Workforce Issues: Admission-Discharge-Teaching Nurses: Bridging the Gap in Today's Workforce
Jean S. Blankenship MSN, APRN-BC
Susan A. Winslow MSN, APRN-BC

$3.95 		JONA: Journal of Nursing Administration
January 2003 
Volume 33  Number 1
Pages 11 - 13
 
  PDF Version Available!

ABSTRACT
A nursing position dedicated to admitting, discharging, and teaching patients was developed at our hospital as a means of attracting inactive nurses back into the workforce. Piloted in the fall of 2001, this nursing initiative has improved staff morale, and has aided in ongoing retention and recruitment of early retirees and nurses outside the workforce. The initiative subsequently fostered the development of a nurse refresher program in our community.

The nursing labor force is changing dramatically, with nearly 60% of the current registered nursing workforce over the age of 40. 1 Strategies are needed to increase the supply of registered nurses, while simultaneously creating initiatives that employ an aging workforce. Needed are methods of enhancing retention, attracting nurses back into the workforce, and creatively redesigning the workplace to better maximize the utilization of professional nursing skills. 2 Because such a large number of registered nurses are over the age of 40, retaining or delaying the retirement of a small percentage will make a positive impact in the workforce, and will prevent the loss of a large volume of clinical experience and nursing knowledge. 3

In our roles as nurse educator and director of community services at Martha Jefferson Hospital, a 'Top 100,' 181-bed community hospital in Charlottesville, Virginia, we frequently saw recently retired nurses whom we know as vibrant, experienced, and previously valued members of the healthcare team. We were often told that their decision to retire was based on the physical and technological demands placed on nurses, and not because they no longer wanted to be nurses. At the same time, we encountered 'stay-at-home' moms who were interested in returning to nursing, but were skeptical of the technological changes that had occurred in nursing and the traditional shift requirements. Repeated contact with these two groups led us to develop a method for enticing these nurses back into ...

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