Manpower Planning at Mayo Clinic

Group Members Flavia Rodrigues Geetanjali Goel Jainandra Sinha Aparna Nagarajan Reshma Prabhu Shradha Sethi Shilpa Pandey

CONTENTS
Manpower Planning
Requirements-after gap analysis
Location wise Skill wise Level wise-organisational hierarchy Quarter wise

Sourcing external and internal hiring Age profile Job Descriptions of 5 chosen grades
2

Aligning Manpower Planning with Business Strategy

Focus on team rather than individual contributors Highest level of quality care to patients Mayos strategic plan identifies the workforce as the key to success Value based hiring Qualities Empathy, ability to handle ambiguity, flexible yet firm, utilitarianism Diversity
3

Factors affecting Manpower Planning

Organization objectives Retirement of the baby boomer generation and the lack of new talent. Shortage of skilled health IT professionals.(EHR) An impending trend of significant turnover The undertrained millennial generation Work life balance by companies Decreasing reimbursement
4

Requirements (location wise)

Gap Analysis Requirements = Attritions + Change in headcount from 2006 -2010

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Requirements (location wise)

Gap Analysis Requirements = Attritions + Change in headcount from 2010 -2015

6

Classification of skills

No mention of jobs in Jacksonville site

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Organizational structure
Level 1 Level 2 (CN) Level 3 (AHS)
Physicians Management (CEO, COO)

Scientists

Researchers

Level 4
Level 5 Level 6

Nurse

Clerical

Labourers

Assumptions
1. We have assumed the total number of employees to be hired/promoted for the management level (baby boomers). 2. 2. Turnover rate = 7% for levels 4, 5 and 6 3. 3. Growth % for 2015 was taken as 20%

Level based requirements

Sourcing Strategies
Internal pool
Pass-outs from institutions affiliated with Mayo Group and interns Promotions/ Succession planning Transfers

External sourcing
Job posting Community job fairs and college recruitment E recruiting Contract
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Skill wise sourcing strategies

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Example of Succession planning

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QUARTERLY GAP REPORT

2006 2007 2008 2009 2010 Total 2011 2012 2013 2014 2015 Total Q1 137 138 70 137 138 620 300 399 399 378 369 1845 Q2 200 200 200 200 200 1000 400 433 416 416 416 2081 Q3 285 286 165 295 296 1327 477 478 477 478 476 2386 Q4 245 255 145 255 260 1160 211 210 210 211 210 1052 Total 892 904 480 912 919 4107 1388 1520 1502 1483 1471 7364
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CONTD..
1. Q1 of FY 2010 was the worst quarter in the US economy. Therefore requirements were the least. 2. Quarter wise distribution of the requirements was done based on the economy, campus recruitment , promotions and lateral hiring. 3. 2008 was recession hit, hence the least recruitment except in Q2.
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REQUIREMENT
Internal 15% Therefore the total number of people to be recruited internally between 2005 and 2010 is 620 and between 2011 to 2015 is 1100 External 85% 2005 and 2010 is 3487 and 2011 to 2015 is 6264
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CONTD..
1. Q1 of FY 2010 was the worst quarter in the US economy. Therefore requirements were the least. 2. Quarter wise distribution of the requirements was done based on the economy, campus recruitment , promotions and lateral hiring. 3. 2008 was recession hit, hence the least recruitment except in Q2.
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Age profile
AH (2010)
8% 11% 16% 12%

12%

<=25

26-30

31-35

36-40

41-45
16% 13% 12%

46-50

51-55

>55

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Age profile
CN (2010)

7% 19%

<=25

26-30

14%
31-35 36-40

21%

18%

41-45

46-50

21%

51-55

>55

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Age profile
AH (2015) <=25 31-35 41-45 51-55 26-30 36-40 46-50 >55

13%

8% 12%

15% 13% 13% 13% 13%

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Age profile
CN (2015)

8% 19%

<=25

15%

26-30
31-35 36-40 41-45

20%

18%

46-50 51-55 >55

20%

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How age profile affects Manpower Planning

No person below 30 years of age in CN Marginal increase/decease in AHS Baby boomers effect Training for below 25 (AHS) 2010 economy bad- only experienced staff recruited

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JOB DESCRIPTIONS

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Designation: Nursing Sister Grade I Job Type: Core Department: College of Nursing Reports to: Assistant Nursing Superintendent Salary Range( $): 46,651- 85,946

 Key responsibilities: Nursing care of Patients, Ward management, Teaching & Supervision Qualification: Academics: Bachelor of Science in Nursing ( BSN) Experience: 3-5 years Competencies : Should be able to foster team spirit in her area of works as a team leader

Designation: Nursing Sister Grade II Job Type: Core Department: College of Nursing Reports to: Nursing Sister Grade I Salary Range( $): 41,050 79,481

 Key responsibilities: Direct Patients care, ward management Qualification: Academics: Associate Degree Nursing (ADN) Experience: 1-4 years Competencies : Empathy for patients, administrative skills

 Designation: Gastroenterologist Job Type: Contract Department: Gastroenterology and Human Nutrition Reports to: Chief of Gastroenterology Salary Range( $): 147,948 402,774

 Key responsibilities: To perform bedside procedures liver biopsy and ascitic fluid parancetisis, suggesting gastrointestinal surgery if required Qualification: Doctor of Medicine (MD) Experience: 9- 12 years Competencies : Sound Knowledge and Ability to diagnose and treat gastrointestinal disorders, liver and pancreatobilary disorders

Designation: Radiologic Technologist Job Type: Core Department: Radio Diagnosis Reports to: Head of Radiology Department Salary Range( $): 26,582 72,560

 Key responsibilities: Provides information to diagnose patient illnesses by operating radiologic equipment to produce radiographs. Qualification: Certificate Radiologic Technology Experience: 1-4 years Competencies : Quality Focus, Planning, Technical Understanding, People Skills, Dependability, Creating a Safe, Effective Environment, Analyzing Information

Designation: HR Director Job Type: Core Department: Human Resources Reports to: CEO Salary Range( $): 130,053- 345,111

 Key responsibilities: Recruitment of employees, training, functioning, setting the salaries and benefits of employees and managing employee-employer relations Qualification: Master of Science( MS), Human resource Management ( HRM) Experience: 7 - 11 years Competencies :Interpersonal Skills, Negotiation skills, Thorough understanding of all the departments

Thank You

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