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Health Workforce Planning: How Policy Impacts Career Transitions of New Graduate Nurses

Health Workforce Planning: How Policy Impacts Career Transitions of New Graduate Nurses. Mary Crea-Arsenio, MSc. Andrea Baumann, RN PhD Mabel Hunsberger, RN PhD Paul Rizk, MSc. Camille Kolotylo, RN PhD. Canadian Health Workforce Conference October 21st - 22nd 2014 Fairmont Château Laurier

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Health Workforce Planning: How Policy Impacts Career Transitions of New Graduate Nurses

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  1. Health Workforce Planning: How Policy Impacts Career Transitions of New Graduate Nurses Mary Crea-Arsenio, MSc. Andrea Baumann, RN PhD Mabel Hunsberger, RN PhD Paul Rizk, MSc. Camille Kolotylo, RN PhD Canadian Health Workforce Conference October 21st - 22nd 2014 Fairmont Château Laurier Ottawa, ON

  2. Outline Historical Context Examining the need for change • New graduate nurse employment Nurse employment initiatives • Nursing Graduate Guarantee (NGG) Impact of the NGG on new graduate • full-time employment • retention Conclusions

  3. Historical context Private sector: • Increase “flexibilixzation”of workforces • Change in the employment relationship • Lack of security and commitment Public sector: • Healthcare restructuring occurred in 1990s • Increase in the casualization of the nursing workforce • Decreased supply of registered nurses (RNs) and registered practical nurses* (RPNs) *In Ontario, licensed practical nurses are called registered practical nurses

  4. Impact on the Nursing Workforce Total RPN Workforce 1994-2013 Total RN Workforce 1994-2013 Date of renewal counts reflects members who renewed at the end of the previous calendar year (e.g. 2012 data represents members who renewed at the end of 2011 for the 2012 practice year). Source: College of Nurses of Ontario (CNO), 2013.

  5. Evidence to Policy Research showed • 75 percent of new graduates preferred full-time employment • 35 percent of new graduates were obtaining full-time positions 6 months after graduation Need for change • New graduate nurses would leave Ontario to seek employment elsewhere • New graduate nurses would leave the profession Source: Baumann, Hunsberger, & Crea-Arsenio, 2012.

  6. Nursing Graduate Guarantee • Launched in 2007 • Incentive funding for employers • hire new graduate nurses • temporary full-time supernumerary positions • six months • Evaluated annually Source: Baumann, Hunsberger, & Crea-Arsenio, 2013.

  7. Purpose The purpose of this study was to examine the impact of the NGG on full-time employment and retention of nurse graduates six years after graduation. 7

  8. Data Sources Policy Impact on Nurse Employment (PINE) survey includes: • Demographic, employment, retrospective career transition, and retention data. College of Nurses of Ontario (CNO) registration database includes: • New member demographic and employment data

  9. Sample – PINE Survey

  10. Impact of NGG on Full-Time Employment

  11. Do Preferences Count?

  12. Career Transitions of New Graduate Nurses Impact of NGG on Retention

  13. Proportion of Respondents that Stayed in First Organization of Employment

  14. Proportion of Survey Respondents that stayed in Initial Position

  15. Conclusions Factors to consider in workforce planning • Government policy can impact career transitions of new graduates • Workforce integration of new nurses is critical to successful workforce planning • Optimal employment for new graduate nurses ensures nurses remain in the province and profession

  16. Questions? Thank-you!

  17. Contact Information Andrea Baumann, PhD Scientific Director Nursing Health Services Research Unit McMaster University Michael DeGroote Centre for Learning MDCL 3500 (905) 525-9140 ext. 22581 baumanna@mcmaster.ca www.nhsru.com

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