As seen in the Naperville Sun
Published February 16, 2009
By David Sharos

National shortage curtailed here with incentives, recruiting programs

It's been said that desperate times call for desperate measures, and as incomprehensible as it seems, there remains a chasm in America's workforce that is vital to our country's well being: we are looking for a few good nurses.

Some say the shortage became apparent once World War II began and that our country has never recovered.

The Web site cites a possible 20 percent shortage of nurses as early as 2015 and 800,000 positions open. It also notes that studies have shown, "if hospitals employed the recommended number of RNs, thousands of additional lives could be saved each year," adding that "Americans undergoing routine surgery face a 31 percent greater risk of death if being treated in a hospital with a nursing shortage."

And the poor economy now isn't helping.

"We seem to be having more veteran nurses asking for additional hours, possibly because a spouse is out of work," said Paula Timmerman, director of oncology and clinical services for Advocate Good Samaritan Hospital in Downers Grove. "And there are a lot more graduates and applications being submitted."

There's even a Web site to address the issue: www.nursingshortageinfo.com. It notes that three of four hospitals surveyed reported a nursing shortage at its facility four years ago, and that by 2020, "over 44 states and the District of Columbia will be experiencing a shortage of registered nurses." It also lists ways to retain and recruit nurses, which hospitals in the area say they already do.

Incentives

In the Naperville area, health professionals and hospital administrators admit that, while the national shortages are real, there are strategies being employed to address the issue, and because of them, patients who are hospitalized in DuPage County will continue to be well cared for.

Timmerman said her facility is "looking to grow their own" by offering incentives.

"Most of our positions here are filled, but we do face challenges filling the afternoon shift, which can be challenging," Timmerman said. "I've been involved in the hiring area for 11 years, and I see it as cyclical."

Some hospitals have offered various perks, from gas cards to salary bonuses to attract nursing talent. Timmerman said the reputation and professional environment at Good Samaritan has been its own effective calling card.

"If you provide the right environment, you'll attract good people, and we have," she said. "We do offer tuition reimbursement for our nurses' aides and care assistants in order to encourage further education so they can come back and work for us as registered nurses.

"We've had a variety of people come here and other places to do their clinical work, and they tell us this is the hospital they want to work at."

Retaining workforce

That philosophy works for other hospitals, too.

Edward Hospital in Naperville reports no shortage of nurses, and chief nursing officer Patti Ludwig-Beymer said the hospital stays well staffed based on three key elements: a positive work environment, recruitment and retention.

"We do offer tuition reimbursement and also a foundation that gives away 20 scholarships," she said. "There are about 21 schools of nursing in the area, and we usually get about 700 students a year to come here, plus we have 32 of our own staff working as faculty in the area."

Ludwig-Beymer said modern suburban hospitals like Edward aren't likely to become part of the alarming nursing shortage statistics because of their reputation for being solid places to work with good benefits and compensation.

"I did begin to see a change in the job market at the beginning of 2008 as the economy began to worsen and retired nurses began coming back or those that were here began asking for more hours," she said. "But we've remained proactive -- we have a structure in place that helps nurses have a voice and a shared leadership."

Marsha Markham, a registered nurse and planning and staffing specialist at Central DuPage Hospital, echoes the recruiting/retention mantra of her colleagues at Edward and Good Samaritan, adding that the hospital "is committed to caring for its nurses, is generous, and seeks to set up win-win scenarios for each of them."

"We provide employee incentives and bonus programs for nurses to make up to 8 percent more of their income, based on goals that are drawn up related to either the organization or the general operations here," Markham said. "In 2008, we hired over 160 individuals here, and believe that a year later, at least 90 percent of them will still be here. Most of those who aren't leave because of relocation."

National studies indicate the nursing population is aging, which will likely add to the projected need of almost 1 million new nurses in the next decade. The national average is 45 to 46, but all three area hospitals are confident their needs will continue to be met.

"We do whatever we have to in order to retain our people," Markham said. "All of us in DuPage continue to draw from a good area, and our reputation for being a good place to work is solid."