Employee Turnover in the
LongLong-Term Care Industry:
2004 NNAS and NNHS Data
Background
„
Employment in nursing and residential care
facilities
• grew from 2.0 to 2.7 million between 1992 and
2002
• Projected to grow to
William Even
Miami University
„
&
David Macpherson
Florida State University
„
„
3.7 million by 2012 (BLS)
6 million by 2050 (DHHS).
Turnover is costly
„
Turnover in LTC
„
Why is turnover so high?
Project Objectives
(HHS 2002,
„
2003)
•
•
•
•
•
GAO (2001): turnover among nurse
aides working in nursing homes is:
• 1313-18% percent higher than the overall
labor force
• 20% higher than other service workers.
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
• First in percentage of people over age 75
„
• Screening, training, reduced quality
of care.
• Replacement cost for nursing home
assistant = 4 months salary (Pillemer
(Pillemer
1996)
„
Florida
„
„
Turnover in LTC
wages and benefits
working conditions
training
staffing levels
potential for career advancement
„
„
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?
20
24.22
2.776
0
3.758
a lot
some
a little
none
How much turnover of NAs is there at facility
no thinking about it yes
Is NA Looking for a Different Job
Percent
10
10
20
16.81
15
80
Figure 2: Job Tenure for Workers Employed at Least 1 Yr
72.02
Percent
40
60
50
Percent
20 30 40
29.68
0
54.81
5
27.44
17.75
0
0
„
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)
60
„
Figure 1: Turnover Measures
50.73
Percent
20
40
2004 National Nursing Assistant Survey
(NNAS)
0
not likelysomewhat likelyvery likely
How likely will NA leave current job in next year
Yes
85.43
80
80
84.52
Percent
40
60
20
15.48
14.57
0
0
0
20
Percent
40
60
10
No
Yes
Must Spend Time Training Other NAs
No
Yes
Affects Workplace Morale
No
Yes
Other
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
„
0
20
15.31
60
Percent
40
29.77
No
Workload
a lot
some
a little
none
How much does turnover interfere with NAs ability to do job
20
Turnover Analysis of NNAS
„
36.13
20
Percent
40
60
70.23
0
Percent
20
21.23
15
Years
63.87
80
40
30
29.53
10
Figure 4: Reason Turnover Affects Job
Figure 3: How Much Does Turnover Interfere With NAs Job
33.93
5
Demographic Characteristics:
•
•
•
•
•
•
•
•
•
Age and Age^2
Female ((-)
Hispanic (+)
AfricanAfrican-American
Asian
Years of Schooling
English Main Language
Spanish Main Language
U.S. Citizen
25
Turnover Analysis of NNAS
• Married
• Divorced or Separated (+)
„
„
Training:
•
•
•
•
•
„
Turnover Analysis of NNAS
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(Non-Alzheimer's)
Cluster of Beds for Rehabilitation
Number of Beds
Facility Characteristics:
•
•
•
•
•
•
•
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 ((-)
„
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
0
20
40
60
80
100
0
20
RN
Median is 0 percent
40
60
LPN
80
100
Percent
0 10 20 30 40 50 60
• Percent of FTE workers who left in prior 3
months
Percent
0 10 20 30 40 50 60
Survey of 1174 facilities
Three turnover measures
Figure 6: Percent of FTE Positions Vacant
0
20
Median is 6 percent
40
60
RN
80
100
Median is 0 percent
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
0
20
Median is 3 percent
0
20
Median is 1 percent
Percent
0 10 20 30 40 50 60
„
Percent
0 10 20 30 40 50 60
„
Percent
0 10 20 30 40 50 60
2004 NNHS Data
Percent
0 10 20 30 40 50 60
Figure 5: Percent of Workers Leaving in Past 3 Months
40
60
CNA
80
100
40
60
LPN
80
100
Percent
5 10 15 20 25 30
Turnover Analysis of NNHS
0
20
40
60
RN
80
Turnover Analysis of NNHS
LPN CNA
20
40
60
LPN
80
100
Rehabilitation Beds
-
Pension
Median is 75 percent
-
-
Percent
5 10 15 20 25 30
Working Conditions:
+
Percent Working Over Time
Union
0
0
20
40
60
CNA
80
Percent Medicaid
-
Nursing Hours Per Patient Per Day
-
-
-
-
-
-
Age
Director Nursing Tenure
Medical Director Tenure
Staff Turnover by Resident Race
Means
BOTH SEXES
MEN
Means
White
Black
White
Black
Diff
12,101
1,406
81.2
74.9
6.3*
+
Does Facility Have a Waiting List?
+/+/-
Sample Size
Sample Size
-
-
Racial Difference in Means for Residents
Both Sexes
+
-
Alzheimer's Beds
Racial Difference in Means for Residents
+
Percent Medicare
For Profit Facility
100
+
Occupancy Rate
+
+
Part of a Chain
Number of Beds
+
Facility Characteristics:
Median is 66 percent
LPN CNA
Behavior Beds – Non Alzheimer’
Alzheimer’s
Health Insurance
0
RN
Facility Characteristics:
Starting Wage
100
Median is 75 percent
RN
Compensation:
0
0
Percent
5 10 15 20 25 30
Figure 7: Percent with at Least One Year of Job Tenure
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*
Sample Sizes
White
Black
White
No
Controls
Controls
Diff
Diff
Black
Percent of Staff Leaving in Last Three Months
Female
12,101
1,406
0.72
0.63
0.09*
Private Health Insurance
3,195
473
0.12
0.06
0.06*
RNs
11046
1233
13.1%
15.9%
-2.8%
-1.8%
Depressed Mood
11,958
1,383
0.62
0.53
0.08*
Medicaid
3,195
473
0.33
0.55
-0.22*
LPNs
10916
1208
11.7%
13.5%
-1.8%
-1.6%
White
Black
White
Black
Diff
CNAs
10829
1179
16.8%
15.5%
1.4%
2.2%
8,746
893
83.2
78.3
4.9*
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*
WOMEN
Age
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*
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
physical health, length of
stay, payment type, and per diem rate.
Staff Turnover by Resident Race
Staff Turnover by Resident Race
WOMEN
White
Black
White
Conclusions
MEN
Sample Sizes
No
Controls
Controls
Diff
Diff
Black
Sample Sizes
White
Percent of Staff Leaving in Last Three Months
Black
White
No
Controls
Controls
Diff
Diff
Black
•Turnover is a significant problem for nursing homes.
Percent of Staff Leaving in Last Three Months
• Working conditions and compensation affect level of
turnover
RNs
8027
798
12.9%
14.5%
-1.7%
-2.4%
RNs
3019
435
13.9%
18.4%
-4.5%
-0.5%
LPNs
7928
780
11.8%
13.3%
-1.5%
-1.6%
LPNs
2988
428
11.3%
13.9%
-2.6%
-1.5%
CNAs
7862
765
16.4%
15.0%
1.5%
1.9%
CNAs
2967
414
17.9%
16.4%
1.5%
2.5%
•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.
Vacancies as a Percent of FTEs
Vacancies as a Percent of FTEs
RNs
8014
801
11.8%
10.3%
1.5%
2.4%
RNs
3017
447
12.3%
10.9%
1.4%
2.2%
LPNs
7911
787
9.8%
7.4%
2.4%*
2.7%*
LPNs
2985
441
9.5%
7.3%
2.2%*
2.6%*
CNAs
7873
773
6.3%
4.8%
1.5%*
1.4%*
CNAs
2970
428
6.7%
4.5%
2.2%*
2.2%*
Controls include age and controls for patient's mental and physical
physical health, length of
stay, payment type, and per diem rate.
• Little evidence that facility type (size, case mix)
affects turnover
Controls include age and controls for patient's mental and physical
physical health, length of
stay, payment type, and per diem rate.
Turnover analysis of NNAS
Appendix
Variable
Likely Leave
Job Next Year
Looking for
Different Job
Age
-0.0108
0.0050
(1.41)
Age^2/100
-0.0103
(1.04)
Female
-0.0549
(1.18)
(3.27)
-0.1438
-0.1824
(2.18)
(2.61)
Black
0.0483
0.0432
(1.45)
(1.38)
Asian
0.0108
0.0207
(0.13)
(0.24)
0.0139
0.0131
(1.61)
(1.57)
English Main Language
Spanish Main Language
Turnover analysis of NNAS
How Much
Interfere?
Variable
Likely Leave
Job Next Year
Looking for
Different Job
U.S. Citizen
-0.0382
0.0728
(0.63)
0.0105
(1.10)
Hispanic
Years of Schooling
How Much
Turnover?
-0.1501
-0.0957
-0.1266
(1.39)
(1.77)
0.0935
0.0611
(0.83)
(0.56)
(0.57)
Married
Divorced or Separated
How Much
Interfere?
(1.18)
0.0033
0.0263
(0.09)
(0.77)
0.0996
How Much
Turnover?
0.1497
(2.58)
(3.92)
Receive Job Training Before 1987
0.0042
-0.0134
(0.11)
(0.35)
(1.01)
(0.05)
Employer Paid All Training Costs
-0.0437
-0.0446
0.0247
-0.0199
(1.25)
(1.29)
(0.92)
(0.02)
Employer Paid for Some Training
0.0186
0.0306
0.0398
(0.33)
(0.56)
(0.89)
(0.09)
Trained in Nursing Facility
0.0293
0.0370
0.0054
0.0518
(0.82)
(1.04)
(0.19)
(0.05)
Trained in Community College
0.0053
0.0204
0.0021
0.0747
(0.13)
Ln (hourly wage)
(0.51)
0.0343
(0.06)
0.0503
-0.0932
(0.07)
-0.1659
-0.1112
-0.1609
-0.1865
(2.31)
(1.49)
(2.12)
(0.19)
Turnover analysis of NNAS
Turnover analysis of NNAS
Turnover analysis of NNAS
Variable
Likely Leave
Job Next Year
Looking for
Different Job
How Much
Turnover?
How Much
Interfere?
Variable
Likely Leave
Job Next Year
Looking for
Different Job
How Much
Turnover?
How Much
Interfere?
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
Bonuses
-0.0396
-0.0668
0.0170
0.0181
Percent of Patients on Medicare
-0.0293
0.2273
-0.0293
-0.2456
(0.20)
(1.88)
(0.28)
(0.25)
Percent of Patients on Medicaid
-0.1250
-0.0389
0.0349
-0.0676
(1.5)
(0.57)
(0.44)
(0.07)
Does Facility Have Waiting List
0.0417
0.0354
-0.0480
-0.0129
(1.31)
(1.16)
(1.52)
(0.01)
Director Nursing Tenure
0.0014
0.0009
-0.0052
-0.0032
(0.60)
(0.44)
(2.40)
(0.00)
-0.0001
-0.0008
-0.0017
-0.0002
(1.27)
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
(0.81)
Time off for good work
(0.00)
-0.0439
-0.0182
-0.0465
(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
Facility Part of a Chain
For Profit Facility
Starting Wage
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
(2.14)
(0.66)
-0.0118
-0.0353
-0.0322
0.0146
(1.26)
(1.13)
(0.01)
(0.02)
0.0594
0.0440
-0.0097
0.0264
(1.80)
(1.46)
(0.31)
(0.03)
-0.0001
0.0000
Clusters of Beds for Alzheimers
-0.0273
0.0176
0.1154
0.0716
(0.34)
(0.51)
(0.00)
and Related Dementias
(0.86)
(0.62)
(3.71)
(0.07)
0.0876
0.0678
0.1110
0.2102
(2.51)
(2.06)
(3.56)
(0.21)
Cluster of Beds for Behavior Unit
0.0430
0.0210
-0.0015
-0.0308
0.0285
0.0724
0.0060
-0.0780
(Non(Non-Alzheimers)
Alzheimers)
(0.57)
(0.32)
(0.02)
(0.03)
(0.80)
(2.01)
(0.19)
(0.08)
0.2657
0.3101
0.1011
0.1338
Cluster of Beds for Rehabilitation
0.0249
0.0307
-0.0590
-0.0392
(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)
Number of Beds
Occupancy Rate
Turnover analysis of NNHS: RNS
Variable
(1.27)
(0.41)
(1.52)
(6.01)
# times injured at facility
(1.62)
-0.0357
(1.42)
%Left
%Vacancy
(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)
Medical Director Tenure
(0.05)
Percent Union
%Left
%Vacancy
% Tenure>1
Cluster of Beds for Rehabilitation
0.00825
0.0342*
-2.839
(0.39)
(1.92)
(-0.77)
0.00126
-0.0624
(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)
5050-99
0.0712**
(1.97)
(-0.72)
(-1.29)
100100-199
0.111***
-0.00849
-8.637**
0.0177
-0.00269
5.400
(0.68)
(-0.15)
(1.22)
Occupancy Rate:
0.0299*
-0.00954
-8.156***
7070-79
(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)
8080-89
9090-94
95+
-0.0148
(0.01)
Nursing Hours Per Patient Per Day
-0.0126
(2.69)
(4.03)
(1.22)
(0.01)
1,565
1,565
-0.0202
1,570
-0.0050
1,570
-0.0110
Variable
%Left
%Vacancy
% Tenure>1
Percent on Medicare:
# Beds:
200+
(0.00)
0.0255
(1.01)
Turnover analysis of NNHS: RNS
Variable
(0.14)
(0.80)
0.0078
(0.38)
Obs
Turnover analysis of NNHS: RNS
% Tenure>1
0.000321
(0.42)
0.0202
(1.11)
-0.0185
-5.527
1010-19
0.00448
(0.23)
(0.52)
(-0.88)
20+
0.00930
0.0109
0.00764
-3.150
-2.537
(3.06)
(-0.33)
(-1.97)
(0.37)
(0.54)
(-0.75)
0.180**
0.0280
0.109
Percent on Medicaid:
(2.06)
(0.85)
(0.020)
2020-39
-0.0546*
0.0130
-2.733
(-1.90)
(0.40)
(-0.43)
-0.00628
0.00773
9.953*
4040-59
-0.0337
0.0252
-4.064
(-0.16)
(0.24)
(1.80)
(-1.12)
(0.86)
-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)
6060-79
80+
(-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)
Turnover analysis of NNHS: RNS
Variable
%Left
%Vacancy
Turnover analysis of NNHS: LPNS
% Tenure>1
Nursing Hours Per Patient Per Day:
2-2.99
-0.157***
-0.0658**
23.73***
(-3.18)
(-2.15)
(3.78)
3-3.99
-0.126***
(-2.76)
(-1.68)
(3.03)
4-4.99
-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***
5-11.99
12+
(-4.47)
Does Facility Have Waiting List
Director Nursing Tenure
Medical Director Tenure
Observations
-0.0507*
(-2.81)
%Left
%Vacancy
% Tenure>1
Variable
Starting Wage
0.000881
-0.000195
0.148
Cluster of Beds for Rehabilitation
(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)
Health Insurance
18.88***
(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
Pension
% Working over time
0.0334
(1.64)
(5.35)
(-1.37)
Union
-0.0258*
0.0333*
6.834**
(-1.86)
(1.84)
(1.98)
0.0131
(1.15)
(-1.81)
(-1.89)
0.00765
-0.0215*
-2.142
(0.66)
Clusters of Beds for Alzheimers
Clusters of Beds for Behavior
%Vacancy
20+
4040-59
6060-79
80+
-4.205*
0.00545
-1.556
(0.53)
(-0.71)
0.0434
0.0250
-7.241
(1.14)
(0.95)
(-1.61)
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)
%Left
%Vacancy
-0.0612**
(-2.08)
(-1.75)
(1.59)
3-3.99
-0.0619**
-0.0463**
6.924
(-2.19)
(-2.23)
(1.44)
4-4.99
-0.0490*
-0.0675***
4.569
(-1.91)
(-4.66)
(0.77)
-0.0184
4.994
(-5.11)
(-0.71)
(0.83)
-0.0873***
-0.0428**
9.288*
(-5.41)
(-2.55)
(1.71)
Does Facility Have Waiting List
-0.00686
-0.0113
1.201
(-0.54)
(-1.04)
(0.55)
Medical Director Tenure
Observations
0.00462
0.0236
-1.244
(0.34)
(1.97)
(-0.72)
(-1.29)
0.0282
0.0225
-8.277**
(1.28)
(1.05)
(-2.18)
200+
0.0622***
0.0205
-12.73***
(2.81)
(1.04)
(-3.42)
0.0746**
0.0471*
-5.641
Occupancy Rate:
(1.46)
(-0.38)
7070-79
(2.39)
(1.67)
(-1.17)
(-0.16)
(0.24)
(1.80)
8080-89
0.00126
-0.0201
10.88**
9090-94
-0.0118
-0.0146
6.183
(-0.61)
(-0.86)
(1.61)
(0.053)
95+
Variable
7.665
12+
Director Nursing Tenure
-0.0916***
-7.241
(-1.61)
(-1.06)
(2.52)
-0.0132
-0.0239
4.346
(-0.66)
(-1.37)
(1.15)
Turnover analysis of NNHS: CNAS
% Tenure>1
2-2.99
5-11.99
% Tenure>1
0.0250
(0.95)
5050-99
Starting Wage
-0.0364*
%Vacancy
0.0434
(1.14)
100100-199
(-0.89)
0.0106
(1.00)
Nursing Hours Per Patient Per Day:
Percent on Medicaid:
2020-39
(-1.75)
# Beds:
Turnover analysis of NNHS: LPNS
% Tenure>1
Percent on Medicare:
1010-19
-0.0193*
%Left
-4.829
Facility Part of a Chain
Variable
%Left
0.0795***
For Profit Facility
Turnover analysis of NNHS: LPNS
Variable
Turnover analysis of NNHS: LPNS
Variable
-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
Health Insurance
%Left
%Vacancy
%Tenure>1
-0.00363
-0.00175
0.456*
(-1.59)
(-1.43)
(1.75)
-0.0363
-0.00238
4.543*
(-1.43)
(-0.25)
(1.78)
Pension
-0.000902
0.00817
5.121***
(-0.073)
(1.44)
(3.44)
% Working over time
0.0703**
0.0612***
-5.148*
(2.19)
(4.76)
(-1.75)
Union
-0.0412***
0.00810
4.343**
(-3.37)
(0.97)
(2.02)
Facility Part of a Chain
0.00826
(0.74)
(-0.080)
(-1.46)
For Profit Facility
0.0327***
-0.0155**
-1.665
(2.96)
Clusters of Beds for Alzheimers
Clusters of Beds for Behavior
-0.000466
(-2.56)
-2.317
(-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)
Turnover analysis of NNHS: CNAS
%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
# Beds:
5050-99
(-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)
8080-89
-0.0243
0.00106
(-0.98)
(0.097)
(1.34)
9090-94
-0.0392*
0.00575
6.052**
(-1.92)
(0.52)
(2.06)
-0.0549***
-0.00587
6.565**
(-2.59)
(-0.54)
(2.15)
200+
Occupancy Rate:
7070-79
95+
Variable
3.950
%Left
%Vacancy
Variable
% Tenure>1
Percent on Medicare:
1010-19
(1.92)
100100-199
Turnover analysis of NNHS: CNAS
Turnover analysis of NNHS: CNAS
Variable
20+
0.0228*
-0.00236
-0.256
(1.79)
(-0.38)
(-0.16)
%Left
%Vacancy
%Tenure>1
2-2.99
-0.119**
-0.0410**
1.558
(-2.18)
(-2.27)
3-3.99
-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)
Nursing Hours Per Patient Per Day:
-0.0000716
0.00746
-2.702
(-0.0041)
(0.80)
(-1.01)
4-4.99
5-11.99
Percent on Medicaid:
2020-39
0.0248
0.0103
-7.111*
(1.09)
(0.81)
(-1.82)
0.0236**
-8.013***
4040-59
0.0467**
(1.99)
(2.02)
(-2.70)
6060-79
0.00403
0.0241**
-8.346***
(0.19)
80+
(2.21)
12+
-0.158***
-0.0492***
2.981
(-6.07)
(-4.89)
(0.52)
Does Facility Have Waiting List
0.0177
-0.00141
-2.241
(1.61)
(-0.23)
(-1.33)
Director Nursing Tenure
-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
(-2.90)
-0.00863
0.000804
-4.075
(-0.35)
(0.066)
(-1.23)
(0.40)
Medical Director Tenure
Observations