October 12, 2007
The Future of Nurse Staffing; Challenges and Implications
The good news is that the original nursing shortage projection by the U.S. Health Resources and Services Administration (HRSA) has been updated to the positive. Originally, the projections predicted a national shortfall of almost 700,000 registered nurses by 2015. The not so good news is that the update still shows shortfall in RNs from present to 2015. The new projections show the RN shortage of nurses in 2015 to be 220,000. This is due to more U.S.-trained nurses entering the workforce each year at approximately 40,000 more per year than originally projected. This is a reflection of a combination of more student-throughput and a renewed interest in entering the nursing profession. Current nursing school enrollments are at an all-time high. It is also a result of healthcare providers and universities working together to increase student capacity and throughput in university programs.

In the state of Florida, we are projected to have the demand for RNs exceed the supply by greater than 15%, or 25,000 nurses in 2015. Compounding this is the average age of the RN in the State at 47.3 years old. Retirement is approaching for the "Boomer" generation.

Our State RN vacancy rate as reported in "Survey Results; Nurse Staffing Survey Findings, 2006 is 11%", UCH’s vacancy rate is currently just below the State rate.

What we can do to combat the nursing shortage:

• Maintain strong ties to and partner with the colleges and universities in our area, such as USF, HCC, PHCC, South
• University, FMU, University of Tampa, and St. Pete College.
• Treat nursing students and their instructors with respect and professionalism.
• Recruit graduates from these programs as new hire RNs and provide extended GN orientation time.
• Maintain market-competitive wages for RNs in the organization.
• Hire for Fit - have unit staff participate in interviews.
• Retain current RN workforce by providing a positive work environment that fosters respect, collegiality, and involvement.
• Provide educational and growth opportunities for staff.
• Develop a focused recruitment / retention program.
• Address aging workforce challenges.
• Achieve Magnet status.
• Explore alternative care delivery models and skill mix changes.
• Create feedback loops for staff to communicate needs.
• Offer nurse refresher programs for those RNs who want to return to the workforce.

Nursing is a respected profession. Let’s be sure it is perpetuated and does not become extinct.

<< back   |   Our Nurses home