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

  1. Here are the results of last months survey question
    Does your employer provide adequate retention options for Nurses ? :

    Please feel free to read and post any comments that you have right here in this discussion thread by clicking the "Post Reply" button.

    Last edit by brian on Aug 2, '03
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    About Brian, ADN

    Joined: Mar '98; Posts: 15,431; Likes: 16,403 founder; from US
    Specialty: 18+ year(s) of experience in CCU, Geriatrics, Critical Care, Tele


  3. by   Jeepnurse
    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
  4. by   Wingsets
    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.
  5. by   RURAL TEXAS
    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!
  6. by   barefootlady
    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!
  7. by   jaher
    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--
  8. by   gwenith
    Hmmm Perhaps i shouldn't answer I might cause a stampede across to Australia

    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.
  9. by   Zee_RN
    Ummm, no. There are no retention incentives at my hospital. Nada.
  10. by   live4today
    Retentive incentives? Now, what might that be?

    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.

    WHAT has HAPPENED to nursing you all?
  11. by   VickyRN
    My employer is the State of North Carolina. As for "retention" let me respectfully refer you to my post:
  12. by   canada
    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 :
  13. by   jadednurse
    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.
  14. by   RN-PA
    Retention has not been an important issue at my hospital, although a retention committee has recently been formed with representatives from every unit. I was asked to represent one of three of our Med/Surg units and am excited about contributing, but am also realistic about the potential for change. Our hospital has been experiencing a fairly severe financial situation, but the administration neglects to consider the tremendous COSTS involved-- financial, drop in morale, loss of experience and knowledge, and much more-- when we lose nurses.

    I've spoken up at staff meetings in the past when our CEO and VP of patient services attended with the statistic I found here on allnurses a while back: "The authors of the new JAMA study said that improving nurse staffing may not only save patient lives and decrease nurse turnover but also reduce hospital costs, if recently published estimates of the costs of replacing a hospital medical and surgical general unit and a specialty nurse ($42,000 to $64,000) are correct." The links to the original October 2002 article are no longer working but you can read the article posted by jt at post #6 here: