Objectives: 1. Participants will be able to describe innovative ways to increase nurse retention through rewarding nurses for obtaining and maintaining national certifications. 2. Participants can describe new ways to motivate and assist nurses in obtaining and maintaining national certifications. PURPOSE: In 2000, INTEGRIS Baptist and Southwest Medical Centers, recruited a multidisciplinary team comprised of staff nurses, educators, human resource consultants, and leadership to develop retention strategies that incentivized and rewarded employees for excellence in quality and care. Developed as part of this recruitment and retention program, the National Certification Bonus program (NCBP) serves as a mechanism to financially reward nurses who have demonstrated the commitment, skills and knowledge to successfully complete the national certification for their specialty. DESCRIPTION: Instituted in January 2001, this program reimburses registered nurses who successfully complete the national certification exams up to $250 for the exam fee. In addition, nationally certified nurses are rewarded with an annual bonus. The NCBP provides full time RNs $1,000/year in compensation for their efforts. Part-time RNs working > 1000 hours receive $500, those nurses working < 1000 hours annually receive $250. Initially this program was available to direct care nurses and clinical educators for bedside certifications. In 2004, the program was extended to all RNs including clinical directors with national certifications in a bedside specialty. This money is paid in a single bonus check. Application to the program is accepted biannually with checks being paid the month after application. Application deadlines are March 1 and August 1. Implication for Practice: Benefits of the NCBP include: promotion and recognition for professional development, increased employee satisfaction, and improved quality of care. There were 111 nationally certified nurses eligible for the bonus when it was begun. During the next 3 years the number of nurses taking advantage of this program grew by 165%. Names of nurses receiving national certification are also displayed on a plaque in their respective work areas. In 2006 the program was changed to pay for certification exams prior to testing. Additional incentives include a campaign for 100 new nationally certified nurses and review courses that were presented in collaboration with other local facilities to encourage greater national certification throughout the area.