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Nursing Human Resources: A Contribution to Health

Nursing Human Resources: A Contribution to Health. Andrea Baumann, RN PhD Mabel Hunsberger, RN PhD Mary Crea-Arsenio, MSc. Presented at 10th Conference of the Global Network of WHO Collaborating Centres for Nursing and Midwifery Coimbra, Portugal July 23-25, 2014. Background to Policy.

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Nursing Human Resources: A Contribution to Health

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  1. Nursing Human Resources: A Contribution to Health • Andrea Baumann, RN PhD • Mabel Hunsberger, RN PhD • Mary Crea-Arsenio, MSc. Presented at 10th Conference of the Global Network of WHO Collaborating Centres for Nursing and Midwifery Coimbra, Portugal July 23-25, 2014

  2. Background to Policy Healthcare restructuring (1990s): • Increase in the casualization of the nursing workforce • Decreased supply of registered nurses (RNs) and registered practical nurses* (RPNs) Early evidence identified an increased trend of part-time and casual employment SARs outbreak highlighted issues associated with casualized nursing workforce

  3. Total RN Workforce 1994-2013(Source: CNO, 2013) 83% of RNs are employed in nursing Date of renewal counts reflects members who renewed at the end of the previous calendar year (e.g. 2012 data represents members who renewed at the end of 2011 for the 2012 practice year). Source: College of Nurses of Ontario (CNO), 2013.

  4. Total RPN Workforce 1994-2013 (Source: CNO, 2013) 80% of RPNs are employed in nursing Date of renewal counts reflects members who renewed at the end of the previous calendar year (e.g. 2013 data represents members who renewed at the end of 2012 for the 2013 practice year). Source: CNO, 2013.

  5. Evidence for Policy 1999 2005 2004-2006 2007 Source: MOHLTC 1999, 2004, 2006, 2007; Nursing Task Force, 1999; Naylor, 2004; Baumann et al., 2006.

  6. NGG Sequence Six months of funding • Online employment portal (HFO*Jobs) facilitates matching between employers and new graduates • Employer provides a temporary supernumerary FT position with extended orientation/mentorship • Employer transitions new graduate into FT permanent position *HFO = HealthForceOntario. Source: Ministry of Health and Long-Term Care (2011). Guidelines for participation in the Nursing Graduate Guarantee.

  7. Evaluation Study- Objective The objective of this study was to evaluate the impact of a targeted government initiative created to increase full-time employment of new graduate nurses.

  8. Supply of Ontario New Graduate Nurses(Source: MTCU, 2013) Source: Baumann et al., 2013; MTCU, 2013.

  9. New Graduate NGG Participation(RN and RPN) Over six years, a total of 14,395 new graduate nurses obtained an NGG position (11,132 RNs and 3263 RPNs). Source: MOHLTC, unpublished NGG program data, 2012.

  10. Labour Demand: Profile of Ontario Healthcare Employers *The total number of employers is an approximate number based on healthcare employers who have registered on the HealthForceOntario Jobs website. This number may include organizations that do not employ nurses. Source: MOHLTC, 2012.

  11. Employer NGG Participants by Sector *On average, 18% of all employers participate in the NGG each year Source: : MOHLTC, unpublished NGG program data, 2013.

  12. RN New Member Working Status 2005-2013 (Source: CNO) Source: CNO, 2013.

  13. RPN New Member Working Status2005-2013 (Source: CNO) Source: CNO, 2013.

  14. Changing Employment Practices Stakeholder Analysis

  15. Findings • HHR Planning: Employers use the NGG funding to integrate new graduate nurses into their annual human resource planning. 2. Employment Portal: Portal was designed as a centralized online system where employers can recruit new graduates to meet their specific HR needs.

  16. Findings 3. Full-time Employment: Six month subsidy gives employers time to integrate new graduates into their organization and fulfill their HR needs. For new graduates, the opportunity for six months FT employment is essential for them to gain the experience they need to practice independently. 4. Quality and safety: Six-months supernumerary allows new graduates time to build confidence, comfort and competence to practice safely.

  17. Conclusions • Underemployment of new graduates leads to instability of the nursing workforce and consequences for the delivery of quality care globally. • Incentive funding can impact employment patterns of new graduate nurses and employment practices of employers.

  18. Contact Andrea Baumann, RN PhD Scientific Director Nursing Health Services Research Unit McMaster University Michael DeGroote Centre for Learning MDCL 3500 (905) 525-9140 ext. 22581 baumanna@mcmaster.ca 18

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