Naples Comprehensive Health was managing roughly 40 travel nurses across four staffing agencies, each with its own systems, rate structures and communication processes.
Recruiters contacted every agency individually, forwarded resumes, coordinated interviews, tracked compliance documents and reconciled invoices from multiple vendors each month. Onboarding a single traveler took up to three hours.
The Collier County, Fla.-based system — three hospitals, 4,500 associates and a 250-physician medical group — moved its contingent workforce under one managed service provider. Within four months, NCH engaged 28 travel nurses, saved more than $20,000 in non-billable orientations and cost-sharing benefits, and secured bill rate reductions of 3% to 5% on certain positions. Audits across several agency invoices became one monthly payment.
This whitepaper walks through the vendor evaluation, the implementation and the early results, with firsthand detail from the leaders who ran the transition.
Learnings include:
- How NCH evaluated four to five vendors and what separated the one it chose
- The redesigned requisition-to-orientation workflow that returned hours to the recruitment team
- Where the first savings came from: orientation costs, cost sharing, bill rates and eliminated conversion fees
- How the model positions NCH to staff a new cardiac tower and a women’s and children’s tower