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CT Colleagues in Caring

CT Colleagues in Caring. Testimony Nursing Shortage February 22, 2001. Scope of Colleagues Project. Began nursing workforce analysis of supply and demand in CT in 1996 (RN & LPN)

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CT Colleagues in Caring

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  1. CT Colleagues in Caring Testimony Nursing Shortage February 22, 2001

  2. Scope of Colleagues Project • Began nursing workforce analysis of supply and demand in CT in 1996 (RN & LPN) • Does this work through a consortium of representatives from all segments of the healthcare delivery system, nursing education system, professional nursing organizations, payers, labor, regulatory bodies

  3. Reports • Nursing Workforce Report Forecasting for the 21st Century December 1998 • Nursing Workforce Status Report 2000 December 2000

  4. U.S. Department of Labor Criteria for Determining a Nursing Shortage • The occupation must be in disequilibrium where the number of workers employers wish to hire exceeds the number willing to work at prevailing wages. • The market adjusts slowly, if at all, with the achievement of equilibrium requiring a substantial period of time.

  5. RN Nursing Shortage1999-2001 • 1999 RN vacancy rates in acute care hospitals doubled from 3.7 in 1997 to 8%.* • 1999 RN vacancy rate in specialty units rose to 10%. • 1999 RN homecare vacancy rates rose to 9%. • 2001 RN vacancy rate in acute care hospitals has risen to 12%.

  6. Industry Response • Increase in RN wages. • Increase in monetary incentives to work extra shifts. • Hiring bonuses. • Retention bonuses. • More use of mandatory overtime. • More use of temporary and traveling RNs.

  7. The Numbers • CT Registered Nurses 1996 41,296 • CT Registered Nurses 2000 41,767 • Net gain 471 • Net gain for US 1996-2000-133,666 • Source: National Survey Registered Nurse Population 2000

  8. New Data Registered Nurse Population • CT has 1,617 less RNs employed in 2000 than in 1996. • CT has more RNs employed part-time in 2000 than in 1996. Leaving a shortfall of 2011 FTEs. • Source: 1996 and 2000 National Survey Registered Nurse Population

  9. Reasons for Decreased Employment of RNs • Wages- good to start-but not for longevity. • Working conditions-increased dissatisfaction in ability to deliver care. • Retirements-CT RNs are older than US RNs. • Family Responsibilities-53.2% of RNs have children at home. • Economic Status-72% of nurses are married and are second wage earners. • 95% are female, work less over their careers.

  10. Nursing School Enrollments • Enrollments have decreased in RN programs over the past 20 years from a high of 1400 to a low of 780 now. • A poorly qualified applicant pool has led to 50% attrition rates in LPN programs and 30% in RN programs. • Current capacity in RN programs is 950 per year or class. • Capacity in LPN programs is 575.

  11. RNs and LPNs Needed per Year to Avert a Severe Shortage • In order to replace the 50% of employed RNs expected to retire in the next 15 years, we need to graduate 1200 RNs per year for the next 15 years. • We graduated 584 in 1998-1999, the last year for which statistics are available. • Current graduation rates of 350 LPNs is sufficient to replace retiring RNs as long as employers not 11using RNs continue not to do so.

  12. Ending the Shortage • Decrease Demand-Reduce access to care. • Increase Supply. • Do a combination of both. • It’s time to increase the supply. • Colleagues in Caring supports the initiatives set forth in AN ACT CONCERNING THE NURSING AND HEALTHCARE WORKFORCE SHORTAGE.

  13. CT Initiatives • Nursing Career Center of CT. Inc. • RB 1374 AN ACT CONCERNING NURSING AND HEALTH CARE WORKFORCE SHORTAGE • Establishes Nursing Commission • Increases funding to Nursing Programs • Has scholarship provisions • Increased Medicaid reimbursement • Establishes a technology access task force

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