Nursing Faculty By Age 2003 – 2006

Nebraska Center for Nursing

11/25/2017 Fact Sheet # 11 FACT SHEET

Nursing shortage projections:

Year 2025: 500,000 (RNs) Demand % growth per year: 2 – 3% Source: “The Future of the Nursing Workforce in the United States: Data, Trends and Implications” by Dr. Peter Buerhaus (March 2008). 1

Year 2020: 1,000,000 (total nurses) Source: Health Resources and Services Administration (HRSA, April 2006).

Year 2020: 740,000 (total nurses). Based on Census data 2000. Source: P. Buerhaus, D. Staiger, and D. Auerbach, “Implications of an Aging Registered Nurse Workforce,” Journal of the American Medical Association 283, no. 22 (2000): 2948–2954

Year 2020: 340,000 (total nurses). Based on Census data 2005. Source: David I. Auerbach, Peter I. Buerhaus, and Douglas O. Staiger, “Better Late Than Never: Workforce Supply Implications of Later Entry Into Nursing,” Health Affairs, Volume 26, Number 1 (2007): 178-185.

Interesting web site about nursing shortage in the U.S.A.: https://www.ncsbn.org/763.htm. The National Council of State Boards of Nursing, Inc. (NCSBN)

1 Nebraska Center for Nursing

11/25/2017 Fact Sheet # 11 Selected Responses (Online Employer Survey)

9. What are your strategies utilized to retain nursing staff, including 62+year old nurses?

 Continued focus on staff satisfaction with job, making all staff feel an important part of the team.  Higher wages. Better benefit packages. Redefined job descriptions  Flexible scheduling  Changed policies to ban full assist lifts, using mechanical lifts and aids, expressing appreciation and listening to them  Split shifts, use them for strategically busy times for shorter hours, use for project work and orientation.  (….) continuing education opportunities, temporary pools for staff to be able to work if they have the availability.  Decreasing physical workload. Simplifying work processes to decrease the need for multitasking.  Continued focus on staff satisfaction with job, making all staff feel an important part of the team

10. What do you see as your nursing workforce challenges five years from now?

 Nurses are not trained appropriately in the academic field anymore. They do not come out with the skills required to be good at their jobs. I see this continuing to decline each year.  Generational gaps & working styles, retention, salary increases, lack of nursing instructors to prepare nurses properly.  Fewer staff as the Nursing staff age and want a different type of job and work level  Lack of applicants  Recruiting RNs, positive culture at work with several generations working together  Needing more RN's as our's retire  Replacing the experienced baby boomer nurses we have. Half our staff is in this age group. I just hope some are willing to keep working shorter shifts.  Covering evening and night shifts and hiring people who want only weekends or very part time.  The number of nurses in the market. The higher stressed that are being placed on staffing due to cuts in reimbursement of care.

11/25/2017 Fact Sheet # 11

Reasons for not Renewing RN License-Online Renewal Survey 2006

Reasons for not Renewing RN License-Online Renewal Survey 2006 (Multiple Responses)

99.3 100 90.1

84.2 82.8 80 71.2 e s n o

p 59.8 s 57.8 e 60 r

h c a e 43.8 e g a

t 40 n e c r e P

0 Moving Retiring Health Not Working Career Change No Jobs Environment Other

Three main reasons for not renewal: No jobs (99.3%), Career change (90.1%), and Health (84.2%).

11/25/2017 Fact Sheet # 11 “The Future of the Nursing Workforce in the United States: Data, Trends and Implications” by Dr. Peter Buerhaus.

Table of Contents

Chapter 1 - Introduction and Overview

Chapter 2 - Key Trends in the Health Care Industry and the Nursing Workforce

Chapter 3 - A Brief Primer on Demand and Supply

Chapter 4 - The Demand for Health Care and the Derived Demand for Registered Nurses

Chapter 5 - Managed Care and the Nurse Labor Market

Chapter 6 - The Short-Run Supply of Registered Nurses

Chapter 7 - The Long-Run Supply of Registered Nurses

Chapter 8 - Changing Preferrences for a Career in Nursing

Chapter 9 - Associate Degree Graduates and the Rapidly Aging Registered Nurse Workforce

Chapter 10 - Forcast of the Supply and Age of Registered Nurses through 2025

Chapter 11 - Shortages of Registered Nurses: Then and Now

Chapter 12 - Impact of the Current Shortage of Hospital Registered Nurses

Chapter 13 - Registered Nurses' Perceptions of the Hospital Workplace Environment, 2002-2006

Chapter 14 - Long-Term Implications of an Aging RN Workforce

Chapter 15 - Strategies to Ensure a Better Future for the RN Workforce