Page 7 - FY23 NRR Annual Report FINAL 11.10.23 (2)_Neat

Nurse & PA Recruitment and Retention Annual Report FY23 7
SOURCE: NRR NEW HIRE DATA

RN - 559
GN/Lvl A - 505
APRN - 84

Leader - 19
LPN- 19
RSAM - 14

FY23 CONTINUES HIGH VOLUME HIRING
WE HIRED 1200 NURSES LAST YEAR TO SUPPORT NEW STRATEGIES AND UNITS

High volume hiring was fed by sustained acuity and activity within the health system.
The best strategy to avoid use of premium labor and expensive costs associated with agency and OT/OA
is to proactively anticipate and fill vacancies, as well as move positions into the flexible staffing pools
(CSR/ ACNRP.)

OPPORTUNITIES FY23 JOB OPENINGS
WITHIN: INTERNAL CONTINUED HIGH VOLUME HIRING REFLECTED IN HIGH NUMBERS

TRANSFERS OF JOB OPENINGS. BUT THAT’S ONLY PART OF THE STORY
IT’S A LOT OF WORK, BUT
FINDING THE RIGHT FIT FOR In FY 23, we created 1,072 job openings in Job Family 31 (Nursing)
EACH NURSE RETAINS AND for REGULAR employment alone. In addition, a significant number of
positions were in Nursing Leadership, Physician Assistant, LPN and
BUILDS TALENT TEMP job postings.

Each posting is checked for consistent and legal language and to
An important benefit to working
in our organization is the endless assure compliance with contract terms. Each posting also includes
opportunity and possibility for an invitation to contact the nurse recruiters with questions or career
career growth at Michigan. coaching opportunities.
If nurses can’t move internally,
they move out. That creates higher
orientation costs, lost expertise, etc.
Our nurses made 546 internal
transfers during FY 23. This equates
to additional postings and backfills.
It also contributes to retaining
excellent Michigan nurses who
aspire to grow their careers or find a
work/life balance.

Our units benefitted from great
internal hires with system and
organizational knowledge and the
opportunity to develop experienced
nurses with diverse clinical
backgrounds.
JOB FAMILY 31 - NURSING ONLY;SOURCE: NRR DATA