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A full-time equivalent (FTE) measures an employed person’s workload, allowing comparisons across contexts. In nursing, FTEs determine 24/7 staffing needs. Calculating required FTEs involves the desired nurse-to-patient ratio, shifts per day, and staff per shift. For example, if a 1:4 ratio with three 8-hour shifts is desired, the required FTEs equals nurses per shift multiplied […]
Posted: May 31st, 2023
A full-time equivalent (FTE) measures an employed person’s workload, allowing comparisons across contexts. In nursing, FTEs determine 24/7 staffing needs. Calculating required FTEs involves the desired nurse-to-patient ratio, shifts per day, and staff per shift. For example, if a 1:4 ratio with three 8-hour shifts is desired, the required FTEs equals nurses per shift multiplied by shifts per day, divided by productive FTE hours (e.g. 40 hours/week for 1.0 FTE).
The calculation accounts for absences, vacation, training, and factors impacting needs. If three nurses per 8-hour shift maintain a 1:4 ratio, nine nurses are required per day (3 x 3 shifts). With 1.0 FTE as 40 hours, nine nurses represent 9.0 FTEs for 24/7 coverage (9 nurses x 40 hours / 40 productive hours). However, this baseline FTE excludes missed hours. Assuming each nurse misses 10% for vacation/sick leave, the required FTEs increase to 10 (9 / 0.9 to cover missed hours).
Staffing needs change with patient acuity, so FTE calculations require regular evaluation and adjustment. Proper FTE estimates ensure adequate 24/7 staffing, promoting quality care. Miscalculating risks under- or over-staffing, jeopardizing care standards and wasting resources.