1. Describe how an inpatient unit utilized NDNQI RN Satisfaction results to implement a quality improvement plan to improve RN Satisfaction and Retention.
   
2. List four (4) strategies utilized to enhance recruitment and retention at the unit level.
   

To present strategies impacting recruitment and retention, using data over period of time for comparisons as well as a unit comparison for best practice and in-house reference and resources.      Description of how sessions will provide relevant and current knowledge
This poster presentation will provide the learner with relevant strategies to enhance recruitment by involving staff at the unit level. 
 
     Summary of presentation

Our hospital has participated in the National Database for Nursing Quality Indicators RN Satisfaction Survey since 2003. This survey is used to help guide nursing leadership. Based on the yearly NDNQI RN Satisfaction Survey Results, the nurse manger and staff developed a plan to enhance their scores, with a focus on recruitment and retention. Strategies implemented included increased staff participation in the management of the unit, using a shared governance model. They determined their yearly unit competencies and self-scheduling guidelines using IOM recommendations for patient and staff safety. They participated in formal team building activities to raise their RN-RN interaction scores. This year’s annual retreat focused on skilled communication and self care. To monitor, maintain and evaluate the plan, RN staff meet quarterly to review current status of interventions and actions, discussing opportunities for improvement and to stay the course.

Staff recruitment strategies include proactive recruitment for future vacancies by engaging with the School of Nursing. Three (3) of the nursing staff have become adjunct faculty for the SON and taught Nursing Fundamentals to students this summer. Staff also precept senior nursing students during their clinical and management practicums on our unit. We represent our practice and unit at nursing councils and all levels of the organization. We seek opportunities to share our expertise and openly seek ongoing education from others. Benefits seen with the implementation of the strategic plan have been:1. Turnover at 0% for the past four quarters
2. 50% of the RN staff are certified ANCC Medical-Surgical Nursing Specialty Nurses
3. Magnet Status achieved by hospital in 2006
3. Increase in RN-RN interaction score
4. Implementation of a Shared Governance Model
5. Staff actively demonstrating inquiry and use of evidence-based practice
6. Top 25^th percentile Unit Scores in the following Satisfaction Categories and Comparison Unit for 2005 (2006 results pending):
·        Professional Development
·        Professional Status/Nurse Appreciation
·        Nursing Management
·        Autonomy
·        Job Enjoyment
·        Nursing Administration
·        Decision Making
·        Task
 
 
     Implications for practice
Development of unit leaders
Quality patient care
Decrease cost to organization