Veterinary nursing in the United Kingdom: Identifying the factors that influence retention within the profession

Abstract

The UK regulatory body for registered veterinary nurses (RVNs), the Royal College of Veterinary Surgeons (RCVS), maintains the professional register of RVNs. Every year, a proportion fail to re-join the register. This research aimed to identify the factors that predict retention and to make recommendations to inform the Royal College of Veterinary Surgeons as the regulator as well as both the veterinary nursing and veterinary professions. An analysis of the raw quantitative data generated by the 2014 and 2019 RCVS surveys of the veterinary nurse profession was undertaken using multivariable logistic regression analysis. First, bivariable associations were estimated using unadjusted odds ratios to explore whether there are any (unconditional) associations between each predictor and the outcome. Predictors that were significant unconditional predictors of intention to leave were then entered into a multivariable logistic regression, yielding adjusted odds ratios. Quantitative analysis found significant relationships between intention to leave and the following factors in both the 2014 and 2019 survey data: job satisfaction; believing that veterinary nursing offers good opportunities for career progression; satisfaction with employer support; and having a second job. The following factors were significant in 2014, but not in 2019: undertaking nurse clinics, feeling valued, and being respected by veterinary surgeons. The factors that influence the retention of registered veterinary nurses (RVNs) within the profession are multifactorial and individual. Nurses are responsible for ensuring that those they work with are aware of their skill set and that they themselves are accountable for utilisation of those skills. When veterinary nurses are supported by their employers, they are more likely to stay in the profession. Having a clearly defined career structure and mapped routes for progression will be helpful with retention. A sense of job satisfaction was another important factor in retention. A pay structure linked to a career pathway framework, such as in human-centred nursing, is an area for further work.

Identifying factors associated with UK veterinary nurse resignations through examination of veterinary practice data

“…These include being recently qualified, having a lower salary, 4 having a lack of job satisfaction, having limited opportunities for career progression, being dissatisfied with employer support and feeling undervalued. 3 Similar reasons for attrition have also been reported by veterinary surgeons. [7][8][9][10] The understanding of the risk factors associated with veterinary nurse retention has, to date, been based on survey responses and often on the intention to leave the profession.…”

“…It has previously been reported that nurses who believe their career could progress are less likely to leave the profession. 3 'Career progression' was a commonly cited reason for nurses to resign in the present study, as recorded by the employees' line managers. The role of head nurse is a senior position within the nursing team; therefore, the lower odds of nurses in this position resigning suggests that open head nurse positions subsequently occur less frequently than other nursing roles, which could limit potential career progression opportunities for nurses.…”

“…Previous studies reporting risk factors for veterinary nurse attrition are often based on the intention to leave the profession as a whole, without examining employee retention. 2,3 Therefore, the findings within the current study are important as they also take into account the impact of nurses remaining within the profession but seeking new roles. In the present study, the proportion of annual veterinary nurse resignations from a large group of UK companion animal practices was reported as 16.9%.…”

“…Previously reported proportions of veterinary nurses stating they are likely to look for a new job in the next few years range between 24.8% and 53.8%; however, it is not known what proportion of these nurses go on to leave. 3,4 The median reported time taken to fill a veterinary nurse position in 2018 was 3 months, with 11% of veterinary employers stating that it can take over 12 months. 4 Reported turnover rates for nurses working in the human healthcare profession vary, with estimates ranging from 13.4% to 44.3%.…”

“…As has previously been stated, the prediction of the retention of nurses within the veterinary profession is likely multifactorial and personal. 3,24 The practice property rating was weakly associated with nurse retention, with practices with higher-rated facilities, a better physical appearance and increased client perception having lower nurse resignations. Additionally, variation at the practice level was strongly significant when included as a random effect, indicating that practiceto-practice variation explained around 22% of the likelihood of nurse resignations.…”