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CE Connection

A multifaceted approach to tackling nurse turnover

Nursing Management (Springhouse): June 2020 - Volume 51 - Issue 6 - p 1
doi: 10.1097/01.NUMA.0000669928.55924.42
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GENERAL PURPOSE: To provide nurse managers with effective strategies for improving clinical nurse retention by optimizing local RN staffing and promoting a healthy work environment. LEARNING OBJECTIVES/OUTCOMES: After completing this continuing-education activity, you should be able to: 1. Recognize today's staffing challenges and recommended skills to address these challenges, such as optimizing local RN staffing. 2. Identify strategies for promoting a healthy work environment to help reduce nurse turnover.

  1. About how many US hospitals have an RN vacancy rate that exceeds 7.5%?
    1. about one-quarter
    2. nearly one-third
    3. more than half
  2. According to Virkstis and colleagues, newly created nursing positions are on the rise, due in large part to
    1. the aging population.
    2. an increase in traumatic injuries.
    3. an increase in elective procedures.
  3. Price and colleagues emphasized that one of the two primary components to mitigating staffing challenges is knowing
    1. which nurses have leadership qualities.
    2. how many staff members the patient census requires.
    3. when it's safe to reduce onboarding requirements.
  4. When honing staffing skills, the author explains that a crucial part of the decision to staff adequately is knowing
    1. how long it will take to certify new hires as competent.
    2. approximately how many nurses will leave in the next 6 months.
    3. whether the department will be expected to maintain 100% capacity.
  5. To calculate staffing needs in FTEs based on HPPD and the census, which of the following equations should the nurse manager use?
    1. HPPD × Census ÷ 52 weeks × 8 = Core number of FTEs needed
    2. HPPD × Census ÷ 365 days × 40 = Core number of FTEs needed
    3. HPPD × Census × 365 days ÷ 2,080 = Core number of FTEs needed
  6. An FTE is defined as a staff position that requires working
    1. 8 hours per day, 5 days per week, 52 weeks per year.
    2. 12 hours per day, 3 days per week, 48 weeks per year.
    3. 12 hours per day, 4 days per week, 50 weeks per year.
  7. A variable staffing plan is a guide displaying the number of staff members necessary, based on patient census and the
    1. number of assistive personnel.
    2. type of patient care required.
    3. experience of assigned staff.
  8. Using the HPPD method of calculating staffing needs for an ICU unit with 15 patients (100% capacity) where the RN HPPD is 20 hours and the budgeted nonproductive time is 10%, calculate the FTEs required to adequately staff the unit, rounded to the nearest FTE.
    1. 36
    2. 51
    3. 58
  9. Kester and colleagues previously noted that, ideally, hiring practices are driven by the use of what type of approach?
    1. reactive
    2. instinctive
    3. predictive
  10. About how many RNs leave their job within 2 years of hire?
    1. almost one-third
    2. nearly half
    3. about two-thirds
  11. Jones and colleagues suggested focusing more heavily on recruiting
    1. newly licensed RNs.
    2. RNs who've attained advanced degrees.
    3. RNs with extensive experience in the area to be staffed.
  12. According to Ulrich and colleagues, nursing departments that have fully implemented the AACN standards for promoting healthy work environments can expect to see improvements in staff members'
    1. education efforts.
    2. clinical competencies.
    3. moral distress level.
  13. The author noted that organizations must provide nurse managers with opportunities to learn how to navigate challenging situations in a manner that's
    1. creative.
    2. consistent.
    3. difficult.
  14. According to Aboshaiqah, a major component of authentic leadership is
    1. having a nurse leader physically present on the unit.
    2. implementing standardized handoff methods.
    3. encouraging staff to seek professional certifications.
  15. Zwickel and colleagues emphasized that nurse engagement is driven by what type of recognition?
    1. equitable
    2. meaningful
    3. rarely provided
  16. The author noted that, especially in large departments, it's helpful for nurse managers offering recognition to maintain a record of
    1. holiday celebrations.
    2. tasks that inspire participation.
    3. individual recognition preferences.
  17. Appropriate staffing is an effort that requires partnership between nurse managers and
    1. clinical nurses.
    2. charge nurses.
    3. budgeting directors.
  18. The AACN recommends that staff members
    1. remain flexible.
    2. keep focused at all times on nurse-to-patient ratios.
    3. refuse assignments when staffing is questionable.
  19. The author commented that including clinical nurses in traditionally leader-only discussions can
    1. help generate innovative ideas.
    2. promote negative relationships with other clinical nurses.
    3. cause nurses to decide not to take on future leadership roles.
  20. Despins pointed out that identifying opportunities to engage others, such as ancillary teams and physicians, can further promote collaboration, which leads to improved communication, patient care, and staff
    1. confusion.
    2. discontent.
    3. satisfaction.
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