nurses recruitment and retention

8/7/2019 NURSES RECRUITMENT AND RETENTION

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NURSES RECRUITMENT AND

RETENTION

Dec. 29,2010


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OBJECTIVES

Identify relevant issues in relation to the nursing shortage.

Enumerate factors that causes the decrease in the number

of nurses.

Discuss factors that attract and influence nurses topermanently stay in the specific workplace.

Discuss the different approaches to solutions from CNA,

CRNM, Provincial Govt., andManitoba Nurses Union.


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News Headlines

The Neepawa Health

Centre closed 34 %

of its beds due to a

nursing shortage.(Driedger,2010)

The Assiniboine

Regional Health

Authority (ARHA) has

shut d

own 13 of 36 beds.Shortageslike this put

patient safety at risk.

Overworked nurses are

more likely tosuffer

burnout and makemistakeson the job.

(Ehr,2010)


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NATURE OF NURSING SHORTAGE

There were 16,624 active practicing nurses in Manitoba in 2009.

This is a net gain of 498 more nurses from 2008 - the largest increase on record -

and a net gain of 2,532 nurses since 1999. Between 1993 and 1999, Manitoba

saw a net loss of 1,573 nurses.


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CONSEQUENCES OF NURSING SHORTAGE:

Long and frustrating wait times in clinics and hospitals.

Adverse eventsfor patients.

Unsound work situationsfor RNs and other health care

workers.


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FACTORS NURSING SHORTAGE

1. A realshortage and a pseudoshortage

2. Multiple problems (working conditions

and work satisfaction)

3. Versatility ofRNs

4. Workplace harassment.

Harassment is any behaviour that demeans, humiliatesor embarrasses aperson, and that a reasonable person should have known would be unwelcome

(Burkhardt, Nathaniel, Walton, 2010, ch 9,p 204)


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Examples of Workplace

Harassment


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Eating your young the

inability to nurture those who

are youngerorlessexperienced than you and, at

worst, the practice ofcutting

down, demeaning, or

demoralizing those who are

younger (Truman, 2004)


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Effects of Workplace Harassment:

Low rates of job satisfaction

Poor self-esteem

Low retention rates for nursing Poor patient care


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Causes of Workplace Harassment:

Daily tremendous workload of nurses

Nurses have limited participation in decision

making that affects their own professionallives.

(Pugh, 2005 cited by Burkhardt et al., 2010)


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Actions to prevent workplace harassment:

Policies

Harassment anddiscrimination offices(burkhardt et al. Ch 9, p205)


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5. Climate ofManitoba

Result Flat landscape

Precipitation decrease from

N-S & E-W

Arctic high-pressure air

masses (Jan-Feb)

40 C

Extreme Wind chill temp.

the more warm, humid air

(July Aug.)

53.0 C


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To solve the issues ofNursing

Shortage


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1. Canada Nurses Association

The forefront of tackling the nursing shortage issue an

d

the leading group in developing research, policies, and

plans.(CNA,n.d.)

2. CRNM

3. Nurse Recruitment andRetention Fund(Manitoba Provincial Government)

4. Manitoba Nurses Union


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1.Canada Nurses Association

6 policy scenarios. Increasing RN productivity

Reducing RN annual absenteeism

Increasing enrolment Improving the retention of practicing RNs

Reducing program attrition

Reducing international in-migrations


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Final Report

Increasing RN Productivity (FAVORABLE)


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Summary of recommendations

Work together.

Collaborate to improve workplace, health, & well-being of

RNs.

Improve the retention ofRNs. Improve the retention ofNsg. Students.

Increase enrolment in RN education programs.

HHR must employ continous,comprehensive, multifaceted

approach. Coordination ofdata collection.

Invest in National Health Provider Unique Identifier.


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2. CRNMs Response on the shortage

Quality Practice Environment

Initiative

A fundamental way to better Healthcare isthrough healthier healthcare workplaces. It is

unacceptable to work in, receive care in,

govern, manage and fund unhealthyhealthcare workplaces. (QWLQHC,2006 cited byMurdoch,n.d.)


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What constitutes a quality practice

environment? Trust

Respect

A

safe work environment Good co-worker

communication

Work family balance

Job security

Good manager / leadership

Job autonomy

Friendly / helpful co

workers


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The role ofCRNM in quality practice

environment

The mandate ofCRNM is toprotect the public.

There is a direct correlationbetween the quality ofnurses practiceenvironments andproductivity, recruitment

and retention, jobsatisfaction, sick time usageand the quality of patientcare and patient outcome.

Code ofEthicsnurses as individuals and

as members of groups

advocate for practice

settings that maximize thequality of health outcomes

for persons receiving care,

the health and well being of

nurses, organizational

performance and societaloutcomes.

Standards of Practice

Professional responsibility

and accountability


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The five guidelines of the QPEI are:

Leadership

Collaborative Practice & Communication

Professional Nursing Workplace Health, Safety, and Well-being of

the Nurse

Control Over Practice and workloadmanagement


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3. The Manitobas Provincial Govt.

Response

Nurses Recruitment andRetention fund

Personal care home grant

Refresher courses for RNs

Relocation Assistance

Conditional Grant for Manitoba's Nursing

Graduates

Continuing Education Funding

Specialty Programs/Projects


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4.Manitoba Nurses Union stress that

The root cause is


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Salary by Province

www.cfnu.ca,April,2010


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Nurses, when they have a choice, will go

where they are respected, rewarded for their

competencies and problem solving skills,

challenged appropriately, and given

opportunities for personal and professionaldevelopment. Creating those conditions need

not be costly and will go a long way to

resolving the nursing shortage.

(Oulton, 2006 cited by Murdoch,n.d.)

nurses recruitment and retention

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