wyoming nurses: demand and retention
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Wyoming Nurses: Demand and Retention. Presentation to Wyoming Medical Center Casper, Wyoming June 17, 2008 Research & Planning Wyoming Department of Employment Tom Gallagher, Manager. About Research & Planning, Wyoming Department of Employment. - PowerPoint PPT PresentationTRANSCRIPT
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.
June 17, 2008 3
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
June 17, 2008 5
Projections of Registered Nurses Working in Wyoming Hospitals, 2004-2014 (excludes vacancies or replacement need)
June 17, 2008 6
June 17, 2008 7
How Do We Know it Is the Workplace?
June 17, 2008 8
Coming Soon:
Nursing Retention
Report
June 17, 2008 9
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
June 17, 2008 10
"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.
June 17, 2008 14
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
June 17, 2008 15
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
June 17, 2008 16
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June 17, 2008 21
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