NEWS - eHealthNews.nz editor Rebecca McBeth
This is a companion discussion topic for the original eHealth News article:
This is a companion discussion topic for the original eHealth News article:
Planning a national workforce dataset at the moment for every ward and unit in the country, alongside our national finance dataset, in proof of concept stage now
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Thanks Matt - can you expand on that a bit? It sounds like a good idea, but I imagine that the data gathering will be quite an exercise with what I know about the disparate methods, systems, and ways of working on the wards and units across the country.
Hi Nathan,
Have setup apps within Qlik SaaS for all finance staff over the last few months for the financial picture of the organisation, with a security model to support granting this to operational managers depending on licences.
In terms of workforce, will be combining approximately 16 datasets from 30 dispariate payroll systems into a single cloud database, Snowflake. And then pushing these into Qlik SaaS.
Proof of concept summarised workforce dataset (is weekly data) is approximately at 90% of the country as the technical specs were shared across with payroll analyst teams.
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Update for those that reached out,
Licencing issues now sorted, so in theory could provide all managers access to their department financials, limited only by training resource.
First of the districts now submitting down our non production data pipeline for payroll/workforce data into our secure snowflake cloud environment, few issues to resolve before we sign out to prod, and then connected up to Qlik SaaS for countrywide workforce analytics… Org chart with a single view of vacancies derived from our budget process comes top of mind
I wonder how this sort of view of the workforce handles positions whose FTE can be wildly disconnected from the clinical hours worked.
For example, within my EM department, we have SMOs with up to 0.3 FTE difference working the same number of clinical hours … and the relationship between FTE and clinical hours is inexact due to non-clinical responsibilities, as well. Then, factor in leave – both annual, lieu, and CME – and the coverage picture for a department can be poorly reflective of the actual availability of bodies to be rostered on a daily basis!
Thanks Ryan for the comment,
At the moment I’m trying to ensure consistency in terms of total jobsizing due to limitations in recording contracted fte greater than 1 fte.
But you raise a pretty valid comment especially with about 4 parts to the fte usually for SMOs which isn’t usually recorded in payroll systems but only held in the rem schedule before the contract is created by HR.
I’ll see if this is being recorded with holidays act work.
In terms of leave, this is the case for all staffing groups.
The overall departmental budget should already have taken into account all parts of the equation, but over time its likely important to ensure the total mix of clinical, non clinical, ah callback, etc for the department overall is taken into account, or a case put forward for additional funding.