<p>Nebraska Center for Nursing</p><p>11/25/2017 Fact Sheet # 11 FACT SHEET</p><p>Nursing shortage projections:</p><p>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</p><p>Year 2020: 1,000,000 (total nurses) Source: Health Resources and Services Administration (HRSA, April 2006).</p><p>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</p><p>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.</p><p>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)</p><p>1 ISBN: 9780763756840 $59.95 (Sugg. US List) Paperback 312 Pages © 2009</p><p>1 Nebraska Center for Nursing</p><p>11/25/2017 Fact Sheet # 11 Selected Responses (Online Employer Survey)</p><p>9. What are your strategies utilized to retain nursing staff, including 62+year old nurses?</p><p> 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</p><p>10. What do you see as your nursing workforce challenges five years from now?</p><p> 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.</p><p>2 Nebraska Center for Nursing</p><p>11/25/2017 Fact Sheet # 11</p><p>Reasons for not Renewing RN License-Online Renewal Survey 2006</p><p>Reasons for not Renewing RN License-Online Renewal Survey 2006 (Multiple Responses)</p><p>99.3 100 90.1</p><p>84.2 82.8 80 71.2 e s n o</p><p> p 59.8 s 57.8 e 60 r</p><p> h c a e 43.8 e g a</p><p> t 40 n e c r e P</p><p>20</p><p>0 Moving Retiring Health Not Working Career Change No Jobs Environment Other</p><p>Three main reasons for not renewal: No jobs (99.3%), Career change (90.1%), and Health (84.2%).</p><p>3 Nebraska Center for Nursing</p><p>11/25/2017 Fact Sheet # 11 “The Future of the Nursing Workforce in the United States: Data, Trends and Implications” by Dr. Peter Buerhaus.</p><p>Table of Contents</p><p>Chapter 1 - Introduction and Overview</p><p>Chapter 2 - Key Trends in the Health Care Industry and the Nursing Workforce</p><p>Chapter 3 - A Brief Primer on Demand and Supply</p><p>Chapter 4 - The Demand for Health Care and the Derived Demand for Registered Nurses</p><p>Chapter 5 - Managed Care and the Nurse Labor Market</p><p>Chapter 6 - The Short-Run Supply of Registered Nurses</p><p>Chapter 7 - The Long-Run Supply of Registered Nurses</p><p>Chapter 8 - Changing Preferrences for a Career in Nursing</p><p>Chapter 9 - Associate Degree Graduates and the Rapidly Aging Registered Nurse Workforce</p><p>Chapter 10 - Forcast of the Supply and Age of Registered Nurses through 2025</p><p>Chapter 11 - Shortages of Registered Nurses: Then and Now</p><p>Chapter 12 - Impact of the Current Shortage of Hospital Registered Nurses</p><p>Chapter 13 - Registered Nurses' Perceptions of the Hospital Workplace Environment, 2002-2006</p><p>Chapter 14 - Long-Term Implications of an Aging RN Workforce</p><p>Chapter 15 - Strategies to Ensure a Better Future for the RN Workforce</p><p>4</p>