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USAR Nurse Referral and Retention Program.

J E Foley1, B J Foley

  • 1804th Hospital Center, Hanscom Air Force Base, MA 01731-5291.

Military Medicine
|September 1, 1992
PubMed
Summary
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The Army Nurse Referral and Retention Program successfully addressed a critical registered nurse shortage in the US Army Reserve in New England. Recruitment and retention strategies achieved full staffing within two years, maintaining it for an additional year.

Area of Science:

  • Nursing Workforce Management
  • Healthcare Administration
  • Military Health Systems

Background:

  • The 804th Hospital Center faced a significant registered nurse (RN) vacancy crisis in 1987, with only 79% of positions filled.
  • This shortfall impacted the operational readiness and capacity of nursing services within the Command.

Purpose of the Study:

  • To describe the development and implementation of the Army Nurse Referral and Retention Program.
  • To demonstrate the program's effectiveness in resolving the RN staffing deficit in the United States Army Reserve in New England.

Main Methods:

  • Employed targeted recruitment strategies, including an employee referral program and a strategic mailing list campaign.
  • Implemented comprehensive retention initiatives to reduce staff attrition rates.

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Main Results:

  • Achieved 100% registered nurse position fill rate within two years of program implementation.
  • Sustained full staffing levels for an additional year post-initial success.
  • Successfully lowered the registered nurse attrition rate through dedicated retention efforts.

Conclusions:

  • The Army Nurse Referral and Retention Program proved highly effective in overcoming critical nursing shortages.
  • The program's integrated approach to recruitment and retention offers a scalable model for military healthcare systems.
  • Sustained high staffing levels were maintained, enhancing the capability of the United States Army Reserve nursing corps in New England.