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Discussion

Retention perks?

I am wondering what your hospital (or place of business) does for retention of nurses? Also, does seniority count? I realize that some of you are in an area where nurses are having a rough time getting jobs but I am in Texas and the job market is relatively good. There are two very large hospitals being built within 5 miles of my facility.

I have been in nursing for 20 years and at my hospital for 10 years. My usual at a job is 5 years. That's enough time for me to grow tired of all the politics and people and move on to something else. While at my current hospital, I transitioned from LVN to RN and moved from Med Surg to Tele and eventually a charge position. I was also the unit educator (supplemental position). Recently, I have moved to ICU. All these moves and changes have been enough for me to not get bored and move on. My hospital is very close to my house and the pay is decent.

I get a little more PTO each month but, really, that's about it. Seniority really doesn't come into play as far as holidays off, etc... I think I can recall getting thrown a bone a few years ago (small retention bonus).

The "perks" that the hospital advertises for nurses are for all nurses- like tuition reimbursement. I just wanted to hear back from others to see if anything is done nowadays for retention?

I do enjoy working there. The administrators and politics irk me some but that is anywhere. For the most part, I work with an outstanding group of coworkers (nurses, techs and secretaries). I suppose I am the perfect example of why hospitals don't have to offer much of anything- since I am still there after all these years!

Thanks,

Gen

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    Retention bonuses at my facility only applies to the night shift and the float pool - I think because they are considered to be less desirable positions. It's quite a bit -- some $5K/year. Seniority where I work doesn't count for much, but I know that other local hospitals give their nurses their choice of shift after they have 10 years of service in, so they pretty much have dibs on days, if they want them. This is in the Minneapolis/St. Paul area.

    Tuition reimbursement I think out in the community is pretty awful. The VA system is absolutely the best as far as this goes (where I work) and you can get upwards of $30K to finish your BSN or MSN through the NNEI program, and there are other programs out there for loan repayment and non-nursing degrees. Other local hospitals give somewhere in the $1500-2500/year range and that has been the standard for like 10 years even though tuition has gone up and up and up everywhere, and most of those places have caps on the total amount you can receive (I think it's like $5-6K usually). That's not even a year of FT tuition anymore. If I were to leave my facility and go to another one, the tuition reimbursement wouldn't be a factor I considered when accepting the position just because it's so pathetic.

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    I have talked to some of the "old timers" who have 10 years or more. Here is what keeps them.

    1. They signed up for a weekend pay program back in the days of shortage that pays really well. These positions no longer exist in this economy. If these senior nurses leave their jobs, the weekend pay program disappears with them and they take a pay cut for more hours worked.

    2. There are longevity bonuses paid out.

    3. They are vested for employer matching on the pension.

    4. They are treated well at work and work under good conditions. Why leave?

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    If I stay off the radar, make as few mistakes as possible, kiss butt... I just may, may keep my job.... even that is iffy. No perks... just the ability to show up the next day and watch my behind...take that with the proverbial grain of salt if you have better.

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