Short staffing incentive ideas???

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We are experiencing our typical summer baby boom at work and consequently are extremely short staffed on the large OB unit I work on. Usually a robocall will go out (similar to the one schools use to call off school) to alert staff that extra help is needed. All staff are called at one time. Typically they will first offer on call (time and a half pay) and single bonus (extra $10/hour). If they get no takers, the offer is increased to on call and double bonus (time and a half plus an extra $20/hour). Even though that is a lot of money, staff are tired of coming in extra and coming in and working very short staffed and therefor the response is dwindling. Does anyone have any other unique or innovative staffing incentives for times like these? I appreciate any ideas you may have. Tired in STL

I think that an even better option would be (a) cross train some nurses from other departments if possible and allow them to pick up shifts AND (b) hire some per-diem nurses (PRN) but make sure you find the right people who are willing to work with some regularity and make sure you have a strong policy regarding the work commitment of per-diem staff. As a former manager, nothing irked me more than investing in a per-diem nurse only to find out that they "only do days" or only can work "once a week" after they made a big point of saying during the first interview that they were "willing to work any shift" so they could "pick up plenty of hours". I wasn't unreasonable and didn't expect per-diems to work 40 hours/week on any available shift (1st/2nd/3rd) but don't say you are looking to work a lot or will work any shift just so that you can get a job, it's not helpful to you or to the management and you will be taking the place of someone who is looking to work.

Serious question: Why would any per diem employee agree to be available for days or nights and any day of the week with no benefits? I just accepted a per diem job and the entire draw was being able to chose the days and times I was available to work.

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Specializes in Cardiology, Cardiothoracic Surgical.

^ Totally agree. The whole point of being per diem, and self scheduled at that, is that I have the ultimate luxury of choosing when I want to work. I can work 6 days a week if I feel like it, or 2x/month, as long as I meet my hiring expectations.

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Hmmmm...could the answer be have enough staff to begin with? No...that's crazy talk

COMPLETELY INSANE!!

What do you think we are trying to do here: spend money to hire people to take care of sick people or save the money to spend it on signage to remind us all where we work???

If you said save the money to spend it on signage to remind us all where we work, YOU ARE THE WINNER!!!

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Serious question: Why would any per diem employee agree to be available for days or nights and any day of the week with no benefits? I just accepted a per diem job and the entire draw was being able to chose the days and times I was available to work.

For that matter, many per diem employees are doing so as a second job, or work per diem at multiple facilities. They should be up-front about their availability, but it's unrealistic to expect per diem employees to have totally open availability.

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Specializes in Registered Nurse.

Didn't read responses yet, so sorry if these are duplicate suggestions.

1) When a staff member is resigning, ask them to go prn/per diem instead.

2) Incorporate comp time to be taken when they want (during slower months for the unit) as an option along with OT pay.

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Specializes in Med Surg, Ortho/Neuro, Hospice..

As posted earlier, open it up to other departments, but keep the tasks to mainly support, I have no interest in "Mother/Baby" however I would be up for the opportunity to improve my skills and knowledge by putting in a few shifts on that unit, keep the hardcore duties for the regulars and have the float assist with things that any Nurse should know.

I know some floor Nurses who'd jump at the chance to float to a unit like that.

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Specializes in Critical Care.

I don't really think it's appropriate to fix a staffing problem by figuring out how to get people to work extra. Working above an FTE has been shown to increase risk to patients and to nurses, which is something we as nurses shouldn't be enabling.

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Thank you for all your input. I am a staff nurse who blocked those robocalls long time ago. This staff is weary and I personally worry when something bad will happen to a patient if this continues.

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Specializes in Float Pool - A Little Bit of Everything.

I wish I had any good ideas. I know that on my days off, especially after a few trying shifts, I don't think I would even come in for triple time. I hate that I feel that way, but it just takes so much out of us at times.

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Specializes in Flight Nursing, Emergency, Forensics, SANE, Trauma.

Our facility offered 100$ bonus for every four hours picked up. If they didn't get interest, they offered double bonuses

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Specializes in ER, Trauma, ICU, CVICU, EP.

If you said save the money to spend it on signage to remind us all where we work, YOU ARE THE WINNER!!!

:yes:

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Specializes in ICU, trauma.
What problem? The facility has far more money than they want us to think. My old manager knew not to call me until it was $250 for an 8 hour shift. There were times that I was the only nurse getting that much working alongside someone getting $100 or $150 for the same shift.

Yes, but these are only short term solutions.

One would think it would be more cost effective (and safe for the patient) to give raises, bonuses, and hire more staff so that they are never put in the situation where they can't even get anyone to come in.

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