How can you identify areas of overstaffing using metrics?

1 Workload indicators

Workload indicators measure the amount and complexity of work that the staff has to perform. Some examples of workload indicators are patient census, acuity, length of stay, admissions, discharges, transfers, and procedures. By tracking these indicators, you can assess how the demand for services changes over time and how it affects the staffing needs. You can also compare the workload indicators with the benchmarks or standards for your specialty or department to determine if you are overstaffed or understaffed.

4 Staffing ratios

Staffing ratios are the numerical relationships between the staff and the workload, productivity, or efficiency indicators. Some examples of staffing ratios are nurse-to-patient ratio, physician-to-patient ratio, therapist-to-patient ratio, and support staff-to-clinical staff ratio. By calculating these ratios, you can establish the optimal level of staffing for your healthcare organization based on the evidence and the regulations. You can also compare the staffing ratios with the recommendations or guidelines for your profession or discipline to recognize if you are overstaffed or understaffed.

5 Staffing models

Staffing models are the tools or methods that help you plan, allocate, and adjust the staff according to the workload, productivity, and efficiency indicators. Some examples of staffing models are acuity-based staffing, budget-based staffing, demand-based staffing, and skill-mix staffing. By using these models, you can optimize the staff distribution and deployment for your healthcare organization based on the data and the scenarios. You can also compare the staffing models with the alternatives or options for your situation or environment to improve if you are overstaffed or understaffed.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?