Page 40 - FY23 NRR Annual Report FINAL 11.10.23 (2)_Neat

40 Nurse & PA Recruitment and Retention Annual Report FY23

WHEN NURSES LEAVE
FINDING A “NEW NORMAL” WHEN IT COMES TO WORK-LIFE BALANCE

Monitoring RN workforce turnover is essential in strategic planning for recruitment. In FY 23, post
pandemic turnover stabilized, after a peak in the early months of the fiscal year. RNs sought out work that
would support both their professional aspirations and personal life responsibilities. Despite challenges,
Nursing at Michigan continues to demonstrate relatively low turnover rates compared to the national
average.

SOURCE: HR DECISION SUPPORT (NRR TERM REPORT- JOB FAMILY 31; EXCLUDES PER DIEM); N=544

FIRST-YEAR EXITS
U-M CONTINUES TO KEEP FIRST-YEAR TURNOVER WELL BELOW THE NATIONAL AVERAGE

First-year turnover is a concern for every health care provider, and we are continuing our work to keep
these rates low. We have made strong progress since 2006. Moreover, after a spike in FY22, the first-year
departure rate decreased in FY23 (16.5%) and is still below the national average (33%).
This chart shows nurses terminated as a percentage of all nurses with less than 1 year of service.

National Median

SOURCE: HR DECISION SUPPORT, NURSING SOLUTIONS INC.