Retention & Recruitment

Nursing retention and recruitment are ongoing top-priority goals of the PNSO. Areas of specific focus include supporting professional development, reducing turnover, exploring scheduling and compensation options, and evaluating new technology, systems efficiencies and other ways to promote a healthy and productive work environment for nurses. Our annual Nursing Satisfaction Survey and organization-wide Employee Engagement Survey each provide benchmarked feedback to inform our ongoing efforts.

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Recruitment

Nurses are the best recruiters of nurses! The PNSO partners with Human Resources Nurse Recruiters to invite nurses to join the Health System. Direct care nurses and Nurse Recruiters collaborate in UVA-based recruitment Open Houses and Diversity Weekends, as well as traveling to many other recruitment events nationwide. They are active participants in recruiting nursing students and interested nurse candidates. Direct care nurses enthusiastically welcome interviewing nurses to "shadow" them during their work to realistically portray the work environment.

HR Policy 901, Employee Referral Incentive Program, rewards nurses and Health System employees who identify and refer potential applicants for employment.  The referral incentive is awarded for applicants who are hired into regular full-time or flex positions. 


Retention

Annually, the Nursing Cabinet evaluates the variables that contribute to retention, incorporating Nursing Satisfaction Survey/Employee Engagement Survey results, turnover and exit interview data. Cabinet discussions emphasize long-term strategies as well as the need to identify tangible, achievable goals.

Developed by a Cabinet workgroup in partnership with Human Resources and Nurse Managers, the PNSO Retention Plan serves as a guiding document for Cabinet decisions and actions. Outcomes of the PNSO Retention Plan include efforts to advance and support nursing practice, further professional development, facilitate communication, and provide central recognition activities.

Staff retention is viewed as everyone's responsibility. To promote this culture of community, many individual practice areas have also implemented innovative local strategies to enhance nurse retention.