Benchmarking Applied to Health Care

Camp, Robert C.; Tweet, Arthur G.

doi:10.1016/s1070-3241(16)30067-0

Cited by 57 publications

(39 citation statements)

References 1 publication

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“…11 The simplicity of this definition belies the considerable power that benchmarking has to promote and manage change, most notably within a quality-improvement framework. Although benchmarks are numerical values that are tied to corresponding performance indicators (and sometimes to financial rewards or penalties), 12 it has been noted that to maximise the scope for improvement it is important to emphasise the processes involved rather than the numerical values.…”

Section: Health Workforce Benchmarkingmentioning

confidence: 99%

What is a reasonable length of employment for health workers in Australian rural and remote primary healthcare services?

Russell¹,

Wakerman²,

Humphreys³

2013

Aust. Health Review

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Background. Optimising retention of rural and remote primary healthcare (PHC) workers requires workforce planners to understand what constitutes a reasonable length of employment and how this varies. Currently, knowledge of retention patterns is limited and there is an absence of PHC workforce benchmarks that take account of differences in geographic context and profession.Methods. Three broad strategies were employed for proposing benchmarks for reasonable length of stay. They comprised: a comprehensive literature review of PHC workforce-retention indicators and benchmarks; secondary analysis of existing Australian PHC workforce datasets; and a postal survey of 108 rural and remote PHC services, identifying perceived and actual workforce-retention patterns of selected professional groups.Results. The literature review and secondary data analysis revealed little that was useful for establishing retention benchmarks. Analysis of primary data revealed differences in retention by geographic location and profession that took time to emerge and were not sustained indefinitely. Provisional benchmarks for reasonable length of employment were developed for health professional groups in both rural and remote settings.Conclusions. Workforce-retention benchmarks that differ according to geographic location and profession can be empirically derived, facilitating opportunities for managers to improve retention performance and reduce the high costs of staff replacement.What is known about the topic? Health services located in small rural and remote locations are likely to continue to experience workforce shortages and high costs of recruitment. Health workforce retention is therefore crucial. However, effective rural health workforce planning and use of strategies to maximise retention of existing health workers is hindered by inadequate knowledge about baseline employment-retention patterns. What does this paper add? Differences in health worker retention patterns by geographic location and profession are most evident after the first 6 months through until the end of the second year of employment. Health worker-retention benchmarks that differ according to geographic location and profession are proposed. What are the implications for practitioners? Benchmarking workforce retention in comparable health services can enable identification of best practice and the underpinning retention strategies. Workforce planners can use this, together with knowledge of baseline retention patterns and the high cost of staff replacement, to guide the design, timing and implementation of cost-neutral retention strategies.

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Section: Health Workforce Benchmarkingmentioning

confidence: 99%

What is a reasonable length of employment for health workers in Australian rural and remote primary healthcare services?

Russell¹,

Wakerman²,

Humphreys³

2013

Aust. Health Review

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“…With a competitive vision ("competitive benchmarking"), we can defined it as the comparison of our work processes in relation to the best competitor, with the objective of revealing an effectiveness level that eventually can be overcome [19]. This process to identify a standard for antimicrobial use in the ICU has been used in the ICARE project.…”

Section: Discussionmentioning

confidence: 99%

Effectiveness of the actions of antimicrobial's control in the intensive care unit

Santos¹,

Silva²,

Pinhati³

et al. 2003

Braz J Infect Dis

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There are various strategies to improve the effectiveness of antibiotics in hospitals. In general, the implementation of guidelines for appropriate antibiotic therapy and the participation of infectious disease (ID) physicians deserve considerable attention. This study was a prospective ecological time-series study that evaluates the effectiveness of the ID physician's opinion to rationalize and control the use of antibiotics in medical-surgical intensive care units (

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“…Gemeinsam ist den Modellen ein iteratives, prozesshaftes Vorgehen, das sich in Kernaspekten mit dem PDCA-Zyklus nach Deming [5] deckt. In den 1990er Jahren begann die Übertragung auf das Gesundheitssystem [6]. Lenz und Barnes [7,8] beschrieben für klinische Abläufe die Voraussetzungen, Benchmarking zu nutzen.…”

Section: Hintergrundunclassified