Experienced Clinical Nurse Retention

Faith London, Kachina Setram, Stephanie Steinruck, Jamie Underwood

Bon Secours Memorial College of Nursing

Abstract Data and Analysis of the Issue Proposed

Purpose: Our aim is to reduce the experienced
nurse turnover rate from 9.3% to 8.3% by the end
of the year 2020 at St. Mary’s Hospital.
Background: At St. Mary’s Hopsital, there is a high
turnover of experienced RNs who are retiring.
Proposed Solution: We propose implementing a
discharge nurse role on units.
Implications for Practice: Implementing a
discharge nurse role would decrease the workload
on bedside nurses and allow for a more thorough
education for patients.
Introduction and Description of
the Issue
➢ In 2019, 48 experienced clinical nurses (5+ years)
resigned from St. Mary’s Hospital.
➢ 12 out of 48 were due to retirement.
➢ At SMH, projected retirement is 8% for the next 2 years,
24% in the next 10 years and half of the workforce by
2042
In the US, due to the demands of the job many clinical
nurses are retiring early (Myer & Amendolair 2014)
Variables contributing to early retirement:
- long shifts with minimal breaks
- want to be able to have weekends off
- want to work part time
- lack of incentive
- just plain tired
- want to feel valued
ProposedSolution
Solution Conclusion
Hypothesis: High turnover rates of experienced nurses will continue if
If we create a discharge nurse position for experience change is not implemented. Experienced nurses are
nurses, then the experienced nurse retention rate at St. essential to keep at the bedside in order to promote
Mary’s hospital will increase. better patient outcomes. In our research, we found that
having a designated discharge nurse will ease the
Evidence: workload of other bedside nurses reducing the overall
Studies have shown that implementing a discharge turnover rate of nurses. Additionally, it will allow patients
nurse role allows for expedited discharge times, improve to receive thorough discharge education improving their
HCAHPS scores, improve quality of discharge teaching ability to care for themselves once home as well as
and optimizes inpatient throughput (Shrimp & Neville, reducing hospital readmissions.
2017). Economic Implications of creating a Discharge Nurse
Role on a Medical-Surgical Nursing Unit.
Logistics
- Meeting with unit managers and administration to
discuss creating new position
- HR creating new discharge nurse position
- Meeting with nursing staff to explain new discharge
nurse role References
- Orientation of discharge nurse
Stakeholders
Grant, R. (2016, February 12). The U.S. Is Running Out of
- Unit nursing staff
- Unit manager
Nurses. Retrieved from
https://www.theatlantic.com/health/archive/2016/02/nursing-s
- Hospital leadership/administration
- Human Resources
hortage/459741/?utm_source=share&utm_campaign=shar
e

Macro Description: Potential costs Mennella, H. D. A. B. (2018). Retention of Healthcare

- Clinician burnout is bad for both clinicians and patients
which lead to emotional exhaustion, depersonalization,
and loss of sense of professional efficacy. (National
Academy of Medicine, 2019)
- Burn out leads bedside nurses to early retirement. 43.2%
stated if they had the chance to work part time would
make them delay early retirement (Myer & Amendolair
2014)
- Around a million RN’s in the U.S. are currently older than
50, meaning one-third of the current nursing workforce
will reach retirement age in the next 10 to 15 years.
Nearly 700,000 nurses are projected to retire or leave the
labor force by 2024. (Grant, R., 2016)
- 38.6% of experience nurse's retired because they did not
feel valued (Myer & Amendolair 2014). Data reflects 70%
of the 40 clinical registered nurse respondents.
Micro Description:(The following statistics are a combination of new and
experienced nurses.)
- 26.99% are planning to leave their unit at SMH because
of job dissatisfaction.
- 4.28% have to force themselves to work most of the time
- 3.18 % mention they do not have a supportive supervisor
- 2.69% Stated the shortage of nurses affect their staff to
patient ratio
- 9.84% of RNs working >8 hours w/no meal break
2019 NDNQI Nurse Satisfaction Survey revealed that St.
Mary’s Hospital was above the magnet mean in all the
previously stated statistics.
Personnel: Retaining Older Nurses. CINAHL Nursing Guide.
- Full time experienced nurse salary approx.
$55,000.00 Myer, S., & Amendolair, D. (May, 2014). Time is of The
- Part time experienced nurse salary approx.
Essence: Retain your older nurses. Retrieved from
$40,000.00
- Potential training costs for preceptor pay https://insights.ovid.com/nursing-management-springhouse/nu
ma2/2014/05/000/time-essence/3/00006247
Root Cause Timeline Read "Taking Action Against Clinician Burnout: A Systems
Approach to Professional Well-Being" at NAP.edu. (n.d.).
- Begin hiring process in July 2020
Retrieved from https://www.nap.edu/read/25521/chapter/1#xiv
- Have appropriate units staffed with discharge nurses
Per the data, burnout has been found to be a major by end of December 2020.
contributing factor to clinical nurse retirement. The following
are components of burnout: Shimp, K.,& Neville, B., (May,2017). Economics Implications
- Physical demands of Creating a Discharge Nurse Role on a Medical-Surgical
- Patient acuity Nursing unit. Academy of Medical-Surgical Nurses 26(3) 4-6
- Long hours Data Collection
- Minimal/no breaks Uthaman, T., Chua, T. L., & Ang, S. Y. (2016). Older nurses: A
- Staff ratios - Surveys from unit nurses
- Yearly nurse retention rate literature review on challenges, factors in early retirement and
- Shift work/rotating shifts
- HCAHPS scores relating to discharge process and workforce retention. Proceedings of Singapore Healthcare,
readiness to care for self at home 25(1), 50–55. https://doi.org/10.1177/2010105815610138