Who will care for me? Recruitment and Retention Strategies for an Inpatient Oncology Unit

2.50
Hdl Handle:
http://hdl.handle.net/10755/164941
Category:
Abstract
Type:
Presentation
Title:
Who will care for me? Recruitment and Retention Strategies for an Inpatient Oncology Unit
Author(s):
Collins, Betsy
Author Details:
Betsy Collins, RN, MSN, AOCN, Nurse Manager Oncology, Lacaster General Hospital, Lancaster, Pennsylvania, USA, email: becollin@lancastergeneral.org
Abstract:
Administration/Leadership Development: In light of today's nursing shortage, competing opportunities for the current nurses and the high cost of turnover, it is imperative that we as oncology nursing leadership place recruitment and retention as one of our top priorities. Recruitment and retention strategies must be numerous and creative in order to be effective as ôone size does not fit allö. Including current staff in these strategies is key. Retention of the staff once recruited is necessary to maintain stable, knowledgeable staff to provide the very best care possible to our patients, and to be financially responsible to the institution. Recruitment begins with high school students to allow for shadowing experiences and to ôbragö about what we do daily. All students (PtCA, RN, LPN) are welcomed and encouraged to consider oncology nursing as a specialty. Retention begins at the time of hire and continues through their career with education, support and strong support of oncology nursing as a specialty. Success of the strategies will be measured by turnover rate as well as staff satisfaction. Each spring, staff participates in an employee opinion survey that measures staff satisfaction as well as staff engagement. In the rapidly changing world of oncology nursing, we must find ways to maintain stable, knowledable staff. To have a constant turnover of staff is frustrating to all involved and contributes to decreased patient satisfaction, staff satisfaction and increased cost.
Repository Posting Date:
27-Oct-2011
Date of Publication:
27-Oct-2011
Conference Date:
2009
Conference Name:
34th Annual Oncology Nursing Society Congress
Conference Host:
Oncology Nursing Society
Conference Location:
San Antonio, Texas, USA
Note:
This is an abstract-only submission. If the author has submitted a full-text item based on this abstract, you may find it by browsing the Virginia Henderson Global Nursing e-Repository by author. If author contact information is available in this abstract, please feel free to contact him or her with your queries regarding this submission. Alternatively, please contact the conference host, journal, or publisher (according to the circumstance) for further details regarding this item. If a citation is listed in this record, the item has been published and is available via open-access avenues or a journal/database subscription. Contact your library for assistance in obtaining the as-published article.

Full metadata record

DC FieldValue Language
dc.type.categoryAbstracten_US
dc.typePresentationen_GB
dc.titleWho will care for me? Recruitment and Retention Strategies for an Inpatient Oncology Uniten_GB
dc.contributor.authorCollins, Betsyen_US
dc.author.detailsBetsy Collins, RN, MSN, AOCN, Nurse Manager Oncology, Lacaster General Hospital, Lancaster, Pennsylvania, USA, email: becollin@lancastergeneral.orgen_US
dc.identifier.urihttp://hdl.handle.net/10755/164941-
dc.description.abstractAdministration/Leadership Development: In light of today's nursing shortage, competing opportunities for the current nurses and the high cost of turnover, it is imperative that we as oncology nursing leadership place recruitment and retention as one of our top priorities. Recruitment and retention strategies must be numerous and creative in order to be effective as ôone size does not fit allö. Including current staff in these strategies is key. Retention of the staff once recruited is necessary to maintain stable, knowledgeable staff to provide the very best care possible to our patients, and to be financially responsible to the institution. Recruitment begins with high school students to allow for shadowing experiences and to ôbragö about what we do daily. All students (PtCA, RN, LPN) are welcomed and encouraged to consider oncology nursing as a specialty. Retention begins at the time of hire and continues through their career with education, support and strong support of oncology nursing as a specialty. Success of the strategies will be measured by turnover rate as well as staff satisfaction. Each spring, staff participates in an employee opinion survey that measures staff satisfaction as well as staff engagement. In the rapidly changing world of oncology nursing, we must find ways to maintain stable, knowledable staff. To have a constant turnover of staff is frustrating to all involved and contributes to decreased patient satisfaction, staff satisfaction and increased cost.en_GB
dc.date.available2011-10-27T12:09:42Z-
dc.date.issued2011-10-27en_GB
dc.date.accessioned2011-10-27T12:09:42Z-
dc.conference.date2009en_US
dc.conference.name34th Annual Oncology Nursing Society Congressen_US
dc.conference.hostOncology Nursing Societyen_US
dc.conference.locationSan Antonio, Texas, USAen_US
dc.description.noteThis is an abstract-only submission. If the author has submitted a full-text item based on this abstract, you may find it by browsing the Virginia Henderson Global Nursing e-Repository by author. If author contact information is available in this abstract, please feel free to contact him or her with your queries regarding this submission. Alternatively, please contact the conference host, journal, or publisher (according to the circumstance) for further details regarding this item. If a citation is listed in this record, the item has been published and is available via open-access avenues or a journal/database subscription. Contact your library for assistance in obtaining the as-published article.-
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