40.1	—

1. The highest retention rate is illustrated within Management with 89.5% of employees being retained nationally.
2. The lowest retention rate nationally is for CNAs with only 76.6% of employees extending their tenure.
3. Overall, the Midwest has the highest retention rate.
4. 85.6% of all employees are being retained nationally.
5. Nationally, Pharmacy Prof/Tech vacancies are the highest with 17.8% openings.
6. The second highest national vacancy rate is for CNAs with an average of 12.6% open positions.
7. Imaging Prof/Tech positions show the least amount of vacancies with a national average of 3.5% openings.
8. The national vacancy rate for all positions is 6.0%.
9. Lab Prof/Tech positions take the longest to fill with a national average of 71.0 calendar days.
10. Nationally, Management positions require the second highest number of calendar days to fill, 70.
11. CNA positions fill the quickest nationally. These positions average 41.5 calendar days to fill.
12. Considering all positions, the national average time to fill is 62.1 calendar days.

TMP Worldwide is able to provide strategic council regarding Human Resource metrics, the recruitment function and HR processes. Our experts can align your organization with national healthcare best practices and can develop a plan to best maximize your organization's return on investment.

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