Provider dashboard — Salumis Health Systems

How it works

A hospital administrator completes an organizational assessment and can provide de-identified workforce and HR data. Our methodology converts those inputs into standardized indicators, identifies organizational risks, recommends interventions, and then allows the hospital to measure whether conditions improve over time.

Imagine a hospital with high nurse turnover

It contracts with Salumis because of reports of burnout and difficulty retaining maternal-health staff. We wouldn't simply conduct interviews and hand over a report. The hospital receives access to its Organizational Workforce Dashboard, shown below with demonstration data.

Maternal Health Workforce Dashboard

Women's & Children's Hospital

Reporting period: Q2 2027Data updated 3 days agoDemonstration data — for illustrative purposes only

Workforce conditions at a glance Standardized indicators, compared with the previous quarter

High burnout risk −4.1 pts 28.3% 224 staff · target below 20%

12-month RN retention +3.0 pts 84.0% Benchmark 80% · target 85%

Vacancy rate, maternity units −1.2 pts 9.8% Target below 6%

Psychological safety +0.3 3.9 / 5 Staff survey, 71% response

Women in senior leadership +2 roles 41% Workforce is 78% women · target 50%

Policy implementation +11 pts 68% 17 of 25 agreed actions in place

Advancement equity index +0.05 0.82 Promotions of women vs. share of workforce · parity = 1.0

Agency & overtime dependency −0.9 pts 7.4% Share of clinical hours · target below 5%

12-month RN retention, maternity units Quarterly · compared with the sector benchmark

Retention is projected to reach the 85% target band by Q4 2027 if current interventions hold.

Workforce composition Maternity & NICU staff by primary role

792active staff

Registered nurses41252%
Physicians & midwives11815%
Allied health14318%
Support & administration11915%

Turnover is concentrated among registered nurses with 2–5 years' tenure on night rotations.

Priority organizational barriers Identified in the assessment, ranked by impact on retention

Barrier	Domain	Severity	Since baseline
Unfilled charge-nurse roles on night shift	Workload & staffing	Critical	Improving
No structured sponsorship for mid-career women	Advancement	High	Improving
Incident reporting perceived as punitive	Psychological safety	High	Stable
Unit-level decisions made without staff input	Employee voice	Moderate	Improving
Succession plan covers 2 of 9 leadership roles	Leadership	Moderate	New

Implementation plan Interventions, owners, and status

Night-shift charge-nurse coverage modelOwner: Director of Nursing · due Q3 2027On track
Sponsorship program for mid-career womenOwner: CHRO · launched Q1 2027Live
Just-culture incident review redesignOwner: Chief Quality Officer · due Q4 2027At risk
Unit councils with decision rightsOwner: COO · due Q3 2027On track
Succession plan for all leadership rolesOwner: CEO · due Q1 2028Not started

Demonstration data — for illustrative purposes only. Indicators, targets, and benchmarks are agreed with each organization during the assessment.

What you provide

A completed organizational assessment
De-identified workforce and HR data
Employee survey and stakeholder input
Policies and leadership structures for review

What you receive

Standardized indicators and baseline measures
Identified organizational risks, ranked
Recommended interventions with owners and timelines
Continuous measurement of whether conditions improve

See what your workforce data may be missing.

Start with an organizational assessment. We'll show you the dashboard your organization would receive.