Bergen New Bridge Medical Center faced major challenges in workforce management and filling open shifts quickly. The organization relied heavily on external labor to maintain adequate staffing levels. This created inefficiencies and added significant cost pressure. Staffing managers needed a better way to optimize internal resources. The medical center implemented IRP+ technology to support a new workforce management approach. The solution helped staffing managers fill shifts more effectively by enabling more internal shift coverage. It was deployed to improve how open shifts were sourced and staffed. The implementation aimed to reduce dependence on external labor while improving operational efficiency. Within 90 days, the medical center increased shift fill rates and reduced reliance on external labor. Shifts were filled faster, with notable improvement within 72 hours. The shift coverage improvements drove nearly $240,000 in net savings by filling more shifts internally. Overall, the organization improved workforce efficiency while lowering labor costs.

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FirstHealth of the Carolinas faced a significant nursing shortage that threatened its ability to staff appropriately. Staffing needs fluctuated with patient census and acuity, making coverage difficult to predict. The organization needed to support its nursing team while maintaining high-quality patient care. FirstHealth implemented innovative workforce strategies to strengthen its clinical pipeline. It launched a nurse extern program and created an academy for certified nursing assistants. It also partnered with a workforce platform to maintain a flexible workforce and adjust staffing levels based on demand. These efforts helped FirstHealth better manage staffing needs as patient volumes and acuity changed. The flexible workforce approach supported nursing staff and helped maintain consistent patient coverage. The programs contributed to a modernized clinical workforce strategy aligned to ongoing shortages.

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Beebe Healthcare faced ongoing staffing pressure as many local nurses considered leaving their jobs. In 2021, 45% of Delaware nurses were considering leaving their job, tightening the available labor pool. This environment increased the difficulty of filling shifts quickly. It also contributed to reliance on third-party staffing agencies. Beebe Healthcare implemented a platform to connect with local healthcare professionals and build a more flexible workforce. The solution supported real-time shift posting to help address staffing needs faster. It also streamlined onboarding and workforce management for local clinicians. This approach focused on expanding access to nearby professionals rather than depending on external agencies. As a result, Beebe Healthcare reduced its reliance on third-party staffing agencies. It improved its ability to respond quickly to staffing needs by engaging local healthcare professionals. The organization also simplified shift posting, onboarding, and workforce management through real-time tools.

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St. Elizabeth Healthcare, a Magnet-designated hospital in northern Kentucky, faced staffing shortages that were exacerbated by the COVID-19 pandemic. The organization needed a more resilient staffing model to maintain consistent coverage. It also sought to better support full-time staff while continuing to meet patient needs. St. Elizabeth Healthcare implemented a technology-enabled staffing approach to strengthen its workforce strategy. The organization used an on-demand network of qualified local healthcare professionals to supplement staffing. This approach expanded access to local clinicians and provided additional flexibility to respond to shifting coverage needs. The initiative supported a long-term workforce strategy focused on resilience and responsiveness. It improved the organization’s ability to access local healthcare professionals on demand. It also helped support full-time staff and maintain patient care needs during ongoing staffing pressures.

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Henry Mayo Newhall Hospital needed to strengthen its workforce strategy amid fluctuating staffing needs. Static pay rates limited flexibility in responding to real-time demand. As a result, the hospital faced challenges maintaining higher shift fill rates while controlling costs. The hospital implemented Smart Rates technology to improve staffing operations. The solution enabled dynamic adjustments to pay rates using real-time data. This approach aligned pricing with current market and demand conditions to support more effective shift coverage. Within 30 days of launching Smart Rates, the hospital increased the number of filled shifts by 57%. Over the same period, it reduced its bill rate by 7%. These outcomes improved operational efficiency while supporting a stronger workforce strategy.

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Bergen New Bridge Medical Center faced challenges with manual float pool staffing that led to unfilled shifts. The process also contributed to staff burnout. Nurse managers spent significant time coordinating schedules and filling gaps. The medical center implemented an internal resource pool solution that automated shift broadcasts. It also enabled self-scheduling for float pool staff. These changes streamlined how shifts were communicated and picked up. The organization increased fill rates within the first 72 hours. It reduced reliance on external labor within the first 90 days. It also generated net savings by eliminating external labor over the same 90-day period.

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MetroHealth struggled with staffing gaps and unfilled shifts that delayed patient care in the emergency department. Traditional staffing models offered limited flexibility and made it difficult to scale quickly. The organization needed a rapid, easy-to-implement way to expand coverage while maintaining high-quality care. In May of 2024, MetroHealth implemented an on-demand workforce solution to rapidly increase staffing capacity. The approach provided access to a dedicated network of credentialed healthcare professionals who were ready to fill shifts quickly. It also included automated, Joint Commission-certified credentialing and compliance, intelligent shift posting to optimize scheduling, and real-time communication tools to coordinate staffing. Within the first six months, MetroHealth filled shifts quickly and consistently to support emergency and inpatient coverage needs. The organization averaged 100+ shifts filled per week. It also built an external float pool of 75+ healthcare professionals. In total, MetroHealth filled 2.5k shifts in six months, supporting improved patient flow and greater staffing efficiency.

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Henry Mayo Newhall Memorial Hospital faced significant staffing challenges that were exacerbated by the COVID-19 pandemic. The hospital needed a better way to secure adequate coverage while managing rising labor costs. These shortages created operational strain and increased risk to consistent patient care. The hospital implemented Smart Rates technology to improve how it sourced and priced shifts. This approach supported faster shift filling and more efficient staffing management. The implementation focused on addressing coverage gaps while keeping labor spending under control. As a result, the hospital increased its fill rate by 57% and reduced labor costs by 7%. It also filled shifts 45% faster after the implementation. These improvements supported more consistent staffing coverage and improved patient safety.

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A 327-bed southeastern regional medical center relied on travel agencies to fill staffing gaps. The CFO mandated a reduction in travel contracts. The existing approach made it difficult to quickly engage local caregivers. The organization needed a more streamlined way to staff shifts while controlling costs. The medical center replaced travel agencies with an on-demand workforce model using local professionals. Over 6 months, it transitioned away from travel contracts and implemented a more direct process for engaging caregivers. This created a repeatable way to source and schedule clinicians as needs changed. The shift emphasized building access to a local caregiver community. Within 6 months, the medical center replaced travel agencies with on-demand professionals. The change reduced travel labor costs and improved staffing efficiency. It also increased filled shifts by enabling faster access to local caregivers. The organization established a robust pool of over 500 caregivers.

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In 2022, Mount Sinai faced the challenge of reducing facility expenses without sacrificing patient coverage. The organization needed to control workforce costs while maintaining adequate staffing for shifts. It also sought to ease the operational burden associated with managing labor demand. Mount Sinai implemented Smart Rates technology to better align shift pay rates with market demand. The approach optimized rates dynamically to improve the attractiveness of shifts when needed. This helped the team manage staffing needs while keeping cost controls in place. As a result, Mount Sinai reduced labor costs by 7%. It also delivered a 25% faster fill rate for shifts. The changes improved financial performance while reducing operational workload for staff.

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