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Maenhout B, Vanhoucke M. Dynamic personnel rescheduling: insights and recovery strategies. JOURNAL OF SCHEDULING 2023. [DOI: 10.1007/s10951-023-00785-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Accepted: 04/05/2023] [Indexed: 09/02/2023]
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Turunen J, Karhula K, Ropponen A, Koskinen A, Hakola T, Puttonen S, Hämäläinen K, Pehkonen J, Härmä M. The effects of using participatory working time scheduling software on sickness absence: A difference-in-differences study. Int J Nurs Stud 2020; 112:103716. [DOI: 10.1016/j.ijnurstu.2020.103716] [Citation(s) in RCA: 13] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/07/2020] [Revised: 07/02/2020] [Accepted: 07/07/2020] [Indexed: 01/18/2023]
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Comparing the Two Techniques for Nursing Staff Rescheduling to Streamline Nurse Managers' Daily Work in Finland. Comput Inform Nurs 2019; 38:148-156. [PMID: 31652140 DOI: 10.1097/cin.0000000000000567] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
The aim of this study was to identify nurse managers' daily tasks during the rescheduling of sudden nursing staff absences by comparing two techniques: a paper-based system as phone calls and emails or information technology-based staffing systems. In addition, it is intended to evaluate the usability of information technology-based staffing solutions and evaluate estimated cost savings by using hospital permanent staff to cover sudden absences. A quasi-experimental pretest and posttest one-group study design was used to evaluate nurse managers' (n = 61) daily tasks (n = 5800) during rescheduling nursing staff sudden absences (n = 2628); furthermore, we engaged in observations and provided estimates of cost savings generated by our proposed intervention. The number of nurse manager tasks during rescheduling decreased significantly (P < .001) as well as unstaffed shifts (P < .001) and unplanned shift changes (P < .001) after the information technology-based scheduling system was implemented. The usability score ranged from 76 to 100, showing that the information technology-based scheduling solution has good usability. The use of information technology-based staffing solution can streamline the rescheduling process, save nurse managers time for other activities, and offer organizations opportunities for cost savings.
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Alviano M, Dodaro C, Maratea M. Nurse (Re)scheduling via answer set programming1. INTELLIGENZA ARTIFICIALE 2019. [DOI: 10.3233/ia-170030] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/26/2022]
Affiliation(s)
- Mario Alviano
- Department of Mathematics and Computer Science, University of Calabria, Arcavacata di Rende (CS), Italia
| | - Carmine Dodaro
- Department of Informatics, Bioengineering, Robotics and Systems Engineering, University of Genova, Genova (GE), Italia
| | - Marco Maratea
- Department of Informatics, Bioengineering, Robotics and Systems Engineering, University of Genova, Genova (GE), Italia
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Burton CR, Rycroft-Malone J, Williams L, Davies S, McBride A, Hall B, Rowlands AM, Jones A, Fisher D, Jones M, Caulfield M. NHS managers’ use of nursing workforce planning and deployment technologies: a realist synthesis. HEALTH SERVICES AND DELIVERY RESEARCH 2018. [DOI: 10.3310/hsdr06360] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022] Open
Abstract
BackgroundPolicy and reviews of health-care safety and quality emphasise the role of NHS managers in ensuring safe, good-quality patient care through effective staffing. Guidance requires that NHS managers combine professional judgement with evidence-based workforce planning and deployment tools and technologies (WPTs). Evidence has focused on the effectiveness of WPTs, but little is known about supporting their implementation, or the impact of using WPTs across settings.ObjectivesThe review answered the following question: ‘NHS managers’ use of workforce planning and deployment technologies and their impacts on nursing staffing and patient care: what works, for whom, how and in what circumstances?’.DesignA realist synthesis was conducted. A programme theory was formulated and expressed as hypotheses in the form of context, mechanisms and outcomes; this considered how, through using WPTs, particular conditions produced responses to generate outcomes. There were four phases: (1) development of a theoretical territory to understand nurse workforce planning and deployment complexity, resulting in an initial programme theory; (2) retrieval, review and synthesis of evidence, guided by the programme theory; (3) testing and refinement of the programme theory for practical application; and (4) actionable recommendations to support NHS managers in the implementation of WPTs for safe staffing.ParticipantsNHS managers, patient and public representatives and policy experts informed the programme theory in phase 1, which was validated in interviews with 10 NHS managers. In phase 3, 11 NHS managers were interviewed to refine the programme theory.ResultsWorkforce planning and deployment tools and technologies can be characterised functionally by their ability to summarise and aggregate staffing information, communicate about staffing, allocate staff and facilitate compliance with standards and quality assurance. NHS managers need to combine local knowledge and professional judgement with data from WPTs for effective staffing decisions. WPTs are used in a complex workforce system in which proximal factors (e.g. the workforce satisfaction with staffing) can influence distal factors (e.g. organisational reputation and potential staff recruitment). The system comprises multiple organisational strategies (e.g. professional and financial), which may (or may not) align around effective staffing. The positive impact of WPTs can include ensuring that staff are allocated effectively, promoting the patient safety agenda within an organisation, learning through comparison about ‘what works’ in effective staffing and having greater influence in staffing work. WPTs appear to have a positive impact when they visibly integrate data on needs and resources and when there is technical and leadership support. A collaborative process appears to be best for developing and implementing WPTs, so that they are fit for purpose.LimitationsThe evidence, predominantly from acute care, often lacked detail on how managers applied professional judgement to WPTs for staffing decisions. The evidence lacked specificity about how managers develop skills on communicating staffing decisions to patients and the public.Conclusions and recommendationsThe synthesis produced initial explanations of the use and impact of WPTs for decision-making and what works to support NHS managers to use these effectively. It is suggested that future research should further evaluate the programme theory.Study registrationThis study is registered as PROSPERO CRD42016038132.FundingThe National Institute for Health Research Health Services and Delivery Research programme.
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Affiliation(s)
- Christopher R Burton
- School of Healthcare Sciences, College of Health and Behavioural Sciences, Bangor University, Bangor, UK
| | - Jo Rycroft-Malone
- School of Healthcare Sciences, College of Health and Behavioural Sciences, Bangor University, Bangor, UK
| | - Lynne Williams
- School of Healthcare Sciences, College of Health and Behavioural Sciences, Bangor University, Bangor, UK
| | - Siân Davies
- School of Healthcare Sciences, College of Health and Behavioural Sciences, Bangor University, Bangor, UK
| | - Anne McBride
- Alliance Manchester Business School, University of Manchester, Manchester, UK
| | - Beth Hall
- School of Healthcare Sciences, College of Health and Behavioural Sciences, Bangor University, Bangor, UK
| | | | - Adrian Jones
- Betsi Cadwaladr University Health Board, Bangor, UK
| | - Denise Fisher
- School of Healthcare Sciences, College of Health and Behavioural Sciences, Bangor University, Bangor, UK
| | - Margaret Jones
- School of Healthcare Sciences, College of Health and Behavioural Sciences, Bangor University, Bangor, UK
| | - Maria Caulfield
- School of Healthcare Sciences, College of Health and Behavioural Sciences, Bangor University, Bangor, UK
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Massarweh LJ. Hospital staffing technology: Hazard and opportunity risks. Nurs Manag (Harrow) 2018; 49:48-53. [PMID: 30376475 DOI: 10.1097/01.numa.0000547261.99838.af] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/08/2023]
Affiliation(s)
- Lisa J Massarweh
- Lisa J. Massarweh is the executive director of financial performance and workforce strategy for patient care services at Kaiser Foundation Hospitals, Northern California region, in Oakland, Calif
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Respicio A, Moz M, Pato MV, Somensi R, Dias Flores C. A computational application for multi-skill nurse staffing in hospital units. BMC Med Inform Decis Mak 2018; 18:53. [PMID: 29954378 PMCID: PMC6025742 DOI: 10.1186/s12911-018-0638-2] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/29/2017] [Accepted: 06/06/2018] [Indexed: 12/02/2022] Open
Abstract
Background Approaches to nurse staffing are commonly concerned with determining the minimum number of care hours according to the illness severity of patients. However, there is a gap in the literature considering multi-skill and multi-shift nurse staffing. This study addresses nurse staffing per skill category, at a strategical decision level, by considering the organization of work in shifts and coping with variability in demand. Methods We developed a method to determine the nursing staff levels in a hospital, given the required patient assistance. This method relies on a new mathematical model for complying with the legislation and guidelines while minimizing salary costs. A spreadsheet-based tool was developed to embed the model and to allow simulating different scenarios and evaluating the impact of demand fluctuations, thus supporting decision-making on staff dimensioning. Results Experiments were carried out considering real data from a Brazilian hospital unit. The results obtained by the model support the current total staff level in the unit under study. However, the distribution of staff among different skill categories revealed that the current real situation can be improved. Conclusions The method allows the determining of staff level per shift and skill depending on the mix of patients’ illness severity. Hospital management is offered the possibility of optimizing the staff level using a spreadsheet, a tool most managers are familiar with. In addition, it is possible to evaluate the implications of decisions on workforce dimensioning by simulating different demand scenarios. This tool can be easily adapted to other hospitals, using local rules and legislation. Electronic supplementary material The online version of this article (10.1186/s12911-018-0638-2) contains supplementary material, which is available to authorized users.
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Affiliation(s)
- Ana Respicio
- CMAF-CIO, Faculdade de Ciências, Universidade de Lisboa, Lisbon, Portugal. .,Departamento de Informática, Faculdade de Ciências, Universidade de Lisboa, Bloco C6, Piso 3, 1749-016, Lisboa, Portugal.
| | - Margarida Moz
- ISEG and CMAF-CIO, Universidade de Lisboa, Lisbon, Portugal
| | | | - Rute Somensi
- Pavilhão Pereira Filho, Santa Casa de Misericórdia Porto Alegre and Universidade Federal de Ciências da Saúde de Porto Alegre, Hospital São José, Porto Alegre, Brazil
| | - Cecília Dias Flores
- Universidade Federal de Ciências da Saúde de Porto Alegre, Porto Alegre, Brazil
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Ang BY, Lam SWS, Pasupathy Y, Ong MEH. Nurse workforce scheduling in the emergency department: A sequential decision support system considering multiple objectives. J Nurs Manag 2017; 26:432-441. [PMID: 29277941 DOI: 10.1111/jonm.12560] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 08/15/2017] [Indexed: 01/17/2023]
Abstract
AIM We propose a nurse scheduling framework based on a set of performance measures that are aligned with multiple outcome measures. A case study for the emergency department is presented. METHODS A total of 142,564 emergency department attendances over 1 year were included in this study. Operational requirements, constraints and historical workload data were translated into a mixed-integer sequential goal programming model, which considers the following outcome measures: (1) nurse-patient ratios; (2) number of favourable/unfavourable shifts; and (3) dispersion of rest days. Computational studies compared the performance of the mixed-integer sequential goal programming results with manually generated historical nurse schedules. RESULTS The maximum nurse-patient ratio deviation against the target was approximately 10% compared to 47% generated by the historical rosters (a 10% deviation translates to approximately two nurses). An on-line decision support system, which integrates shift preferences, staff databases and a workload forecasting module, was also developed. CONCLUSION A decision support system based on the mixed-integer sequential goal programming modelling framework was proposed. The application of the model in a case study for an emergency department demonstrated improvements over existing manual scheduling methods. IMPLICATIONS FOR NURSING MANAGEMENT This study demonstrates a mathematical, programming-based decision support system, which allows for managerial priorities and nurse preferences to be jointly considered in the automatic generation of nurse rosters.
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Affiliation(s)
- Boon Yew Ang
- Health Services Research Centre, Singapore Health Services, Singapore, Singapore
| | - Shao Wei Sean Lam
- Health Services Research Centre, Singapore Health Services, Singapore, Singapore.,Health Services and Systems Research, Duke-NUS Graduate Medical School, Singapore, Singapore
| | - Yogeswary Pasupathy
- Department of Emergency Medicine, Singapore General Hospital, Singapore, Singapore
| | - Marcus Eng Hock Ong
- Health Services Research Centre, Singapore Health Services, Singapore, Singapore.,Health Services and Systems Research, Duke-NUS Graduate Medical School, Singapore, Singapore.,Department of Emergency Medicine, Singapore General Hospital, Singapore, Singapore
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