MHA FPX 5020 Assessment 2 Project Proposal – Turnover within Nursing MHA-FPX 5020 Health Administration Capstone Executive Summary

Sentara Healthcare has experienced an increase in turnover rates among its nursing staff, surpassing the national average by 1.5%. This paper aims to investigate the issue of high nurse turnover within our local hospital. According to the United States Office of Personnel Management (2018), each additional percentage point in nursing turnover costs an average hospital approximately $300,000. Preliminary data analysis indicates average turnover rates ranging from 6.6% to 28.7%, with registered nurses facing the highest turnover at 16.8%. Furthermore, hospitals with 250 or more beds report the highest turnover rates, while those with 200 beds or fewer show lower rates. Given that Sentara Healthcare operates 260 beds, addressing this issue is imperative. It is essential to develop a program that focuses on fostering relationships, building commitments and confidence, recruiting skilled nurses, and retaining experienced staff.

Introduction

This section will explore the rising turnover rates within the nursing workforce at Sentara Healthcare. The United States Office of Personnel Management (2018) underscores the significant financial implications of nursing turnover for hospitals. By analyzing turnover rates through human resource and performance metrics, we can gain insights into nursing staff ratios at both state and national levels. Addressing high nursing turnover rates is crucial for aligning with Sentara’s strategic direction, which aims to enhance the quality of life for patients, clinicians, and communities, thereby achieving organizational objectives and fostering a culture of excellence in care.

Background

The United States Office of Personnel Management (2018) highlights the federal government’s role in promoting success and safety for all Americans, including addressing workforce challenges. Analyzing employee burnout, as suggested by Wilson (2019), is particularly important in the nursing profession. Sentara Healthcare must assess the environmental factors contributing to turnover rates to optimize performance and positively influence nurse retention (Moore, 2017).

Client Value Proposition

Expected Outcomes and Precise Performance Measurement

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

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 aimed at reducing nursing turnover rates. By utilizing critical thinking and implementation strategies, I will conduct research to develop a comprehensive plan that addresses turnover issues and fosters 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