Health Workforce Planning: How Policy Impacts Career Transitions of - - PowerPoint PPT Presentation

▶
health workforce planning how policy impacts career
SMART_READER_LITE
LIVE PREVIEW

Health Workforce Planning: How Policy Impacts Career Transitions of - - PowerPoint PPT Presentation

Feb 06, 2023 139 likes •327 views

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

slide-1
SLIDE 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

1 ¡

slide-2
SLIDE 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

2

slide-3
SLIDE 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

3 ¡

slide-4
SLIDE 4

Impact on the Nursing Workforce

Total RPN Workforce 1994-2013

4 ¡ 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.

75,000 80,000 85,000 90,000 95,000 100,000 105,000 110,000 115,000 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 Count Year of Renewal Total Possible Workforce Employed in Nursing

Total RN Workforce 1994-2013 ¡

15,000 20,000 25,000 30,000 35,000 40,000 45,000 50,000 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 Count

Year of Renewal

Total Possible Workforce Employed in Nursing

slide-5
SLIDE 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

5 Source: Baumann, Hunsberger, & Crea-Arsenio, 2012.

slide-6
SLIDE 6

Nursing Graduate Guarantee

  • Launched in 2007
  • Incentive funding for employers

Ø hire new graduate nurses Ø temporary full-time supernumerary positions Ø six months

  • Evaluated annually

6

Source: Baumann, Hunsberger, & Crea-Arsenio, 2013.

slide-7
SLIDE 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 ¡ 7 ¡

slide-8
SLIDE 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

8 ¡

slide-9
SLIDE 9

Sample – PINE Survey

N % Total Sample 2367 100.0 NGG Participant NGG 1006 44.1 non-NGG 1275 55.9 Nurse Designation RN 1373 59.9 RPN 919 40.1 Year of Graduation 2007 176 7.7 2008 250 11.0 2009 320 14.0 2010 408 17.9 2011 502 22.0 2012 623 27.3

9 ¡

slide-10
SLIDE 10

0.1 0.2 0.3 0.4 0.5 0.6 0.7 0.8 0.9 2008 2009 2010 2011 2012 Proportion Graduation Year

Proportion of Survey Respondents with Full-time Work Status

RN Non-NGG RN NGG RPN Non-NGG RPN NGG

Impact of NGG on Full-Time Employment

10 ¡

slide-11
SLIDE 11

Do Preferences Count?

11

slide-12
SLIDE 12

Career Transitions of New Graduate Nurses ¡

Impact of NGG on Retention ¡

12 ¡

slide-13
SLIDE 13

Proportion of Respondents that Stayed in First Organization of Employment

0.3 0.4 0.5 0.6 0.7 0.8 0.9 1 2007 2008 2009 2010 2011 2012 Proportion Graduation Year

RN NGG RN Non-NGG RPN NGG RPN Non-NGG

13

slide-14
SLIDE 14

Proportion of Survey Respondents that stayed in Initial Position

14 ¡ 0.3 0.4 0.5 0.6 0.7 0.8 0.9 1 2007 2008 2009 2010 2011 2012 Proportion Year of Graduation

RN NGG RN Non-NGG RPN NGG RPN Non-NGG

slide-15
SLIDE 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

15

slide-16
SLIDE 16

Questions?

Thank-you!

16 ¡

slide-17
SLIDE 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

17 ¡