{"id":1737,"date":"2019-08-17T19:00:05","date_gmt":"2019-08-17T19:00:05","guid":{"rendered":"https:\/\/blogs.bmj.com\/ebn\/?p=1737"},"modified":"2019-08-26T13:55:18","modified_gmt":"2019-08-26T13:55:18","slug":"registered-nurse-retention-the-untapped-potential-of-retaining-experienced-nurses","status":"publish","type":"post","link":"https:\/\/blogs.bmj.com\/ebn\/2019\/08\/17\/registered-nurse-retention-the-untapped-potential-of-retaining-experienced-nurses\/","title":{"rendered":"Registered Nurse Retention \u2013 the Untapped Potential of Retaining Experienced Nurses"},"content":{"rendered":"<p>This week&#8217;s Blog is written by @NHSPauline.<a href=\"https:\/\/blogs.bmj.com\/ebn\/files\/2019\/08\/Pauline-Milne_edited.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft size-medium wp-image-1738\" src=\"https:\/\/blogs.bmj.com\/ebn\/files\/2019\/08\/Pauline-Milne_edited-200x300.jpg\" alt=\"\" width=\"200\" height=\"300\" srcset=\"https:\/\/blogs.bmj.com\/ebn\/files\/2019\/08\/Pauline-Milne_edited-200x300.jpg 200w, https:\/\/blogs.bmj.com\/ebn\/files\/2019\/08\/Pauline-Milne_edited-768x1154.jpg 768w, https:\/\/blogs.bmj.com\/ebn\/files\/2019\/08\/Pauline-Milne_edited-681x1024.jpg 681w, https:\/\/blogs.bmj.com\/ebn\/files\/2019\/08\/Pauline-Milne_edited-640x962.jpg 640w\" sizes=\"auto, (max-width: 200px) 100vw, 200px\" \/><\/a><\/p>\n<p>There are currently an estimated 40,000 nursing vacancies across the country (NHS 2019) and if these trends continue the NHS in England could reach a shortfall of 108,000 full time equivalent nurses by 2028\/29 (Health Foundation et al 2019).\u00a0 In addition to these significant nursing workforce shortages, the workforce is aging.\u00a0 In 2017 48.9% of Registered Nurses in the UK were aged 45 years or above (RCN 2017).\u00a0A range of recruitment and retention strategies are in place to help alleviate nursing shortages and a key area of focus is the recruitment and retention of Registered Nurses in the early part of their career.\u00a0 Whilst this is welcomed the lack of policy attention on retaining the older workforce is, in my view, a missed opportunity.<\/p>\n<p><em>Closing the Gap <\/em>(Health Foundation et al 2019) cited the \u2018all-or-nothing\u2019 choice in relation to shift patterns and a general lack of flexibility in working arrangements as important factors in why experienced nurses choose to leave the workforce.\u00a0 The NHS Pension scheme was also acknowledged as a barrier to the retention of experienced nurses.\u00a0 Recent political intervention targeted issues with doctor\u2019s pensions, however there has been no such appetite to review the pension policies affecting older nurses, many of whom would choose to work longer if circumstances enabled this.<\/p>\n<p>In Ontario there is a well-established, centrally supported Late Career Nurse Initiative (Doran et al 2015), aimed at nurses 55 years and above, which supports organisations to utilise the skills and experience of this workforce in different ways. \u00a0Through this initiative nurses are supported to work 80% of their time in their usual clinical area whilst during the other 20% they are involved in specific local projects for example mentoring, audits or quality improvement programmes.\u00a0 Funding is provided for 16 weeks per nurse, but organisations can continue to support thereafter.<\/p>\n<p>More targeted work could be undertaken with experienced nurses in the UK to establish what types of work options would be of interest.\u00a0 This could result in more bespoke mid to late career opportunities enabling these Registered Nurses to continue to work in the profession, whilst achieving a more sustainable work-life balance. \u00a0As approximately 50% of the Registered Nursing workforce in the UK is aged 45 years and above the potential for change is significant.<\/p>\n<p><strong>References:<\/strong><\/p>\n<p>Doran, D, Jeffs, L, Rizk, P, Laaported, R, Chilcotea, M and Baiy, Q (2015) Evaluating the late career nurse initiative: a cross-sectional survey of senior nurses in Ontario.\u00a0 <em>Journal of Nursing Management<\/em> <strong>23<\/strong>, 859-867.\u00a0Retrieved from <a href=\"https:\/\/onlinelibrary.wiley.com\/doi\/epdf\/10.1111\/jonm.12227\">https:\/\/onlinelibrary.wiley.com\/doi\/epdf\/10.1111\/jonm.12227<\/a><strong>\u00a0<\/strong><\/p>\n<p>Health Foundation, King\u2019s Fund &amp; Nuffield Trust (2019) <em>Closing the Gap.\u00a0 Key Areas for Action on the Health and Care Workforce<\/em> Retrieved from <a href=\"https:\/\/www.nuffieldtrust.org.uk\/files\/2019-03\/heaj6708-workforce-full-report-web.pdf\">https:\/\/www.nuffieldtrust.org.uk\/files\/2019-03\/heaj6708-workforce-full-report-web.pdf<\/a><\/p>\n<p>NHS (2019) <em>Interim NHS People Plan<\/em>.\u00a0 Retrieved from <a href=\"https:\/\/www.longtermplan.nhs.uk\/wp-content\/uploads\/2019\/05\/Interim-NHS-People-Plan_June2019.pdf\"><em>https:\/\/www.longtermplan.nhs.uk\/wp-content\/uploads\/2019\/05\/Interim-NHS-People-Plan_June2019.pdf<\/em><\/a><\/p>\n<p>Royal College of Nursing (2019) <em>The UK Nursing Labour Market Review 2018<\/em>.\u00a0 London: RCN.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p style=\"text-align: right\"><strong>Author <\/strong><\/p>\n<p style=\"text-align: right\">Dr Pauline Milne MBE PhD MN BN RN<\/p>\n<p style=\"text-align: right\">Contact email <a href=\"mailto:pauline.milne2@nhs.net\">pauline.milne2@nhs.net<\/a><\/p>\n<p style=\"text-align: right\">Twitter @NHSPauline<\/p>\n<p><!--TrendMD v2.4.8--><\/p>\n","protected":false},"excerpt":{"rendered":"<p>This week&#8217;s Blog is written by @NHSPauline. There are currently an estimated 40,000 nursing vacancies across the country (NHS 2019) and if these trends continue the NHS in England could reach a shortfall of 108,000 full time equivalent nurses by 2028\/29 (Health Foundation et al 2019).\u00a0 In addition to these significant nursing workforce shortages, the [&#8230;]<\/p>\n<p><a class=\"btn btn-secondary understrap-read-more-link\" href=\"https:\/\/blogs.bmj.com\/ebn\/2019\/08\/17\/registered-nurse-retention-the-untapped-potential-of-retaining-experienced-nurses\/\">Read More&#8230;<\/a><\/p>\n","protected":false},"author":170,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[],"tags":[3665],"class_list":["post-1737","post","type-post","status-publish","format-standard","hentry","tag-nursing-issues"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Registered Nurse Retention \u2013 the Untapped Potential of Retaining Experienced Nurses - Evidence-Based Nursing blog<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/blogs.bmj.com\/ebn\/2019\/08\/17\/registered-nurse-retention-the-untapped-potential-of-retaining-experienced-nurses\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Registered Nurse Retention \u2013 the Untapped Potential of Retaining Experienced Nurses - Evidence-Based Nursing blog\" \/>\n<meta property=\"og:description\" content=\"This week&#8217;s Blog is written by @NHSPauline. There are currently an estimated 40,000 nursing vacancies across the country (NHS 2019) and if these trends continue the NHS in England could reach a shortfall of 108,000 full time equivalent nurses by 2028\/29 (Health Foundation et al 2019).\u00a0 In addition to these significant nursing workforce shortages, the [...]Read More...\" \/>\n<meta property=\"og:url\" content=\"https:\/\/blogs.bmj.com\/ebn\/2019\/08\/17\/registered-nurse-retention-the-untapped-potential-of-retaining-experienced-nurses\/\" \/>\n<meta property=\"og:site_name\" content=\"Evidence-Based Nursing blog\" \/>\n<meta property=\"article:published_time\" content=\"2019-08-17T19:00:05+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2019-08-26T13:55:18+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/blogs.bmj.com\/ebn\/files\/2019\/08\/Pauline-Milne_edited-200x300.jpg\" \/>\n<meta name=\"author\" content=\"atwycross\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"atwycross\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"2 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/blogs.bmj.com\\\/ebn\\\/2019\\\/08\\\/17\\\/registered-nurse-retention-the-untapped-potential-of-retaining-experienced-nurses\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/blogs.bmj.com\\\/ebn\\\/2019\\\/08\\\/17\\\/registered-nurse-retention-the-untapped-potential-of-retaining-experienced-nurses\\\/\"},\"author\":{\"name\":\"atwycross\",\"@id\":\"https:\\\/\\\/blogs.bmj.com\\\/ebn\\\/#\\\/schema\\\/person\\\/cd4c65f7de28af4bbdc346cd2c883661\"},\"headline\":\"Registered Nurse Retention \u2013 the Untapped Potential of Retaining Experienced Nurses\",\"datePublished\":\"2019-08-17T19:00:05+00:00\",\"dateModified\":\"2019-08-26T13:55:18+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/blogs.bmj.com\\\/ebn\\\/2019\\\/08\\\/17\\\/registered-nurse-retention-the-untapped-potential-of-retaining-experienced-nurses\\\/\"},\"wordCount\":502,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\\\/\\\/blogs.bmj.com\\\/ebn\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/blogs.bmj.com\\\/ebn\\\/2019\\\/08\\\/17\\\/registered-nurse-retention-the-untapped-potential-of-retaining-experienced-nurses\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/blogs.bmj.com\\\/ebn\\\/files\\\/2019\\\/08\\\/Pauline-Milne_edited-200x300.jpg\",\"keywords\":[\"Nursing Issues\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/blogs.bmj.com\\\/ebn\\\/2019\\\/08\\\/17\\\/registered-nurse-retention-the-untapped-potential-of-retaining-experienced-nurses\\\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/blogs.bmj.com\\\/ebn\\\/2019\\\/08\\\/17\\\/registered-nurse-retention-the-untapped-potential-of-retaining-experienced-nurses\\\/\",\"url\":\"https:\\\/\\\/blogs.bmj.com\\\/ebn\\\/2019\\\/08\\\/17\\\/registered-nurse-retention-the-untapped-potential-of-retaining-experienced-nurses\\\/\",\"name\":\"Registered Nurse Retention \u2013 the Untapped Potential of Retaining Experienced Nurses - 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