But even with a recent increase in nurses entering the work force, estimates for the next shortfall are significant.

Peter Buerhaus, professor of nursing at Vanderbilt University, wrote in a recent issue of the online medical journal Health Affairs, “Our projections indicate a shortfall of RNs developing around 2018 and growing to about 260,000 by 2025.”

While projections have improved of late, Buerhaus wrote, “The magnitude of the 2025 deficit would still be more than twice as large as any nurse shortage experienced since the introduction of Medicare and Medicaid in the mid-1960s.”

To learn how I can help recruit the nurses you need and retain the best you have, Contact me.

The money will support nursing workforce development and education programs, as well as geriatric education and training programs.

The grants, issued under the Health Resources and Services Administration were a part of the Affordable Care Act, signed into law by President Obama last March.

I’m eager to learn what other states received grant money, as this is a crucial step in recruiting nurses and ending our nursing shortage.

To learn more tools for nurse recruitment and retention, contact me to speak at your event or hospital.

Indeed, where once nursing grads could essentially write their own ticket and choose from several attractive job opportunities, some looking to enter our profession have had to settle for a position different from their goals.

Wise new grads will take this job, giving the best care possible as team player. When the recession ends and cut backs are eased, they can transfer into their position of choice.

Can I help you recruit the nurses you need and retain your new grads? Please contact me.

Their commitment to caring for their staff so remarkable, they gifted each nurse with a copy of my book, Balancing Life in Your ‘War Zones’, a Guide to Physical, Mental and Spiritual Health. The area TV news was impressed with their caring strategy and this great nurse retention tool.

Contact me …I’d love to help your hospital show your commitment to your nurses and their life balance too.

The ultimate goal of the 2-year joint RWFJ/IOM effort is to create a “blueprint for action” – a transformational report on the future of nursing.

“For healthcare reform to succeed, and for patients to receive better care at a cost we can afford, we must change the way healthcare is delivered. And nursing is at the heart of patient care.”

Nurses’ involvement in this process will increase nurse retention. Not only will it engage them, but in the end they will contribute to strategies to retain the tired over-worked workforce.

To learn how I can help you recruit the nurses you need and retain the best you have, contact me.

Scheduling changes, such as moving from eight-hour shifts to 12-hour shifts, meant that scheduling could be juggled to allow cutbacks without affecting nurses so dramatically.

Still, as I visit hospitals as an expert on nurse recruitment and retention, I hear that much more attention needs to be given to boosting nurse morale. This is the best nurse retention tool.

To learn how I can help with nurse recruitment and retention at your hospital, contact me.

One of the criteria for the Pathways to Excellence designation is work/life balance. Rarely have I seen a hospital so committed to providing that for their nurses. Not only did they have me deliver my Chicken Soup for the Nurse’s Soul keynote outlining ways to care for themselves as they care for others, they bought every nurse in attendance my Balancing Life book! A great retention tool!

Each nurse then participated in a facilitated discussion, brainstorming ways to create physical, mental, and spiritual balance in their daily lives. Next we shared ideas on how to truly live our priorities. We decided to better listen to our kids and even kiss our husbands!

To have me share life balance with your staff, please call me at 877-844-3626. And learn more at www.NurseRecruitmentandRetention.com

NASN
is the leader in advocacy for student health and professional
development of school nurses. Every child deserves a school nurse. Yet the caseload assignments for school nurses vary greatly throughout
the United States. Historically, the federal government and the
National Association of School Nurses have recommended a school
nurse-to-student ratio of 1:750

Now that’s a big assignment.

Consider joining their ranks and caring for kids.

To learn more about this and other events, contact me at www.NurseRecruitmentandRetention.com.

Despite the recession, most hospital executives believe there are still too few physicians and nurses in the United States, and the shortages will grow worse if access to healthcare becomes universal.

In a survey of 285 hospital chief executive officers conducted by AMN Healthcare, the nation’s largest health care staffing company, 95 percent of hospital CEOs said there is a shortage of physicians in the U.S., 91 percent said there is a shortage of nurses. While the short-term economic challenges may have affected their recruitment and retention efforts, the long-term problem will be the need for thousands of more healthcare professionals that don’t exist today.

Over 24 percent of CEOs said the economic downturn caused them to decrease nurse recruiting efforts over the last six months. The majority, at least 64 percent, said recruiting efforts at their hospitals over the last six months had not changed.

In the next six months, 89 percent expect to maintain or increase nurse recruiting efforts.

As a nurse motivational speaker and expert in nurse recruitment and retention, I can help now. Please contact me to see how I can help you recruit the nurses you need, and retain the best you have. www.NurseRecruitmentandRetention.com

But it takes more than an interest in a stable career to make a good nurse. It takes the heart of caring.

When we “seasoned” nurses entered the profession up-teen years ago, we did so because of the profound desire to help people. As I travel, helping hospitals to recruit and retain nurses, I hear many different reasons why the “new” nurses enter the profession. Too often “helping people” is too far down the line on their list.

We all need to encourage people to enter our service of caring, remembering just that…it is a service for caring. Make sure the “new” nurse has that heart.

To learn more ways you can help recruit new nurses, see http://www.nurserecruitmentandretention.com/”>