- Discuss the benefits and disadvantages of a facility using supplemental and floating staff.
- Compare and contrast how a staffing plan would differ with different nursing units. How does that affect the staffing budget?
- Your initial post should be at least 500 words, formatted and cited in current APA style with support from at least 2 academic sources
The Benefits and Disadvantages of a Facility Using Supplemental and Floating Staff
Healthcare facilities often rely on supplemental and floating staff to manage fluctuating patient volumes and staffing shortages. While these strategies offer flexibility and cost savings, they also present challenges related to continuity of care and staff satisfaction. Understanding the implications of using supplemental and floating staff is essential for creating an effective staffing plan that meets the needs of different nursing units while maintaining budget efficiency.
Benefits of Using Supplemental and Floating Staff
One of the primary advantages of employing supplemental and floating staff is increased flexibility. Healthcare facilities experience varying patient census levels, seasonal surges, and unexpected staffing shortages due to illness, turnover, or leaves of absence. Using supplemental staff, such as per diem nurses, travel nurses, or agency nurses, helps maintain adequate nurse-to-patient ratios without overburdening permanent staff (Bae et al., 2020). Floating staff—nurses assigned to different units within the same facility—allow for resource allocation based on immediate needs, improving overall efficiency.
Another benefit is cost savings associated with reducing overtime and burnout-related turnover. Permanent staff working excessive hours are at risk of burnout, job dissatisfaction, and increased errors, all of which compromise patient safety (Griffiths et al., 2019). By utilizing floating and supplemental staff, facilities can alleviate this pressure, ensuring permanent employees maintain a healthy work-life balance and remain engaged in patient care.
Disadvantages of Using Supplemental and Floating Staff
Despite these benefits, supplemental and floating staff pose challenges related to continuity of care and team cohesion. Temporary staff may be unfamiliar with the facility’s policies, procedures, and electronic health records, leading to inefficiencies and potential errors. Inconsistent assignments can result in fragmented patient care, as temporary staff may not build strong relationships with patients or fully understand their medical histories (Bae et al., 2020).
Moreover, permanent nursing staff may feel resentment or decreased morale if they perceive supplemental staff as receiving higher compensation for similar work. Differences in pay scales and job expectations can create tension within the team, impacting overall job satisfaction. Additionally, floating nurses may feel undervalued or experience anxiety due to frequent changes in assignments, reducing their effectiveness in patient care (Griffiths et al., 2019).
Comparing Staffing Plans Across Different Nursing Units
Staffing plans vary significantly between different nursing units due to patient acuity levels, care complexity, and regulatory requirements. For example, an intensive care unit (ICU) requires a low nurse-to-patient ratio (e.g., 1:1 or 1:2) due to critically ill patients needing constant monitoring. Floating staff in such units must possess specialized training and experience to ensure safe and effective care.
Conversely, medical-surgical (med-surg) units have higher nurse-to-patient ratios (e.g., 1:5 or 1:6), allowing for more flexibility in utilizing floating or supplemental staff. Long-term care or rehabilitation units may have even higher ratios, necessitating a different staffing approach that balances cost-effectiveness with quality of care.
Impact on Staffing Budget
The use of supplemental and floating staff has a direct impact on the staffing budget. While supplemental staff may demand higher hourly wages due to contract flexibility, their use can prevent excessive overtime costs and reduce turnover-related expenses (Bae et al., 2020). However, reliance on agency nurses can be costly if not managed effectively, as agencies charge premium rates for their services.
Floating staff within the facility can be a cost-effective alternative if appropriately managed. Cross-training nurses to work in multiple units reduces the need for external staffing solutions while ensuring continuity of care. However, if floating policies are not well-structured, inefficiencies and dissatisfaction may result, increasing turnover and recruitment costs.
Conclusion
The use of supplemental and floating staff provides healthcare facilities with essential flexibility, enabling them to manage fluctuating patient demands and reduce staff burnout. However, these strategies must be carefully managed to avoid disruptions in continuity of care, team morale issues, and excessive financial strain. By tailoring staffing plans to the specific needs of each nursing unit and optimizing floating policies, facilities can maintain high-quality patient care while ensuring budget efficiency.
References
Bae, S. H., Mark, B., & Fried, B. (2020). Impact of temporary nursing staff on nurse and patient safety outcomes in acute care hospital units. Health Care Management Review, 45(2), 103-113. https://doi.org/10.1097/HMR.0000000000000220
Griffiths, P., Maruotti, A., Saucedo, A. R., Redfern, O., Ball, J. E., & Dall’Ora, C. (2019). Nurse staffing, nursing assistants, and hospital mortality: Retrospective longitudinal cohort study. BMJ Quality & Safety, 28(8), 609-617. https://doi.org/10.1136/bmjqs-2018-008043