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.
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.