Opportunity Score
61
HIGH tier
Contract Staff %
6%
of nursing hours
Recent Violations
1
last 12 months
HIGH OPPORTUNITY
Measurable staffing gap below industry benchmarks. Strong private-pay revenue to support agency rates. Weak CMS rating creating regulatory pressure.
Ahwatukee Post Acute scored 61 (HIGH) for staffing-agency engagement. Measurable staffing gap below industry benchmarks. Strong private-pay revenue to support agency rates. Weak CMS rating creating regulatory pressure. Lead with: RN coverage gap.
2
Operational Stability Profile
How predictable is this facility's day-to-day staffing? Stability score: 89/100
Staffing Volatility25% weight
86/ 100
CV of daily HPRD: 0.21. Measures day-to-day staffing consistency.
Weekend Drop-Off20% weight
99/ 100
Weekend avg 3.15 vs weekday avg 3.18 HPRD. 1.1% reduction on weekends.
Zero-RN Days20% weight
100/ 100
0 days with zero RN hours reported. Each zero-RN day costs 10 points.
Coverage Gap15% weight
89/ 100
Measures whether staffing tracks census fluctuations. Gap widens on high-admission days.
Contract Dependency10% weight
88/ 100
6.0% of nursing hours from contract/agency staff.
Turnover Velocity10% weight
50/ 100
Based on annual turnover rate from CMS Care Compare data.
3
Daily Staffing Pattern Analysis
Total nurse HPRD for each day in the quarter (92 data points)
● Blue: Daily total nurse HPRD
── Green: Industry benchmark (3.48)
── Amber: Quarter average (3.17)
Daily HPRD ranged from 2.65 to 3.67 during 2025-Q3, with a standard deviation of 0.21. The facility averaged below the 3.48 HPRD minimum on 85 of 92 days (92% of the quarter).
4
RN Staffing & Zero-RN Day Analysis
Daily RN hours per resident day with zero-RN calendar heatmap
Quarter Calendar — Zero-RN Days
Weekday (RN present)
Weekend (RN present)
Zero-RN Day
5
Contract Staffing Profile
Current agency dependency — refreshed weekly from PBJ employee/contract split
Overall Contract Hours
6.0%
MINIMAL
74th national percentile
Role Breakdown
RN0.0%
LPN7.3%
CNA5.9%
Weekday vs Weekend
Weekday4.3%
Weekend10.5%
Premium+6.3%
Quarterly Trend
→ 0.3%
Stable contract usage quarter-over-quarter
Pattern Flags
No anomaly flags this quarter
DB Agency Opportunity
19
Independent measure (0–100) refreshed weekly from PBJ data
What this means: This facility uses some agency staff (6%). They have a vendor relationship but are not heavily dependent — lead with weekend coverage and emergency fill capability.
Current performance vs. industry staffing benchmarks
Total Nurse HPRD
3.17 / 3.48 HPRD
✗ GAP: 0.31 HPRD
RN HPRD
0.21 / 0.55 HPRD
✗ GAP: 0.34 HPRD
24/7 RN Presence
92.00 / 92.00 days
✓ MEETS THRESHOLD
Staffing Gap Identified — This facility must increase RN staffing by approximately 0.34 HPRD (≈40.4 additional RN hours/day at current census) and increase total nurse HPRD by 0.31 (≈36.2 additional nursing hours per day) to meet industry staffing benchmarks.
7
Market Opportunity Context
Other facilities in Maricopa County — ranked by stability, with current contract usage and opportunity tier
| Rank | Facility | HPRD | RN HPRD | Zero-RN | Contract % | Opportunity |
|---|
| 1 | Palm Valley Post Acute | 3.96 | 0.24 | 0 | 0.0% | MODERATE |
| 2 | ESTRELLA HEALTH AND REHABILITATION CENTER | 3.42 | 0.41 | 0 | 0.0% | HIGH |
| 3 | REHAB AT SCOTTSDALE VILLAGE SQUARE | 5.42 | 0.44 | 0 | 0.0% | MODERATE |
| 4 | Ahwatukee Post AcuteTHIS FACILITY | 3.17 | 0.21 | 0 | 6.0% | HIGH |
| 5 | NORTH MOUNTAIN MEDICAL AND REHABILITATION CENTER | 6.06 | 1.03 | 0 | 1.8% | LOW |
| 6 | RIDGECREST POST ACUTE | 4.09 | 0.28 | 0 | 7.4% | MODERATE |
| 7 | PROVIDENCE PLACE AT GLENCROFT | 4.26 | 0.69 | 0 | 0.0% | LOW |
| 8 | IMMANUEL CAMPUS OF CARE | 4.99 | 0.54 | 0 | 0.0% | MODERATE |
| 9 | HORIZON POST ACUTE AND REHABILITATION CENTER | 3.56 | 0.54 | 0 | 0.0% | MODERATE |
| 10 | ACACIA HEALTH CENTER | 5.55 | 1.51 | 0 | 0.0% | LOW |
| 11 | SANDRIDGE POST ACUTE | 3.21 | 0.42 | 0 | 1.1% | HIGH |
| 12 | ARCHSTONE CARE CENTER | 3.65 | 0.43 | 0 | 0.0% | MODERATE |
| 13 | SUN HEALTH GRANDVIEW CARE CENTER | 5.60 | 0.99 | 0 | 7.2% | LOW |
| 14 | PHOENIX MOUNTAIN POST ACUTE | 3.55 | 0.53 | 0 | 0.0% | MODERATE |
| 15 | HAVEN HEALTH SKY HARBOR, LLC | 4.63 | 0.60 | 0 | 0.0% | LOW |
| 16 | CITADEL POST ACUTE | 3.75 | 0.51 | 0 | 0.0% | MODERATE |
| 17 | FREEDOM PLAZA CARE CENTER | 4.70 | 0.74 | 0 | 0.0% | LOW |
| 18 | FRIENDSHIP VILLAGE OF TEMPE | 6.67 | 2.40 | 0 | 3.3% | LOW |
| 19 | Desert Cove Nursing Center | 3.79 | 0.48 | 0 | 0.0% | MODERATE |
| 20 | MISSION PALMS POST ACUTE | 3.48 | 0.51 | 0 | 0.0% | HIGH |
8
Historical Stability Trend
12-quarter trajectory — declining = growing opportunity, rising = facility self-correcting
Triggered conditions to lead with on outreach calls
HIGH
RN HPRD (0.21) below industry benchmark of 0.55
COMPLIANCE RISK · 2025-Q3
MEDIUM
Total nurse HPRD (3.17) below industry benchmark of 3.48
COMPLIANCE RISK · 2025-Q3
10
Methodology & Data Sources
This report contains two proprietary scores. The Staffing Opportunity Score (0–100) measures how attractive this facility is as a sales target for healthcare staffing agencies. It combines five components: Staffing Gap (30 pts) measures the distance between current HPRD and industry benchmarks; Revenue Quality (25 pts) measures private-pay capacity from HCRIS cost reports; Regulatory Pressure (20 pts) combines CMS star rating and Special Focus Facility status; Facility Size (15 pts) weights bed count as a deal-size proxy; Violation Signal (10 pts) counts health deficiencies in the past 12 months.
The Staffing Stability Score (0–100) is the supporting operational measure shown in Section 2. It weights six sub-metrics: Staffing Volatility (25%), Weekend Drop-Off (20%), Zero-RN Days (20%), Coverage Gap (15%), Contract Dependency (10%), and Turnover Velocity (10%). Each sub-metric is normalized to a 0–100 scale. Percentile rankings are computed against all 14,710 scored facilities nationally.
Source data: CMS Payroll-Based Journal (PBJ) daily nurse staffing public use files (Section 6106, ACA), CMS Care Compare star ratings and turnover, CMS health deficiency records, and CMS HCRIS cost report filings for payer mix.
Limitations: PBJ data reflects paid hours only; unpaid overtime is not captured. Daily data is aggregated (not shift-level). Contract staff percentages are derived from the PBJ employee/contract hour split. Both scores are proprietary analytical products and do not represent CMS endorsements or regulatory determinations. Industry staffing benchmarks (3.48 total HPRD, 0.55 RN HPRD, 24/7 RN presence) reflect CMS-established guidance and should not be construed as current legal requirements.
Data Vintage
PBJ daily staffingQ3 2025 (PBJ)
Health deficienciesthrough Apr 2026
Quality measuresthrough Apr 2026
Federal penaltiesthrough Apr 2026
Ownership recordsthrough Apr 2026
HCRIS financialsFY2024 HCRIS
Each layer refreshed at the fastest cadence CMS publishes. PBJ staffing data is released quarterly approximately 45 days after each collection period; deficiencies, penalties, and ownership records update continuously as agencies post them.