Page 12 - FY 2025 NRR Annual Report

Nurse and PA Recruitment and Retention Annual Report FY25 12
RETIREMENT ELIGIBILITY (UMPNC)
FORECASTED RN RETIREMENTS AND WORKFORCE PLANNING

Over the next four years, the number of UMPNC (University of Michigan Professional Nurse Council) nurses eligible to
retire is projected to increase by 52%. This sharp rise intensifies the urgency for ongoing workforce planning to
maintain stable staffing and high-quality patient care.

Per Diem and RN TEMP positions are being offered to nurses who are approaching retirement. These flexible roles
allow experienced nurses to continue contributing, easing transitions and reducing knowledge loss. Retaining retiring
nurses in part-time or temporary capacities helps buffer staffing fluctuations.

While flexible positions help, further efforts are required to address anticipated gaps and ensure continuity.
Strategies include succession planning, targeting new graduates and mid-career professionals, and retention
programs that focus on job satisfaction, career growth, and work-life balance for nurses at all stages.

1000
Source: HR Decision Support 2025
916
800 842
756
706 705
600 626 667
596 588 601
548
400

200

14.5% 10.4% 10.5% 11.0% 12.1% 8.2% 8.7% 8.6% 10.1% 12.1% 13.1%
0
2018 2019 2020 2021 2022 2023 2024 2025 2026 2027 2028

OUR NURSING WORKFORCE CONTINUES TO STRENGTHEN
RETIREMENT ELIGIBILITY (LEADERSHIP)

DEMAND FOR NURSING LEADERS KEEPS GROWING, AS DO REASONS TO GROW OUR OWN

By 2029, over 22% of our Nurse Leaders—including Clinical Nursing Directors, Nursing Supervisors, and executive
leadership—may be eligible to retire. At the same time, demand for Nursing Leaders is expected to rise, both within
Michigan Medicine and across the healthcare industry. This represents a 71.7% increase anticipated from 2025 to
2029.
The potential retirement of a substantial portion of nurse leaders is a critical vulnerability, risking loss of institutional
knowledge, expertise, and leadership continuity. The competitive environment for nurse leaders across the profession
may make recruitment more challenging.

Given the significant percentage of nurse leaders approaching retirement over the next 5 years, it is critical to create
and implement structured leadership succession plans within Michigan Medicine. This approach not only ensures
continuity and stability but also mitigates the risks associated with sudden leadership vacancies.
60 Source: HR Decision Support 2025

50 53 53
47 47
40 42 41 40
36 35
30 32 33 31

20

10
18.2% 13.5% 15.2% 17.3% 22.6% 23.6% 14.1% 13.1% 14.8% 16.9% 19.9% 22.5%
0
2018 2019 2020 2021 2022 2023 2024 2025 2026 2027 2028 2029