Successful Projects

Nurse Retention Specialist

Graduate Nurse Retention (Updated)

Since the pandemic, Registered Nurse (RN) turnover has continued to exceed previous projected estimates. New RN turnover is 40% of total RN turnover.

In the past 2-years, the numbers of graduate nurses training in specialty areas have increased.  According to the 2022 National Healthcare Retention & RN Staffing Report, 31% Graduate nurse turnover occurs within the first year and 59% with the second year of practice. It is important that graduate nurses and nurses within their first 2-years are provided nurse mentors.

With estimated replacement costs of between $82,000- $85,000 before onboarding and training even begin (Journal of Nursing Administration, 2020) the focus on RN retention is a priority. Additionally, generational characteristics must be considered when orienting/onboarding Millennial & Gen Z employees.

 As a consultant in a California hospital, I created a clinical mentorship program to provide ongoing Mentoring and instruction. My recommendation was to provide in-time clinical support to novice nurses in the first 2-years of practice to reduce turnover in the first 2-years of practice.  The Nurse Clinical Mentor is a budgeted position to provide on-going bedside instruction and development of clinical skills after completion of orientation.

The program continues to be supported by the organization and has seen some promising results

1. Reduction in recruitment costs

2. Reduction in Traveler costs

3. Improved retention of novice nurses and those with less than 2-years of nursing experience through continued support during transition to practice (novice to competent to expert)

4. Continued development and validation of clinical competency, communication skills with providers and patients, validation of compliance to documentation requirements, familiarity with quality and safety policies and protocols and in-time coaching, and mentoring, as needed.