Staff pooling in healthcare systems - results from a mixed-methods study

Inter-organizational pooling of NICU nurses in the Dutch neonatal network: a simulation-optimization study

Neonatology care, the care for premature and severely ill babies, is increasingly confronted with capacity challenges. The entire perinatal care chain, including the Neonatal Intensive Care Unit (NICU), operates at high occupation levels. This results in refusals, leading to undesirable transports to other centers or even abroad, which affects quality of care, length of stay, and safety of these babies, and places a heavy burden on patients, their families, and involved caregivers. In this work we assess the improvement potential of network collaboration strategies that focus on reducing the number of patient transports, by allowing flexible deployment of nurses over the existing NICUs to match short-term changes in patient demand. We develop a discrete event simulation with an integrated optimization module for shift allocation and transfer optimization. A case study for the Dutch national NICU network, involving 9 NICU locations and current transport of 15% of all NICU patients in case of no flexible deployment, shows the potential of transporting staff instead of patients: About 70% of patient transports can be eliminated in case of 15-50% capacity sharing, and about 35% of nationwide transports is eliminated with up to 15% capacity sharing in the Dutch's main conurbation area only.

Slack Is Needed to Solve the Shortage of Nurses

Healthcare systems are facing a shortage of nurses. This article identifies some of the major causes of this and the issues that need to be solved. We take a perspective derived from queuing theory: the patient-nurse relationship is characterized by a scarcity of time and resources, requiring comprehensive coordination at all levels. For coordination, we take an information-theoretic perspective. Using both perspectives, we analyze the nature of healthcare services and show that ensuring slack, meaning a less than exhaustive use of human resources, is a sine qua non to having a good, functioning healthcare system. We analyze what coordination efforts are needed to manage relatively simple office hours, wards, and home care. Next, we address the level of care where providers cannot themselves prevent the complexity of organization that possibly damages care tasks and job quality. A lack of job quality may result in nurses leaving the profession. Job quality, in this context, depends on the ability of nurses to coordinate their activities. This requires slack resources. The availability of slack that is efficient depends on a stable inflow and retention rate of nurses. The healthcare system as a whole should ensure that the required nurse workforce will be able to coordinate and execute their tasks. Above that, workforce policies need more stability.