As Florida continues to be a major retirement destination for the retiring baby boomers, the state's healthcare industry and its staffing needs are expanding to meet the demand. Almost 20 percent of Florida's population is 65 years or older, and yet the nurse staffing shortage is creating challenges for hospitals and healthcare facilities.
According to a report published by the Florida Hospital Association (FHA) in 2021, projected demand and shortfall for RNs and LPNs by the year 2035 are as follows:
- Demand increase of 31 percent for RNs, with a shortfall of 12 percent
- Demand increase of 40 percent for LPNs, with a shortfall of 30 percent.
Nursa's PRN staffing is the best solution for your Panama City, FL, hospital or healthcare facility. Keep reading to learn why.
Staffing Challenges for Panama City Hospitals and Facilities
Prior to the pandemic, Florida was already feeling the strain of staffing shortages, struggling to find registered nurses (RNs), licensed practical nurses (LPNs), and certified nursing assistants (CNAs), and those struggles continue to be challenges for healthcare facilities and hospitals.
The industry has experienced a massive wave of nurses leaving their jobs, whether due to retirement, burnout, or jumping on the chance for lucrative travel nursing contracts that appeared during the pandemic.
Florida nurse turnover rose alarmingly to 32 percent in 2022 and currently stands at the following rates:
- RNs 20%
- LPNs 34%
- CNAs 36%
Furthermore, challenges remain in balancing staff scheduling during recruitment to fill vacancies. Vacancy rates are as follows:
- RNs 13%
- LPNs 21%
- CNAs 12%
The length of time it takes a hospital to recruit and hire for vacant positions, juxtaposed with vacancy rates, means facilities need flexible staffing solutions to meet immediate needs.
Nursa research confirms that a majority of hospital and healthcare executives identify nurse staffing as a "significant challenge." According to the FHA's research, hospital workforce costs increased by 45 percent between 2019 and 2022, with a 60 percent increase in overtime pay costs.
Nursa Saves Time and Money for Healthcare Facilities
Fortunately, there is a solution for Panama City hospitals and healthcare facilities. By using the healthcare staffing platform Nursa, your facility can strengthen its nurse recruitment and retention efforts, boost staff satisfaction, and maintain safe staffing ratios without compromising patient quality of care.
When you source PRN nurses and CNAs to cover shifts to meet immediate needs, you're demonstrating to internal staff that you value their wellbeing instead of requiring them to shoulder the burden of the vacancies. Utilizing PRN nursing clinicians ensures that your patients will receive the level of care that they so rightly deserve.
Who Are Nursa's PRN Clinicians?
Did you know that many of Florida's licensed nurses and assistants are not actively working in the industry, working only part-time, or only working on-demand? By leveraging technology, Nursa is the key to reaching an entire network of clinicians who aren't either available or receptive to the typical recruitment efforts for full-time staff positions but are interested in short-term work. PRN clinicians are:
- Retired nurses who want to remain active in the industry but with fewer responsibilities or time commitments.
- CNAs who want control over when and where they work.
- Nurses who already have another job but like to pick up shifts here and there to augment their income.
- CNAs who are in school (nursing or otherwise) and need the flexibility that PRN shifts allow them to manage their studies.
- Nurses who have eschewed full-time staff positions in favor of the diversity of working in different settings, units, and even communities by picking up PRN shifts as their full-time job.
- Nurses or CNAs who left their jobs in the wake of the pandemic but want to go back to work on their own terms.
Benefits of Using Nursa as a Staffing Solution
The benefits of using PRN staff sourced through Nursa's platform are realistic and affordable.
- Recruitment efforts are strengthened when your hospital has a reputation for maintaining safe nurse-to-patient ratios.
- Retention strategies are bolstered when your staff isn't relied upon for mandatory overtime to cover vacancies and call-offs.
- Staff satisfaction rises when they experience shifts with adequate staffing and patient coverage.
- Recruitment isn't rushed, and therefore, your team can take the steps necessary to ensure your potential candidates will be a good fit for the environment, which in turn furthers your goals for nurse retention.
- Nursa doesn't levy hire-away fees, so if a PRN clinician is a good fit for your facility, you can make them an offer for an internal position without consequences.
- Nursa completes background checks and verifies nursing licenses and CNA certificates for all working PRN clinicians, saving you time and money in sourcing talent.
- Nursa isn't a subscription service; you pay only for the shifts completed by our clinicians.
- Nursa doesn't come with quotas attached: you use Nursa only when you need us, which allows your scheduler flexibility to adjust staffing with patient intake fluctuations.
- Nursa doesn't come with hidden fees or bloated middleman costs, simply pay for what you need when you need it.
Solve Acute and Post-Acute Staffing Needs
Long-term care facilities and hospitals can post PRN shifts on Nursa.
Long-term care, often referred to as "post-acute" facilities, includes nursing homes, skilled nursing, rehabilitation, memory care, and others. Acute care includes hospitals and long-term acute care hospitals, or LTACHs.
How to Use Nursa
Using Nursa is simple and effective. Register your facility, and then follow the prompts for how to post shifts for RNs, LPNs, and CNAs. You'll be able to review the professional profiles of the PRN clinicians applying for your shifts. Select your favorite candidate and approve them for the shift. Nursa is free to post shifts, you'll only pay for the shifts filled and completed. Sign up today and find local nursing clinicians ready to work.
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