Recruitment and Retention of Public Health Nurses

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Continuing Education Day 2008
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Using Data to Enhance Public Health Nursing

• ASTDN
• May 6, 2008
• Joy F. Reed, EdD, RNHead, Public Health Nursing
  and Professional Development UnitNorth Carolina
  Department of Health and Human Services, Division
  of Public Health

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NCCFN Data on PHN Turnover

• 20 or greater 35 of LHDs
• 10 - 19.9 - 24 of LHDs
• 0 - 9.9 - 41 of LHDs
• (21 LHDs reported 0)
• Range 0 - 114.3
• Average 18.7 (2004 15.5)

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NCCFN Data on Demand

• 54.4 expected no change in positions
• 38.2 expected increase in positions
• 7.4 expected decrease in positions
• Overall 5.7 increase in PHNs statewide
• 40 said need more PHN IIs 27.3 more PHN Is

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NCCFN Data on Recruitment

• 73 LHDs said PHN Is hard to recruit
• Took average of 15.8 weeks to fill
• 72 LHDs said PHN IIs hard to recruit
• Took average of 15.5 weeks to fill
• School nurses easiest 8.9 weeks
• FNPs hardest 25.8 weeks, 90 said hard to
  recruit

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NCCFA Data on Satisfaction

• Almost 50 of PHNs strongly agree I am satisfied
  with my choice of nursing as a career (next
  highest those in a medical practice at 41)
• Slightly over 80 agree or strongly agree I like
  being a nurse
• Slightly over 65 agree or strongly agree I
  would encourage others to become a nurse

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NCCFN Shortage Strategies

• 28.8 - Increase salaries or benefits (2)
• 22.7 - Make staffing changes (aides, use
  staffing agencies) (1)
• 9.1 - Cross-train staff
• 6.1 - Increase staff load
• Only 7.6 said no problems at this time
• None mentioned technology or creating more
  positive work environment

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NCCFN Aging Workforce Strategies

• 30 - focus on hiring new grads/younger nurses
• 8.3 - focus on retention by using older nurses
  to mentor young
• 8.3 - implement career ladders
• 26.7 - no problem or no strategies at this point
• None said flexing schedules, assignments or
  changing physical environment

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The Numbers in NC

• PHN Database 2310 in RN, PHN I, PHN II and PHN
  III categories
• Facility Survey (FY05) 2072 FTEs (RN
  clinical, enhanced role and home health)
• Declining steadily since 1995 until 2007
• Still 29 of NC Public Health workforce
• PHN/population ratio ranges from 1/1540 to
  1/21,490 by LHD

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PHN Assessment Tool

• http//www.surveymonkey.com/s.aspx?smGQjFYfepyj2d
  CGVfZayb9SAZCq92bRDcRsYoG44ki1c3d

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NCBON Learning Plan http//www.ncbon.com/forms/CC-
LearningPlan.pdf
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Quotes
It helped me think about areas specifically in
which I'm not usually tuned into. Weak areas are
weak because we don't see them.
The tool is a good guideline as to where public
health nurse competencies lie, and helps to start
the thinking process for the nurse about new
competencies/ trends in public health practice.
Assists me to organize and plan an appropriate
plan when evaluating and assessing my practice,
and implementing my goals.
It addresses areas I need to work on and I can
form a plan that will help me become more
proficient.
I like having a template to follow. I feel it
keeps me on track.
Great tool !!
It is easy to use and is very easy to
understand.
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Lessons Learned

• Critical steps in the process include
• building from existing resources (competencies,
  job descriptions, etc.)
• creating a taskforce that informed the work and
  carefully soliciting the input of this group
  (specific check in points in the process,
  specific directions and due dates of work)
• checking in with key stakeholders (BON, DPH)
• pilot testing the instrument
• presenting at public forums to garner support
• sharing credit