Page 3 - FY23 NRR Annual Report FINAL 11.10.23 (2)_Neat

Nurse & PA Recruitment and Retention Annual Report FY23 3

KEY CHALLENGES AND GOALS OF FY23

NURSING WORKFORCE CHALLENGES IN THE

POST-PANDEMIC HEALTHCARE ENVIRONMENT

In FY ’23, we moved forward, out of the COVID-19 pandemic response, with an intentional focus on the
nursing practice environment, to offset the adverse effects of the pandemic on nurses, their patients, and
the nursing workforce as a whole.

Recent literature supports a strong association between hospital nursing resources, such as Magnet
designation, nurse staffing, the nurse work environment, patient satisfaction and improved patient
outcomes.
Stabilization of the nursing workforce at Michigan Medicine was identified as the #1 mission-critical
priority, with key strategies:

· Reduce Nursing vacancy rate

· Reduce Nursing Termination rates
· Reduce the use of high-cost labor (Traveler RNs)

· Reduce Mandatory OT, Overtime, and Over-appointment hours to staff

How did we fare? SUCCESS!

· Vacancy Rate reduced to 2%, from 5.7% in FY 22, against a National Benchmark of 16%*
· Nursing Overall Termination Rate (Job Family 31) reduced to 7.7%, from 11.7%, against a National
Benchmark of 18.2%*

· 1st-year Termination Rate was down to 16.5%, from 25.3%, in FY 22 against a National Benchmark
of 32.8%*

*2023 NSI National Health Care Retention & RN Staffing Report.

Keeping a laser focus on maintaining a stable nursing workforce will be critical to the success of
anticipated growth and expansion plans, including the Pavilion opening in the Fall of 2025 and the
integration efforts with UM-Health, Sparrow and UM-Health West.

The D. Dan and Betty Kahn Health Care Pavilion at
University of Michigan Health