Developing a Core Staffing Model

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Developing a Core Staffing Model Dutchess Scott Kaplan University CM220 College Composition 2 Developing a Core Staff It’s 4:45pm on Wednesday afternoon and Mary receives a call from her daycare provider that her little girl is nauseous and running a fever. Mary calls her doctor’s office and schedules an appointment for her daughter to get in right away. A year ago, Mary would have had to choose between urgent care or an emergency room visit to provide care for her daughter. As delivery of healthcare is changing, medical clinics need to be staffed with a developed core staffing model. The core staffing group will be able to handle the daily fluctuations in volume while maintaining continuity of care and keeping stress levels low. Jackie Larson, a Senior Vice President at Avantas, a provider of labor management technology, services and strategies for the healthcare industry states, “Core staff are those who hold an ongoing FTE (full-time-equivalency) commitment within a department.” (Larson, 2015). To develop a core staff there are many more components to consider than number of FTE’s. According to Webster’s Dictionary the definition of “core” is defined as, “the central part of a body, mass, or part”. (Merriam-Webster Medical/Core, 2015). In an interview with Julie Gernetzke, Executive Director of Operations for CHI Health Alegent Creighton Clinic, she stated that there are many movable parts to developing a core staff. Julie spoke of several areas of focus, which when broken down, fall into these three areas: skill level and engagement of staff, system work flows, and the culture of the clinic. There are several terms used for developing the right staffing model, such as right sizing, highest and best use staffing and high performer model. In seeking the perfect model, there are three primary roles that affect productivity: the physician, the

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