21 TALENT PLANNING & ACQUISITION
Flexible Staffing Solutions Internal Float Pools are typically managed by a central resource department within a hospital or health system that oversees enterprise-wide staffing. Internal Float Pool staff are employed full- or part-time, and they can work across a number of units and multiple hospitals within a health system. An internal Float Pool can help healthcare organizations manage a surge in patient volume or significant event response, and unexpected vacancies. Enterprise Float Pools are ideally layered over site-based pools to increase the nursing workforce’s flexibility. As Float Pool partner, we are focused on providing a range of services and technologies to help clients develop and manage internal flex-labor pool operations, processes, and costs through planning, recruitment, employment and engagement, and resource deployment. Internal Float Pools are supported by technology that facilitates scheduling, time and attendance, invoicing, workforce analytics, candidate management and self-service. Internal Agency An internal agency is a standalone department or separate outsourced legal entity in a healthcare organization or hospital that manages the staffing needs of the organization’s nursing units. This agency is responsible for recruiting, training, and deploying nurses and other healthcare professionals to work temporarily or permanently within their organization.
The key features and benefits of an Internal agency include:
• A range of staffing solutions, including temporary or short-term placements, permanent placements, and contract staffing. • Manages fluctuations in patient volumes, covers staff absences due to illness or PTO, and provides specialized staffing solutions for specific departments or units. • Qualified and experienced nursing staff–internal nursing agencies can help healthcare organizations maintain high- quality care and ensure patient safety. • Covering short-term assignments (13 weeks or less) in a nursing unit like a traditional traveler, only they are employed by the hospital or healthcare system subsidiary. • Once an assignment is completed, resources are assigned to a new “contract” in the same or different department. • Operations generally function beyond the standard macro-operations (e.g., weekly payroll or possibly even daily pay).
• Focuses on attracting and placing “out of market” candidates.
• Engaging an employer of record (EOR) instead of a separate entity build.
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