CASE Study
In reviewing the AACN nursing faculty shortage data, you notice the significant shortage of nursing faculty in the United States. This report identified a 6.9% faculty vacancy rate. Schools reported turning away 68,938 qualified nursing applicants due to the lack of qualified faculty to provide instruction. Residing in the Florida area (a population that has been projected to grow over 51.86% according to the U.S. Registered Nurse Workforce Report Card and Shortage Forecast [2012] and that is projected to have an RN shortage of 128,364 by 2030), you have identified that the local problem is very pressing.
Also, taking into account the Affordable Care Act, through which more patients have obtained access to care but provider and hospital reimbursement has decreased, payment for performance, the increasing age of the population, the increase in disease chronicity, and the increasing age of current nurses in the workforce, you realize that something must be done to address this growing problem.
Nursing Administrator Scenario
As the CNO of a small hospital in the Destin area, you have identified these issues and that recruitment and retention of registered nurses at your hospital has declined. Your current RN vacancy rate is at an all-time high of 12%. You can see an increase in infection rates related to being short-staffed.
To address the decline in recruitment and retention of registered nurses, you must develop a nursing specific recruitment and retention plan that will afford the changes that are necessary to addresses the impact of the decrease in the market pool, the ACA, market forces, legislation, and economic factors.
In this proposal, you must provide sufficient data to support the proposed changes and affiliated costs, along with a plan for implementation. Comprehensive and detailed – UpToDate peer reviewed journal