Questions for Discussion
We are planning to base the first iteration of iHRIS Plan on John Dewdney's model as presented at the Workforce Planning Model Workshop. The Excel spreadsheet version can be downloaded here. This will be a simple proof-of-concept version of the workforce planning software; later more complex features of the Hall/Hornby models can be added.
After analyzing the Dewedney model spreadsheets, there are several questions that still need to be answered for the first-iteration development of iHRIS Plan. Feel free to add answers and discussion below.
1. Should the projection be for a broad cadre of health workers (i.e., nurses) or on a specific subset of each cadre representing various job classifications within that cadre? If a subset of the cadre is analyzed, promotions out of the job level will have to be taken into account.
Comment from Dykki: Yes, job levels and promotions should be taken into account.
Comment from Shannon: That may have to wait for a later iteration. --Sturlington 14:33, 28 February 2008 (EST)
2. How far out can the model reasonably project? Should we set limits on the number of years for projection (either too short or too long)? Note: This initial model does not take into account the differences between short-term and long-term projections.
Comment from Dykki: No limit or difference in first iteration.
Comment from Shannon: What adjustments will need to be made to Dewdney's model to account for longer term projections? --Sturlington 15:08, 6 March 2008 (EST)
3. Currently, the system calculates attrition based on retirement, death/illness and "other factors"? Should we add additional attraction assumptions that can be manipulated separately, such as losses due to out migration?
Comment from Dykki: Yes, add out migration as an assumption.
4. How is the target number of positions to be filled in the starting year (requirements) reached? Is it based on establishing a standard ratio of health care workers to population, and if so, where are those standards coming from? Note: This model does not include a methodology for estimating requirements.
Comment from Dykki: We need to discuss requirements more. Establishment lists are a good data source for initial number of requirements.
5. How is the annual growth rate of required positions calculated? Is it based on maintaining a standard ratio of health care workers to population, and if so, where are those standards coming from? Note: This model does not include a methodology for estimating requirements.
Comment from Dykki: More discussion is needed. We need to set at least one standard to be used in the first iteration, may provide alternatives in later iterations.
6. Is there any way to calculate automatically the new student intake for each year, based on an assumption (as opposed to entering the number of intakes for each year separately)?
Comment from Dykki: Based on historical intake rates?
7. When entering number of staff employed, are we assuming that 1 staff person = a full-time equivalent?
Comment from Dykki: More discussion is needed.
8. How are other staff intakes (beyond graduating students) calculated? Can this figure be automatically determined based on an assumption?
Comment from Dykki: Based on analysis of historical intake rates?
9. Should we provide the option to enter the numbers of actual workers by gender so that analysis can be done by gender?
Comment from Dykki: Yes!
Comment from Shannon: May have to wait until the next iteration. --Sturlington 15:08, 6 March 2008 (EST)
10. Should we provide the option to enter the numbers of actual workers by age range so that analysis can be done by age, such as retirement predictions?
Comment from Dykki: Yes, ideally by year or even birthday.
Comment from Shannon: This may have to wait until a later iteration because of the data entry burden. We can start by calculating an annual retirement rate based on historical analysis rather than reaching retirement age, as is done in the Dewdney model.--Sturlington 14:33, 28 February 2008 (EST)
11. Should an assumption be set for recruitment efforts other than increasing pre-service training?
Comment from Dykki: Yes, let's discuss.
12. Should the system also calculate costs for the number of required positions as well as for existing staff to cost out projections? This does not seem to be the case in the model.
Comment from Dykki: Later.
13. How does updating the projection work? Can the user generate multiple projections with different starting years and actual workforce data, or does entering a new starting year overwrite the previous projection? It seems like it would be most valuable to be able to enter actual data and compare it to a previously run projection to analyze the accuracy of the projection.
Comment from Dykki: Keep history and allow comparisons.
