Retaining primary and community nurses over the age of 50 years: the views of managers.
OBJECTIVE
To investigate employment policies in England to encourage retention of primary and community nurses over the age of 50 years.


BACKGROUND
Little is known about why older nurses in the primary and community workforce leave or what might encourage them to stay.


METHODS
Fifteen telephone interviews with staff with responsibility for the nursing workforce in five primary care trusts (PCTs) and associated Workforce Development Confederations and Strategic Health Authorities.


RESULTS
When older nurses left, there was concern about the loss of skills, experience and intelligence about local communities. Strategies such as flexible working, support for returners and carers, and career breaks had been introduced. Concern about pensions was a key influence on nurses' decisions to stay or leave nursing.


CONCLUSIONS
Efforts were being made to introduce employment strategies to improve the working lives and experiences of all nurses. Some policies designed more specifically for younger nurses requiring childcare were also being taken up by older nurses with caring responsibilities. There were numerous strategies in place or being set up to improve recruitment and retention, indicating a desire amongst managers to retain their pool of nurses.


CONCLUSIONS
Managers should continue to develop policies to retain older nurses and learn from others with successful strategies.
Leese
Brenda
B
Centre for Research in Primary Care, University of Leeds, Leeds, UK.
Storey
Claire
C
Cheater
Francine
F
D000367:Age Factors; D003152:Community Health Nursing / Q000458:organization & administration; D004739:England; D006801:Humans; D008875:Middle Aged; D016134:Organizational Policy; D010559:Personnel Management; D010560:Personnel Selection; D010563:Personnel Turnover; D011157:Population Dynamics; D011320:Primary Health Care / Q000458:organization & administration; D012573:School Nursing; D000078329:Workforce