Wisdom at Work in North Carolina: Older, experienced RNs and employment

1. Wisdom at Work in North Carolina: Older, experienced RNs and employment Janet P. Moye, PhD, RN, NEA-BC Robert Wood Johnson Foundation Executive Nurse Fellow Assistant Professor College of Nursing, Clinical Assistant Professor MPH East Carolina University

2. The Population is Aging

3. RNs in the US • The number of nurses needed to meet the demand in healthcare settings is expected to continue to grow • Options for employment have expanded for RNs

4. Demand for RNs • In 2005, the U.S. had approximately 118,000 vacant RN positions • The demand for RNs is projected to increase 41% nationally by 2020 • RN positions are expected to account for two-fifths of new jobs by 2014 • In NC the number of new RN positions is expected to grow by 38,500 (51%) by 2020

5. Supply of RNs • About 14% of RNs are over 55 • More than 40% of RNs are over 50 • In NC, the shortage of RNs is predicted to range from over 8,800 in 2015 to nearly 18,000 by 2020

6. NCCN Survey Research Findings RNs intending to work beyond traditional retirement age compared to those nurses intending to retire before traditional retirement age were: • 2.9 times more likely to be single • 2.9 times more likely to be satisfied with nursing as a career • 2.3 times more likely to be a staff or general duty nurse • 2.8 time more likely to have retired and later returned to nursing

7. Why would RNs work longer? “ If you are able to work beyond (the age you intend to retire from nursing) what single change in the workplace environment might keep you working longer as a nurse?” Of the total sample of 250, 220 RNs responded to this question; 28 RNs answered the question with two changes. The second change was also coded.

8. One change . . . . Workload 34% Salary and benefits 16% Scheduling 15% Respect and appreciation 8% Less stress 7% “Nothing” 7% Other 13%

9. North Carolina Center for Nursing 2006 Nurse Employer Survey - Hospitals • Improve the physical work environment - 29.3% • Allow flexible scheduling for staff - 23.6% • Make staff adjustments - 10.4% • Adjust workloads - 8.5%

10. Wisdom at Work in NC • Joint project of Robert Wood Johnson Foundation Executive Nurse Fellow Program and • East Carolina Center for Nursing Leadership at ECU • Aim to identify and address issues in acute care hospitals in eastern NC related to nurse recruitment and retention – specifically older, experienced nurses

11. Hospital Nurse Employment Source: National Association for Health Care Recruitment. Bernard Hodes Group.

12. Eastern NC Counties • WILSON

13. Acute Care Hospitals • Duplin General, Kenansville 81 • Roanoke-Chowan, Ahoskie 114 • Heritage, Tarboro 117 • Carteret General, Morehead 135 • Beaufort County, Washington 142 •  Onslow Memorial, Jacksonville 162 • Albemarle, Elizabeth City 182 • Halifax Regional, Roanoke Rapids 206 • Lenoir, Kinston 235 • Craven Regional, New Bern 313 • Wayne Memorial, Goldsboro 316 • Wilson Medical Center, Wilson 317 • Nash, Rocky Mount 353 •  New Hanover Regional, Wilmington 679 • Pitt, Greenville 794

14. Initial Findings • RNs in mid-40s • Most shifts predominantly 12 hours • Few lifting devices or lifting teams • Few policies recognizing aging nurses • Succession planning lacking • Some modification of retirement/pension plans to allow nurses to return after retirement

15. Next Steps • Collect and analyze additional data (survey) • Disseminate findings for hospitals to review and discuss findings • Development of a consortium of interested organizations with goal to support hospitals in sharing “best practices” for recruitment and retention • Publish findings to facilitate replication in other regions

16. Questions? Contact information for Janet Moye • Phone: 252-744-6464 • Email: moyej@ecu.edu Thank you 