Page 50 - FY 2025 NRR Annual Report

NURSE AND PA RECRUITMENT AND RETENTION 50

STRATEGIC PLAN FY 24-25

• Increase DEI • Preparation for • RTW/RIF process • Job posting • Pavilion
nurse recruitment Pavilion Opening improvement standardization Workforce
Planning
• Attend at least • Working on SON • Onboarding and • Recruitment
one diversity events to improve hiring practice social media • Workforce
conference or pipeline of nurses improvements sourcing (LI, FB, planning -
event/year Twitter) dashboards
• Identify • Reference (nursing + support
• Diversity.com marketing assessment • Website positions)
collaboration and strategies for accuracy Migration & Dept
highlight 10 different groups of Communication • Integration with
jobs/year • Consistent collaboration – Sparrow Hospital
• Utilize application of improvements/upd
• Partnership with Handshake hiring practice ates • Website to
AA NBNA group website to connect discrepancies. include Michigan
with more • Casting Call – Mitten with other
• Review of exit students • Hiring practice photoshoot entities in state
survey data standardization (include
quarterly • Specific APP • Nurse Leader definitions)
events that include • CACTUS audit for Orientation
• Review 1st year CE/networking license verification resources • Monthly staffing
turnover data for opportunities slide deck for
improvement • Onboarding/CNO • Daisy Leadership leaders
opportunities • Peri-Op standardization Award
recruitment and verification • Investment in
activities for • Collaborate with staff retention
Pavilion • Exit surveys Nursing strategies
Communications
Specialist

• Collaborate with
Philanthropy
Committee

Stephanie Kittel Scarlett Patrick, Joe Cleary, Yuwanna Nelson

Ram Choudhary April Duda