MHA FPX 5020 Assessment 2 Project Proposal – Turnover within Nursing

Student Name

Capella University

MHA-FPX 5020 Health Administration Capstone

Prof. Name

Date

Executive Summary

Sentara Healthcare has experienced an uptick in nursing staff turnover rates, surpassing the national average by 1.5%. This study aims to explore the factors contributing to high nurse turnover at our local hospital. According to the United States Office of Personnel Management (2018), each additional percentage point in nursing turnover incurs an average cost of $300,000 for hospitals. Our preliminary data indicates turnover rates between 6.6% and 28.7%, with registered nurses facing the highest turnover at 16.8%. Notably, hospitals with more than 250 beds exhibit the highest turnover rates, while those with 200 or fewer beds show lower rates. With Sentara Healthcare operating a 260-bed facility, addressing this issue is critical. Developing a program to foster relationships, build commitments, enhance confidence, recruit skilled nurses, and retain senior nurses is essential.

Introduction

This section will explore the increased turnover rates among nurses at Sentara Healthcare. The United States Office of Personnel Management (2018) outlines the significant financial implications of nursing turnover for hospitals. By examining turnover rates through human resource and performance metrics, we can gain insights into nursing staff ratios at both state and national levels. In alignment with Sentara’s strategic direction to improve the quality of life for patients, clinicians, and communities, addressing high nursing turnover rates is vital for achieving organizational goals and fostering a culture of excellence in care.

Background

The United States Office of Personnel Management (2018) underscores the federal government’s role in promoting success and safety for all Americans, which includes addressing workforce issues. Analyzing employee burnout, as recommended by Wilson (2019), is particularly crucial in the nursing profession. Sentara Healthcare must evaluate environmental factors contributing to turnover rates to enhance performance and positively influence nurse retention (Moore, 2017).

Client Value Proposition

Expected Outcomes and Precise Performance Measurement

To gain insights into turnover issues at Sentara Healthcare, qualitative and quantitative data from research articles will be collected. Statistical data will be presented using bar graphs and visual aids to enhance understanding.

MHA FPX 5020 Assessment 2 Project Proposal – Turnover within Nursing

Visual Data Displays

Refer to the provided bar graph for a visual representation of hospital and nursing turnover rates.

Leadership Component

As the project leader, I will oversee the implementation of a program to reduce nursing turnover rates. By employing critical thinking and implementation strategies, I will conduct research to develop a comprehensive plan addressing turnover issues and fostering a culture of dedication and excellence among nursing staff.

Project Timeline

Refer to the outlined project timeline for key milestones and activities.

Project Information

Contact details for project personnel are provided for reference.

References

United States Office of Personnel Management (USOPM). (2018). 2018 Federal Workforce Priorities Report (FWPR). Retrieved from https://www.opm.gov/policy-data-oversight/human-capital-management/federal-workforce-priorities-report/2018-federal-workforce-priorities-report.pdf

Wilson, R. F. (2019). Nurse Leader Compassion Fatigue and Burnout Impact on Staff Satisfaction, Patient Satisfaction, and Turnover. Retrieved from https://sigma.nursingrepository.org/handle/10755/16870

MHA FPX 5020 Assessment 2 Project Proposal – Turnover within Nursing

Moore, R. L. (2017). Nurse Retention: Impact of Workplace Environment Assessments. Retrieved from https://www.nursingrepository.org/handle/10755/623303A