How Healthcare Economics Could Impact 2013 Healthcare Staffing

How Healthcare Economics Could Impact 2013 Healthcare StaffingHow Healthcare Economics Could Impact 2013 Healthcare StaffingHow Healthcare Economics Could Impact 2013 Healthcare Staffing Rossheim, Senior Contributing WriterHealthcare reform, our aging population, the economics of consolidation and other factors will determine the course of healthcare staffing in the foreseeable future.Here are seven trends that will impact healthcare economics and decide where recruiters in this industry will find success in 2013.Labor Demand ACA Shifts into High GearDemand in various healthcare occupations is expected to rise sharply this year, as stakeholders prepare to meet various Affordable Care Act(ACA) deadlines, including the January 1st, 2014 requirement that insurers cover everyone, regardless of pre-existing conditions.Employers are putting the pieces in place to hire for next year, says Gerrit Salinas, director of medical staffing at Snelling Staffing Services in Dallas.Theres going to be a massive push to ramp up staffing to meet demand. The herausforderung is, theyre all going to be trying to hire at the same time.Supply Ample New Grads, Few Experienced CliniciansAt the same time, with enrollment in clinical and allied health training programs increasing, recruiters are working with a wider pipeline of educated professionals, though many active candidates have little experience.With schools putting out more and more clinical grads each day, hospitals can be much more selective in their hiring, says Scott Agostini, director of human resources at Magee Rehabilitation Hospital in Philadelphia.Experienced candidates are still hard to woo. Many veteran nurses and other in-demand health professionals arent open to a career move theyre either considering retirement or are resistant to switching employers during this period of profound change in the healthcare ordnungsprinzip.Accountable Care Creates New Economic IncentivesFrom an increased emphasis on primary care, to in centives to adopt healthcare information technology, the ACA includes many initiatives that rewards stakeholders who bring on the talent to meet quality and cost goals.For example, Hospitals have begun to hire entry-level workers whose sole job is to monitor patient safety, Agostini says. These workers provide wound care, improve patient safety, and perform monitoring activities to ensure higher quality of care which can, in turn, maximize reimbursement under healthcare reform.Orders for such workers wont be the most profitable for recruiters, but they can help an agency get a foot in the door.Medicaid Where Politics Meets EconomicsThe Federal government is funding a broad expansion of Medicaid on the state level, but only in those states that sign on and agree to pay up to 10 percent of the cost several years down the road.Although some governors are balking, Eventually the vast majority of states will come on board, but it may take a number of years, says Ani Turner, deputy direc tor of the Altarum Center for Sustainable Health Spending.Since Medicaid mainly covers non-elderly people with lower incomes, an increase in associated health services will boost employment in preventive-care roles.Fiscal Pressure on Providers May Limit Employment GrowthFiscal pressures from penalties for preventable hospital readmissions to economic motivations like economies of scale have CFOs at hospitals looking for every possible means of containing expenses, with medical staffingbeing chief among them.Facilities are consolidating and integrating and finding ways to take cost out of the systems, says Patrick Thompson, executive vice president of administration and CIO of home healthcare provider Amedisys in Baton Rouge, La.In the longer term, fiscal pressure will likely limit increases in healthcare jobs. There is a lot of concern about the future re belt-tightening and consolidation, says Turner. But were not yet seeing a slowdown in employment growth, even given potential p ayment cuts in the future.Contingent Staffing for Times of Shifting Labor DemandContract, temporary and per diem staffing arrangements have been critical to the healthcare industry through this period of system change, as in previous decades. But to rein in current costs, many healthcare employers may be pulling back on contingent labor.Were seeing more opportunity to hire full-time and reduce contracting services, says Thompson. Amedisys reduced its use of contract workers by about one-third in 2012 by hiring full-time professionals whose jobs had been eliminated by merging institutions.Contingent workers will always have a role to play in healthcare, and that role continues to evolve.Once the terms of healthcare reform become more clear, the flexible staff may need to be cut back, says Agostini.Patient, Clinician Demographics Will Shape Future FinancesWhatever the course of healthcare reform, demographics will continue to be the overarching force shaping the industry economically. Although the leading age of the baby-boomer generation has begun retiring, the bulk of their healthcare costs will happen in the next 10 or 20 years.Youre not going to see the main cost effect of aging boomers right now, says Turner. People dont become really high-cost patients until age 75 or even 85.To cope with the eventuality of tens of millions of very old boomers requiring lots of care, and the likelihood of physician burnout,recruiters will likely look toa rapidly growing niche mid-level practitioners.To handle geriatric patients, the health system can respond much faster by adding physician assistants and nurse practitioners than by trying to train more geriatric physicians, says Charles Roehrig, director of the Altarum Institute.

MOS 5803 Military Police Officer

MOS 5803 Military polizze OfficerMOS 5803 Military versicherungsschein Officerkriegsmarine Corps Officers can be officers in military law enforcement as their primary military occupational specialty. After they commision either through the United States Naval Academy, Navy ROTC (Marine Option), Marine Officer Candidate School (OCS), they will attend the Marine Officer Training Program The Basic School (TBS).After TBS, Marine officers will ship off to the jobs (MOS) they were selected for at the end of TBS. Many will choose Infantry, Artillery, Logistics, though some will be selected for the law enforcement position, MOS 5803 Marine versicherungspolice Officer. This MOS in the Marines is different than the Military Police (MP) jobs that enlisted Marines hold. This is the officer version of that group and is responsible for the supervision of the enlisted military police and other law enforcement members of the Marine Corps.Military police officers are the supervisors, coordinators , and administrators of law enforcement members of the military team of enlisted and civilian law enforcement professionals. Military Police Officers provide vital support to their base commanders with all facets of law enforcement on or near the military post. Officers begin this MOS either on-base in supervisory and organizational roles, providing security and law enforcement, or on deployment, supervising maneuver and mobility operations and internment operations, as well as providing area security and law enforcement. In short, ansicht Marine Officers lead their law enforcement team to secure the base and surrounding area to maintain safety and enforce the laws of the land. Typical Duties Military Police Officers manage detainee operations, advise foreign Security Forces and provide first responder aid. They also coordinate expeditionary forensic operationsand oversee certain investigations of crime scene investigators and other detectives. Their daily duties require managin g law and order operations. They also have skill in theemployment and handling of military working dogs (MWD). Type of Officer Unrestricted Line Officer (URL) The URL is a commissioned officer (Second Lieutenant General) of the United States Navy and Marine Corps and qualified for command at sea of the USMC warfighting combatant units such as infantry units, aviation squadrons, RECON Units, and MarSOC teams. They are also qualified to command the higher echelons of those units, such as Divisions, Marine Force, and air wings and air divisions, and special operations groups. Type of MOS Primary Military Occupational Specialty Video Military Police Officer Responsibilities Rank Range LtCol to 2ndLt Training Marine Officers attend the Military Police Basic Officers Course in Fort Leonard Wood, MO which lasts 9 weeks. The mission of the Military Police Basic Officers Course isTo provide company grade Marine Officers with the knowledge and skills necessary to perform the duties and responsibilities of a Military Police Officer MOS- 5803. Students will receive instruction and practical application in the following area anti-terrorism/force protection, police communications, policing, supporting establishment law enforcement, police advising and training, and law enforcement training.This course is designed to provide students with the training required to function as a Military Police Officer in the operating force and supporting establishment. The Marine Police Basic OfficersCourse focuses on training to function in the Marine Force and during peacetime and conflict. Students are highly trained in the following Military Police Operations Police Communications, Policing, Supporting Establishment Law Enforcement, Police Advising and Training, and Law Enforcement Training. Job Description and Requirements Job Description Military police officers function as supervisors, coordinators, and administrators of law enforcement matters. Job Requirements (1) This MO S will be assigned to officers who have a background and/or education in law enforcement. (2) Complete the Military Police Officers Basic (MPOB) Course at the United States Army Military Police School (USAMPS), or six months On-the-Job Training (OJT) accompanied by a favorable recommendation from the commanding officer. Upon successful completion of 6 months of observed fitness report time in a Reserve Military Police (MP) billet, a favorable endorsement from a military police unit inspector/instructor, drilling Reserve unrestricted officers may request 5803 designation via an Administrative Action form to CMC (POS). Duties For a complete listing of duties and tasks, refer to MCO 1510.86B, Individual Training Standards for the Military Police and Corrections Occupational Field 58. Related Department of Labor Occupation Codes (1) Police Chief 375.117-010. (2) Deputy Sheriff, Chief 377.167-010. Above information derived from MCBUL 1200, part 1

Take Your Career Horizontal for Long Term Growth

Take Your Career Horizontal for Long Term Growth Take Your Career Horizontal for Long Term Growth Its time for a paradigm shift, and executives at all levels must think hard about what will make them relevant and employable in the coming years. And thats not by simply standing still and hoping for the best its by embracing constructive change and new challenges.The way it used to beWhen we think of traditional job advancement, we think of applying similar skills in a more demanding environment for better pay and a better title.Historically, changing your role within a company was often thought of as a linear progression, and companies placed most employees on what seemed like a straight and narrow road. To advance, they needed to get better at what they already did, and few managers and executives considered moving employees to new departments.But the game is changing, and although vertical career planning can often appear sufficient, it can just as often be limiting and perilous. At its worst, a vertical career focus creates a scenario where employees have fewer marketable skills if they are ever laid off, meaning finding a new job can be surprisingly difficult.Fortunately, horizontal career planning can help to rectify this problem. By focusing on building new skills in other core areas important in your industry can make you much more attractive to your current employer and others you might be interested in working for down the road. Getting smarter and more versatile is a win-win for both you and your company.What the new workplace offers and demandsPut simply, a well-rounded background means more job opportunities.Today, as the workplace changes, employers increasingly seek out well-rounded employees. Market demands often require companies to shift their focus quickly, and having versatile employees can make dealing with these demands simpler. In addition, multi-talented employees are better able to produce work that fuses well with other departments.A c opywriter with web development knowledge, for example, will be better able to write effective online copy a salesperson with engineering skills will be well-positioned to improve sales processes a marketer with social media expertise can add innovation to the marketing process and so onBe constantly learningSo what can you do to get into the horizontal career planning mindset? First, identify where you want to grow your expertise. Then seek out internal and external avenues to explore your new focus. Be creative and enthusiastic about developing new skills, always knowing its for a good cause- the prosperity and longevity of your career.Besides company training, industry events or organizations, and continuing education coursework, the web has opened the doors to a host of new, low cost learning opportunities. Platforms like Skillshare, Udemy, iTunes U, General Assembly, Coursera, and various TED Talks provide great training on various topics. And each learning experience will open doors you never would have thought of before.ConclusionIn order to stay relevant and consistently bring value to your employer and enhance your career, avoid being pigeon-holed into one vertical area of professional expertise. Instead, to increase your marketability over the long haul, invest in horizontal career planning. As time goes by, having multiple areas of expertise wont be an option. It will be a requirement to stay relevant and employable. So dive in nowThe result will be a more resilient foundation for your success.