Improving nursing assistant turnover and stability rates in a long-term care facility.
In this study, we developed formulas to calculate nursing assistant turnover and stability rates, identified reasons for termination and facility-specific strategies to reduce turnover, and evaluated the effectiveness of implemented strategies. Although turnover remained relatively unchanged (23% in year 1, 28% in year 2), the stability rate remained high (76% in year 1, 75% in year 2). Tracking turnover rates without tracking stability yields an incomplete picture of a facility's efforts to attract and retain qualified employees. Achieving high stability rates in addition to low turnover rates are important goals, and we have included some recommendations.
Remsburg
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Division of Geriatric Medicine and Gerontology, Johns Hopkins School of Medicine, USA.
Armacost
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Bennett
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D000368:Aged; D006801:Humans; D007588:Job Satisfaction; D015401:Nursing Administration Research; D009728:Nursing Assistants / Q000193:education / Q000523:psychology* / Q000600:supply & distribution*; D010563:Personnel Turnover / Q000706:statistics & numerical data*; D012866:Skilled Nursing Facilities; D000078329:Workforce