Page 33 - FY 2025 NRR Annual Report

TERMINATION TENURE Nurse and PA Recruitment and Retention Annual Report FY25 33

AVERAGE YEARS OF SERVICE AMONG NURSES WHO LEFT U-M IN FY 25

The greatest vulnerability for turnover is in the first three years. But as nurses advance beyond those initial
experiences, a new turnover vulnerability appears: nurses who advance their education and move into
advanced practice roles. We support and encourage this professional development. At the same time, we
must recognize its impact on tenure and turnovers.

8.2%
7.2%
6.2%
5.4%

3.5%
3.1% 3.1%
2.1%

<1 YEAR 1-2 YEARS 2-3 YEARS 3-5 YEARS 5-10 YEARS 10-15 YEARS 15-20 YEARS 20+ YEARS

SOURCE: HR DECISION SUPPORT 2025 ANNUAL NURSING TERM TURNOVER N=385)

WHY NURSES LEAVE

RETAINING OUR NURSING WORKFORCE

FY25 RNs made career decisions to leave Michigan Medicine for a variety of reasons, including retirement,
accepting positions elsewhere, and relocation.

With competition for top nursing talent remaining fierce both in-state and nationally, it is essential to
maintain an overfill strategy alongside robust retention efforts. This includes fostering a work environment
that supports safety in practice, ensuring we can meet staffing needs while continuing to provide high-
quality care.

Retirement 26.5%

Another Position Elsewhere 21.0%
Relocation 17.1%
Future Plans Unknown 16.4%

No Return From Leave 7.3%
Family Responsibility 4.9%

Career Opportunity 3.9%
Work Schedule 2.9%

0% 5% 10% 15% 20% 25% 30%

SOURCE: HR DECISION SUPPORT (NRR TERM REPORT- JOB FAMILY 31; EXCLUDES PER DIEM); N=385