Page 34 - FY 2025 NRR Annual Report

WHEN NURSES LEAVE Nurse and PA Recruitment and Retention Annual Report FY25 34

SUSTAINED STABILITY AND RETENTION IN THE MICHIGAN RN WORKFORCE

Monitoring RN workforce turnover remains a cornerstone of strategic planning for recruitment and retention
of nurses. In Fiscal Year 2025, turnover rates among RNs stabilized, maintaining consistency month-over-
month throughout the year. This steadiness suggests effective retention strategies and a supportive work
environment.
Feedback from RNs indicates a strong desire for roles that align with both professional aspirations and
personal responsibilities, reflecting evolving workforce priorities across the healthcare sector.
Notably, Nursing at Michigan continues to demonstrate remarkably low turnover rates compared to the
national average, underscoring the institution’s reputation for excellence, supportive culture, and
commitment to workforce well-being.

50 49
42 44 42 43
40 39 36
34
30 31
30 28 29

20

10

0
Jul Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun
SOURCE: HR DECISION SUPPORT (NRR TERM REPORT- JOB FAMILY 31; EXCLUDES PER DIEM); N=385

FIRST-YEAR EXITS

U-M HEALTH ACHIEVES EXCEPTIONALLY LOW FIRST-YEAR RN TURNOVER RATES

First-year turnover is a concern for every health care provider, as retaining newly recruited nurses is
critical for workforce stability and patient care quality. Over the past four years, Michigan Medicine
has demonstrated a significant decreasing trend in first-year RN turnover—a remarkable 59%
reduction. National benchmarks show a first-year termination rate of 31.9% (NSI National Benchmark).

In FY 2025, UM Health continues to exceed expectations, achieving a first-year RN termination rate of
only 10.5% overall.

National Median = 31.9%
Overall Voluntary

25.3%

23.1%
15.9% 16.5%
12.7% 13.1% 13.2%
10.9% 11.5% 14.0% 10.5%
12.2% 13.5% 9.7%
11.1% 11.1%
8.6% 9.3% 8.6% 8.8%

2016 2017 2018 2019 2020 2021 2022 2023 2024 2025

SOURCE: HR DECISION SUPPORT, NURSING SOLUTIONS INC.