2.50
Hdl Handle:
http://hdl.handle.net/10755/165742
Category:
Abstract
Type:
Presentation
Title:
Staff-Driven Assessment of Retention Issues for Oncology Nurses
Author(s):
Stein, Elaine
Author Details:
Elaine Stein, Fox Chase Cancer Center, Philadelphia, Pennsylvania, USA
Abstract:
The national nursing shortage has hospitals competing for nurses from a continually diminishing pool. Competent oncology nurses are an extremely valuable commodity in this competitive market. The increased number of open nursing positions presented an opportunity for the Retention and Recruitment Committee at Fox Chase Cancer Center, an NCI-designated comprehensive cancer center, to address not only recruitment issues but also to implement a plan to retain quality oncology nurses. Within a shared governance model, this committee affords the staff nurse leadership opportunities that will directly affect nursing satisfaction. In order to address the issues, an assessment of retention factors at this Magnet hospital would provide crucial data. In the fall of 2000, surveys were sent to all nursing staff. The survey instrument included seventeen Likert scale questions, a demographics section, a chart to rank order the three best and three least favorite things about working at this facility, and a section for open commentary and suggestions. The 80% response rate from full- and part-time staff was felt to be a representative sample. Analysis of the survey was done ensuring respondent anonymity. The top three retention factors were commitment to oncology nursing, competence of nursing staff, and quality of nursing care. The three least favorable factors were non-competitive salary scale, communication issues, and poor physical work environment. A demographic breakdown according to age, years in nursing, educational background, and years of service provided pertinent data as to what was valued by individual groups. The results of the survey were presented to nursing administration and hospital administration. A summary letter was distributed to the nursing staff as a spin-off for dialogue at open nursing forums held between nursing staff and members of nursing administration. Oncology nurses have been empowered to impact nursing retention and recruitment as evidenced by salary adjustments, expanded benefits, increased tuition reimbursement, flexible scheduling options, enhanced unit and interdepartmental communication, and a plan for physical renovations. The retention and recruitment subcommittee has been expanded to include members from nursing administration, human resources and marketing for a more comprehensive approach in addressing retention issues.
Repository Posting Date:
27-Oct-2011
Date of Publication:
27-Oct-2011
Conference Date:
2002
Conference Name:
27th Annual Oncology Nursing Society Congress
Conference Host:
Oncology Nursing Society
Conference Location:
Washington, D.C., 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.titleStaff-Driven Assessment of Retention Issues for Oncology Nursesen_GB
dc.contributor.authorStein, Elaineen_US
dc.author.detailsElaine Stein, Fox Chase Cancer Center, Philadelphia, Pennsylvania, USAen_US
dc.identifier.urihttp://hdl.handle.net/10755/165742-
dc.description.abstractThe national nursing shortage has hospitals competing for nurses from a continually diminishing pool. Competent oncology nurses are an extremely valuable commodity in this competitive market. The increased number of open nursing positions presented an opportunity for the Retention and Recruitment Committee at Fox Chase Cancer Center, an NCI-designated comprehensive cancer center, to address not only recruitment issues but also to implement a plan to retain quality oncology nurses. Within a shared governance model, this committee affords the staff nurse leadership opportunities that will directly affect nursing satisfaction. In order to address the issues, an assessment of retention factors at this Magnet hospital would provide crucial data. In the fall of 2000, surveys were sent to all nursing staff. The survey instrument included seventeen Likert scale questions, a demographics section, a chart to rank order the three best and three least favorite things about working at this facility, and a section for open commentary and suggestions. The 80% response rate from full- and part-time staff was felt to be a representative sample. Analysis of the survey was done ensuring respondent anonymity. The top three retention factors were commitment to oncology nursing, competence of nursing staff, and quality of nursing care. The three least favorable factors were non-competitive salary scale, communication issues, and poor physical work environment. A demographic breakdown according to age, years in nursing, educational background, and years of service provided pertinent data as to what was valued by individual groups. The results of the survey were presented to nursing administration and hospital administration. A summary letter was distributed to the nursing staff as a spin-off for dialogue at open nursing forums held between nursing staff and members of nursing administration. Oncology nurses have been empowered to impact nursing retention and recruitment as evidenced by salary adjustments, expanded benefits, increased tuition reimbursement, flexible scheduling options, enhanced unit and interdepartmental communication, and a plan for physical renovations. The retention and recruitment subcommittee has been expanded to include members from nursing administration, human resources and marketing for a more comprehensive approach in addressing retention issues.en_GB
dc.date.available2011-10-27T12:24:05Z-
dc.date.issued2011-10-27en_GB
dc.date.accessioned2011-10-27T12:24:05Z-
dc.conference.date2002en_US
dc.conference.name27th Annual Oncology Nursing Society Congressen_US
dc.conference.hostOncology Nursing Societyen_US
dc.conference.locationWashington, D.C., 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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