Nurse Turnover Calculation Paper

In addition to concerns about the adequacy of the supply of nurses the financial impact of high turnover was startling. According to Jones (2005) Using the updated Nursing Turnover Cost Calculation Methodology, the per RN true cost of nurse turnover is calculated to be 1.2–1.3 times the RN annual salary. That estimate is derived from a retrospective, descriptive study of external RN turnover cost data at an acute care hospital with over 600 beds. The findings indicate that the three highest cost categories were vacancy, orientation and training and newly hired RN productivity. (as cited in Kooker & Kamikawa, C. 2011). For example, At the Queen’s Medical Center, the annual salary of an experienced RN is currently $91,520. Therefore, using the

According to Good & Bishop, (2011) float nurses often are used to offset the effects of staffing shortages, changes in hospital census, and struggling budgets. Whether using permanent staff or established pools, floating can reduce overtime costs and use of expensive agency staff Unfortunately, floating is a sensitive issue to nurses, many of whom describe it as a frustrating and anxiety provoking experience ( as cited in Bates, 2013). However, nurses can do many things to make floating a better experience, such as maintaining a positive attitude, staying abreast of clinical skills, and working within their scope of practice. Unfortunately, the expectation often may be that the float nurse takes sole responsibility for his or her success in each new work environment, including addressing areas of concern, asking for assistance, and verbalizing feelings of discomfort (Bates, 2013). Because floating affects everyone — individual nurse, co-workers, patients —ensuring a successful experience becomes a shared responsibility. Providing the float nurse with necessary resources and assistance, as well as maintaining lines of communication and encouraging feedback, can make floating a more positive experience (Bates, K. J. 2013). Even as a new graduate nurse, I found myself floating 6 months after orientation without training to other units. These experiences were both challenging and frustrating, as I spent much of my time

Places advertisements, attends job fairs, however in this instance they will lead the in-house recruitment efforts. Interviews candidates and refers them to the appropriate clinical service. They are familiar with a variety of the field 's concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. May lead and direct the work of others. A wide degree of creativity and latitude is expected. Reports to the