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Evaluation of a proactive hiring model to achieve workforce stability in the intensive care unit
Kelly M Kester1, Jill Engel2, Mary Ann Fuchs3
1Heart Services, Duke University Hospital Durham, Durham, NC, USA.
Aim:
The purpose was to evaluate an innovative Prospective Hiring Equation to determine registered nurse hiring needs.
Background:
The American Organization for Nursing Leadership identifies human resource management as a competency for nurse managers, yet calculations to determine when and how many registered nurses to hire are not readily available.
Methods:
We implemented an educational intervention to teach nurse mangers the Prospective Hiring Equation. We evaluated the processes (adoption and confidence) and outcomes (vacancy rates) using a pre-evaluation/postevaluation design in a single cohort of nurse managers (n = 9). We used a statistical process control chart to depict mean differences in vacancy rate at baseline and 6-month postimplementation.
Results:
Participants (n = 9) were on average 43 years' old, female, and had 2.94 (SD = 2.66) years' of nurse manager experience. Following implementation of the intervention, the combined vacancy rates of the intensive care units improved by 11.8% (SD = 7), and use of agency nurses decreased by 42.5% (premedian = 7.2, interquartile ratio = 3.6, 10.8; postmedian = 1.8, interquartile ratio 0.9, 8.55).
Conclusions:
The Prospective Hiring Equation may be a useful tool to improve nurse managers human resource management competencies.
Implications For Nursing Management:
The Prospective Hiring Equation may help nurse managers improve accuracy when evaluating hiring needs.
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