Wyoming Nurses: Demand and Retention

Presentation to Wyoming Medical Center

Casper, Wyoming

June 17, 2008

Research & Planning

Wyoming Department of Employment

Tom Gallagher, Manager

June 17, 2008 2

About Research & Planning,Wyoming Department of Employment Our Organization: R&P is a separate,

exclusively statistical entity. What We Do: R&P collects, analyzes, and

publishes timely and accurate labor market information (LMI) meeting established statistical standards.

Our Customers: LMI makes the labor market more efficient by providing the public and the public’s representatives with the basis for informed decision making.

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Introduction

Demand – concern about the boom generation of nurses retiring and the inability of the supply system to replace them and keep up with growing demand

Current Wyoming Study Longitudinal administrative records Cross-sectional survey

How do we know it is the workplace? Selected workplace characteristics amenable to

management Where nurses come from and where they go How earnings change upon job change The current deficit

June 17, 2008 4

Nursing Demand Report

Concern about: The boom generation

of nurses retiring

The inability of the supply system to replace them and keep up with growing demand

Published March 2008

http://doe.state.wy.us/LMI/nursing_demand_08.pdf

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Projections of Registered Nurses Working in Wyoming Hospitals, 2004-2014 (excludes vacancies or replacement need)

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How Do We Know it Is the Workplace?

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Coming Soon:

Nursing Retention

Report

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Survey Response from Direct Patient Care Nurses in Hospitals and Long-Term Care

"How Satisfied are You With Physician Interactions?"

2.4%

10.0%

25.0%

48.8%

13.7%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

40.0%

45.0%

50.0%

Very Dissatisfied Dissatisfied Neither DissatisfiedNor Satisfied

Satisfied Very Satisfied

Nurses who responded = 1,976

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"How Satisfied are You With Your Involvement in Policy and Management Decisions?"

13.4%

24.6%

34.5%

23.5%

4.1%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

Very Dissatisfied Dissatisfied Neither DissatisfiedNor Satisfied

Satisfied Very Satisfied

Survey Response from Direct Patient Care Nurses in Hospitals and Long-Term Care

Nurses who responded = 1,976

June 17, 2008 11

Survey Response from Direct Patient Care Nurses in Hospitals and Long-Term Care

Nurses who responded = 1,976

"How Satisfied are You With Your Work Schedule?"

2.2%

10.2%

18.9%

49.7%

19.1%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

40.0%

45.0%

50.0%

Very Dissatisfied Dissatisfied NeitherDissatisfied Nor

Satisfied

Satisfied Very Satisfied

June 17, 2008 12

Comments from Direct Patient Care Nurses in Hospitals and Long-Term Care

June 17, 2008 13

Figure 1: Wyoming Firm-Level RN Exit Rates (Hospitals) and Salary Satisfaction Scores (Question 21), 2007Q3

y = -0.0421x + 0.1732R2 = 0.3451

-0.6

-0.4

-0.2

0

0.2

0.4

0.6

0 2 4 6 8 10 12 14 16

RN Exit Rate (Hospitals)

Z-S

core

of

Sal

ary S

atis

fact

ion

N (Exit Rates) = 2,214N (Satisfaction) = 1,531

R2 becomes larger if we use a nonlinear model.

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Figure 3: Wyoming Firm-Level RN Exit Rates from Hospitals and Professional Development Satisfaction Scores

(Questions 34, 43,44, and 45), 2007Q3

y = -0.0329x + 0.0163R2 = 0.1222

-1.2

-1

-0.8

-0.6

-0.4

-0.2

0

0.2

0.4

0.6

0 5 10 15 20

RN Exit Rate (Hospitals)

Z-S

core

of

Pro

fess

ion

al

Dev

elopm

ent

Sat

isfa

ctio

n

N (Exit Rates) = 2,214N (Satisfaction) = 1,531

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Professional Development

34. Opportunities for advancement 1 2 3 4 5 NA

43. Opportunities to use your skills 1 2 3 4 5 NA

44. Opportunities to learn new skills 1 2 3 4 5 NA

45. Opportunities for continuing education 1 2 3 4 5 NA

Interpersonal

24. Skill of RNs where you work 1 2 3 4 5 NA

30. Level of personal safety at the facility where you work 1 2 3 4 5 NA

31. Work schedule 1 2 3 4 5 NA

33. J ob security 1 2 3 4 5 NA

35. Support from nurses with whom you work 1 2 3 4 5 NA

36. Support from your nursing administration 1 2 3 4 5 NA

37. Interactions with physicians 1 2 3 4 5 NA

38. Interactions with other non-nursing staff 1 2 3 4 5 NA

40. Interaction with patients 1 2 3 4 5 NA

42. Involvement in policy and management decisions 1 2 3 4 5 NA

46. Quality of patient care where you work 1 2 3 4 5 NA

47. Feeling that your work is important 1 2 3 4 5 NA

Compensation

21. Your current base salary 1 2 3 4 5 NA

22. Salary range for your position 1 2 3 4 5 NA

23. Employee benefits 1 2 3 4 5 NA

Not SatisfiedSatisfied

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Figure 1: Comparison of Entrants to and Exits from Health Care (4 Quarter Moving Average)

160.00159.25

176.25

153.00

100

110

120

130

140

150

160

170

180

190

1999

Q4

2000

Q1

2000

Q2

2000

Q3

2000

Q4

2001

Q1

2001

Q2

2001

Q3

2001

Q4

2002

Q1

2002

Q2

2002

Q3

2002

Q4

2003

Q1

2003

Q2

2003

Q3

2003

Q4

2004

Q1

2004

Q2

2004

Q3

2004

Q4

2005

Q1

2005

Q2

2005

Q3

2005

Q4

Date

Reg

iste

red N

urs

es

Exits from Health Care (at least one quarter) Entrants to Health Care (a)

(a) One outlier (2003Q1 New Entrants) was adjusted to the average first quarter value for 1999, 2000, 2001, and 2002

Deficit

Deficit

June 17, 2008 22

For More Information

Research & Planning, Wyoming Department of Employment

P.O. Box 2760

Casper, WY 82602

(307) 473-3807

http://doe.state.wy.us/LMI/nursing.htm