Guest columnist Susan Ziel, BSN, MPH, JD, Nurse Attorney and Partner, Kreig DeVault LLP and Indiana Health Care Association


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The importance of nursing recruitment and retention in long-term care


According to the Indiana Business Research Center, Indiana’s population is projected to surpass the 7 million mark by 2020 and reach 7.2 million by 2040.


This projected population growth, combined with the number of baby boomers who will require long-term care, demands that health care educators and employers work together to recruit and retain well-qualified nursing personnel. During 2010, the Indiana Health Care Policy Institute


Ziel


conducted a study involving nurses working in long-term care to learn more about their goals and values. Based on the study and other feedback, the IHCPI formulated a list of recommendations for educators and employers to implement in hopes of improving both nursing recruitment and retention. Some of the recommendations are as follows:


Create and participate in proactive recruitment and screening programs to build and diversify a long-term care work force made up of well-qualified and experienced registered nurses, licensed practical nurses and certified nurse assistants.


Develop meaningful and advanced test and measurement screening (e.g., personality, behavior, etc.) to screen and recruit well-qualified nurses not only to work in long-term care but also to be promoted to management, supervisory and administrative roles.


Publish and disseminate information regarding educational and continuing education programs for registered nurses, licensed practical nurses and certified nurse assistants working in long-term care. Publish and disseminate information regarding benefit packages that emphasizes the importance not only of compensation but also the many fringe benefits.


Set aside non-patient care time for nurses to participate in educational programs in addition to other organizational meetings where they


can communicate with administrative and supervisory teams about issues of importance to them in their work. Create and maintain organizational recognition and awards programs to recognize exemplary nursing performance. Educators and employers must work together to support the many competencies that are so essential to nurses. In contributing to the competency of nurses, employers are in a better position to further the value, confidence and creativity of these individuals — all key components of a successful, long-term recruitment strategy. Additionally, long-term care


organizations must continue to provide opportunities during non-patient care time that solicit nurses’ ideas and rewards their efforts, all in order to foster a vital work environment that supports competence, advancement and teamwork at all levels.


Only with these essential ingredients will long-term care organizations be in a position to recruit and retain a well- qualified, personally satisfied and stable nursing work force. ●


@sharpcheddar, Indiana, July 8 Wow, my first RN paycheck just hit the bank. HELLO BANK ACCOUNT!


@RNMelD, South Bend, July 10 I just gave myself the world’s worst pedicure. Some things should be left to professionals.


@OrdinarySarah, Indianapolis, July 15 We bought this house in winter, covered in snow & ice. Didn’t know new flowers would pop up almost daily all spring & summer.


@PeteLPN, Michigan, July 17 I believe I’ll die never having owned a minivan. I’m good with that.


@ciscotrauma, Indianapolis, July 21 Why is it that food that’s bad for you, tastes so good? Ugh!!


Indiana Nursing Quarterly • indystar.com/nursing • Summer 2011 5


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