PAY TO EXPERIENCE EQUITY
In 2021, more than 100,000of nurses left the workforce. Why has response been reactive vs. proactive?
Driving Forces of Shrinking Nursing Workforce
STAFFING RATIOS
Learn about innovative solutions in the Vaya Workforce Think Tank Report.
INABILITY TO TAKE BREAKS, SICK DAYS
Response has been reactive not proactive
62% recruited travel nurses
49% increased wages, bonuses or incentives
18% changed or adapted staffing models
18% added/increased float pool
16% added LPN, CNA or PCA staff
13% used telesitters/remote monitoring technology
13% focused on workforce efficiency
11% partnered with nursing schools
10% other
10% offered flex scheduling
8% increased nurse apprenticeships/internships
8% recruited international nurses
8% increased team staffing with lead nurse
5% offered scholarships for work commitment
3% increased support support services (housekeeping, childcare, transport)
Source: American Nurses Foundation COVID-19 Survey Series
Think Tank
Vizient Multimedia
Created on February 22, 2023
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Transcript
PAY TO EXPERIENCE EQUITY
In 2021, more than 100,000of nurses left the workforce. Why has response been reactive vs. proactive?
Driving Forces of Shrinking Nursing Workforce
STAFFING RATIOS
Learn about innovative solutions in the Vaya Workforce Think Tank Report.
INABILITY TO TAKE BREAKS, SICK DAYS
Response has been reactive not proactive
62% recruited travel nurses
49% increased wages, bonuses or incentives
18% changed or adapted staffing models
18% added/increased float pool
16% added LPN, CNA or PCA staff
13% used telesitters/remote monitoring technology
13% focused on workforce efficiency
11% partnered with nursing schools
10% other
10% offered flex scheduling
8% increased nurse apprenticeships/internships
8% recruited international nurses
8% increased team staffing with lead nurse
5% offered scholarships for work commitment
3% increased support support services (housekeeping, childcare, transport)
Source: American Nurses Foundation COVID-19 Survey Series