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Nurse & PA Recruitment and Retention Annual Report FY23 51
INTERNAL CAREER TRANSITION SUPPORT
ASSISTING OUR NURSES IS A COORDINATED EFFORT!
The Return to Work Coordinator teams with HR and Work Connections to help nurses who are seeking a return to
work after Long Term Disability, extended medical leaves due to illness, surgery or injury, or a new medical condition
that doesn’t allow the nurse to stay in their current position. Many are unable to return to their previous positions due
to various reasons (position filled, unable to accommodate the temporary or permanent restrictions, ADA requested
accommodations, etc).
These cases can take months to resolve, with multiple contact points, along with tons of interdepartmental coordination
between NRR, HR Leave Team, Work Connections, the HRBP’s, Labor Relations, UMPNC, the employee and nursing
leadership. Nurse Recruitment and HR also have a standing monthly meeting to discuss open cases and referrals to
maximize coordination.
The Nurse Recruitment Recruiters also work with RN’s in their liaison areas to offer internal support to those nurses
pursuing alternative work options for career advancement, units that are not a good fit, or for a failed orientation.
Recruiters also work individually with RNs, PAs and Nursing Leaders who are subject to a reduction-in-force (RIF).
UNIT-BASED INTERVENTIONS
A custom solution for some of our toughest challenges
When nursing units face especially difficult problems, Nurse Recruitment and Retention sometimes leads
an assessment, engagement and resolution process created by our department.
NRR partners with the Nursing Leadership and the Employee Assistance Program Manager to engage
nursing staff and gather details on the work environment. They work to surface the weaknesses — and
also the strengths of the unit, giving them something to build solutions upon.
The unit and ACNO then develop a customized action plan for addressing the core issues raised in the
survey and staff debriefings.
