1.
Development of existing staff by transition programs and education, in addition to hiring nurses for certain times such as, flu season or holidays, by paying them incentives is a good approach (Mealer et al., 2014). Providing training opportunities that facilitates lifelong professional development and obtaining licensure laws, and permissions for APN, NP and RN license renewal will also help in retaining nurses.
2.
Investing into externship allows nurses to increase their clinical expertise and are found to directly influence retention (Wilkerson & Faber, 2015). Such additional skill opportunities allow experienced as well as novice nurses to increase their confidence and feel a part of the healthcare team, in addition to promoting their critical thinking and reducing anxiety.
3.
Determining which nurses will be provided with opportunities for additional skill acquisition can be facilitated by conducting a task analysis, monitoring daily diaries, and analyzing the activities performed by each staff (Akhu-Zaheya, Gharaibeh & Alostaz, 2013). Every nurse needs these skills for the development of critical thinking capabilities, adapting to the broader aspect of healthcare and preparing for unexpected clinical events.
4.
The nursing certifications, experience and data on earnings and employment of nurses belonging to different nations will be tracked down for drawing a conclusion whether the nurses in the current scenario are being paid less. Information from the Bureau of Labor Statistics will give an estimate of the wage and employment of the nursing occupation.
5.
The annualized values for the initial six months will be compared to that of the projected year, on the basis of previous claims. Per individual and aggregate health care costs will be assessed, followed by analyzing the difference between the observed and projected values.
References
Akhu-Zaheya, L. M., Gharaibeh, M. K., & Alostaz, Z. M. (2013). Effectiveness of simulation on knowledge acquisition, knowledge retention, and self-efficacy of nursing students in Jordan. Clinical Simulation in Nursing, 9(9), e335-e342. https://doi.org/10.1016/j.ecns.2012.05.001
Mealer, M., Conrad, D., Evans, J., Jooste, K., Solyntjes, J., Rothbaum, B., & Moss, M. (2014). Feasibility and acceptability of a resilience training program for intensive care unit nurses. American Journal of Critical Care, 23(6), e97-e105. doi: 10.4037/ajcc2014747
Wilkerson, K. J., & Faber, S. (2015). Improving Retention through Implementation of a Nurse Externship. Journal of Obstetric, Gynecologic, & Neonatal Nursing, 44(s1), S35-S35. https://doi.org/10.1111/1552-6909.12714
