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Posts from December, 2012

Nurse Faculty Retention: Mentoring Increases Retention

Written by LeAnn Thieman, CSP, December 27th, 2012

As universities reach the midpoint in this semester, nurse faculty retention is at the forefront. According to a 2011-2012 American Association of Colleges of Nursing (AACN) report on enrollment and graduations in baccalaureate and graduate nursing programs, U.S. nursing schools turned away more than 75,000 qualified applicants in 2011 due to insufficient number of faculty, clinical sites, classroom space, clinical preceptors and budget constraints.

To address junior faculty attrition rates, the Honor Society of Nursing, Sigma Theta Tau International (STTI) partnered with The Elsevier Foundation to create the Nurse Faculty Mentored Leadership Development (NFMLD) pilot program. The primary objectives of the program were to effectively transition new nurse educators into the faculty role and develop leadership knowledge that would improve the retention of those educators.

The 18-month pilot program included 15 new nurse faculty participants who had been in their positions less than five years, their mentors and seven faculty. These participants (scholars) represented 28 universities and 16 states and provinces. A summary report was recently compiled, demonstrating the scholars are true change agents. At the completion of the NFMLD experience, 100% of the participating scholars reported that they accomplished their stated goals and objectives. Among these, scholars said they:

(1) developed new leadership and team-building behaviors and skills;

(2) expanded their professional network;

(3) increased their scope of influence; and

(4) successfully designed a career development plan.

The scholars produced many remarkable outcomes. During the 18-month NFMLD program, these 15 scholars assumed 39 new leadership roles in their educational institutions, professional associations and their communities. Four NFMLD Scholars accepted new leadership positions or were promoted. During the NFMLD program, participating scholars produced no less than 45 scholarly professional presentations.

Mentoring is a powerful tool for nurse faculty retention. To learn more nurse recruitment and retention strategies and how to increase work life balance for nurses and healthcare professionals, check out my new SelfCare for HealthCare program. After you take a look, CONTACT ME DIRECTLY to talk about customizing this powerful program for your employees.

Merry Christmas to You and Yours!

Written by LeAnn Thieman, CSP, December 25th, 2012

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Nursing News: Nurse Practitioners Help Ease the Physician and Nurse Shortage

Written by LeAnn Thieman, CSP, December 20th, 2012

The physician and nurse shortage has increased the hiring of nurse practitioners and physician assistants across the nation. From the third quarter of 2011 to the same quarter in 2012, the number of job openings for nurse practitioners grew by 35% and openings for physician assistants also grew by 22%. The shortage of physicians is one reason for this increase. Nurse practitioners and physician assistants fill that gap.

The demand for non-physician healthcare providers could grow even more in the coming years. A recent study found that 82.9% of healthcare executives expect to increase their recruitment of nurse practitioners and physician assistants soon.

To learn more nurse recruitment and retention strategies and how to increase work life balance for nurses and healthcare professionals, check out my new SelfCare for HealthCare program. After you take a look, CONTACT ME DIRECTLY to talk about customizing this powerful program for your employees.

Nursing News: Advanced Practice Nurses Reduce Hospitalization of Nursing Home Residents

Written by LeAnn Thieman, CSP, December 18th, 2012

The University of Missouri Sinclair School of Nursing received a nearly $15 million grant for a nursing home project – great nursing news!

The project aims to reduce avoidable hospitalizations for nursing home residents, improve patient care and lower health care costs. The grant from the U.S. Department of Health and Human Services’ Centers for Medicare and Medicaid Services will help provide funding to put advanced practice registered nurses in 16 nursing facilities in the St. Louis area and will be distributed over 4 years.

Advanced practice nurses have the right education and skills to recognize changes in conditions of nursing home residents very quickly and can intervene before the condition gets too serious.

Pneumonia and other acute infections are some examples of illnesses they can detect early. When discovered early these conditions can be treated in the nursing home instead of patients being sent to the hospital, which is often difficult both physically and mentally for older patients.

Much research backs the effectiveness of advanced practice registered nurses in nursing homes, specifically in reducing the hospital transitions for residents.

Fewer hospital visits also mean cost savings. Avoidable hospitalizations amounted to more than $7 billion in 2011, according to a news release about the grant. It is hoped this model will spread across the country.

Our nation will need even more nurses to meet this need. To learn more nurse recruitment and retention strategies and how to increase work life balance for nurses and healthcare professionals, check out my new SelfCare for HealthCare program. After you take a look, CONTACT ME DIRECTLY to talk about customizing this powerful program for your employees.

Nurse Recruitment and Retention News: How to Recruit and Retain a Diverse Nursing Workforce

Written by LeAnn Thieman, CSP, December 13th, 2012

Mennonite College of Nursing (MCN) Illinois State University received a grant of over $1.1 million from the U.S. Department of Health and Human Services to support developing diversity in the nursing workforce. Diversity is key to increasing nurse recruitment and retention.

The Nursing Workforce Diversity grant provides $370,000 each of three years toward nurse recruitment and retention of underrepresented groups in the profession, as well as leadership development throughout the educational spectrum.

Mennonite College of Nursing Dean Janet Krejci said, “This grant will support the infrastructure necessary to ensure that MCN can help to prepare the workforce needed for the future.” The grant will provide scholarships and programming that will positively impact the entire college and MCN’s community partners, including area schools and hospitals.

Currently, nurses from minority backgrounds represent only about 17% of the registered nurse workforce. To prepare for the looming nursing shortage, we must all work to recruit nurses and develop diversity in our profession.

To learn more nurse recruitment and retention strategies and how to increase work life balance for nurses and healthcare professionals, check out my new SelfCare for HealthCare program. After you take a look, CONTACT ME DIRECTLY to talk about customizing this powerful program for your employees.

Nurse Retention News: Retain Nurses with Wellness Programs

Written by LeAnn Thieman, CSP, December 11th, 2012

In recent years, many businesses have initiated wellness programs for employees, and many of the facilities I’m working with are using wellness programs as a nurse retention tool. The ideal settings for these are hospitals and other health care facilities and many have increased the use of these programs to focus on preventative care such as diet, exercise, smoking cessation programs and nutrition counseling.

The more input an organization gets from their employees, the greater the success of any wellness program. There are many tangible, measurable benefits of implementing employee wellness programs, and many intangible benefits as well.

Not only is a wellness program effective in reducing the company’s health care costs, it increases job satisfaction, morale and productivity. People want to work in an environment where they feel cared for. When given tools to nurture their minds, bodies and spirits, nurses become stronger, more resilient, and equipped to give better patient care.

How do you care for your caregivers? Do you need to increase the physical and fiscal health of your organization?

To learn more nurse recruitment and retention strategies and how to increase work life balance for nurses and healthcare professionals, check out my new SelfCare for HealthCare program. After you take a look, CONTACT ME DIRECTLY to talk about customizing this powerful program for your employees.

Nursing News: Nursing Shortage Eased Thanks to Johnson & Johnson

Written by LeAnn Thieman, CSP, December 6th, 2012

Ten years ago a nursing shortage loomed in the United States. A shortfall of about 400,000 nurses by 2020 was projected and the proportion of RNs younger than 30 had dropped from 30% to 12%.

In response to this dire scenario, The Johnson & Johnson Campaign for Nursing’s Future emerged in 2002. It has highly ambitious goals, including improving the nursing profession’s image, recruiting new nurses and retaining nurses already in the field.

“When we started the campaign, the projections about the nursing shortage were pretty horrendous, and we felt we were in a unique position to work with key partners to alleviate the shortage,” said Andrea Higham, the campaign’s director.

This year marks the 10th anniversary of the $50 million campaign, and new data suggests the campaign is one reason the supply of nurses has improved. The Campaign for Nursing’s Future contributed to a 62% increase in the number of young nurses (ages 23-26) entering the field between 2002 and 2009.

The campaign did something for nursing that nursing could not do for itself. Johnson & Johnson had access to the airwaves their ads captured the best parts of nursing and appealed to the public in ways they could understand.

We all owe Johnson & Johnson a debt of gratitude to truly helping to avert a nursing shortage of crisis proportion. They indeed helped us recruit the nurses we need and retain the nurses we have.

To learn more nurse recruitment and retention strategies and how to increase work life balance for nurses and healthcare professionals, check out my new SelfCare for HealthCare program. After you take a look, CONTACT ME DIRECTLY to talk about customizing this powerful program for your employees.

Nursing News: Nurse Recruitment Needed

Written by LeAnn Thieman, CSP, December 4th, 2012

The demand for nurses far outweighs the supply, a gap that is expected to grow much larger as nursing schools struggle to keep up with the demand. As this trend continues, nurse recruitment needs to be a key area of focus.

The U.S. Bureau of Labor Statistics projected the registered nursing workforce as the top occupation in terms of job growth through 2020, with the number of employed nurses rising from 2.74 million in 2010 to 3.45 million in 2020. In addition to 712,000 new job openings, the department predicted 495,000 replacement hirings, bringing the total number of nursing job openings to 1.2 million by 2020.

However, nursing school enrollment is not growing fast enough to meet the projected demand. The American Association of Colleges of Nursing reported that U.S. nursing schools turned away 75,587 qualified applicants from baccalaureate and graduate nursing programs in 2011 because of insufficient numbers of faculty, clinical sites, classroom space and budgets.

What steps can you take to encourage nurses to be instructors? How can you help end the nursing shortage and increase nurse retention?

To learn more nurse recruitment and retention strategies and how to increase work life balance for nurses and healthcare professionals, check out my new SelfCare for HealthCare program. After you take a look, CONTACT ME DIRECTLY to set up a time so that I can answer any question you might have about this powerful, transformative program.