Employee Turnover in the
Long-Term Care Industry:
2004 NNAS and NNHS Data
William Even
Miami University
&
David Macpherson
Florida State University
Background

Employment in nursing and residential care
facilities
• grew from 2.0 to 2.7 million between 1992 and
2002
• Projected to grow to



3.7 million by 2012 (BLS)
6 million by 2050 (DHHS).
Florida
• First in percentage of people over age 75


8.9 percent in Florida
5.0 percent in California
Turnover in LTC

Decker et al. 2003: turnover is
•
•
•

70 percent for certified nursing assistants
50 percent for nurses
100,000 FTE vacancies at nursing homes
GAO (2001): turnover among nurse
aides working in nursing homes is:
•
•
13-18% percent higher than the overall
labor force
20% higher than other service workers.
Turnover in LTC

Turnover is costly
• Screening, training, reduced quality
of care.
• Replacement cost for nursing home
assistant = 4 months salary (Pillemer
1996)
Turnover in LTC

Why is turnover so high?
(HHS 2002,
2003)
•
•
•
•
•
wages and benefits
working conditions
training
staffing levels
potential for career advancement
Project Objectives



Does the measure of turnover or data set
affect conclusions?
What factors influence the level of
turnover?
How does exposure to turnover differ
across race and gender for nursing home
residents?
2004 National Nursing Assistant Survey
(NNAS)


Supplement to 2004 National Nursing Home Survey
(NNHS)
• 3,017 Nursing Assistants surveyed at 582 nursing homes
Four turnover measures
• How much turnover is there of nursing assistants at
facility?
• How likely is it that NA leaves current job during next
year?
• Is NA currently looking for different job, either as a nursing
assistant or something else?
• Job tenure (in months)
80
50.73
24.22
10
20
16.81
40
Percent
20
30
29.68
a lot
some
a little
none
How much turnover of NAs is there at facility
54.81
40
60
3.758
0
0
2.776
27.44
17.75
0
20
72.02
60
40
50
Figure 1: Turnover Measures
not likelysomewhat likelyvery likely
How likely will NA leave current job in next year
no thinking about it yes
Is NA Looking for a Different Job
0
5
10
15
20
Figure 2: Job Tenure for Workers Employed at Least 1 Yr
0
5
10
15
Years
20
25
40
Figure 3: How Much Does Turnover Interfere With NAs Job
30
33.93
29.53
20
21.23
0
10
15.31
a lot
some
a little
none
How much does turnover interfere with NAs ability to do job
Figure 4: Reason Turnover Affects Job
60
80
63.87
40
Percent
0
0
No
Workload
Yes
No
Yes
Must Spend Time Training Other NAs
85.43
60
40
14.57
0
0
15.48
20
40
Percent
60
80
80
84.52
20
36.13
20
29.77
20
40
60
70.23
No
Yes
Affects Workplace Morale
No
Yes
Other
Turnover Analysis of NNAS

Methodology:
• Logit for Looking for Different Job, How Much Turnover at
Facility, How Likely Will Leave Job in Next Year, How Much
Does Turnover Interfere

Demographic Characteristics:
•
•
•
•
•
•
•
•
•
Age and Age^2
Female (-)
Hispanic (+)
African-American
Asian
Years of Schooling
English Main Language
Spanish Main Language
U.S. Citizen
Turnover Analysis of NNAS
• Married
• Divorced or Separated (+)

Training:
•
•
•
•
•

Received Training Before 1987
Employer Paid All Training Costs
Employer Paid for Some Training
Trained in Nursing Facility
Trained in Community College
Compensation:
•
•
•
•
Hourly Wage (-)
In Pension Plan
In Health Insurance
Bonuses (-)
Turnover Analysis of NNAS


Tenure/Working Conditions:
•
•
•
•
•
•
•
Tenure (-)
Work Mandatory Overtime (+)
Desire to Work More Hours (+)
Desire to Work Fewer Hours (+)
# Times Injured at Facility
Time Off for Good Work (-)
Percent Union
•
•
•
•
•
•
Facility Part of Chain
For Profit Facility
Clusters of Beds for Alzheimer's and Related Dementias (+)
Cluster of Beds for Behavior Unit (Non-Alzheimer's)
Cluster of Beds for Rehabilitation
Number of Beds
Facility Characteristics:
Turnover Analysis of NNAS

Facility Characteristics:
•
•
•
•
•
•
•
Occupancy Rate
Percent of Patients on Medicare
Percent of Patients on Medicaid
Does Facility Have a Waiting List?
Director of Nursing Tenure (-)
Medical Director Tenure
Nursing Hours Per Patient Per Day (-)
2004 NNHS Data


Survey of 1174 facilities
Three turnover measures
• Percent of FTE workers who left in prior 3
months

left percent=(number FT workers who left +
.5*number PT workers who left)/number of FTEs
• Percent of FTE positions vacant
• Percent of workers with at least one year of
job tenure

Analyze Data with Tobit models
10 20 30 40 50 60
0
0
Percent
10 20 30 40 50 60
Figure 5: Percent of Workers Leaving in Past 3 Months
0
20
40
60
80
100
0
20
RN
80
Median is 6 percent
0
10 20 30 40 50 60
Median is 0 percent
40
60
LPN
0
20
40
60
CNA
80
100
Median is 11 percent
Note: left percent=(number FT workers who left + .5*number PT workers who left)/number of FTEs
100
10 20 30 40 50 60
0
0
Percent
10 20 30 40 50 60
Figure 6: Percent of FTE Positions Vacant
0
20
40
60
80
100
0
20
RN
Median is 1 percent
0
10 20 30 40 50 60
Median is 0 percent
0
20
Median is 3 percent
40
60
CNA
80
100
40
60
LPN
80
100
10 15 20 25 30
5
0
0
5
Percent
10 15 20 25 30
Figure 7: Percent with at Least One Year of Job Tenure
0
20
40
60
80
100
0
20
RN
Median is 75 percent
0
5
10 15 20 25 30
Median is 75 percent
0
20
Median is 66 percent
40
60
CNA
80
100
40
60
LPN
80
100
Turnover Analysis of NNHS
Compensation:
RN
LPN CNA
Starting Wage
Health Insurance
Pension
-
-
-
+
+
+
-
-
Working Conditions:
Percent Working Over Time
Union
Facility Characteristics:
Part of a Chain
For Profit Facility
Alzheimer's Beds
+
+/-
Turnover Analysis of NNHS
Facility Characteristics:
RN
LPN CNA
Behavior Beds – Non Alzheimer’s
Rehabilitation Beds
Number of Beds
+
+
Occupancy Rate
+
-
Percent Medicaid
-
+
Nursing Hours Per Patient Per Day
-
-
-
-
-
-
Percent Medicare
Does Facility Have a Waiting List?
Director Nursing Tenure
Medical Director Tenure
Racial Difference in Means for Residents
Both Sexes
Sample Size
Means
White
Black
White
Black
Diff
Age
12,101
1,406
81.2
74.9
6.3*
Female
12,101
1,406
0.72
0.63
0.09*
Depressed Mood
11,958
1,383
0.62
0.53
0.08*
Total ADLs
12,011
1,391
4.06
4.16
-0.09
Restraints Used
12,037
1,394
0.38
0.47
-0.08*
Private Health
Insurance
11,558
1,325
0.12
0.06
0.06*
Medicaid
11,558
1,325
0.34
0.56
-0.23*
Racial Difference in Means for Residents
Sample Size
Means
MEN
Age
3,355
513
76.0
68.9
7.0*
Depressed Mood
3,302
508
0.56
0.50
0.06
Total ADLs
3,322
508
3.90
3.95
-0.06
Restraints Used
3,333
509
0.37
0.46
-0.09*
Private Health Insurance
3,195
473
0.12
0.06
0.06*
Medicaid
3,195
473
0.33
0.55
-0.22*
WOMEN
White
Black
White
Black
Diff
Age
8,746
893
83.2
78.3
4.9*
Depressed Mood
8,656
875
0.64
0.55
0.08*
Total ADLs
8,689
883
4.12
4.27
-0.15*
Restraints Used
8,704
885
0.39
0.47
-0.08*
Private Health Insurance
8,363
852
0.12
0.06
0.06*
Medicaid
8,363
852
0.34
0.57
-0.23*
Staff Turnover by Resident Race
BOTH SEXES
Sample Sizes
White
Black
White
No
Controls
Controls
Diff
Diff
Black
Percent of Staff Leaving in Last Three Months
RNs
11046
1233
13.1%
15.9%
-2.8%
-1.8%
LPNs
10916
1208
11.7%
13.5%
-1.8%
-1.6%
CNAs
10829
1179
16.8%
15.5%
1.4%
2.2%
Vacancies as a Percent of FTEs
RNs
11031
1248
11.9%
10.5%
1.4%
2.4%
LPNs
10896
1228
9.7%
7.3%
2.3%*
2.7%*
CNAs
10843
1201
6.4%
4.7%
1.7%*
1.7%*
Controls include age and controls for patient's mental and physical health, length of
stay, payment type, and per diem rate.
Staff Turnover by Resident Race
WOMEN
Sample Sizes
White
Black
White
No
Controls
Controls
Diff
Diff
Black
Percent of Staff Leaving in Last Three Months
RNs
8027
798
12.9%
14.5%
-1.7%
-2.4%
LPNs
7928
780
11.8%
13.3%
-1.5%
-1.6%
CNAs
7862
765
16.4%
15.0%
1.5%
1.9%
Vacancies as a Percent of FTEs
RNs
8014
801
11.8%
10.3%
1.5%
2.4%
LPNs
7911
787
9.8%
7.4%
2.4%*
2.7%*
CNAs
7873
773
6.3%
4.8%
1.5%*
1.4%*
Controls include age and controls for patient's mental and physical health, length of
stay, payment type, and per diem rate.
Staff Turnover by Resident Race
MEN
Sample Sizes
White
Black
White
No
Controls
Controls
Diff
Diff
Black
Percent of Staff Leaving in Last Three Months
RNs
3019
435
13.9%
18.4%
-4.5%
-0.5%
LPNs
2988
428
11.3%
13.9%
-2.6%
-1.5%
CNAs
2967
414
17.9%
16.4%
1.5%
2.5%
Vacancies as a Percent of FTEs
RNs
3017
447
12.3%
10.9%
1.4%
2.2%
LPNs
2985
441
9.5%
7.3%
2.2%*
2.6%*
CNAs
2970
428
6.7%
4.5%
2.2%*
2.2%*
Controls include age and controls for patient's mental and physical health, length of
stay, payment type, and per diem rate.
Conclusions
•Turnover is a significant problem for nursing homes.
• Working conditions and compensation affect level of
turnover
• Little evidence that facility type (size, case mix)
affects turnover
•Significant racial differences in the age, health, and
payments methods for nursing home residents
• Despite these differences, there are only modest
racial differences in resident exposure to turnover.
Appendix
Turnover analysis of NNAS
Variable
Likely Leave
Job Next Year
Looking for
Different Job
Age
-0.0108
0.0050
(1.41)
(0.63)
0.0105
-0.0103
(1.10)
(1.04)
-0.0549
-0.1501
(1.18)
(3.27)
-0.1438
-0.1824
(2.18)
(2.61)
0.0483
0.0432
(1.45)
(1.38)
0.0108
0.0207
(0.13)
(0.24)
0.0139
0.0131
(1.61)
(1.57)
-0.0957
-0.1266
(1.39)
(1.77)
0.0935
0.0611
(0.83)
(0.56)
Age^2/100
Female
Hispanic
Black
Asian
Years of Schooling
English Main Language
Spanish Main Language
How Much
Turnover?
How Much
Interfere?
Turnover analysis of NNAS
Variable
Likely Leave
Job Next Year
Looking for
Different Job
U.S. Citizen
-0.0382
0.0728
(0.57)
(1.18)
0.0033
0.0263
(0.09)
(0.77)
0.0996
0.1497
(2.58)
(3.92)
0.0042
Married
Divorced or Separated
Receive Job Training Before 1987
Employer Paid All Training Costs
Employer Paid for Some Training
Trained in Nursing Facility
Trained in Community College
Ln (hourly wage)
How Much
Turnover?
How Much
Interfere?
-0.0134
0.0343
0.0503
(0.11)
(0.35)
(1.01)
(0.05)
-0.0437
-0.0446
0.0247
-0.0199
(1.25)
(1.29)
(0.92)
(0.02)
0.0186
0.0306
0.0398
-0.0932
(0.33)
(0.56)
(0.89)
(0.09)
0.0293
0.0370
0.0054
0.0518
(0.82)
(1.04)
(0.19)
(0.05)
0.0053
0.0204
0.0021
0.0747
(0.13)
(0.51)
(0.06)
(0.07)
-0.1659
-0.1112
-0.1609
-0.1865
(2.31)
(1.49)
(2.12)
(0.19)
Turnover analysis of NNAS
Variable
Likely Leave
Job Next Year
Looking for
Different Job
How Much
Turnover?
How Much
Interfere?
Pension Plan
-0.0387
-0.0234
-0.0503
-0.0021
(1.27)
(0.81)
(1.62)
(0.00)
-0.0357
-0.0439
-0.0182
-0.0465
(1.42)
(1.59)
(0.76)
(0.05)
-0.0015
-0.0005
0.0006
0.0004
(2.61)
(0.93)
(1.34)
(0.00)
0.0003
-0.0001
-0.0001
0.0000
(1.52)
(0.34)
(0.51)
(0.00)
0.0876
0.0678
0.1110
0.2102
(2.51)
(2.06)
(3.56)
(0.21)
0.0285
0.0724
0.0060
-0.0780
(0.80)
(2.01)
(0.19)
(0.08)
0.2657
0.3101
0.1011
0.1338
(6.01)
(7.17)
(1.98)
(0.13)
-0.0006
0.0006
0.0044
0.0101
(0.37)
(0.36)
(1.51)
(0.01)
-0.0318
-0.0032
-0.1053
-0.0962
(0.56)
(0.06)
(3.03)
(0.10)
In Health Insurance Plan
Job tenure (in months )
Job Tenure^2/100
Work Mandatory Overtime
Desire to Work More Hours
Desire to Work Fewer Hours
# times injured at facility
Time off for good work
Turnover analysis of NNAS
Variable
Likely Leave
Job Next Year
Looking for
Different Job
How Much
Turnover?
How Much
Interfere?
Bonuses
-0.0396
-0.0668
0.0170
0.0181
(1.27)
(2.14)
(0.66)
(0.02)
-0.0118
-0.0353
-0.0322
0.0146
(0.41)
(1.26)
(1.13)
(0.01)
0.0594
0.0440
-0.0097
0.0264
(1.80)
(1.46)
(0.31)
(0.03)
Clusters of Beds for Alzheimers
-0.0273
0.0176
0.1154
0.0716
and Related Dementias
(0.86)
(0.62)
(3.71)
(0.07)
Cluster of Beds for Behavior Unit
0.0430
0.0210
-0.0015
-0.0308
(Non-Alzheimers)
(0.57)
(0.32)
(0.02)
(0.03)
Cluster of Beds for Rehabilitation
0.0249
0.0307
-0.0590
-0.0392
(0.51)
(0.73)
(1.36)
(0.04)
-0.0003
-0.0001
0.0000
-0.0002
(1.40)
(0.68)
(0.14)
(0.00)
-0.0131
0.0542
0.1111
-0.1316
(0.10)
(0.45)
(0.82)
(0.13)
Facility Part of a Chain
For Profit Facility
Number of Beds
Occupancy Rate
Turnover analysis of NNAS
Variable
Likely Leave
Job Next Year
Looking for
Different Job
How Much
Turnover?
How Much
Interfere?
Percent of Patients on Medicare
-0.0293
0.2273
-0.0293
-0.2456
(0.20)
(1.88)
(0.28)
(0.25)
-0.1250
-0.0389
0.0349
-0.0676
(1.5)
(0.57)
(0.44)
(0.07)
0.0417
0.0354
-0.0480
-0.0129
(1.31)
(1.16)
(1.52)
(0.01)
0.0014
0.0009
-0.0052
-0.0032
(0.60)
(0.44)
(2.40)
(0.00)
-0.0001
-0.0008
-0.0017
-0.0002
(0.05)
(0.42)
(0.80)
(0.00)
0.0202
0.0078
0.0255
-0.0148
(1.11)
(0.38)
(1.01)
(0.01)
-0.0126
-0.0202
-0.0050
-0.0110
(2.69)
(4.03)
(1.22)
(0.01)
1,565
1,565
1,570
1,570
Percent of Patients on Medicaid
Does Facility Have Waiting List
Director Nursing Tenure
Medical Director Tenure
Percent Union
Nursing Hours Per Patient Per Day
Obs
Turnover analysis of NNHS: RNS
Variable
%Left
%Vacancy
% Tenure>1
Starting Wage
0.000321
0.00126
-0.0624
(0.14)
(0.82)
(-0.22)
0.0394
0.0211
7.059
(1.30)
(0.86)
(1.30)
-0.0189
0.000988
9.480***
(-1.03)
(0.075)
(3.53)
0.0562
0.0874***
-2.009
(1.56)
(3.95)
(-0.46)
0.0177
-0.00269
5.400
(0.68)
(-0.15)
(1.22)
0.0299*
-0.00954
-8.156***
(1.65)
(-0.67)
(-2.95)
-0.00149
-0.00777
-1.418
(-0.084)
(-0.49)
(-0.49)
0.00504
-0.0116
-1.779
(0.29)
(-0.87)
(-0.65)
0.0400
0.0135
1.434
(0.62)
(0.46)
(0.20)
Health Insurance
Pension
% Working over time
Union
Facility Part of a Chain
For Profit Facility
Clusters of Beds for Alzheimers
Clusters of Beds for Behavior
Turnover analysis of NNHS: RNS
Variable
%Left
%Vacancy
% Tenure>1
Cluster of Beds for Rehabilitation
0.00825
0.0342*
-2.839
(0.39)
(1.92)
(-0.77)
0.0712**
-0.0185
-5.527
(1.97)
(-0.72)
(-1.29)
0.111***
-0.00849
-8.637**
(3.06)
(-0.33)
(-1.97)
0.180**
0.0280
0.109
(2.06)
(0.85)
(0.020)
-0.00628
0.00773
9.953*
(-0.16)
(0.24)
(1.80)
-0.0226
0.0310
14.47***
(-0.74)
(1.20)
(3.19)
-0.0256
-0.0000422
8.800*
(-0.76)
(-0.0017)
(1.90)
-0.0589*
-0.000397
14.61***
(-1.94)
(-0.017)
(3.22)
# Beds:
50-99
100-199
200+
Occupancy Rate:
70-79
80-89
90-94
95+
Turnover analysis of NNHS: RNS
Variable
%Left
%Vacancy
% Tenure>1
0.00448
0.00764
-2.537
(0.23)
(0.52)
(-0.88)
0.00930
0.0109
-3.150
(0.37)
(0.54)
(-0.75)
-0.0546*
0.0130
-2.733
(-1.90)
(0.40)
(-0.43)
-0.0337
0.0252
-4.064
(-1.12)
(0.86)
(-0.72)
-0.0659**
0.0249
-4.649
(-2.12)
(0.89)
(-0.83)
-0.0807***
0.00419
-2.211
(-2.59)
(0.13)
(-0.35)
Percent on Medicare:
10-19
20+
Percent on Medicaid:
20-39
40-59
60-79
80+
Turnover analysis of NNHS: RNS
Variable
%Left
%Vacancy
% Tenure>1
-0.157***
-0.0658**
23.73***
(-3.18)
(-2.15)
(3.78)
-0.126***
-0.0507*
18.88***
(-2.76)
(-1.68)
(3.03)
-0.0944***
-0.0606**
19.18**
(-2.85)
(-2.45)
(2.49)
-0.127***
-0.0449
21.54***
(-4.72)
(-1.57)
(2.73)
-0.118***
-0.0636***
25.44***
(-4.47)
(-2.81)
(3.11)
0.00614
-0.0256*
-2.937
(0.36)
(-1.88)
(-1.10)
-0.00803***
-0.00212
2.640***
(-3.84)
(-1.48)
(9.36)
0.00311*
0.00155
0.265
(1.95)
(1.40)
(1.13)
909
909
908
Nursing Hours Per Patient Per Day:
2-2.99
3-3.99
4-4.99
5-11.99
12+
Does Facility Have Waiting List
Director Nursing Tenure
Medical Director Tenure
Observations
Turnover analysis of NNHS: LPNS
Variable
%Left
%Vacancy
% Tenure>1
Starting Wage
0.000881
-0.000195
0.148
(0.54)
(-0.13)
(0.41)
0.0272
0.0218
3.424
(1.44)
(1.29)
(0.87)
-0.0324***
0.00127
4.159**
(-2.87)
(0.13)
(2.03)
0.0334
0.0795***
-4.829
(1.64)
(5.35)
(-1.37)
-0.0258*
0.0333*
6.834**
(-1.86)
(1.84)
(1.98)
0.0131
-0.0193*
-4.205*
(1.15)
(-1.81)
(-1.89)
0.00765
-0.0215*
-2.142
(0.66)
(-1.75)
(-0.89)
0.0106
0.00545
-1.556
(1.00)
(0.53)
(-0.71)
0.0434
0.0250
-7.241
(1.14)
(0.95)
(-1.61)
Health Insurance
Pension
% Working over time
Union
Facility Part of a Chain
For Profit Facility
Clusters of Beds for Alzheimers
Clusters of Beds for Behavior
Turnover analysis of NNHS: LPNS
Variable
%Left
%Vacancy
% Tenure>1
Cluster of Beds for Rehabilitation
0.0434
0.0250
-7.241
(1.14)
(0.95)
(-1.61)
# Beds:
0.00462
0.0236
-1.244
50-99
(0.34)
(1.46)
(-0.38)
(1.97)
(-0.72)
(-1.29)
0.0282
0.0225
-8.277**
(1.28)
(1.05)
(-2.18)
0.0622***
0.0205
-12.73***
(2.81)
(1.04)
(-3.42)
Occupancy Rate:
0.0746**
0.0471*
-5.641
70-79
(2.39)
(1.67)
(-1.17)
(-0.16)
(0.24)
(1.80)
0.00126
-0.0201
10.88**
(0.053)
(-1.06)
(2.52)
-0.0118
-0.0146
6.183
(-0.61)
(-0.86)
(1.61)
-0.0132
-0.0239
4.346
(-0.66)
(-1.37)
(1.15)
100-199
200+
80-89
90-94
95+
Turnover analysis of NNHS: LPNS
Variable
%Left
%Vacancy
% Tenure>1
0.00232
0.0130
0.564
(0.20)
(1.22)
(0.26)
0.00400
0.0235
0.245
(0.24)
(1.36)
(0.068)
0.0188
0.0173
-6.676
(0.75)
(0.62)
(-1.19)
-0.00254
0.0373
-0.0350
(-0.12)
(1.45)
(-0.0074)
0.00863
0.0317
-3.303
(0.40)
(1.40)
(-0.69)
0.00246
-0.00664
0.0909
(0.096)
(-0.30)
(0.017)
Percent on Medicare:
10-19
20+
Percent on Medicaid:
20-39
40-59
60-79
80+
Turnover analysis of NNHS: LPNS
Variable
%Left
%Vacancy
% Tenure>1
-0.0612**
-0.0364*
7.665
(-2.08)
(-1.75)
(1.59)
-0.0619**
-0.0463**
6.924
(-2.19)
(-2.23)
(1.44)
-0.0490*
-0.0675***
4.569
(-1.91)
(-4.66)
(0.77)
-0.0916***
-0.0184
4.994
(-5.11)
(-0.71)
(0.83)
-0.0873***
-0.0428**
9.288*
(-5.41)
(-2.55)
(1.71)
-0.00686
-0.0113
1.201
(-0.54)
(-1.04)
(0.55)
-0.00345***
-0.00163
1.613***
(-2.93)
(-1.58)
(6.87)
-0.00178*
-0.000746
0.270
(-1.82)
(-0.85)
(1.37)
914
915
911
Nursing Hours Per Patient Per Day:
2-2.99
3-3.99
4-4.99
5-11.99
12+
Does Facility Have Waiting List
Director Nursing Tenure
Medical Director Tenure
Observations
Turnover analysis of NNHS: CNAS
Variable
%Left
%Vacancy
%Tenure>1
Starting Wage
-0.00363
-0.00175
0.456*
(-1.59)
(-1.43)
(1.75)
-0.0363
-0.00238
4.543*
(-1.43)
(-0.25)
(1.78)
-0.000902
0.00817
5.121***
(-0.073)
(1.44)
(3.44)
0.0703**
0.0612***
-5.148*
(2.19)
(4.76)
(-1.75)
-0.0412***
0.00810
4.343**
(-3.37)
(0.97)
(2.02)
0.00826
-0.000466
-2.317
(0.74)
(-0.080)
(-1.46)
0.0327***
-0.0155**
-1.665
(2.96)
(-2.56)
(-1.04)
0.0186*
0.00647
-2.734
(1.66)
(1.06)
(-1.64)
0.171
0.00633
-8.843***
(1.29)
(0.45)
(-2.84)
Health Insurance
Pension
% Working over time
Union
Facility Part of a Chain
For Profit Facility
Clusters of Beds for Alzheimers
Clusters of Beds for Behavior
Turnover analysis of NNHS: CNAS
Variable
%Left
%Vacancy
%Tenure>1
Cluster of Beds for Rehabilitation
-0.0278*
0.00922
0.118
(-1.90)
(1.02)
(0.046)
0.0332*
-0.00555
-0.481
(1.92)
(-0.58)
(-0.20)
0.0522***
-0.0159
-1.599
(3.00)
(-1.60)
(-0.65)
0.0350
-0.0137
5.064
(1.36)
(-1.01)
(1.52)
-0.0123
0.00802
6.964**
(-0.50)
(0.61)
(2.15)
-0.0243
0.00106
3.950
(-0.98)
(0.097)
(1.34)
-0.0392*
0.00575
6.052**
(-1.92)
(0.52)
(2.06)
-0.0549***
-0.00587
6.565**
(-2.59)
(-0.54)
(2.15)
# Beds:
50-99
100-199
200+
Occupancy Rate:
70-79
80-89
90-94
95+
Turnover analysis of NNHS: CNAS
Variable
%Left
%Vacancy
% Tenure>1
0.0228*
-0.00236
-0.256
(1.79)
(-0.38)
(-0.16)
-0.0000716
0.00746
-2.702
(-0.0041)
(0.80)
(-1.01)
0.0248
0.0103
-7.111*
(1.09)
(0.81)
(-1.82)
0.0467**
0.0236**
-8.013***
(1.99)
(2.02)
(-2.70)
0.00403
0.0241**
-8.346***
(0.19)
(2.21)
(-2.90)
-0.00863
0.000804
-4.075
(-0.35)
(0.066)
(-1.23)
Percent on Medicare:
10-19
20+
Percent on Medicaid:
20-39
40-59
60-79
80+
Turnover analysis of NNHS: CNAS
Variable
%Left
%Vacancy
%Tenure>1
-0.119**
-0.0410**
1.558
(-2.18)
(-2.27)
(0.40)
-0.115**
-0.0400**
1.907
(-2.27)
(-2.26)
(0.49)
-0.123***
-0.0492***
0.780
(-3.32)
(-4.41)
(0.17)
-0.139***
-0.0337**
3.453
(-3.86)
(-2.07)
(0.71)
-0.158***
-0.0492***
2.981
(-6.07)
(-4.89)
(0.52)
0.0177
-0.00141
-2.241
(1.61)
(-0.23)
(-1.33)
-0.00236**
-0.00163***
1.015***
(-2.06)
(-2.65)
(6.38)
-0.00110
0.000655
0.101
(-1.19)
(1.17)
(0.75)
911
914
907
Nursing Hours Per Patient Per Day:
2-2.99
3-3.99
4-4.99
5-11.99
12+
Does Facility Have Waiting List
Director Nursing Tenure
Medical Director Tenure
Observations