Page 32 - FY 2025 NRR Annual Report

TERMINATION TRACKING Nurse and PA Recruitment and Retention Annual Report FY25 32

TURNOVER FOR U-M NURSES CONTINUES TO BE WELL BELOW THE NATIONAL AVERAGE

A multi-tiered strategy to retain nurses at U-M has proven highly effective, with particular emphasis on
reducing expensive and disruptive involuntary turnover. By actively assisting hiring teams in selecting the best
fit for each position, educating those teams about safe hiring practices, and facilitating high-level
discussions regarding high-risk hires, we consistently maintain low numbers in this category. Central to this
success are the strong, trusting relationships between recruiters and hiring managers, which support both the
quality and safety of our nurse workforce.
TURNOVER PERCENTAGE

Source: HR DECISION SUPPORT (U-M); NSI SOLUTIONS (USA; 2025 CY DATA NOT AVAILABLE)
UM Health National
25
22.5 22.5

20
14.9 15.5 14.7 15.7 15
15 13.5
12.6 11.7

10 7.8 7.7
6.4 6.8 6.9 7.2 6.6 5.9 5.9
5

0
2016 2017 2018 2019 2020 2021 2022 2023 2024 2025
TERMINATION TRENDING

KEEPING INVOLUNTARY TURNOVER LOW: PROTECTING QUALITY OF CARE AND SAFETY

Over the past three years, the National Council of State Boards of Nursing (NCSBN) has found that the
average age of employed RNs has slightly increased to 52. Simultaneously, data from the National Center
for Biotechnology Information indicate that the demand for RNs remains high, driven by our nation’s growing
and aging population. These trends have reinforced a consistent need for new nurses, advanced
credentialing, and ongoing growth in the field.

At Michigan Medicine, voluntary terminations—which had declined during periods of reduced economic and
career mobility—are stabilizing. Providing robust professional development and career growth opportunities
continues to be a significant factor in employee engagement and in retaining our highly skilled nursing
workforce. Overall Voluntary Retired Involuntary
SOURCE: HR DECISION SUPPORT 2025 ANNUAL NURSING TERM TURNOVER 11.7%
12%
11%
10% 11.3%
9% 6.8% 6.9% 7.2% 6.6% 7.8% 7.7% 7.0%
Turnover Percentage 5% 5.2% 6.4% 6.4% 6.6% 7.1% 6.2% 7.4% 6.1% 5.9% 4.2%
8%
6.6%
7%
6%

4%
3% 5.1% 2.0% 1.8% 4.3%
2% 1.3% 1% 1.5% 1.5% 1.6% 1.2% 1.1% 1.2% 1.4%
1% .1% .3% .4% .3% .1% .4% .3% .4% .5% .0% 1.4%
0%
2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025