Survey: Does your employer provide adequate retention options for Nurses?

Jeepnurse · Jul 1, 2003

No and Yes. I am currently under a $3,000 retention bonus. Hever new grad RN's are offered a $5.000 sign on bonus

Wingsets · Jul 17, 2003

So glad to see this as a subject! We keep seeing our director hiring new grads - who by the way are doing great and are definitely an asset to our unit. However, she has also "run off" many of our experienced nurses. I look like I'm next in line since she has begun harrassing me. I don't get it really. There are so few of us around who actually know how to do some of the CCU skills required - balloon pumps, ICP's, Swans, etc. I was the only one in the unit one shift who knew how to change the paper on the balloon pump. Not a big issue, but why does admin feel they don't need us experienced nurses. There have been no retention bonuses - NOTHING. We may get a bonus housewide this year, but no mention of % x how many years you've been there. New grads are getting $6,000 sign ons. They have hired nurses who have been working through an agency and hired at an hourly rate more than I make plus giving them a signon bonus.

Is there some prevailing wind out there that says it's better to have new grads than nurses with experierence? Our director has "flunked" two times on her evaluations given by the staff in our unit. Is she trying to get rid of all of us and start with a new crew?

So - no, we are not getting retention bonuses, but it seems admin feels we are expendable. I've heard this from many other nurses who have a few years under their belt - at our hospital.

Any thoughts? Thanks.

RURAL TEXAS · Jul 17, 2003

At our rural hospital there is a lot of talk about retention of nurses but no clear evidence that administration is serious. We have a major case of wage compression. New hires with little experience and even GNs are being hired in for rates as much or higher than experienced nurse of 20+ years. In rural small hospitals there is no "specialty" nursing. We do it all!! There is also no recognition for this. We have nurses that come from city hosptials that can't believe all the different areas that we are expected to cover and be competent in. But we do because that is was is expected of us and frankly I like it. I just wish we would be recognized for our knowledge and experience!

barefootlady, ADN, RN · Jul 17, 2003

I too am seeing the older nurse disrespected and underpaid and overworked. On our unit the new grads with less than a years experience are being given the "choice" assignments . We just had a nurse with 14 years experience in the facility quit. Did the head nurse or administration get the hint? No, that is why several more will be out the door behind her. Yes, she did get more money at the new job and better hours. Is she happy, yes!

jaher · Jul 17, 2003

Experienced nurses are leaving because of unsafe staffing, no input into any changes (elimination of shared governance), reduction in autonomy, trashing of many improvements made over the years, and most important simply being treated as though any "warm body" can care for the patient rather than recognition of the value of experience and knowledge. The new graduates often are unaware of what they don't know and no one now has time to teach them--

gwenith, BSN, RN · Jul 17, 2003

Hmmm Perhaps i shouldn't answer I might cause a stampede across to Australia:lol2:

Basic conditions here - we have:-

accrued sick leave 7 days/year - I am up to months owing!.

yearly incremental wage rise until year 8 at level 1

Superannuation (retirement plans) They are better if you stay with the one employer but you can "roll them over " between employers

Long Service Leave. You can only take LSL after 10 years and it accrues at 1 week per year.

Long service leave is a BIG incentive to stay with a company. After 10 years with a company you get 10 week paid holiday! Of course you need never take it - just save it until you retire.

Zee_RN, BSN, RN · Jul 18, 2003

Ummm, no. There are no retention incentives at my hospital. Nada.

live4today, RN · Jul 18, 2003

Retentive incentives? Now, what might that be? :rotfl:

Six more months where I work and I'm leaving to find my own incentives since it's obvious the nurses where I work are "doormats" for the hospital and I dont' see any changes on the way either. :rolleyes:

WHAT has HAPPENED to nursing you all? :confused:

VickyRN, MSN, DNP, RN · Jul 18, 2003

My employer is the State of North Carolina. As for "retention" let me respectfully refer you to my post:

https://allnurses.com/forums/showthread.php?s=&threadid=39602

canada · Aug 31, 2003

i work loooooong hours to keep above the paper work load. my residents come first, i stay until i need to. often i arrive at work between 0630 to 0700, 10 to 15 min for a break and leave at 1630 to 1700. i'am union and my union says i should be working 7.5 hours. i'am never paid for overtime tho i'am accountable for all the work to be done. my rpn's are equally overworked as are my hca's. we have a huge absentee list daily along with a big turnover of rn's, rpn's and hca. i love ltc but i see why we cannot keep help. recognition goes along ways dosen't it.............:roll :

jadednurse · Aug 31, 2003

Retention option? The only retention option I've ever gotten is the 3-4 pounds of water weight every month!

I've been hearing about "retention issues" for most of my 8 years of nursing, though I've never seen anything really done about it where I've worked.