2.50
Hdl Handle:
http://hdl.handle.net/10755/152151
Type:
Presentation
Title:
Nurse Retention Project using an Evidenced Based Practice Model
Abstract:
Nurse Retention Project using an Evidenced Based Practice Model
Conference Sponsor:Sigma Theta Tau International
Conference Year:2007
Author:Picone, Debra M., PhD
P.I. Institution Name:University of Iowa Hospitals and Clinics
Title:Advanced Practice Nurse Research Specialist
[Research Presentation] Throughout the years the nursing profession has cycled through periods of a shortage or an excess of registered nurses. Today we are experiencing a shortage of registered nurses that has been fueled by a number of factors including a change in the demand for nurses offering more opportunities in diverse health care settings. Our economic growth has created more career choices to women that may be reflected in the decline of enrollment in nursing programs. Lastly, the nursing work force is aging, where the mean age is 41 years, and only 12% of the RN work force is under 30 years old.áThe questions asked by administrators are what are retention interventions, how effective are they are in reducing turnover, and what is their cost?á This paper describes the work accomplished by the University of Iowa Hospitals and Clinics Nurse Retention Project. A committee, made up of various nursing positions ranging from staff nurse to CNO, used the Iowa Model of Evidenced Based Practice to Promote Quality Care to guide the project. The project encompassed assessing the work culture through survey development and distribution, determining data driven interventions based on opportunities for improvement identified through this assessment, developing and implementing action plans, and evaluating outcomes. Action plans were developed between the nurse manager and staff nurses with assistance from committee members. Unit based and system wide evidenced based interventions were implemented based on the action plans and included strategies to increase recognition, manage workflow, and improve staffing. Outcomes were assessed by reassessment of the work culture allowing us to trend the data for changes in attitudes/perceptions. In addition, we monitored vacancy rates that dropped from 13.3% to 1.98% over a 27 month period.á The tools used and evidenced based strategies implemented are presented to illustrate how this project was completed.á
Repository Posting Date:
26-Oct-2011
Date of Publication:
17-Oct-2011
Sponsors:
Sigma Theta Tau International

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleNurse Retention Project using an Evidenced Based Practice Modelen_GB
dc.identifier.urihttp://hdl.handle.net/10755/152151-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Nurse Retention Project using an Evidenced Based Practice Model</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">2007</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Picone, Debra M., PhD</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">University of Iowa Hospitals and Clinics</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Advanced Practice Nurse Research Specialist</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">debra-picone@uiowa.edu</td></tr><tr><td colspan="2" class="item-abstract">[Research Presentation] Throughout the years the nursing profession has cycled through periods of a shortage or an excess of registered nurses. Today we are experiencing a shortage of registered nurses that has been fueled by a number of factors including a change in the demand for nurses offering more opportunities in diverse health care settings. Our economic growth has created more career choices to women that may be reflected in the decline of enrollment in nursing programs. Lastly, the nursing work force is aging, where the mean age is 41 years, and only 12% of the RN work force is under 30 years old.&aacute;The questions asked by administrators are what are retention interventions, how effective are they are in reducing turnover, and what is their cost?&aacute; This paper describes the work accomplished by the University of Iowa Hospitals and Clinics Nurse Retention Project. A committee, made up of various nursing positions ranging from staff nurse to CNO, used the Iowa Model of Evidenced Based Practice to Promote Quality Care to guide the project. The project encompassed assessing the work culture through survey development and distribution, determining data driven interventions based on opportunities for improvement identified through this assessment, developing and implementing action plans, and evaluating outcomes. Action plans were developed between the nurse manager and staff nurses with assistance from committee members. Unit based and system wide evidenced based interventions were implemented based on the action plans and included strategies to increase recognition, manage workflow, and improve staffing. Outcomes were assessed by reassessment of the work culture allowing us to trend the data for changes in attitudes/perceptions. In addition, we monitored vacancy rates that dropped from 13.3% to 1.98% over a 27 month period.&aacute; The tools used and evidenced based strategies implemented are presented to illustrate how this project was completed.&aacute;</td></tr></table>en_GB
dc.date.available2011-10-26T11:25:50Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-26T11:25:50Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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