Does Health IT Have a Staffing Crisis?

August 29, 2013
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Does Health IT Have a Staffing Crisis?

An industry-wide predicament was outlined in last month’s inaugural HIMSS Analytics Workforce Survey.

While the survey found that three out of four healthcare provider organizations plan to hire IT professionals in the next year, 31 percent said they had to put a project on hold because of staffing shortages, with an additional 19 percent expressing that they were weighing a similar stoppage. More so, 43 percent of providers and 56 percent of vendors cited a lack of qualified talent pool was their biggest challenge to staffing their environment.

In addition, 76 percent of healthcare providers currently outsource a service rather than hire directly. The HIMSS survey, which included the responses of 224 executives, isn’t the first indication of this crisis. The 2012 CHIME CIO survey, from last September, found that 67 percent of healthcare CIOs were reporting IT staff shortages. Another survey, from PricewaterhouseCoopers (PwC), had 62 percent of healthcare organizations expressing concern in a lack of qualified IT applications.

The surveys from HIMSS, CHIME, and PwC are revealing. The problems that healthcare organizations are facing with IT staffing shortages have gotten more pronounced since the enactment of Meaningful Use of electronic health records under the Health Information Technology for Economic and Clinical Health (HITECH) Act.

According to Shane Pilcher, the vice president of Stolenberg Consulting, a Bethel Park, Penn.-based consulting firm, this has been developing for a while. Hospitals used to primarily train people from various departments—clinical and financial—to be health IT programmers, he says. Furthermore, there were high retention rates and very little attrition for those in place, except when people retired. These two factors created a limited pool of resources.

Shane Pilcher

When meaningful use kicked in, it evaporated that pool entirely, Pilcher says. “Providers grabbed up someone who fit their culture and now they are holding onto them, because meaningful use is a marathon. So it went from a shortage to a crisis,” he adds.

In the HIMSS workforce survey, those who said they had to put a project on hold said that meaningful use and the conversion to ICD-10 took precedence over other initiatives such as system installations, EMR integrations, and system hardware upgrades, and enhancements. The respondents say any delay causes inefficiencies to continue and put organizations at risk of software and hardware components breaking down.

Staff burnout is another possible cause of an understaffed, overworked IT staff, the HIMSS report found. Pilcher says that today’s experienced professionals have been staying in a long-term implementation situation, which tends to burn people out quickly. “What we’re seeing is those who might not have wanted to retire, after a few years of high paced/high stress implementation and knowing we still have a few more years left, are changing their minds,” he says.  

If it’s not retirement, then maybe it’s a highly productive member of the team getting lured to a competing organization or an industry vendor. Right now, vendors are scooping up a good chunk of the talent, which is making it even harder for provider organizations. In the CHIME survey, 85 percent of CIO respondents were worried about staff retention.

How to Solve a Problem like Staffing Shortage

Pilcher says healthcare organizations have slim chances of finding an experienced health IT professional. Instead, he suggests that one somewhat obvious step they can take to solve this problem is finding venues, such as a university program, to partner with and provide strong candidates. They should use their senior leadership and develop an internal training program to help those new employees get up to speed and cut down on the learning curve.

Third-party consultants are another idea, and both the HIMSS and CHIME surveys indicate that many healthcare organizations are seriously considering going that route. Another possibility is to cross over clinicians and train them from an IT perspective. However, Pilcher says, the problem with that is other areas, such as nursing, are facing shortages as well.

 “[The best strategy to deal with the shortage] has to be a combined approach. Certainly teaming with an organization in your area will not only help meet the requirements today, but your strategic needs down the road.  Also, engaging consultants that are knowledgeable and can blaze the path for you,” Pilcher says. “They have to invest in hiring and training someone through the process, it’s a lot of upfront investment for the recurring investment coming in a couple of years.”

To this point, Pilcher recommends long-term planning so if something comes up, an organization will know how many people are required. Assigning resources this way can reduce burnout, he says.

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Comments

Health IT Hiring Crisis

I'm an IT and Finance professional, most recently an SVP in IT at a major money center bank. I've applied for a number of positions in healthcare IT project management and typically never hear anything back from either the recruiter or the ultimate healthcare organization.
With so many projects and initiatives on hold, and with employees feeling burnt out, why am I not seeing more qualified people getting hired? I attend a number of networking groups (e.g. Technical Executives Networking Group, Finance Executive Networking Group, etc.) and there are lots of qualified people trying to get onto hiring managers' radar.
Contact me if you'd like to reach us.

Staffing shortages or Budget shortages

I work for a Healthcare IT Staffing firm (The Holland Square Group). The recent trends seem to indicate that healthcare facilities are moving away from consultants and seeking permanent employees as replacements for contractors in an effort to save funds. Many large healthcare systems are now focusing budget on ICD-10 upgrades which has created budget shortages in other areas of EMR implementation. More forward-thinking organizations are allowing consultants to work remotely (which saves hundreds of thousands of dollars in travel expenses and opens up more resources since working remotely is highly desirable to consultants), or hiring permanent employees without requiring relocation or training a new hire that has some but not all of the desired qualifications. Fortunately my company provides both consulting and permanent placement resources so the industry trends have not yet decreased our level of activity. A large pool of qualified candidates remain - the challenge is in finding the employer that is willing to show flexibility to bring the right people on board.

Thanks for the comment.

Thanks for the comment. Interesting to see how this trend changes within the next few years...