b'NURSING HIGHLIGHTS 2022NURSING WORKFORCE:A Balanced ApproachErin CollinsRN, BSN I VP OF NURSING PROFESSIONAL PRACTICE AND DEVELOPMENTThe workforce challenges are unprecedented. Not alone inIn collaboration with local academic institutions, New this challenge, the countrys healthcare systems have beenHampshire Technical Institute and Lakes Region Community faced with a similar crisis, especially in nursing. Healthcare jobCollege, we have implemented an employeeapprenticeship openings in NH are 32 percent higher than in 2021 and 79and training programfocused on specific roles such as percent higher than in 2019, with registered nurses, licensedmedical assistants and licensed nurse assistants. With this highly nurse assistants, technicians and practical nurses leading assuccessful model (see story page 14-15), we have facilitated some of the occupations in greatest demand.* a number of people interested in healthcare roles to train and transition successfully into the workforce. We are actively Recruitment is an essential component to improving theplanning for additional programs supporting clinical specialty workforce deficits as healthcare experiences higher than normal PEOPLEturnover. Although labor demand is still stronger in NH thanteams such as the laboratory.a unique in the U.S., locally the number of job openings are starting toThe first group of future nurses has begun in decrease as we slowly recover from the impact of the pandemicpartnership between Concord Hospital and New England on the workforce. Currently, Concord Hospital health system College (NEC)that combines classroom education and Hospital has a 12 percent vacancy rate for open positions compared to training in an accelerated program to prepare students to 14.5 percent for all NH hospitals.begin providing quality care immediately upon graduation. Thirty students began the program in the Fall of 2022. They Like many, a significant element to our overall workforce planwill alternate between classroom learning at NEC and clinical required the use of traveling nurses to support our systemsexperience at Concord Hospital, leading to a Bachelor of Science needs. Throughout the system, we had a peak utilization ofin Nursing (BSN) degree after 3 years of year-round study, approximately 120 travelers, 80 of which were nurses. Theseinstead of the typical 4 year college experience with summers resources augmented our teams while we recruited permanentoff. Students will earn more than 25 percent of their credits staff. Over the later part of the year, we were able to reduce ourworking and being paid as LNAs at Concord Hospital. This dependence on travelers by 50 percent as our new hire ratesinnovative approach provides a continuous pipeline of nurses increased. Furthermore, a number of our contracted travelerwho can transition to practice more confident in the role ofnurses decided to convert to a permanent position within thea nurse.system, leaving the traveling field. Though many efforts are needed to recruit new talent to the As hospitals around the country struggle to fill vacancies inorganization,retaining current staff is critically important.virtually all facets of their operations, we are proud of our abilityRetention efforts include enhancements to compensation to attract new nurses and nursing related personnel. More thanand benefits, a focus on wellness services and professional 70 newly graduated nurses joined the health system in 2022,development and career advancement opportunities. Making which is approximately double the number from the previousa significant and impactful commitment to restructuring year. In combination with our comprehensiveNew Graduatecompensation, utilizing various incentives and stipend Nurse Residencyand the support and mentorship of our nurseprograms, as well as loyalty bonuses, referral bonuses and leaders, educators, and nursing staff,we have achieved a 91education reimbursement, the organization has invested more percent retention rate for 2022s nursing new graduates. than $11M to support these necessary efforts. Additional workforce strategies include a number of approachesIt is critical that we continue to take a balanced approach toto strengthen our workforce and grow our own talent.Our Floatthe recruitment and retention strategies supporting the nursing Teamsinclude RNs, LNAs, MAs and patient sitting companions.workforce challenges. I couldnt be more appreciative of the The Hospital-based and ambulatory float teams are assignedcommitment of our workforce and excited for the continued to units or practices of greatest need. We continue to activelyefforts to develop, grow and strengthen our teams acrossrecruit and grow these teams. the system.*Economic and Labor Market Information Bureau5'