Premium labor at $929,147 against six core positions at $734,124: the NU513 Unit 7 staffing business case asks for the positions and shows when they pay back. Searches like "nu 513 unit 7 assignment example", "nu513 unit 7 sample" and "nu513 unit 7 example" land here.
What a finished NU513 Unit 7 staffing business case looks like
Five pages sit beneath a single summary page stating the request, six registered nurse FTEs, and its return in two sentences. A current-state table follows: two traveler contracts at 48 hours a week, filled about 90 percent of weeks, 4,493 hours at a bracketed $96; overtime of 6,739 hours at $73.87 including payroll load. Together they cost $929,147. The proposal table prices six FTEs at 12,480 paid hours, 11,232 of them worked, for $734,124, and adds $129,600 of recruiting and orientation. Three scenarios then run year one: hires arriving over the first quarter, returning a net $6,916; slower hiring, a net loss of $32,088; agency rates falling to $82, which shrinks the steady-state saving to $132,124. Risks and measures, each in its own section, close the case.
How a NU513 Unit 7 example is structured
The case is written for a finance committee, so the ask and the return come before the clinical rationale. Current spending is established first, from payroll and contract records, because the argument depends on premium labor being a real and continuing cost rather than a temporary spike. Pricing is honest: worked hours rather than paid hours are matched against the hours being replaced, and onboarding is charged to year one instead of being left out. Scenarios carry most of the analytical weight. The base case is almost flat in year one, and the case says so rather than promising an immediate saving; the argument rests on years two and three, with a three-year total of $396,963. Clinical benefits, continuity and fewer nurses unfamiliar with the unit, appear after the money, supporting rather than replacing it. Avoided turnover is named as an uncounted upside.
Six positions, one return
The request and its steady-state saving in two sentences, with the committee's decision stated as a yes or no on a named date.
What premium labor costs now
Two travelers and 6,739 overtime hours, priced from contract and payroll records at $929,147 a year.
Worked hours matched to worked hours
Six FTEs provide 11,232 worked hours of 12,480 paid; only worked hours are set against the hours being replaced.
A flat first year, stated plainly
Onboarding of $129,600 and staggered start dates leave year one near zero, and slower hiring turns it negative. The case shows both.
When the agency rate falls
At $82 an hour the saving drops to $132,124 a year, and it would vanish only below $52.59, under the loaded cost of a core nurse.
Benefits left uncounted
Continuity of care and fewer departures from overtime fatigue are described but kept out of the base figures, so the return is not inflated.
Where marks go in NU513 Unit 7
Business cases in NU513 are graded on the return, and specifically on whether it is quantified, sourced and honest. A request justified by workload or safety alone fails the one test NU513 applies to every request, however real the concern. Current costs drawn from records carry more weight than estimates, and matching worked hours against worked hours is a detail graders check, since mixing paid and worked hours overstates savings by about a tenth. Charging onboarding to year one, and showing a nearly flat first year, earns credibility rather than losing it. Scenarios are expected; a single projection implies a certainty no staffing plan has. Clinical benefits count when they follow the financial case rather than substituting for it. A named decision date, a measure for each claimed saving and a risk table complete what most rubrics list.
Get a NU513 Unit 7 example written to your instructions
Overtime hours, traveler spending and wage rates are what the model is built from, drawn from a real unit or from the case; send them with the Unit 7 instructions and rubric. A business case with a quantified return and scenarios is ready within 24-48h, the first one free. Arguing for your own positions is the work the model leaves open.
NU513 Unit 7 questions, answered
What counts as a quantified return for staffing?
Money saved, cost avoided or revenue gained, stated in dollars with its basis. For staffing, the usual sources are reduced premium labor, avoided turnover and avoided harm such as falls or pressure injuries. The sample uses premium labor alone in its base case because it can be measured from records, and it names turnover as an uncounted upside.
Should I include clinical outcomes like patient safety?
Yes, after the financial case, not instead of it. The sample describes continuity of care and fewer unfamiliar nurses on the unit as benefits that support the request. Where an outcome can be priced credibly, such as a hospital's own cost per fall with injury, it can join the return. Where it cannot, describe it and keep it out of the totals.
Why is year one almost break-even?
Because new positions cost money before they save it. Recruiting and orientation are charged in year one, and hires arrive over several months, so the full saving takes time. Showing this honestly tends to persuade a finance committee more than an optimistic first year would, since committees know how hiring works. The case rests its argument on years two and three.