Really enjoyed reading this dive into an area quite foreign to me, Mike (and see OR lingo used effectively!). I am curious - where (if anywhere) have you seen efforts to implement solutions similar to those that you have suggested? I can imagine 1.0 —> 0.75 FTE transition being, perhaps, the easiest one to implement from the standpoint of organizational mechanics. Is that the case?
I’d agree the transition from 1.0 to less than 1.0 FTE is probably the easiest change to make since it keeps someone known in the system. An example was at my first job, several docs close to retirement would switch to a “3 for 2” model where each worked a rotating “two months on, one month off.” It required the hiring of one additional locum provider but kept them working for longer.
Really enjoyed reading this dive into an area quite foreign to me, Mike (and see OR lingo used effectively!). I am curious - where (if anywhere) have you seen efforts to implement solutions similar to those that you have suggested? I can imagine 1.0 —> 0.75 FTE transition being, perhaps, the easiest one to implement from the standpoint of organizational mechanics. Is that the case?
I’d agree the transition from 1.0 to less than 1.0 FTE is probably the easiest change to make since it keeps someone known in the system. An example was at my first job, several docs close to retirement would switch to a “3 for 2” model where each worked a rotating “two months on, one month off.” It required the hiring of one additional locum provider but kept them working for longer.