Perioperative Staffing: Mission Critical
PerioperativeStaffing:MissionCritical
Deborah Marie Ebert, MSN, RN,NEA-BC, CNOR, CCRN-K, CPAN,CAPAAssociate Vice-president Perioperative ServicesMemorial Hermann Texas Medical CenterHouston, Texas
I have nothing to disclose.
Grateful Appreciation to the Recruitment and Retention TaskForce 2.0Task Force MembersDebbie Ebert, MSN, RN, NEA-BC, CNOR, CCRN-K, CPAN, CAPA (chair)Larry Asplin, MSN, RN, CSSM, CNORAndrea Barron, BSN, RN, CNORElena Canacari, BSN, RN, CNORPatricia DeFrehn, DNP, MBA, RN, NEA-BCDonna Doyle, DNP, RN, CNOR, NE-BCLeilani Salimone, MSN, RN, NEA-BC, CNORLynnMarie Verzino, MHA, BSN, RN, NE-BCKristy Simmons, MSN, RN, CNOR (AORN BOD liaison)Erin Kyle, DNP, RN, CNOR, NEA-BC (AORN staff liaison)
ObjectivesReviewcurrent challenges associated with recruitmentand retention of perioperative nursesIdentifyAORN resources created by Recruitment andRetention Task Force 2.0Discussstrategies to recruit talent and improveretention of perioperative nurses
Current State of Nursing 6,000,000 more nurses need to meet globaldemand One in 6 nurses will retire in the next 10 years Periop nursing shortage includes staff nursesand leaders Severe shortage in academic settingoOne-third expected to retire by 2025
Challenges Associated withRecruitment and Retention ofNurses Cost to train 1 perioperativenurse 120,000.00 9% vacancy rate for full-timeperiop positions 48% of respondents reportedprocedures cancelled due tostaffing Average length to hire anexperienced periop RN 115days48% of respondentsreported procedures cancelledlength to hire an experiencedperi days
Creating aHealthyPerioperativePracticeEnvironment Workplace/culture of safety Collaborative practice Zero tolerance Encouragement of Recognition of value ofcontributions Shared decision making Expert, credible, authentic,visible leadership Resilience and well-beingsupport Effective staffingprofessional practiceAccountabilityCommunication-richDiversity, equity and inclusionContinuous qualityimprovementProfessionaldevelopment/learning
R&R 2.0 Initiatives11 Explorecreativemethods ofrecruitment ofnovice andexperiencednurses to theperioperativespecialty.2Exploreand recommendstrategies toincreasediversity inperioperativenursing.2.34Developresources toassist educatorsandmanagers/directors inrecruitment andretention.4.Developa template forsuccessionplanning keymanagementpositions in theoperatingroom.3.55.Developoptions forutilizing retiredor soon to beretiredperioperativenurses infacilities.
Initiative #1Explore creative methods of recruitment of novice andexperienced nurses to the perioperative specialty. Surgical Services Open House Behind the Mask AORN - https://www.youtube.com/watch?v NjXMU3yDvmk&t 4s eBook- HOW TO RECRUIT& RETAIN PERIOPERATIVE NURSES Amid a Nursing Shortage Guidelines and Clinical Resources Tool Kits Recruitment & Retention
Initiative #2Explore and recommend strategies to increase diversity inperioperative nursing. Building a diverse team Fostering an inclusive culture, and Investing in equity across our association. 6 DEI Teams formed to develop action plans board members and 33 staff volunteers Tool Kit developed and added to Guidelines and Clinical Resources Tool Kits Recruitment &Retention
Initiative #3Develop resources to assist educators andmanagers/directors in recruitment and retention.Tool Kit developed and added to Guidelines and Clinical Resources ToolKits Recruitment & RetentionAORN Creative Team Formatting
Initiative #4Develop a template for succession planning key managementpositions in the operating room. Leadership Succession Planning Tool (Algorithm, Info on interviewscreening, Leader attributes and 9 Box Model) Succession Planning Template (Tracks high risk and high potentials) Guidelines and Clinical Resources Tool Kits Recruitment &Retention Leadership Development
Initiative #5Develop options for utilizing retired or soon to be retiredperioperative nurses in facilities. White PaperGuidelines and Clinical Resources Tool Kits Recruitment & RetentionAORN Creative Team Formatting
Summary A sense of urgency is required to secure a stable work force. AORN Tools offer strategies to support recruitment and retention. A new paradigm is needed to recruit, train and retain nurses Nursing leaders are key in providing healthy work environments forperioperative nurses that: Recruit and retain perioperative nurses Celebrate inclusivity Cultivate resilience
Crowdsourcing
Questions to Ponder Are we preparing nursing students for the reality ofnursing? Are we engaging youth early enough in the educationspectrum? How is travel nursing impacting your facility? Have mandatory vaccinations impacted retention? What retention strategies have you implemented? What methodologies are in place to build teamresilience in both front line and leaders ? What, if any changes have you made in your schedulingmatrix due to staffing shortages?
Breakout Session
References1.Ferguson SL and Williams MA. The lamp still burns: Nurses on the forefront of COVID-19, health disparities, and gender inequalities. Nursing Economic .2021;38(5):252-253.2.Vortman R and McPherson S. The state of the perioperative nursing specialty workforce: A concern for executive nurse leaders. Nurse Leader.2021;19(3):281-288.3.Stamps DC, Foley SM, Gales J et al. Nurse leaders advocate for nurses across a health care system: COVID-19. Nurse Leader. 2020; 19(2):159-164.4.Wyatt D. Our shared purpose: Diversity, equity, and inclusion. AORN Journal. 2021;113(2):131-133.5.Jung D, Latham C, Fortes K, and Schwartz M. Using holistic admissions in prelicensure programs to diversify the nursing workforce. Journal of ProfessionalNursing. 2021;37:359-365.6.Thompson RA. Increasing racial/ethnic diversification of nursing faculty in higher ed is needed now. Journal of Professional Nursing. 2021;37:A1-A3.7.Edmonson C and Marshall J. Keeping the human in health care human capital: Challenges and solutions for RNs in the next decade. Nurse Leader.2020;18(2):130-134.8.Association of periOperative Registered Nurses (AORN). AORN Position Statement on a Healthy Perioperative Practice Environment. Published June 30,2021. df. Accessed Sept. 18, 2021.9.Stanton C. Action needed to stop lateral violence in the perioperative setting. AORN Journal. 2015;101(5):P7-P9.10.American Nurses Association. Mental health help for nurses. ss/. Accessed Sept. 18, 2021.
Thank you for your time and contribution. Deborah Marie Ebert, MSN, RN, NEA-BC, CNOR, CCRN-K, CPAN, CAPA Associate Vice-president Perioperative Services Memorial Hermann Texas Medical CenterHouston, TXDeborah.ebert@memoralhermann.org702.592.0417
Summary A sense of urgency is required to secure a stable work force. AORN Tools offer strategies to support recruitment and retention. A new paradigm is needed to recruit, train and retain nurses Nursing leaders are key in providing healthy work environments for perioperative nurses that: Recruit and retain perioperative nurses
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