So if, for example, a home has issues with its data and Administrator Turnover can’t be calculated, CMS will take the total earned points and multiply them by 380 over the total available points. Their plan works in a way similar to the Quality star rating in that there’s an adjustment factor. But so many homes have issues with their turnover data that CMS had to come up with a way to account for missing Turnover measures. The issues related to the reporting of Staffing hours that we discussed will ensure that any non-compliant home is either not rated or relegated to one star, so we know that all eligible homes will have data for at least the first three measures. Employees who go 60 days without working in the year starting one quarter later are considered to be no longer full-time and are included in the numerator:Īll set, right? Nope. Any employee that worked more than 120 hours within the first/oldest three quarters is included in the denominator, or pool of employees (including contract or agency staff) who are considered to be full-time. To do this, CMS looks at the past 6 quarters of staffing history. Turnover is more accurately described by CMS as “ the percentage of staff that left the home over a 12-month period” or, in the case of Administrators, “ the number of administrators that left the home over a 12-month period“. The person in this top-level, separately licensed role is singularly responsible for all the operations inside the home, so consistent leadership is key. So CMS has incorporated turnover measures for both Total and RN staff, as well as a role that we haven’t looked at before - the Nursing Home Administrator. Studies have shown that patients receive better care when employees are happy and want to stay in their jobs. The next three elements of the Staffing star rating calculation concern measures of turnover or employee retention. With StarNow for Staffing, operators can gain that visibility. Since the lag in time between data submission and publication on CMS ranges anywhere between 3 and 6 months, facilities with access to real-time data are at an advantage when it comes to avoiding penalties, and knowing what will be published. Needless to say, a 1 star rating has an even wider impact than “Data Not Available”, so facilities need to ensure that their staffing levels are being reported in a timely and accurate fashion.Īs such, it helps to get a handle on your Staffing situation well before it needs to be submitted.
Cms nursing home compare qm rae full#
Excessive Nurse Aid/CNA Staffing, both full week and weekends ( > 5.25 HRD).Excessive Total Nurse Staffing, both full week and weekends ( > 12 HRD).No Total Nurse Staffing, both full week and weekends (0 HRD).
CMS runs several compliance checks to ensure that staffing hours fall within reasonable ranges:
What’s key in this process is to ensure both the accuracy and completeness of this data. Some operators submit staffing data automatically from their payroll systems, others fill out an Excel template provided by CMS, and others use third parties to extract, compile, and submit their data. As mentioned above, Staffing data must be submitted each quarter via Payroll-Based Journal or PBJ.
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