What are the Workforce Reporting Requirements?

What is the Importance of Workforce Strategy Spending?

Financial penalties for not meeting the PPS commitment to workforce spending are significant. Specifically, a PPS that does not meet the workforce Achievement Value (AV) will lose funding across all 11 projects. This penalty may be in the hundreds of thousands of dollars. As you can see, workforce spending is an incredibly important part of DSRIP reporting.

What Must Be Reported

Workforce Strategy Spending (the budget)
Prescribed Milestones (the 5 workforce milestones outlined in the Implementation Plan submitted April 1, 2015)
PPS-Defined Milestones (any additional data elements a PPS elects to monitor)
Impact Analysis/Staff Impact (impact on Redeployed-Retrained staff)
Compensation and Benefits Analysis

Workforce Strategy Spending

Each PPS will work to identify the means and methods of reporting Workforce Strategy Spending, also known as the budget. The initial budget (the baseline) was submitted in December 2014.

There are four Workforce Strategy Spending categories:

Retraining
Redeployment
New Hires
Other

Funds may be shifted from one category to another within the workforce budget, as long as the PPS stays within their overall spending commitments.

Here’s an example of an initial budget and what will need to be reported:

It’s important to note that no changes can be made to the total amount submitted on the initial budget; however, changes can be made within categories. Each PPS must spend 80 to 85% of the total budget from April 1, 2015 through March 31, 2018 (DY1-3). Also, each PPS must spend 90% of the total budget by March 31, 2019 (DY4).

As of December 11, 2015, PPSs were given a 25% “discount” on DY1 (please see an example below).

If you take a look at the example, you can see that the total amount of DY1 is equal to $312,500:

Let’s take our DY1 total of $312,500 and apply the 25% discount, which leaves us with $234,375. For DY1-3, each PPS must spend 80 to 85% of the total budget, which means we’ll need to take our $234,375 and take 80% of that number. That leaves us with a total of $187,500 for a minimum spending budget for DY1.

Now, let’s look at an example for DY4’s budget:

By DY4, each PPS must spend 90% of its total budget. For the PPS in this example, that means spending at least $2,812,500 by March 31, 2019.

The projected budget must be submitted every 6 months (Q2 and Q4). The actual budget must be submitted every 6 months (Q2 and Q4). The first report for the actual budget is due March 31, 2016 (DY1/Q4). It will be due on a semi-annual basis thereafter.

For more information on DSRIP workforce strategy spending and what you need to know for the report due March 31, 2016, please see our latest blog post. You may also access this information via a PDF document as well.

Prescribed Milestones

These are the 5 workforce milestones outlined in the implementation plan:

Current State
Future State
Gap Analysis
Transition Road Map
Training Strategy

Each PPS submitted their implementation plans by April 1, 2015. The first Prescribed Milestones report was due September 30, 2015 (DY1/Q2), and is due on a quarterly basis thereafter. Each PPS is responsible for entering data, usually through a performance management data system such as Performance Logic or MAPP.

PPS-Defined Milestones

PPS-defined milestones are any additional data elements a PPS elects to monitor. Some PPSs have chosen milestones to monitor, while some have not. If a PPS has chosen to monitor additional data elements, the first report was due September 30, 2015 (DY1/Q2) and quarterly thereafter. This milestone is reported by the PPS via a performance management data system such as Performance Logic or MAPP.

Impact Analysis/Staff Impact

This section refers to the impact on redeployed/retrained staff. Impact data should be collected by an independent 3^rd party and must be reported by position (job title) and facility type. HWapps is a tool used by some PPSs to collect and report Impact Analysis. For more information on how your PPS can use HWapps, please contact us.

The Impact Analysis/Staff Impact ties back to the Transition Road Map and the Budget. This refers to those employees are or have been:

Redeployed
Retrained
New Hires
Other

The baseline report is due June 30, 2016 (DY2/Q1). The first report is due September 30, 2016 (DY2/Q2) and semi-annually thereafter.

Compensation and Benefits Analysis

The Human Resources staff at partner facilities will be responsible for reporting this data. Data collection began January 1, 2016. Only 3 reports will need to be turned in for the Compensation and Benefits Analysis over the 5-year DSRIP period. They are due:

June 30, 2016 (DY2/Q1)

March 31, 2018 (DY3/Q4)

March 31, 2020 (DY5/Q4)

Data Collection and Reporting

Each PPS is responsible for reporting information to the New York State Department of Health on specified dates. Each PPS is also responsible for entering their own data, using tools such as Performance Logic/MAPP.

Workforce Reporting Due Dates

Workforce Strategy Spending
- March 31, 2016 (DY1/Q4); semi-annual thereafter
Prescribed Milestones
- September 30, 2015 (DY1/Q2); quarterly thereafter
PPS-Defined Milestones
- September 30, 2015 (DY1/Q2); quarterly thereafter
Impact Analysis
- Baseline due June 30, 2016 (DY2/Q1)
- First report due September 30, 2016 (DY2/Q2)
- Semi-annual thereafter
Compensation and Benefits Analysis
- There will only be three total reports throughout the 5-year DSRIP project
- These reports are due June 30, 2016 (DY2/Q1), March 31, 2018 (DY3/Q4), and March 31, 2020 (DY5/Q4)

For a more comprehensive breakdown of the DSRIP timeline and due dates, please see our DSRIP Timeline section.

The Importance of Workforce Reporting

Workforce reporting is an organizational Achievement Value (AV) and runs across project lines. There is a large financial penalty for not reporting an organization's workforce strategy spending. More specifically, the PPS will lose their AV funding across all 11 projects.

DSRIP in NYS