Page 11 - FY 2025 NRR Annual Report

AGE DISTRIBUTION OF RN WORKFORCE 11

Nearly 29% of our current registered nurse (RN) workforce is age 50 or older and thus eligible for retirement
in the near future. This significant portion highlights an important vulnerability within our organization:

Potential for increased retirements can lead to workforce gaps and loss of critical experience. Attracting
and retaining new graduate nurses is essential to offset this trend. Maintaining a strong, proactive
recruitment pipeline ensures we can continually replenish our workforce. Balancing new graduates and
experienced nurses allows us to meet future care demands while providing continuity, mentorship, and safe
patient care.

UM 60+ yrs <30 yrs State of 65-74 yrs <25 yrs
2.2%
8.9%
Health 17.8% Michigan 11.2% 25-34yrs
21%

50-59 yrs
19.7%
55-64 yrs
18.6%

30-39 yrs <30 yrs
30.4% >65 yrs 7.9% 35-44 yrs
18.3% 30-34 yrs 24.3%
40-49 yrs 10.2% 45-54 yrs
23.2%
20.9%
Source: HR Decision Support 2025 Source: Michigan Licensure Data 2025

OUR NURSING WORKFORCE CONTINUES TO STRENGTHEN 35-39 yrs
60-64 yrs
11.6% 11%

National

55-59 yrs 40-44 yrs
10% 10.7%
Source: National Nursing
50-54 yrs 45-49 yrs Workforce Study (NCSBN) 2024
10.7% 9.7%
YEARS OF SERVICE (RN & APP Workforce Insights)

12% Source: HR Decision Support 2025 Nurses within their first two years of practice represent over
21% of our RN workforce—and data shows they are at
greatest risk for turnover in the past fiscal year.
10.5% 10.6%
10%
Professional growth and development opportunities within
Michigan Medicine are our strongest tools for retaining
8.5% novice nurses. Investing in mentorship, training, specialty
8% certifications, and career pathways can help these nurses
build confidence, expertise, and long-term commitment to
6.7% our organization.
6%
We hire experienced Advanced Practice Professionals
(APPs, such as NPs and PAs) from outside Michigan
4.9%
4% 4.4% 4.4% Medicine to maintain a strong mix of skill levels and
balanced workforce: This practice ensures our APP teams
include both seasoned professionals and those newer to the
2.6% field.
2%
There is value in exploring the hiring of more U-M nurses
who have advanced to APP roles—leveraging their
0% knowledge of our systems, culture, and patient population,
<1 yr 1-2 yrs 2-3 yrs 3-5 yrs 5-10 yrs 10-15 yrs 15-20 yrs >20 yrs
while supporting career progression.