Health Informatics Workforce and Industry Trends Outlook to 2019

Transcription

1 Health Informatics Workforce and Industry Trends Outlook to 2019 HIC 2014 Melbourne Don Newsham, Chief Executive Officer COACH: Canada s Health Informatics Association

2 What are we preparing for? A 21ST CENTURY HEALTHCARE WORKFORCE DELIVERING A 21ST CENTURY HEALTHCARE SYSTEM 21 st century 5 drivers of the Workforce Investment (in e/t/m/p/v health) Adoption (degree of progress) Demography (replacement demand) Technology External / International (demand / outflow)

3 What are we preparing for? Infoway Provincial pace of investment in ehealth systems & applications likely to moderate compared to last 5 years (Canada)

4 What are we preparing for? significant progress in e adoption (infrastructure, EHR, EMR, user access) moderate progress in hospital systems (Canada)

5 What are we preparing for? 2.4% of population is retiring from the labor force retirement, replacement and erosion of skill base in health care

6 What are we preparing for? Connectivity.Data. mobile/wireless, consumer health solutions, data analytics, cloud(?)

7 What are we preparing for? Draw of resources from acceleration of other (country / industry) investments

8 What are we preparing for? Destiny Dictated By Demography Average growth rates slower than previous Fewer younger workers and aging workforce powerful trend Huge workforce segment reaching retirement (May 2014 Bank Of Montreal Outlook)

9 Partnership Response F

10 Information Technology Health Information Management (HIM) Canadian Health System Management and Administration Senior IT Management Architecture Application Implementation and Support Security Quality Assurance and Testing Service Desk Network, Storage and Other Infrastructure Support Senior Health Information Management Privacy Standards Data Quality Management Information Governance Health Records Management Coding and Classifications (including Terminologies) Senior E-Health Leadership Policy and Strategic Planning Risk Management Business Analysis Organizational and Behavioural Project Analysis Management Management and Evaluation Product / Serviced Support Change Management Training and Development Process Improvement Program Management Project Management Various professional roles HI and HIM Professional Role Groups Surveyed Clinical Informatics Senior Medical Information Officers Clinician-Analysts

11 Investment and Replacement Scenarios Low Investment Scenario Decrease in new investment e-health technologies 78% of hiring requirements are driven by replacement demand Moderate Investment Scenario Equivalent in new investment e-health technologies Employment in professional roles focused on implementation holds steady, while employment pertaining to support, operations and optimization will increase 50%+ of hiring requirement are driven by replacement demand High Investment Scenario Increase in new investment e-health technologies Implementation demand and support and operations and optimization demand will drive significant employment growth 11

12 Key Canadian Findings Current employment of HI and HIM professionals in the public and private sector is estimated at 39,900 persons Over the next 5 years, the combination of replacement demand and growth demand will generate hiring requirements ranging from 6,200-12,200 persons

13 Replacement demand, rather then employment growth arising from new investment, will be the more important driver of hiring requirements over the next 5 years Risk of Shortages Professional Roles at High Risk of Skills Shortage Senior IT Management Architecture Application Implementation and Support Security Quality Assurance and Testing Privacy Standards Data Quality Management Information Governance Risk Management Business Analysis Change Management Project Management Analysis and Evaluation (Data Analytics roles) Low Investment Scenario Moderate Investment Scenario High Investment Scenario Senior Clinical Information Clinical Analysis 13

14 HR Challenges in the Private Sector Data analytics and clinical practice and procedures are skill areas that are most difficult to fill (58% / 55% of PS respondents) Percentage of Respondents reporting that a Particular Post-Secondary Qualification is Either a Hiring Preference of a Hiring Requirement There is a high request for prior work experience. Hiring strategies can lead to underrecruitment at career entry level. This underrecruitment contributes to systemic shortage of experienced professionals Majority of companies now require or prefer candidates with specialized e-health training of certifications when hiring new employees (CHART) Over the next five years, expertise in supporting and optimizing e-health systems and applications increasingly important 14

15 Themes in the Outlook Moderating investment pace with extension of ehealth to new sectors & legacy replacement New priorities optimization, integration, clinical productivity Growth demand ranging from -2% to +4% annually, depending on realized scenario Increase in demand for human resources focused on utilization, optimization and support of e- health technologies Replacement demand, arising from aging work force a significant driver of hiring requirements 15

16 Recommendations Systematically MONITOR TRENDS in the supply and demand for HI s and HIM s REDUCE SKILLS GAP, with post-secondary institutions partnering with public / private employers, co-op & internships, succession planning ALIGN PROCUREMENT STRATEGIES between Public sector, ehealth and human resource groups EXPAND SKILLLS UPGRADING, BROADENDING in structured and certified programs EXPAND opportunities for clinical professionals to acquire CLINICAL INFORMATICS and HIM skills 16

17 Health Informatics Workforce and Industry Trends Outlook to 2019 THANK YOU Don Newsham, Chief Executive Officer COACH: Canada s Health Informatics Association