Abstract
A 230-bed facility determined that 64% of its registered nurse (RN) voluntary turnover rate occurred with newly hired RNs. Inadequate orientation processes and practices were determined to be the root cause. The pilot project's 36% reduction in newly hired RN departures results in an annual savings of over $1 million. Details of the plan, the pilot project, the cost-benefit analysis, and the spread to the system are described. Evaluation of year-end data provides nurse leaders with critical information as RN retention is a priority.