Health Resources Planning Project- Samantha L. D’Amore
5. Based on research, determine what motivating factors are for healthcare professionals
Autonomy at work ( Meaningful & challenging work/ Making a DIfference)
Relationships at Work ( Recognition, Appreciation)
Pay/ Rewards
Workplace Conditions (Resources, Working Hours, Workload)
Opportunities for Professional Development (Training, New Skills)
Management Practices
Organizational Policies (Culture, Pride, Job Security) http://www.academia.edu/4782167/Motivation_of_health_care_workers_review_of_theories_and_empirical_practice 6. Nurse Practitioner & Physician Assistant Salaries
Should not have been a factor of the turnover rate, they paid competitively.
BLS DATA FOR NURSE PRACTITIONER

KGW DATA FOR NURSE PRACTITONER
RANGES $276,526 - $29,662
$200,000+
22
$100,000+
63
$90,000+
29
$80,000+
38
$70,000+
19
$60,000+
25
$50,000
12
$40,000
11
$30,000
34
$20,000
2

BLS DATA FOR PHYSICAN ASSISTANTT
KGW DATA FOR PHYSICAN ASSISTANT
RANGES $104,686 - $60,600
$100,000+
3
$90,000+
29
$80,000+
7
$70,000+
7
$60,000+
2

8. Recommendations to keep key performers:

Communicate well and often ( Recognize top performers, those going the extra mile, those for which the public appreciates, good communication between senior mngmt & staff)
Get everyone engaged ( Keep employees engaged by having monthly meetings, letting them voice their opinions, and value their ideas) http://www.theguardian.com/healthcare-network/2013/mar/04/happier-nhs-staff-better-patient-care Paying employees what they are worth (Compensate your healthcare workers based on their education and experience. Research the average salary in