Grow and retain your core staff to reduce reliance on travelers.
In this discussion, Claire Zangerle interviews June Altaras, Chief Quality, Safety and Nursing Officer for MultiCare Health System; Heather Coleman, VP of Clinical Practice and Professional Development for MultiCare; and Bambi Gore, Chief Clinical Officer for SimpliFi. Claire Zangerle has served in nurse executive roles for Allegheny Health Network, Ohio Visiting Nurse Association, and Cleveland Clinic. This conversation addresses a challenge many hospitals are facing; how to rebuild their core nursing staff. They discuss how MultiCare, a statewide health system in Washington, applied a unique approach to precepting to radically increase their intake of new grad RNs, as well as the results and lessons learned along the way.
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Onboarding newly graduated RNs is a pressure point in every organization and often leads to burnout for the preceptor, incivility, and turnover — all while inducing large unproductive costs.
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total cost for a hospital to replace one nurse (recruitment, orientation and training).
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how much each percentage point increase in nurse turnover costs the average hospital per year.
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MILLION
how much more hospitals with high nurse turnover spend than hospitals with high retention rates (on average each year).
CAP Case Studies
For this client, the CAP program decreased unit turnover by 60%. See what healthcare leaders, preceptors, and new grads had to say about the program.
The CAP program helped one client increase nurse confidence scores by 34% – 11x more than the client’s legacy onboarding program.
You have great nurses.
We help you retain them.
One of the greatest friction points causing turnover amongst both new and experienced nurses is new grad onboarding and precepting.
Today, health systems take their best nurses and make them preceptors, adding an additional burden which can contribute to burnout and attrition. While experienced, these nurses have not been trained or assessed for the preceptor role. They are also carrying a full patient load and have little or no incentive to support the success of the new grad.
In other words, a great nurse does not always equal a great preceptor.
To build the nursing workforce of the future, health systems need to effectively onboard and retain new grads. But in the traditional model, new grads are seen by the preceptor as an unwanted burden — someone who is in the way when there is a lot to do. This contributes to incivility amongst different generations of nurses.
In addition, many health systems are facing a shortage of experienced RNs qualified to serve as preceptors. This critical workforce shortage creates a cycle where a health system is not able to on-board and retain enough newly graduated RNs to make a dent in their personal nursing shortage.
SimpliFi’s CAP program addresses these challenges by providing a preceptor:
SimpliFi recognizes that each health system faces a unique set of workforce challenges related to precepting and onboarding new nurse graduates. We begin each CAP engagement with an in-depth discovery process in order to align on the key objectives for your health system. To learn more, get in touch with our team today.
