Transcript Qualitative Longitudinal Research (QLR) to Evaluate Policy

Health Workforce Planning: How
Policy Impacts Career Transitions of
New Graduate Nurses
Mary Crea-Arsenio, MSc.
Andrea Baumann, RN PhD
Mabel Hunsberger, RN PhD
Paul Rizk, MSc.
Camille Kolotylo, RN PhD
Canadian Health Workforce Conference
October 21st - 22nd 2014
Fairmont Château Laurier
Ottawa, ON
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Outline
Historical Context
Examining the need for change
• New graduate nurse employment
Nurse employment initiatives
• Nursing Graduate Guarantee (NGG)
Impact of the NGG on new graduate
• full-time employment
• retention
Conclusions
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Historical context
Private sector:
• Increase “flexibilixzation”of workforces
• Change in the employment relationship
• Lack of security and commitment
Public sector:
• Healthcare restructuring occurred in 1990s
• Increase in the casualization of the nursing workforce
• Decreased supply of registered nurses (RNs) and
registered practical nurses* (RPNs)
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*In Ontario, licensed practical nurses are called registered practical nurses
Impact on the Nursing Workforce
Total RPN Workforce 1994-2013
Total RN Workforce 1994-2013
115,000
50,000
110,000
45,000
105,000
40,000
Count
95,000
35,000
30,000
90,000
25,000
85,000
20,000
80,000
15,000
1994
1995
1996
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
2011
2012
2013
75,000
1994
1995
1996
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
2011
2012
2013
Count
100,000
Year of Renewal
Year of Renewal
Total Possible Workforce
Employed in Nursing
Total Possible Workforce
Employed in Nursing
Date of renewal counts reflects members who renewed at the end of the previous calendar year (e.g.
2012 data represents members who renewed at the end of 2011 for the 2012 practice year).
Source: College of Nurses of Ontario (CNO), 2013.
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Evidence to Policy
Research showed
• 75 percent of new graduates preferred full-time
employment
• 35 percent of new graduates were obtaining full-time
positions 6 months after graduation
Need for change
• New graduate nurses would leave Ontario to seek
employment elsewhere
• New graduate nurses would leave the profession
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Source: Baumann, Hunsberger, & Crea-Arsenio, 2012.
Nursing Graduate Guarantee
• Launched in 2007
• Incentive funding for employers
hire new graduate nurses
temporary full-time supernumerary positions
six months
• Evaluated annually
Source: Baumann, Hunsberger, & Crea-Arsenio, 2013.
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Purpose
The purpose of this study was to examine the
impact of the NGG on full-time employment and
retention of nurse graduates six years after
graduation.
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Data Sources
Policy Impact on Nurse Employment (PINE)
survey includes:
• Demographic, employment, retrospective career
transition, and retention data.
College of Nurses of Ontario (CNO)
registration database includes:
• New member demographic and employment data
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Sample – PINE Survey
N
%
Total Sample
NGG
non-NGG
2367
1006
1275
100.0
44.1
55.9
Nurse Designation
RN
RPN
1373
919
59.9
40.1
Year of Graduation
2007
2008
2009
2010
2011
2012
176
250
320
408
502
623
7.7
11.0
14.0
17.9
22.0
27.3
NGG Participant
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Impact of NGG on Full-Time
Employment
Proportion of Survey Respondents with Full-time Work Status
0.9
0.8
0.7
Proportion
0.6
0.5
RN Non-NGG
0.4
RN NGG
RPN Non-NGG
0.3
RPN NGG
0.2
0.1
0
2008
2009
2010
Graduation Year
2011
2012
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Do Preferences Count?
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Career Transitions of New
Graduate Nurses
Impact of NGG on Retention
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Proportion of Respondents that Stayed in
First Organization of Employment
1
0.9
Proportion
0.8
0.7
RN NGG
RN Non-NGG
0.6
RPN NGG
RPN Non-NGG
0.5
0.4
0.3
2007
2008
2009
2010
Graduation Year
2011
2012
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Proportion of Survey Respondents
that stayed in Initial Position
1
0.9
Proportion
0.8
0.7
RN NGG
RN Non-NGG
0.6
RPN NGG
RPN Non-NGG
0.5
0.4
0.3
2007
2008
2009
2010
Year of Graduation
2011
2012
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Conclusions
Factors to consider in workforce planning
• Government policy can impact career
transitions of new graduates
• Workforce integration of new nurses is critical
to successful workforce planning
• Optimal employment for new graduate nurses
ensures nurses remain in the province and
profession
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Questions?
Thank-you!
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Contact Information
Andrea Baumann, PhD
Scientific Director
Nursing Health Services Research Unit
McMaster University
Michael DeGroote Centre for Learning
MDCL 3500
(905) 525-9140 ext. 22581
[email protected]
www.nhsru.com
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