Page 7 - FY 2025 NRR Annual Report

7
Source: NRR new hire data
1200 1200 RN - 413
1000 1032 1096 GN/LVL A - 245

800 913 860 905 851 817 794 APRN - 90
600 621 716 672 627 LEADER - 10
400 423 545 LPN- 23
200 318
0 RSAM - 13
2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025
FY25 BREAKDOWN

After years of high-volume hiring, the number of hires in 2025 has dropped by 27% since
FY2022.
With staffing stabilized the emphasis has shifted toward retaining existing staff. This is
crucial for reducing reliance on premium labor sources, such as agency nurses or ALIGNING NURSES WITH
THE RIGHT ROLES
overtime/overage (OT/OA), which are more expensive.
Nursing leadership teams are working closely with recruitment to anticipate and fill STRENGTHENS TEAMS AND
vacancies proactively, preventing gaps that can lead to increased costs or decreased
quality of care. SUPPORTS RETENTION.
Moving positions into flexible staffing pools like CSR (Central Staffing Resources) and
ACNRP (Ambulatory Care Nurse Resource Pool) allows for more dynamic allocation of
nursing resources, helping cover fluctuating needs without over-reliance on external or Placing nurses in positions that reflect
costly labor. their skills and career aspirations
boosts job satisfaction, lowers
FY25 JOB OPENINGS orientation costs, and builds lasting

In FY25, 794 job openings were created in Job Family 31 (Nursing) for regular employment, up expertise within U-M Health.
from 627 in FY24. Additional positions were also established in Nursing Leadership, Physician
Assistant, LPN, and temporary roles to support strategic expansion and evolving needs. In FY25, Michigan nurses completed
593 internal transfers, opening doors
A notable driver of increased hiring in 2025 was the planned November opening of the to new opportunities, enhancing
D. Dan and Betty Kahn Pavilion. To meet staffing requirements for this new facility, the work-life balance, and supporting
recruitment team hired an additional 227 RN FTEs. ongoing career advancement. These
internal moves bring a wealth of
Every job posting is carefully reviewed to ensure consistent, legal language and compliance organizational knowledge and diverse
with contract terms. Each listing also invites candidates to connect with nurse recruiters for clinical experience to each unit,
questions or personalized career coaching. reinforcing team cohesion and
elevating care across the system.

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Job Family 31 - Nursing only;Source: NRR data
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