Nursing Health Human Resources ACEN Annual Meeting Education Program Human Resources of Health: ACEN

1
Nursing Health Human ResourcesACEN Annual
MeetingEducation ProgramHuman Resources of
Health ACEN InitiativesNovember 3, 2005
2
Ginette Lemire Rodger, R.N., Ph.D. VP
Professional Practice Chief Nursing Executive
3
Nursing Health Human Resources

• Projected Nursing Workforce Demand / Supply
• Current / Future Initiatives

4
Projected RN Workforce Basic Assumptions

• Projected Recruitment includes growth of TOH
  equal to that of the population of the city of
  Ottawa (12.69 over next 6 years)
• Assumes stable turnover
• Retirement age continues at 60 (2005-2006 all
  RNs 60 and over retire)
• OT and Agency hours converted into FT positions
• Includes Critical Care Tower Expansion

5
RN Recruitment Needs with Retirement Age 60
With Population Growth
6
RN Recruitment Needs with Retirement Age 60
Without Population Growth
7
RN Recruitment

• Projected at maximum 3,079 over next 5 years
  represents 75 of our current Nursing workforce
  and is 1.9 times our current recruitment volume

8
Maximum RN Recruitment Includes Total Regional
New Grads and Out of Region
Assumes 100 hiring of new grads
9
RN Recruitment

• Spring 2005, TOH hired 37 of new RN graduates
• If this trend continues, we will have to increase
  our out of region hires significantly

10
Current / Future Initiatives

• Redesign of Professional Practice Environment
• Increased autonomy / accountability of RNs
• Clinical centrality
• 300-500 participants in NPPD
• Education / Research

11
Internal Recruitment Strategy

• The Internal Recruitment Strategy was developed
  in 2003-2004 in response to a projected shortfall
  of specialty-trained nurses to ensure there would
  be an adequate supply of these nurses to ensure
  the health and safety of TOH patients.

12
Unit Recommendations

• RNs
• Nurse Patient Ratio on Days of 14 except BMT 13
• Nurse Patient Ratio on Evenings of 14 for 7W
• Nurse Patient Ratio on Nights of 16 except BMT
  15
• Clerical support
• 2 x 12 hours per unit for Days / Evenings
• Unregulated providers
• 1 or 2 on Days
• Clinical Educators
• 1 FTE per unit
• Clinical Expert Assignment
• Not assigned patients if gt 40 novice or advanced
  beginner nurses

13
Internal Recruitment Strategy

• Cost
• 1.9 million per year

14
Nursing Enhancement Funds

• In March 2003, TOH received 1.5432 million
  dollars for Nursing Enhancement Funds, which was
  rolled into base 2 years later
• Developed an Nursing Internship Program and
  Clinical Expert Assignment with no patients
  assigned as part of the Internal Recruitment
  Strategy initiatives (600,000.00 543,200.00
  1,143,200.00)
• Funds also allocated to increased RN positions in
  ER (400,000.00)

15
Intake Unit Strategy

• Developed 2005
• Units with highest number of novice nurse hires
  over the last 3 years
• Supporting characteristics were adopted the same
  as for Internal Recruitment Strategy

16
Late Career Initiative

• Initiative announced by MOHLTC in October 2004
• Designed to retain nurses 55 and over by
  relieving them of bedside duties one day a week
• Temporary funding over 12 weeks, with 3 months to
  implement
• Funds for 50 of 281 FT nurses who met the criteria

17
Future MOHLTC Funding Requests

• Nursing Strategy announced 4 categories in August
  2005
• Application due September 16 2005
• Approval October 21 2005 with funds to be spent
  by March 31 2006
• New Graduate Initiative
• Late Career Initiative
• Preceptorship Initiative
• Lift Initiative
• Applied for funds for all

18
New Graduate Initiative

• Increased positions for Internal Recruitment
  Strategy and Intake Unit Strategy
• Pilot Critical Care Program for New Grads
  including classroom time and tuition

19
Late Career Initiative

• Continue with current 50
• Add 50 other RNs and 2 RPNs
• Currently have 253 FT nurses who meet the criteria

20
Preceptorship Initiative

• Critical Care New Grad Preceptorship
• Pilot Mental Health Preceptorship for 6 RNs(30
  retirement age next 2 years)
• Pilot Internationally Educated RN Preceptorship
  for 6 RNs
• Increased Educator support for Internal
  Recruitment Strategy and Intake Unit Strategy

21
RN Workforce Plan

• In November 2005, we will present a 3-year RN
  Recruitment Retention Plan that will focus not
  only on the numbers of nurses we will need, but
  where we will need them, and initiatives to keep
  them at TOH.

22

• Vision
• Planning

23
Nursing Health Human ResourcesACEN Annual
MeetingEducation ProgramHuman Resources of
Health ACEN InitiativesNovember 3, 2005