An outcomes-based approach to improve registered nurse retention.
A 230-bed facility determined that 64% of its registered nurse (RN) voluntary turnover rate occurred with newly hired RNs. Inadequate orientation processes and practices were determined to be the root cause. The pilot project's 36% reduction in newly hired RN departures results in an annual savings of over $1 million. Details of the plan, the pilot project, the cost-benefit analysis, and the spread to the system are described. Evaluation of year-end data provides nurse leaders with critical information as RN retention is a priority.
Clinical Business Affairs, Methodist Healthcare, Memphis, Tennessee 38104, USA. goldent@methodisthealth.org
Teresa W
TW
Golden
D001291:Attitude of Health Personnel; D002322:Career Mobility; D017046:Cost Savings; D004509:Education, Nursing, Continuing / Q000458:organization & administration*; D006801:Humans; D007318:Inservice Training / Q000458:organization & administration*; D007588:Job Satisfaction; D020380:Needs Assessment; D015401:Nursing Administration Research; D015402:Nursing Education Research; D015404:Nursing Methodology Research; D009741:Nursing Staff, Hospital / Q000193:education* / Q000458:organization & administration / Q000523:psychology; D017063:Outcome Assessment, Health Care; D010563:Personnel Turnover / Q000706:statistics & numerical data*; D010865:Pilot Projects; D011231:Preceptorship / Q000458:organization & administration*; D015397:Program Evaluation; D012456:Salaries and Fringe Benefits; D013714:Tennessee