Preparing for Potential Nurse Shortages

Economic indicators and studies suggest that nurses are in demand. According to information compiled by the American Association of Colleges of Nursing, there will be an increased shortage of RNs as baby boomers age and the need for healthcare escalates. Meanwhile, nursing schools are grappling with how to increase capacity to meet this increasing demand for caregivers.

That’s good news for nurses looking for jobs, but very challenging for healthcare organizations. Hospital systems nationwide need to be proactive and forward-thinking to preempt the impact of any potential nursing shortages. For its part, Cleveland Clinic is prepared to address possible shortages.

Steps to combat potential nursing shortages

Lisa Bryant, MHA, BSN, RN, NEA-BC

The number of nurses in Northeast Ohio was on the rise last year, up 2.2 percent from 2013, according to NEONI, the Center for Health Affairs’ workplace initiative. And the number of advanced practice nurses grew by 23.7 percent in the same time period. However, supply and demand suggests that Northeast Ohio will have a projected shortage of 3,500 RNs by 2020.

Lisa Bryant, MHA, BSN, RN, NEA-BC, Senior Director of Nursing Education and Professional Development, shared five strategies that Cleveland Clinic is employing to help ensure adequate staffing levels:

1. Collaboration with academic partners – In 2005, Cleveland Clinic launched the Dean’s Roundtable Initiative (DRT) to create a regional strategy to address nursing shortages. The DRT is a unique partnership between Cleveland Clinic and 14 Ohio nursing schools. “We bring all the deans from local nursing schools together to evaluate how we can work together to prepare nurses and collaborate on clinical programs,” says Bryant. “It’s not just about Cleveland Clinic; it’s about preparing the profession of nursing for the future.”
2. Retention efforts – Cleveland Clinic’s nursing institute works closely with its caregivers on retention by providing support for continuing education as well as professional development. The focus on retention happens early and often. “Our millennial nurses aren’t looking at a five-year plan like my generation did. They are looking at one-year plans,” says Bryant. “They are barely into their current role and already want to see how they can continue to grow and where they will be next.” The nursing institute also provides a year-long residency program for those new to nursing and changing specialties. It assists with the transition to practice and the profession of nursing.
3. Career navigation – Bryant and her colleagues in Nursing Education and Professional Development offer information so nurses are exposed to various medical specialties, nursing roles and advanced degree options. For instance, they recently conducted a session entitled “So You Want to be an Advanced Practice Nurse?” where interested nurses could talk to experienced advanced practice nurses. “It sounds great to be an advanced practice nurse, but what does it really entail?” says Bryant. “We don’t want someone going through school, earning their degree and then saying, ‘This is not what I signed up for!’” In addition, Cleveland Clinic recently created a residency program for advanced practice nurses to support the transition to practice and retain new graduates.
4. Partnering with talent acquisition – Nursing works hand in hand with Human Resources to “bring the best qualified candidates to Cleveland Clinic and keep our finger on the pulse of what the nursing pipeline looks like,” says Bryant. “Right now, there’s no predicted shortage in Ohio, but we want to make sure we are really keeping an eye on that so in case something changes, we can very agilely respond.”
5. Fostering early interest in nursing – Interest in becoming a nurse often begins in high school, so Cleveland Clinic offers several programs to support students drawn to the profession. One is a shadow experience, where high schoolers spend four hours with a clinical nurse to see first-hand what the career entails. In addition, Cleveland Clinic partnered with the Howley Foundation and Cuyahoga Community College to develop ASPIRE, the Cleveland Clinic Nurse Scholar Program. This 12-week collaborative enrichment program offers instruction to under-represented high school juniors to further their understanding of a nursing career.

Bryant encourages other healthcare organizations to work with local schools to help recruit nurses and serve as clinical instructors or preceptors for new people coming on board. “The best way to attract young people to nursing – and get them to stay in nursing – is to let them see what a great profession it is,” says Bryant. “We as colleagues have to promote this incredible profession.”