The rate and cost of nurse turnover in Australia

Abstract

Nurse turnover is a critical issue facing workforce planners across the globe, particularly in light of protracted and continuing workforce shortages. An ageing population coupled with the rise in complex and chronic diseases, have contributed to increased demands placed on the health system and importantly, nurses who themselves are ageing. Costs associated with nurse turnover are attracting more attention, however existing measurements of turnover show inconsistent findings which can be attributed to differences in study design, metrics used to calculate turnover and variations in definitions for turnover. This paper will report the rates and costs of nurse turnover across three States in Australia.

A Grounded theory study of the intention of nurses to leave the profession

“…Turnover is a critical issue for the nursing workforce 1 , negatively affecting the health system regarding both disease prevention and the health and quality of the nursing services 2 . The shortage of nurses is a global problem 3 and the turnover of nurses is very high in comparison to other healthcare professions 4 .…”

The effect of Transition to Specialty Practice Programs on Australian emergency nurses’ professional development, recruitment and retention

“…43,44 Further, nursing turnover (when an employee leaves an organisation and is replaced) is expensive, both in direct costs associated with recruiting a replacement nurse, and in the indirect costs of lost productivity. 45,46 A national study of nursing turnover in Australia, conducted between 2008 and 2010, found that the cost of turnover in Australia was $49,255 per full-time medical/surgical nurse. 46 Other authors have suggested that turnover costs for specialist staff such as emergency nurses are even greater.…”

“…45,46 A national study of nursing turnover in Australia, conducted between 2008 and 2010, found that the cost of turnover in Australia was $49,255 per full-time medical/surgical nurse. 46 Other authors have suggested that turnover costs for specialist staff such as emergency nurses are even greater. 47 By increasing nursing retention rates, organisations avoid the fiscal and human costs associated with recruitment, orientation and temporary labour coverage for vacant emergency nursing positions, and the quality of patient care delivery is improved.…”

Losing the rural nursing workforce: Lessons learnt from resigning nurses

“…While current estimates 1,2,12 indicate that the rural nursing workforce shortage is real, there is minimal evidence that explores the period after nurses resign and the impact of these rural nurse resignations on the nursing profession. Retaining experienced nurses will assist to alleviate the shortage and facilitate the transfer of knowledge and provision of quality care to patients.…”