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Nurse & PA Recruitment and Retention Annual Report FY23 39
TERMINATION TENURE
AVERAGE YEARS OF SERVICE AMONG NURSES WHO LEFT U-M IN FY 23
The greatest vulnerability for turnover is in the first three years. But as nurses advance beyond those initial
experiences, a new turnover vulnerability appears: nurses who advance their education and move into
advanced practice roles. We support and encourage this professional development. At the same time, we
must recognize its impact on tenure and turnovers.
SOURCE: HR DECISION SUPPORT 2023 ANNUAL NURSING TERM TURNOVER (N=707)
WHY NURSES LEAVE
RETAINING OUR NURSING WORKFORCE
FY 23 RNs made career decisions to leave Michigan Medicine based on many factors including accepting
other positions elsewhere, retirement and relocation. Competition for top nursing talent remains fierce, in-
state and nationally. With the major impact of the COVID pandemic in the rear-view mirror, travel nurses
are opting to return as the urgent need decreases across the country.
To keep up with turnover, we must maintain an overfill strategy, in addition to a strong retention strategy,
including providing a work environment that supports safety in practice.
SOURCE: HR DECISION SUPPORT (NRR TERM REPORT- JOB FAMILY 31; EXCLUDES PER DIEM); N=544
