There is a nursing shortage in many long term care facilities. How can we change
ID: 342775 • Letter: T
Question
There is a nursing shortage in many long term care facilities. How can we change this and improve retention for the nurses? Please give examples ofthe following topics:
Workforce recruitment
Development of existing staff
Evaluation and retention programs
Succession and strategic planning
Relevant laws and regulatory requirements
Diversity, inclusion, and culturally responsive practices
Organized labor and contract services
Recommendation and rationale (link to best practices)
Challenges and/or barriers
Explanation / Answer
Workforce recruitment - The long-term care facilities can incentivize the recruitment into them by paying extra than normal caregivers. Further, they can tie up with nursing colleges to have specialized courses to develop skills in handling long-term care facilities Development of existing staff - The staff needs to be appropriately trained on policies and procedures regarding the handling of LTSS patients. They should not get frustrated by lack of understanding of means they need to use while handling such a population. Evaluation and retention programs - The evaluation and retention programs must be designed according to the specific program needs of long-term care facilities. The parameters for evaluation must be discussed with nurses before setting them up as their goals. This leads to mutual acceptance of the evaluation criteria. Retention programs could include retention bonus for say service of 2 years and incentives for meeting / exceeding the evaluation criteria. Employee motivation sessions can also be included to emphasize the importance of service to society being performed by nurses. Succession and strategic planning - This is an important aspect. Nurses in a particular long-term facility get used to the processes, procedures, and best practices of the facility. It is important to note that this knowledge should not get lost when a nurse leaves OR there must not be a chaos if a nurse supervisor decides to leave. For succession planning, each nurse supervisor can select and mentor a nurse for her job and there must be regular sessions between nurses to ensure adequate knowledge transfer. Relevant laws and regulatory requirements - Nurses must be trained on relevant laws to ensure compliance with the facility and facilities compliance with laws like HIPAA - For Example - A nurse must not seek information on a patient's medical records she is not treating. Diversity, inclusion, and culturally responsive practices - Nurses, in general, should be from a diverse background to care for patients with different cultural beliefs. For example - A Black patient may relate more to suggestions from a Black nurse. Further, with the intermingling of different cultures and diversity created, nurses can share a lot of new and different information with each other.
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