California Mandated Ratios vs. National Standards — Tracked in Real Time
California AB 394 mandates specific nurse-to-patient ratios: 1:2 in ICU, 1:3 in step-down, 1:4 in medical-surgical, 1:4 in pediatrics, 1:5 in telemetry, and 1:6 in general medical units. These are minimums — not targets. Operating consistently at the minimum with high-acuity patients creates patient safety risk that raw headcount data does not capture.
Acuity-adjusted staffing goes beyond headcount. A medical-surgical unit with six patients at LACE score 8+ is not the same staffing burden as six stable post-op patients. Vizier calculates acuity-weighted patient loads by unit and shift, comparing realized staffing against both regulatory minimums and acuity-adjusted targets.
Nationally, the American Nurses Association recommends acuity-based staffing rather than fixed ratios. The majority of states outside California operate under "adequate staffing" standards without numeric mandates — which means the burden of justifying ratios falls on the nurse manager when sentinel events occur. Real-time data is your documentation.
Bed Occupancy, Average LOS, and ED Boarding — Tracked Together
Above 90% creates patient flow bottlenecks, increases infection transmission risk, and accelerates nursing staff fatigue. Below 75% suggests discharge planning or admission process inefficiencies.
LOS more than 10% above DRG mean for a given diagnosis suggests discharge barrier — social work need, equipment unavailability, or post-acute placement delay. Each excess day costs $1,200–$2,400 in variable costs.
ED boarding — the time between an admission decision and physical transfer to an inpatient bed — drives ED capacity crisis, ambulance diversion, and downstream nursing workload spikes. CMS tracks this under the Hospital Outpatient Quality Reporting program.
Overtime at 1.5–2× Base Cost Is a Staffing Model Problem, Not a Budget Problem
Overtime costs 1.5× base rate for hours 40–48, and many union contracts require 2× for weekend and holiday hours. At an average RN base rate of $42/hour, 20 hours of weekly overtime per unit translates to $43,680 per year in premium labor above base — per unit. A 10-unit hospital with this pattern spends $436,800 annually in avoidable premium labor.
Vizier identifies overtime patterns by unit, shift, and day of week — distinguishing structural overtime (chronic understaffing) from event-driven overtime (census spikes). Structural overtime requires a hiring or float pool solution. Event-driven overtime requires predictive scheduling, not more headcount.
Burnout indicators tracked include: consecutive shifts above 12 hours, rolling overtime percentage (weeks where a nurse worked more than 48 hours), reported call-outs correlated with prior overtime, and voluntary turnover patterns by unit. When a unit's turnover rate climbs above 25%, the data usually shows a 6–12 month pattern of excess overtime before the departures begin.
Staffing Intelligence Across the Organization
Know Your Ratios, Costs, and Flow Before the Shift Starts
Upload shift and census data and see acuity-adjusted staffing ratios, overtime patterns, and patient flow analytics — in under 48 hours, without building a report.