Page 38 - FY23 NRR Annual Report FINAL 11.10.23 (2)_Neat

38 Nurse & PA Recruitment and Retention Annual Report FY23

TERMINATION TRACKING
TURNOVER FOR U-M NURSES CONTINUES TO BE WELL BELOW THE NATIONAL AVERAGE

A multi-tiered strategy to retain our nurses has proven effective. Our greatest focus is on reducing expensive
and disruptive involuntary turnover. We’re maintaining low numbers in this category by assisting hiring
teams in finding the best fit for each position, educating those teams about safe hiring practices, and having
high-level conversations about high-risk hires.
Strong, trusting relationships between recruiters and hiring managers are helping maintain quality and
safety.

SOURCE: HR DECISION SUPPORT (U-M); NSI SOLUTIONS (USA; 2023 CY DATA NOT AVAILABLE)

TERMINATION TRENDING
GOAL: KEEP INVOLUNTARY TURNOVER LOW, TO PROTECT QUALITY OF CARE AND SAFETY

Over the past three years of study by the National Council of State Boards of Nursing (NCSBN), the average
age of employed RNs has slightly increased to 52. At the same time, nursing statistics from the National
Center for Biotechnology Information show the demand for RNs remains high as our nation continues to
have a growing, aging population.These factors have resulted in a consistent need for new nurses, advanced
credentialing, and projected growth in the field.

Here at Michigan Medicine, voluntary terminations, which increased markedly when the RN job market
became dramatically competitive, trended back down to pre-COVID percentages in FY ’23. We were able
to successfully retain our RN workforce by offering competitive wages, benefits and a supported & safe
practice environment. Adequate resources and staffing continue to be significant influencers on employee
engagement scores in Nursing, which directly impact the retention of our valuable nursing talent. SOURCE: HR DECISION SUPPORT 2023 ANNUAL NURSING TERM TURNOVER