Staffing shortages aren't a new problem for healthcare facilities. In fact, despite the world only in the last two years becoming broadly aware of the nursing shortages, healthcare facility managers have grappled with the nursing staff shortage since before the pandemic landed on our doorsteps. While creative and research-backed recruitment strategies to grow the nursing workforce are essential in the long term, that doesn't address the real healthcare staffing crisis that hospitals and medical facilities face.
The pandemic incited what is widely referred to as the "Great Resignation," as people from all industries are cutting ties to their careers and looking for alternative career options within their niche or even leaving their industry entirely. Unfortunately, this wave of people leaving their jobs included nurses (RNs and LPNs) and nursing assistants (CNAs).
The Cost of Nurse Turnover
According to the 2022 NSI Nursing Solutions National Health Care Retention and RN Staffing Report, staff RN turnover in 2021 reached 27.1%. The report further states that the RN vacancy rate in hospitals is 17.1%, and over 80% of hospitals reported a vacancy rate higher than ten percent. The statistics for CNA turnover in long-term care communities are alarming as well. The nonprofit aging care group LeadingAge reports that the CNA turnover rate in nursing homes rose to 51.38%. In addition to the stress vacancies and nursing staff shortages cause, the financial toll of nurse turnover is also paid by facilities. The cost incurred by hospitals for each staff RN turnover ranges from $33,900 to $58,300, which averaged a total of 7.1 million per hospital in the year 2021.
Nursa Can Help You Mitigate the Costs
We know there is a correlation between nurse staffing ratios and patient safety. Furthermore, the Prevalence of and Factors Associated With Nurse Burnout in the US medical journal analyzed nurse burnout data in 2021 and found that inadequate staffing was primarily attributed to burnout. So how do hospitals and medical facilities mitigate turnover costs without sacrificing patient safety and quality care? PRN staffing with Nursa, the healthcare staffing app, will help you meet your shift staffing needs, protect safe nurse-to-patient ratios, and relieve burdened staff nurses, which will help you with staff retention.
There's no contract required, nor is there a quota for a minimum or a maximum number of shifts to post to Nursa. It's free to download, and you don't pay until a shift has been completed. Use Nursa only when you need us. We'll be here in the meantime until you need us again.
Learn About Staffing Solutions in Other Cities
What Types of Facilities Can Use Nursa?
Any medical facility that needs an RN, LPN, or CNA to fill vacant shifts can use Nursa to fill a shift gap. If you are a hospital, surgery center, long-term care facility, home health agency, skilled nursing facility, physician's office, community health center, or outpatient clinic, you can use Nursa.
Nursa Has Experience Providing PRN Staffing Solutions
Nursa launched the healthcare staffing smartphone app before the pandemic. In an era where everyone was looking for contactless solutions and prompting technology to fill in service gaps, Nursa was there, helping facilities weather the storm and find necessary staff to keep patients safe. By creating an app that houses and manages every step of the PRN hiring process, Nursa took a complicated and often frustrating process and simplified it.
The app connects your facility to a broader pool of qualified PRN staff who need only swipe a finger and check their schedule before applying for a PRN shift. Nursa has the technology and the experience to draw in more Salt Lake City area registered nurses (RNs), licensed practical nurses (LPNs), and certified nursing assistants (CNAs) to fill your shift vacancies, thereby allowing your hospital to keep manageable nurse-to-patient ratios and deliver quality care.
What Types of Clinicians Can Facilities Find on Nursa?
You can post PRN shifts that need to be filled for any unit, department, or specialty in need. The amount of time required to recruit and hire specialty RNs is daunting. According to the NSI Report, Labor & Delivery RNs are "easiest" to recruit, taking around 76 days. In comparison, Telemetry RN vacancies averaged 82 days, Emergency Room RN vacancies 88 days, and Critical Care RN vacancies 96 days. In the interim, use a PRN staffing app to find specialized clinicians, including:
- Emergency Room RNs
- Telemetry RNs
- Critical Care RNs
- CVICU RNs
- Labor and Delivery RNs
- Pediatric RNs
- Medical Surgical RNs
- PCU RNs
- IV certified LPNs
- Pharmacology certified LPNs
- CNAs with experience in long-term care
Salt Lake City, Utah, Provides Quality Healthcare
Salt Lake City is well known for its perfect powdered slopes attracting skiers and snowboarders from far and wide, and is also home to the internationally acclaimed Sundance Film Festival. But that's not all. Utah was ranked 11th out of the 50 states in healthcare and first in the economy category by the US News and World Report of 2021. As the Beehive State's capital city, Salt Lake City is a significant employer for Utah nurses statewide, contributing to the state's proud ranking. With nearby national parks, gorgeous mountain views, numerous family-friendly activities, and affordable living, Salt Lake City offers residents so much more than quality healthcare.
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