What’s measured is managed. And for senior care providers, what’s measured is also what drives performance. The operation of your community is dependent on revenue, therefore you need to make sure you’re operating as efficiently as possible and not mismanaging expenses.
For most providers, labor is their largest expense. The right metrics can help you not only reduce excess labor costs, but provide the insights you need to be more strategic in your approach to staff consistently for quality care and service, boost staff satisfaction, and increase employee engagement.
Here is a complete list of metrics every senior care operator should include in their scorecard.
Focus on Utilization
What to Measure:
- Full-time staff that are being underutilized, but still receiving full-time benefits
- Part-time staff that are being overutilized and are legally eligible to receive benefits
- PRN staff that are being underutilized
Frequency: Start and end of each pay period
Time-to-Hire
What to Measure:
- Total open positions
- Total candidates contacted vs. candidate responses
- Total scheduled interviews
- Job offers presented
Frequency: Weekly
Staffing to Budget Requirements
What to Measure:
- Staffing below your labor budget minimums
- Staffing above your target labor budget
- Anticipated or sudden move-ins and move-outs
Frequency: Daily
Causes of Overtime
What to Measure:
- Scheduled overtime: overtime that’s built into the schedule
- Incremental overtime: caused by employees punching in early and/or out late
- Frictional overtime: occurs as the result of a call off, no show, or open shift
Frequency: Daily; start and end of each pay period
Open Shift Distribution
What to Measure:
- Total open number of shifts by position, location, and department
- Number of communication attempts to fill openings
- Employees willing to work openings
- Employees selected to work opening
Frequency: End of each pay period
Employee Call-Offs and No Shows
What to Measure:
- Employees who called off and the reason
- Employees who were a no-show for a shift
- Total call offs/no shows
Frequency: End of each pay period
Staff Satisfaction
What to Measure:
- High/low satisfaction by position, location, and department
- Survey response results
- Actionable feedback from staff members
Frequency: Weekly
Turnover and Retention
What to Measure:
- Turnover in the first 90 days
- Positions/departments with the highest/lowest turnover and retention
Frequency: Monthly
Need help developing an action plan to gather this information? Contact us to learn more or request a demo.
