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THE NURSING SHORTAGE: Hiring New-Graduate Nurses into
the Intensive Care Unit—MSN Project
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Meredith Schofield, BSN, RN, CCRN
MSN Candidate, Johns Hopkins University
Background
Nursing Shortage Background:
The profession of nursing is in the midst of a large shortage, with over 1 million projected position
vacancies to occur in the next ten years
National Level Factors:
1.
2.
3.
4.
5.
Fast growing aging population—over 80 million adults age 65 or older by 2050
Increased patient complexity—77% of older adults have >2 chronic conditions
Retiring workforce—1 million nurses out of 3.4 million to retire by 2030
Rising stressful environments—60% of RNs leave profession within 8 years of starting 1st position
Nursing faculty shortage—over 1,700 vacancies resulting in rejection of potential nursing student
candidates
Local Organizational Considerations:
1.
2.
3.
Massachusetts expected 2% nurse surplus by 2030, unclear what % is experienced nurses
ICU turnover rate—5% (less than national average)
Beth Israel Lahey Health merger & new building = larger network & increased #of ICU beds
Aim
To address the nursing shortage, alternative strategies to recruit and retain nursing staff should be
considered. One solution to this problem has been to hire new-graduate nurses (NGN) into the
intensive care unit (ICU). Thus, the aim of this project was to evaluate the pros and cons to hiring
NGNs into the ICU.
The Team
➢ Meredith Schofield, BSN, RN, CCRN
➢ Susan Holland, EdD OCL, MSN, RN
➢ Susan Kulik, DNP, MBA, RN, CJCP
The Interventions
➢
➢
➢
➢
Literature review
Organizational & Boston-area hospital assessment with a self-designed 9-question survey
Presentation of summarized information to ICU leadership teams
Post-presentation evaluation of leaderships’ and frontline staffs’ perceptions relating to hiring
NGNs into the ICU, using a 14-question survey (adapted from Readiness to Practice Survey)
Results
Literature Review
➢ 11 articles met specific inclusion criteria
➢ Level III-V, quality low-medium
➢ Benefits & risks to hiring NGNs—additional articles
reviewed for general NGN evaluation
Considerations
A) Increased time & resources
needed to orient
B) Inexperienced—lack knowledge
C) Potential turnover
D) Potential harm/error
Boston Hospital Feedback
➢ 7 hospitals contacted in Boston
➢ 29% response rate
➢ Both implement NGN ICU program
Benefits
A) Bring high levels of education
& interest with evidence-based
practice
B) Potential long term employees:
NGNs stay at large, urban
hospitals
C) Reduce cost
Survey Results
Staff Perceptions
➢ Most agree/strongly agree that NGN
are potential solutions
➢ Need program development
Units
•
•
•
•
Multiple ICUs
OR
Oncology
Step-down
Length
Frequency
6 months
to
1 year
Every 4 months
vs.
Annually
# Participants
Outcomes
5-13 NGNs per
session
95%
retention for
3 years
Recommendations
• ANCC’s Transition
Program Criteria
• Lateral violence
education
• Simulation & brown
bag learning sessions
Future Recommendations:
➢ Assess current RN retirement projections at BIDMC
➢ Evaluate organizational culture—frontline staff perceptions, current hiring practices
➢ Consider using ANCC recommendations & successful models (i.e. PTAP or ECCO program)
➢ Provide NGNs clinical & theoretical knowledge acquisition, preceptor & mentor development, & unit socialization is
optimized
➢ Monitor patient outcomes and staff satisfaction scores/retention rates
For more information, contact:
mschofie@bidmc.harvard.edu (references upon request)
�
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Silverman Symposium
Description
An account of the resource
Each year the Silverman Symposium poster session offers BIDMC staff and affiliates the opportunity to share experiences and learn about efforts to improve Quality and Safety.
Date
A point or period of time associated with an event in the lifecycle of the resource
2021
Silverman Poster
Primary Contact
If you would like more information about this project, contact this person. Make email address clickable.
Meredith Schofield (<a href="mailto:mschofie@bidmc.harvard.edu" target="_blank" rel="noreferrer noopener">mschofie@bidmc.harvard.edu</a>)
Department
Any departments listed on the poster or identified in the spreadsheet.
Critical Care
ICU
Nursing
BIDMC Location
The BIDMC location where the poster team resides if identified in spreadsheet. If not identified, choose BIDMC.
BIDMC
Project Team
Meredith Schofield
Susan Holland
Susan Kulik
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
The Nursing Shortage: Hiring New-Graduate Nurses into the Intensive Care Unit-MSN Project
Date
A point or period of time associated with an event in the lifecycle of the resource
2019
Format
The file format, physical medium, or dimensions of the resource
pdf
Efficiency
Safety