![]() Coming in second, at 36%, was hiring more direct care staff-down slightly from 40% last year, but comparable to 2018 (35%) and 2017 (34%). The most commonly reported staffing change in the past 12 months was reducing use of overtime, which increased from 34% in 2019 to 43% this year. The average number of open positions was 2 for both RNs and STs. The average number of currently open ST positions was 4.Īgain, the picture was much different in 2010, when just 11% reported an increase in open FTE positions for both RNs and STs, and the percentage of those reporting no vacancies was significantly higher: 54% for RNs and 65% for STs. ![]() Overall, 29% had no open ST positions (vs 32% in 2019). The average number of currently open RN positions was 6.Ī third of OR leaders said the percentage of open FTE positions for STs increased in the past 12 months, comparable to the 34% reported last year slightly more than half (52%) said it had remained the same, up from 47% in 2019. ![]() In all, 23% reported no open RN positions, compared to 27% last year. The percentage of open full-time equivalent (FTE) positions for RNs in the past 12 months increased for 30% of respondents, down from 37% last year the number of open positions stayed the same for 51%, up from 41% last year. In 2010, the average turnover rate was 7% for both RNs and STs. These numbers are strikingly different from a decade ago, when only 7% of respondents experienced increased RN turnover and 10% reported increased ST turnover. The average turnover rate was 8% for RNs and 7% for STs. Here is a closer look at other findings, including data showing trends over the past decade.ĭespite a reduction in overall mobility, staff transitions plague nearly one-fourth of OR leaders, with 22% reporting increased RN turnover in the past 12 months (vs 34% in 2019), and 24% reporting increased ST turnover (vs 29% in 2019). Only 20% plan to add ORs within the next year.ERAS remains the most popular model, with 46% reporting adoption or planned adoption. The adoption of care models has yet to gain momentum, with 42% reporting that none of the care model options listed in the survey, including Enhanced Recovery After Surgery (ERAS) and the Perioperative Surgical Home (PSH), have been implemented or are planned to be implemented in the next 6 months.More than half (52%) of OR leaders use data analytics to help with surgery scheduling.That’s good news, given that 63% (vs 67% in 2019) of respondents are having more difficulty recruiting experienced RNs, and 56% (vs 51% in 2019) are finding recruiting STs to be more difficult. In 2019, just 50% of leaders reported such stability for RNs and 53% for STs. For example, RN and surgical technologist (ST) turnover for the past 12 months has stayed the same for 61% of OR leaders. Other key findings of the survey include: And although stress levels are high, OR leaders remain a satisfied group, with 77% viewing their jobs favorably (vs 70% in 2019). Compensation has improved: 78% of managers earn salaries of $100,000 or more annually, up from 65% in 2019, and 46% report total compensation of at least $150,000 or more, compared to 36% last year. ![]() That 30% figure is not far from the 36% reporting lower volume in 2010, which reflected the effects of the 2008 recession.ĭespite decreased surgical volume and upheavals in staffing caused by the pandemic, the survey also reveals some positive trends. In addition, 30% of managers reported lower surgical volume in the past 12 months, versus 18% in 2019. When asked how the pandemic has affected facilities and staffs, respondents put staffing-related issues (for example, furloughs, redeployment) and decreased surgical volume at the top of the list (sidebar, “COVID-19 effects”). However, the concerns stated by many respondents are still valid and likely are similar to those of many of their peers nationwide. Many new developments related to the pandemic have occurred and continue to evolve since the spring and early summer, when the survey was deployed. ![]() The COVID-19 pandemic continues to wreak havoc on OR managers’ lives, according to the 2020 annual OR Manager Salary/Career Survey. ![]()
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