Sue Haines1, Kerry Evans2, Stephen Timmons3, Ellen Cutler4. 1. Assistant Director of Nursing, Institute of Care Excellence, Nottingham University Hospitals, NHS Trust, Nottingham, UK. 2. HEE / NIHR Midwife Clinical Lecturer, Institute of Care Excellence, Nottingham University Hospitals, NHS Trust, Nottingham, UK. 3. Professor of Health Services Management, Nottingham University Business School, Centre for Health Innovation, Leadership and Learning, Nottingham, UK. 4. Senior Nurse for Speciality Education and Accreditation, Nottingham University Hospitals, NHS Trust, Nottingham, UK.
Abstract
Background: A Nottingham Legacy Nurse Programme was developed in response to the reducing supply of new nursing registrants and an ageing workforce. The programme comprised components of focussed mentorship, knowledge transition, support and development of new learners in practice. Aims: The work-based development programme aimed to improve the retention and experience of late career registered nurses. Methods: The programme was informed by the evidence base and co-produced with late career registered nurses (aged 55 years or over, approaching retirement). A small pilot programme (n = 6) was evaluated through a mixed-methods approach. Refinements and recommendations were proposed in response to findings of a scoping search of the literature, feedback from participants and stakeholder groups across the NHS Midlands and East regions (n = 238). Results: A Legacy Nurse programme has potential to address nurses' individual career development needs, valuing and retaining them in the workforce, enabling them to share professional knowledge and skills within clinical teams and offers a cost-effective solution to improving retention of late career nurses. Conclusions: Addressing the needs of late career registered nurses is required to improve retention, job satisfaction, quality-of-care provision and facilitate knowledge transfer. The programme requires evaluation in other care settings and should be considered as part of an integrated approach to nurse retention, inclusive talent management and workforce planning, alongside financial and careers advice.
Background: A Nottingham Legacy Nurse Programme was developed in response to the reducing supply of new nursing registrants and an ageing workforce. The programme comprised components of focussed mentorship, knowledge transition, support and development of new learners in practice. Aims: The work-based development programme aimed to improve the retention and experience of late career registered nurses. Methods: The programme was informed by the evidence base and co-produced with late career registered nurses (aged 55 years or over, approaching retirement). A small pilot programme (n = 6) was evaluated through a mixed-methods approach. Refinements and recommendations were proposed in response to findings of a scoping search of the literature, feedback from participants and stakeholder groups across the NHS Midlands and East regions (n = 238). Results: A Legacy Nurse programme has potential to address nurses' individual career development needs, valuing and retaining them in the workforce, enabling them to share professional knowledge and skills within clinical teams and offers a cost-effective solution to improving retention of late career nurses. Conclusions: Addressing the needs of late career registered nurses is required to improve retention, job satisfaction, quality-of-care provision and facilitate knowledge transfer. The programme requires evaluation in other care settings and should be considered as part of an integrated approach to nurse retention, inclusive talent management and workforce planning, alongside financial and careers advice.
Keywords:
innovation and improvement; late career; management and leadership; nurse retention; nursing education; nursing roles; workforce and employment
Authors: Russell E Glasgow; Samantha M Harden; Bridget Gaglio; Borsika Rabin; Matthew Lee Smith; Gwenndolyn C Porter; Marcia G Ory; Paul A Estabrooks Journal: Front Public Health Date: 2019-03-29