U.S. Hospitals Report Lower Clinician Turnover, Aon Reports
U.S. Hospitals Report Lower Clinician Turnover, Aon Reports
"To continue addressing nurse and technician recruitment and retention, health systems must remain focused on investment in total rewards and support for workforce resiliency and mental health," said CHICAGO, Dec. 11, 2024 /PRNewswire/ -- Aon plc (NYSE: AON) reports that more U.S. hospitals are reporting steady or lower employee turnover after bolstering pay and benefits to help attract and retain talent, according to the firm's 19th annual Benefits Survey of Hospitals.
芝加哥，2024年12月11日 /PRNewswire/ -- 怡安保險 （紐交所：AON）報告稱，越來越多的美國醫院在提高工資和福利以幫助吸引和留住人才後，員工離職率保持平穩或降低，根據該公司第19屆年度醫院福利調查。
Seven percent of hospitals reported increased turnover among nurses (compared to 62 percent in 2023) and five percent experienced higher departures among non-physician clinical positions (compared to 41 percent in 2023) and nine percent said that physicians are leaving more often (compared to 22 percent in 2023) than the prior 12 months.
七%的醫院報告護士的離職率上升（相比2023年的62%），五%的醫院在非醫生臨床職位上經歷了離職增多（相比2023年的41%），九%的醫院表示醫生離職的情況比過去12個月更頻繁（相比2023年的22%）。
Hospitals reported that turnover happens most often among medical professionals with tenures of one to three years. Eighty-four percent of hospitals still report shortages in nurse staff and almost half report shortages in clinical technicians.
醫院報告稱，離職情況最常發生在工作年限爲一到三年的醫療專業人員中。84%的醫院仍然報告護士人員短缺，幾乎一半的醫院報告臨床技師短缺。
"To continue addressing nurse and technician recruitment and retention, health systems must remain focused on investment in total rewards and support for workforce resiliency and mental health," said Sheena Singh, senior vice president of Aon's national healthcare industry practice.
「爲了繼續解決護士和技師的招聘與保留問題，醫療系統必須繼續關注在總獎勵投資和支持員工韌性與心理健康方面，」怡安的國家醫療行業實踐高級副總裁Sheena Singh表示。
To address talent recruitment and retention, 70 percent of hospitals during the past year have increased new hire pay, 69 percent have implemented or bolstered sign-on bonuses, 61 percent have increased their minimum wage scales, 46 percent offered higher-than-market wages to employees and 44 percent have modified their total rewards offering for all employees.
在過去的一年裏，爲了解決人才招聘與保留問題，70%的醫院提高了新員工的工資，69%的醫院實施或增加了簽約獎金，61%的醫院提高了最低工資標準，46%的醫院向員工提供了高於市場的工資，44%的醫院調整了所有員工的總獎勵方案。
Hospitals in 2024 modified or enhanced benefits to further support employees' needs, with:
2024年，醫院修改或增強福利，以進一步滿足員工的需求，包括：
- 70% enhancing voluntary benefits and an additional 13% considering it.
- 67% enhancing tuition reimbursement and 12% considering it.
- 65% offering more financial wellness and planning resources and 14% considering it.
- 40% adding Rx home delivery and 8% considering it.
- 36% offering more student loan repayment or restructuring programs and 31% considering it.
- 35% adding or enhancing gender affirming care and 15% considering it.
- 32% enhancing employee assistance programs and mental health provider networks and 28% considering it.
- 32% adding nutritional counseling and 9% considering it.
- 31% offering more subsidies for adoption and 16% considering it.
- 28% adding subsidies for backup childcare and 18% considering it.
- 26% expanding fertility coverage and 27% considering it.
- 24% adding subsidies for backup eldercare and 16% considering it.
- 24% adding onsite daycare and 14% considering it.
- 70% 提升自願福利，另有13%在考慮。
- 67% 提升學費報銷，12%在考慮。
- 65% 提供更多金融健康與規劃資源，14%在考慮。
- 40% 增加處方藥送貨上門，8%在考慮。
- 36% 提供更多學生貸款償還或重組計劃，31%在考慮。
- 35% 增加或改善性別確認護理，15%在考慮。
- 32% 加強員工援助項目和心理健康服務網絡，28%在考慮。
- 32% 增加營養諮詢，9%在考慮。
- 31% 提供更多收養補貼，16% 考慮這一點。
- 28% 增加備用兒童保育的補貼，18% 考慮這一點。
- 26% 擴大生育保障，27% 考慮這一點。
- 24% 增加備用老年照護的補貼，16% 考慮這一點。
- 24% 增加現場日託服務，14% 考慮這一點。
The report also shows average health plan expenses per hospital beneficiary per year increased 8.5 percent, from $16,151 in 2023 to $17,520 in 2024. Sixty-five percent of hospitals aim to pay 80 percent or more of their employees' health care costs and 13 percent offer a no-cost health plan option to some segment of their employee population. Eighty-eight percent of health systems also provide a discount to employees to access their own facilities and providers.
報告還顯示，每位醫院受益人的平均健康計劃支出從2023年的16,151美元增加到2024年的17,520美元，增長了8.5%。65%的醫院計劃支付員工醫療保健費用的80%或更多，13%爲其某些員工群體提供無成本的健康計劃選項。88%的醫療系統還爲員工提供使用自己設施和醫療服務供應者的折扣。
Despite increases in total rewards, health systems remain concerned about their workforce going into 2025. Top concerns from human resources leaders include:
儘管總獎勵有所增加，但醫療系統仍對進入2025年的 workforce 感到擔憂。人力資源領導者的主要關注事項包括：
- Access to mental health services/providers (90%)
- Increasing healthcare costs for health system (85%)
- Competitive total rewards to attract and retain talent (85%)
- Improving health outcomes (84%)
- Increasing healthcare costs for employees (83%)
- Preventing and managing chronic health conditions (81%)
- Managing fiduciary obligations and risks as a plan sponsor (80%)
- Burnout/workforce resiliency (80%)
- Employees understanding the value of their benefits (80%)
- 獲取心理健康服務/提供者的途徑（90%）
- 增加醫療保健成本對健康系統影響（85%）
- 具有競爭力的全面獎勵以吸引和保留人才（85%）
- 改善健康結果（84%）
- 增加員工的醫療保健成本（83%）
- 預防和管理慢性健康狀況（81%）
- 作爲計劃發起人的管理受託責任和風險（80%）
- 疲憊/員工抵禦力（80%）
- 員工理解其福利的價值（80%）
Aon's 19th annual Benefits Survey of Hospitals surveyed hospital employers between April and June 2024. The survey compiles results of participating benefit plans for more than 3.3 million health system employees representing more than 1,500 hospitals across the U.S.
怡安保險第19屆年度醫院福利調查在2024年4月至6月間對醫院僱主進行了調查。該調查彙總了參與的福利計劃的結果，涵蓋超過330萬名醫療系統員工，代表超過1,500家醫院遍佈美國。
About Aon
Aon plc (NYSE: AON) exists to shape decisions for the better — to protect and enrich the lives of people around the world. Through actionable analytic insight, globally integrated Risk Capital and Human Capital expertise, and locally relevant solutions, our colleagues provide clients in over 120 countries with the clarity and confidence to make better risk and people decisions that protect and grow their businesses.
關於怡安保險
怡安保險 (紐交所: AON) 存在於創造更好的決策——保護和豐富全球人們的生活。通過可操作的分析洞察、全球整合的風險資本和人力資本專業知識，以及地方相關的解決方案，我們的同事在120多個國家爲客戶提供清晰和自信，幫助他們做出更好的風險和人才決策，保護並發展他們的業務。
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