2.50
Hdl Handle:
http://hdl.handle.net/10755/149325
Type:
Presentation
Title:
Utilizing an Employee Referral Program for Recruiting Nurses
Abstract:
Utilizing an Employee Referral Program for Recruiting Nurses
Conference Sponsor:Sigma Theta Tau International
Conference Year:2001
Conference Date:November 10 - 14, 2001
Author:Foley, Joseph
P.I. Institution Name:Veterans Administration Medical Center
The purpose of this program was to implement and evaluate an employee referral program for recruiting nurses. This program was implemented first at a military agency and subsequently at two Veterans Administration (VA) Medical Centers. The military agency had a shortfall of 141 RNs. The VA Medical Center in Atlanta, GA had 55 RN positions vacant and the VA Medical Center in Durham, NC had 101 RN vacancies. The goal of the program in all 3 agencies was to fill the RN vacancies. In a 2-year period of time, utilizing this program, the military agency hired 150 RNs. The Atlanta VA Medical Center filled 55 of 57 vacancies in 3 months and the Durham VA Medical Center filled 73 of 101 vacancies in 8 months. This employee referral program was developed by nurses and was strongly supported by the CEOs of each agency. The premise of the program was that all agency employees knew nurses and could best identify nurses who would be a good "fit" for the agency and likely be retained. The nurse coordinator developed a fact sheet of all of the agency's benefits such as pay, promotion opportunities, bonuses, retirement benefits, continuing education opportunities, tuition reimbursements, vacation time, etc. Employees of the agency received these fact sheets and were asked to refer potential nurse hires to the nurse coordinator of the program who would process the applications in a timely fashion and troubleshoot any problems. In the military agency, employees received a non-monetary award for each nurse hired. In the VA Medical Centers, the referring employee received a monetary award. These awards provided incentives for the agency nurses to refer potential nurse employees to the nurse coordinator. Another aspect of the program, evaluated to be key to its success, was the responsiveness of the nurse coordinator. The nurse coordinator personally processed each application and followed that application through the respective systems of each of the individual agencies. If the application needed to be reviewed by a nurse manager and the nurse coordinator didn't receive the packet back in a timely manner, he called to remind the nurse manager. The nurse coordinator stayed in constant communication with each applicant, which, unexpectedly, resulted in thank-you letters to the nurse coordinator from both nurses who took positions in the agency as well as those who didn't.
Repository Posting Date:
26-Oct-2011
Date of Publication:
10-Nov-2001
Sponsors:
Sigma Theta Tau International

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleUtilizing an Employee Referral Program for Recruiting Nursesen_GB
dc.identifier.urihttp://hdl.handle.net/10755/149325-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Utilizing an Employee Referral Program for Recruiting Nurses</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Sigma Theta Tau International</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">2001</td></tr><tr class="item-conference-date"><td class="label">Conference Date:</td><td class="value">November 10 - 14, 2001</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Foley, Joseph</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">Veterans Administration Medical Center</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">joseph.foley3@med.va.gov</td></tr><tr><td colspan="2" class="item-abstract">The purpose of this program was to implement and evaluate an employee referral program for recruiting nurses. This program was implemented first at a military agency and subsequently at two Veterans Administration (VA) Medical Centers. The military agency had a shortfall of 141 RNs. The VA Medical Center in Atlanta, GA had 55 RN positions vacant and the VA Medical Center in Durham, NC had 101 RN vacancies. The goal of the program in all 3 agencies was to fill the RN vacancies. In a 2-year period of time, utilizing this program, the military agency hired 150 RNs. The Atlanta VA Medical Center filled 55 of 57 vacancies in 3 months and the Durham VA Medical Center filled 73 of 101 vacancies in 8 months. This employee referral program was developed by nurses and was strongly supported by the CEOs of each agency. The premise of the program was that all agency employees knew nurses and could best identify nurses who would be a good &quot;fit&quot; for the agency and likely be retained. The nurse coordinator developed a fact sheet of all of the agency's benefits such as pay, promotion opportunities, bonuses, retirement benefits, continuing education opportunities, tuition reimbursements, vacation time, etc. Employees of the agency received these fact sheets and were asked to refer potential nurse hires to the nurse coordinator of the program who would process the applications in a timely fashion and troubleshoot any problems. In the military agency, employees received a non-monetary award for each nurse hired. In the VA Medical Centers, the referring employee received a monetary award. These awards provided incentives for the agency nurses to refer potential nurse employees to the nurse coordinator. Another aspect of the program, evaluated to be key to its success, was the responsiveness of the nurse coordinator. The nurse coordinator personally processed each application and followed that application through the respective systems of each of the individual agencies. If the application needed to be reviewed by a nurse manager and the nurse coordinator didn't receive the packet back in a timely manner, he called to remind the nurse manager. The nurse coordinator stayed in constant communication with each applicant, which, unexpectedly, resulted in thank-you letters to the nurse coordinator from both nurses who took positions in the agency as well as those who didn't.</td></tr></table>en_GB
dc.date.available2011-10-26T10:00:12Z-
dc.date.issued2001-11-10en_GB
dc.date.accessioned2011-10-26T10:00:12Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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