Understanding Workforce Index Data

Workforce Index provides key metrics that give leaders context about overall workforce health. Each data category highlights potential areas of risk, helping executives act early and with confidence. Metrics are calculated over a rolling 90-day period, and leaders can adjust the month displayed for review.

Data Categories

Workforce Structure Risk

• Manager’s span of control (headcount)
• % of headcount that are not assistant managers

RN Burnout Risk – Role Ambiguity / Conflict

• Precepting → Consistently ≥20% of total hours worked
• Serving as charge → Consistently ≥35% of shifts
• Floating → Consistently ≥20% of total hours worked
• On call → Consistently ≥1% of shifts

RN Burnout Risk – Role Overload

• Arriving early → Consistently ≥50% of shifts
• Skipping breaks → Consistently ≥8% of shifts
• Leaving late → Consistently ≥50% of shifts
• Not taking PTO → Within past 6 months
• Absent (unscheduled) → Consistently ≥10% of scheduled shifts
• Working 4×12-hour shifts (or 6×8s) → Any event in past 3 months

Facility & Department Segments

Use these segments to filter and compare results:

• Facility
  
  • Short-term acute <150 beds

• • Short-term acute 150–350 beds

• • Short-term acute 350+ beds

• Department Type
  
  • 30 clinical department types

• • Many additional non-clinical department types

How Metrics Are Used

• Workforce Structure Risk → Helps leaders identify where managers may be stretched too thin or lack sufficient assistant manager support.
• Role Ambiguity / Conflict → Highlights when RNs are frequently precepting, floating, or serving in charge roles, which may increase stress and confusion.
• Role Overload → Pinpoints when RNs are consistently working extended schedules, skipping breaks, or not taking PTO — key indicators of burnout.
  
  

Future Metrics

Workforce Index will expand to include additional categories such as compensation and mobility.