The Science Journal of the American Association for Respiratory Care

2002 OPEN FORUM Abstracts

INNOVATIVE MEASURES TO DECREASE RESPIRATORY TURNOVER RATES

Raymond Malloy BS RRT. Thomas Jefferson University Hospital, Philadelphia PA

BACKROUND: Recently in the Respiratory Care Department at Thomas Jefferson University Hospital, there was a large turnover rate due to competitive salaries in Philadelphia where respiratory therapists are in high demand. The cost associated with a high turnover rate is approximately $15, 000.00 per employee secondary to advertisement, recruitment, sign-on bonuses, relocation expenses, employee physicals, hospital orientation, departmental training, and overtime staffing, agency and travel expenses during our six week orientation period. In a twelve month period 16 full time employees (FTEs) resigned out of 46 FTEs (35%) for Respiratory Care, at a cost of approximately $240,000.00 We also were expanding our critical care services and were given an additional 5 FTEs.

METHOD: A salary survey was done and the respiratory therapists were found to be 8%-12% under the median range for the Philadelphia area. A salary adjustment was completed the following year at a cost of $199,000.00 to increase the annual budget.

Results:

Year: Turnover Rate: Cost:
2000-2001 16/46 (35%) $240,000
2001-2002 6/51 (12%) $90,000

CONCLUSION: There has been a decrease in turnover cost to the hospital of over $150,000.00. The respiratory department?s salary increase of $199,000.00 will see a positive return after 1 year while maintaining significantly lower turnover rates.

OF-02-018

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