Nursing Shortage:AStrategic Plan
Chamberlain College of Nursing Healthcare Operational Planning and Management NR 532 Dr. xxxxxx
Nursing Shortage: AStrategic Plan
This paper is a strategic plan regarding nursing shortages in skilled nursing care facilities. Including an analysis of strengths, weaknesses, opportunities and threats to assist in solving the nursing shortage in one skilled nursing facilities in a rural area. This paper will discuss the key concepts of strategic plan to help decrease the nursing shortage, recommendations to assist nurse leaders in achieving this goal, and evidence that supports the strategies recommended.
Strategic Key Plan Concepts
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In order to be successful with filling the multiple positions that are open and will be opening in the future to the anticipation shortage from baby boomers retiring, several individuals will need to be involved. Chief nursing officer (CNO) is essential in any plan regarding nursing. The CNO helps to involve all of the staff through education and reminding the staff nurse that they are the most important recruiter for the organization/facility. Involving all front line staff in recruiting is essential because if they enjoy being employed by the organization, they will spread it by word of mouth and thereby encouraging others to apply for the organization. Human resources need to be involved to ensure the compensation package offered is competitive with the other organizations in the area.
Using the SWOT analysis approach our internal strengths are having a four star CMS rating, great staff employed, educational reimbursement for staff to continue education and a commitment to organizational vision and mission. Our internal weakness is not having adequate resources available, a large shortage of skilled nursing staff, and not being a part of an ACO. There are some great opportunities available externally with two colleges that have nursing programs in the community and increasing community awareness. The external threats include decrease in reimbursements from CMS and multiple other skilled nursing facilities in a small concentrated area.
Priorities
Evaluating the SWOT analysis the two priorities that will be included in the strategic plan to help with the nursing shortage within the organization will be increasing the internal resources. The second priority will be to connecting with the external opportunity that may be available by collaborating with the two nursing programs provided by the colleges in the area. Increasing internal resource will help to make it a strength to help with the nursing shortage within the organization. Collaborating with the local colleges will decrease nursing shortage in the skilled nursing facility.
Increasing the organizations internal resources by providing a better orientation for new graduate nurses, that specializes in geriatric nursing for the skilled nursing facility to assist with
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the nursing shortage (Friedman, Cooper, Click, & Fitzpatrick, February 2011). To assist with retention by assisting the new graduates and paying for them to obtain the American Nurse Credentialing Center (ANCC) Adult-Gerontology Clinical Nurse Specialist (AGCNS-BC) will help them to specialize their nursing skills and will show the staff that the organization is invested in them. Organizing a committee to assist with ways to increase staff satisfaction is another internal resource that the organization can provided. Improving the environment and the flexibility of scheduling will help nurses currently within the organization and the profession as a whole is a way to offset the nursing shortage (Leineweber et al., 2016). Collaboration with the local colleges can be beneficial to both organizations. Providing a partnership with the college by having offering to serve as a clinical site for students and having a paid skilled nursing facility clinician serve as a faculty member of the college will allow the college to enroll more students thereby increasing the productivity of more nurses graduating (Oermann, Lynn, & Agger, July, 2015). Providing a clinical site and a faculty member for the college exposes its students to the organization. This will assist the organization in nursing shortage by showing them what it offers and how it operates.
Conclusion
The nursing shortage is a problem for all organizations. By connecting with local colleges, and providing them with a clinical site in which to practice allows the nursing students to see what kind of organization they are in and will hopefully want to work with. By implementing a committee within the organization to see what the nurses feel they need to make the workplace and environment in which they want to work, will get those nurses to tell other what a wonderful organization it is and encourage other to work for them as well. Collaborating
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with the staff and institutions of higher learning is not a fix all to the nursing shortage but it is a start in the right direction.
References
Friedman, M. I., Cooper, A. H., Click, E., & Fitzpatrick, J. J. (February 2011). Specialized new graduate RN critical care orientation: retention and finical impact. Nursing Economics, 29(1), 7-14. Retrieved from http://www.nursingeconomics.net/cgibin/WebObjects/NECJournal.woa
Leineweber, C., Chuckham, H. S., Lindqvist, R., Westerlund, H., Runesdotter, S., Alenius, L. S., & Tishelman, C. (2016). Nurses’ practice environment and satisfaction with schedule flexibility is related to intention to leave due to dissatisfaction: A multi-country, multilevel study. International Journal of Nursing Studies, 58, 47-58. http://dx.doi.org/10.1016/j.ijnurstu.2016.02.003
Oermann, M. H., Lynn, M. R., & Agger, C. A. (July, 2015). Faculty openings, shortage, and mentoring in associate degree nursing programs. Teaching and Learning in Nursing, 10(3), 107-1111. http://dx.doi.org/10.1016/j.teln.2015.03.001
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