Regional health workforce monitoring as governance innovation: a German model to coordinate sectoral demand, skill mix and mobility

Table 2 Workforce trends and qualification mix of nurses in different settings

Category	Registered nurses^a	Assistant nurses^b	Developments in relation to qualification mix
Workforce trends (1999–2011)	22.5% increase	7.5% increase	% increase in RNs is 3× higher than in ANs
Qualification mix trend 1999–2011	7.9 RNs:1 AN (in 1999)		Relevant increase in qualification overtime
Qualification mix trend 1999–2011	9.0. RNs:1 AN (in 2011)		Relevant increase in qualification overtime
Qualification mix per sector, 2011			The share of RNs per AN is nearly five times higher in the hospital sector than in LTC
Hospital	22.4 RNs:1 AN
LTC	4.9 RNs:1 AN
Nursing staff per sector^c			Hospital sector is better resourced in numbers and qualifications
Hospital (54%)	95.7%	4.3%
LTC (46%)	83.2%	16.8%
Mobility (% of total)			Mobility is overall low; outflow of RNs 6.5× higher than inflow, outflow–inflow of ANs is more balanced
Outflow^d:Inflow^e	1.3%:0.2%	0.7%:0.6%

Sources: RLP monitoring data, head counts
^aRNs include at least 3 years educated nurses, elder care nurses and paediatric nurses
^bANs include nurse assistants and elder care assistants, with 1-year education according to Federal State RLP regulation
^cHospital sectors include the following: hospitals, mental healthcare clinics and rehabilitation clinics; LTC sector includes the following: ambulatory care and in-patient care provider organizations
^dOutflow (focused on Luxembourg, as mobility to the other border countries can be neglected): percentage of nurses with German citizenship working in hospitals in Luxembourg of all nurses in RLP
^eInflow from Belgium, France and Luxemburg, 2011

ISSN: 1478-4491