When do they get a return on investment? - Page 2

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  1. Jul 28, '12 by
    Hey there, folks. Let's not presume that when the new nurse resigns, that she / he should be held accountable for the training provided.

    If the facility tolerates an "insular" or other negative work environment, or furnishes ineffective training, or other such condition that isn't previously disclosed to the new employee, then I say there's no responsibility for the orientee.

    Also, employers are aware from experience that not every hiree remains at the job fro an extended period... either because of a resignation or a re-assignment, lay-off, etc. So, these things are simply a cost of business.
    lvn2bsoon and martinalpn like this.
  2. Guide
    Jul 28, '12 by
    Quote from sbostonRN
    That assumes that the only costs going to the orientation of a new grad are the labor hours of the person involved in orienting.
    Yes, but that barely begins to cover the hospital's costs. You also have to consider the entire cost of the orientee's salary + benefits. While being preceptored, 2 nurses are caring for 1 assignment (2 nurses doing the work of 1). So, one of their salaries is totally "extra expense." You also have to consider the costs of "filling the hole in staffing" that occurs while the vacancy that the orientee is filling is being covered by paying premium prices for travelers, per diems, overtime, etc. There is also the cost of recruitment, class time, pre-employment physicals, background checks, etc., etc. etc. It all adds up.

    The big figures you hear for the costs of orientation are including a lot of expenses for the hospital that you haven't taken into consideration.
    Last edit by NRSKarenRN on Jul 28, '12 : Reason: fixed quote link
  3. Jul 28, '12 by
    All you owe ANY employer is to give a proper two weeks notice. You don't have to "pay" anything back. I love my job, but if an better opportunity presents itself, I'll respectfully give my two weeks and then I'm gone like Donkey Kong.
    lvn2bsoon, martinalpn, DizzyLizzyNurse, and 1 other like this.
  4. Jul 28, '12 by
    IIRC posted links and or figures on new hire costs including what loss if any are incurred by a facility should things not work out, however cannot find those links again so:

    Hospitals fight to stop new nurses from quitting - Health - Health care - NBCNews.com

    http://www.rwjf.org/files/research/r...rnturnover.pdf

    Nursing Center - Journal Article
  5. Jul 28, '12 by
    Quote from Havin' A Party!
    Hey there, folks. Let's not presume that when the new nurse resigns, that she / he should be held accountable for the training provided.

    If the facility tolerates an "insular" or other negative work environment, or furnishes ineffective training, or other such condition that isn't previously disclosed to the new employee, then I say there's no responsibility for the orientee.

    Also, employers are aware from experience that not every hiree remains at the job fro an extended period... either because of a resignation or a re-assignment, lay-off, etc. So, these things are simply a cost of business.
    Well suppose you could look at it that way, but the impact on graduate nurses is great.

    In many areas of this country new grads face very difficult odds at being hired, especially where the supply of experienced nurses is great.
  6. Jul 28, '12 by
    There are plenty of threads about the cost of orienting new grads and the implications that has. Can we try to keep the focus on the costs of orienting experienced nurses?
  7. Jul 28, '12 by
    Quote from BrandonLPN
    All you owe ANY employer is to give a proper two weeks notice. You don't have to "pay" anything back. I love my job, but if an better opportunity presents itself, I'll respectfully give my two weeks and then I'm gone like Donkey Kong.
    That attitude in a nutshell along with several other factors is largely contributing the high unemployment in the USA ATM, and other structural shifts that are having and will continue to have an impact for years to come.

    Employers more and more are relying on temporary/part-time agency staffing to avoid the costs associated with taking on and having to replace permanent workers. When they do hire permanent employees they often today expect the ideal person to arrive requiring minimal if any training. In short they want someone that can do the job from day one. In the most extreme cases it can lead to employers moving shop to where workers can be found not only cheaply but in such large supply of unemployed that those who find work consider themselves lucky and stay put.
    llg likes this.
  8. Jul 29, '12 by
    Quote from DoGoodThenGo
    ... Employers more and more are relying on temporary/part-time agency staffing to avoid the costs associated with taking on and having to replace permanent workers...
    We all need to understand that healthcare is first and foremost a business. "No profit, no services."

    As such, employers will do what they believe is in their best interests as far as costs of care are concerned.

    If they believe hiring agency personnel is more economical (considering all involved factors), well then that's what they're gonna do.

    If another facility figures out the true root causes / reasons for their turnover, and then acts to address them, it may arrive at a more effective way to handle the entire hiring / orientation process... and spare themselves of unnecessary costs.

    Nurses resign for various reasons. If an employer creates a positive work environment for new hires, and then maintains that over time, I believe staff will tend to stay put.
    lvn2bsoon, martinalpn, and DizzyLizzyNurse like this.
  9. Jul 29, '12 by
    I figure the cost is my salary plus whatever extra the preceptor is being paid. (She gets so much extra an hour.) Then you'd have to factor in whatever extra supplies I'd use (maybe it takes me two IV kits to get an IV when it would take my preceptor 1). Plus the cost of the infomatics nurse who teaches everyone how to use the computer and the nurse who makes sure you know your skills. Your part of the expense would be their salary divided by however many people were in the class with me.
  10. Jul 29, '12 by
    Why in the world would I owe them the cost of my salary when I was there, earning my salary? If I'm not earning my salary...why are they giving me a salary?
    lvn2bsoon and gypsyd8 like this.