health

1. Nurse & Physician Assistant
Recruitment and Retention
2019 Annual Report

2. Nurse & PA Recruitment and Retention Annual Report FY19 3Nurse & PA Recruitment and Retention Annual Report FY192
672 NURSES
HIRED = 10
156
New
Graduate
Nurses
Hired
75
Retired
7.2%
13.1%
TerminationRate
(overall)
1stYear
TerminationRate
(overall)
Attendance at our
Nursing/PA Career Fairs
903
DASHBOARD:
FY19ATAGLANCE
79.4% of our nurses
hold BSN or higher degrees 42
Average
Age
KEY CHALLENGES AND GOALS OF FY19
RECRUIT THE BEST TALENT: Diversity, Equity &
Inclusion.
Recruitment of Diverse Applicant Pool: As part of the
overall Michigan Medicine strategic plan for Diversity,
Equity & Inclusion. NRR created a 4-part DEI video
series that will roll out in FY 20. The intent is to open up
conversations around DEI issues that specifically impact
Nursing at Michigan with hopes that with dialogue, we
improve the welcoming of differences amongst our nursing
community.
IMPROVE PROCESSES: To drive to better outcomes,
support our hiring teams and staff.
• New Contract Implementation: After contract
ratification in October 2018, there were several changes
implemented. NRR was involved with the following:
·· Per Diem/ Unit-Based TEMP post retirement
·· New RSAM job codes
·· Central Database creation for RNs requiring
accommodation
·· Multi-unit job opening verbiage
• Internal RN Support- Reduction-in-Force: Although
RIFs within Nursing are rare, when these do occur, NRR
provides support to those nurses impacted. Providing
1:1 guidance to each RN when looking for alternative
work options during the RIF period serves ultimately to
retain our valuable nursing talent.
“Med Campus” Courtesy University of Michigan, available under a Creative Commons Attribution-Non Commercial 3.0 license.

3. Nurse & PA Recruitment and Retention Annual Report FY19 5Nurse & PA Recruitment and Retention Annual Report FY194
194
260
271
257 258 265
252
305
361
370 364
332 331
276
179 177
211
291
356
FY15
Q2
Q3 Q4 FY16
Q1
Q2 Q3 Q4 FY17
Q1
Q2 Q3 Q4 FY18
Q1
Q2 Q3 Q4 FY19
Q1
Q2 Q3 Q4
2,302
2,507
2,770
2,988
3,179
3,713
3,883 3,859 3,967 3,997
4,478 4,565
4,801 4,935
5,167
5,620
5,769
5,944
2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019
452
660
534 572
700
586
374
423
318
913
621
860
545
716
1,032
905
672
2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019
U-M
NURSE
HEADCOUNT
+158%Over the past 15+ years, U-M nurse
headcount has grown by 3,642.
TOTAL U-M NURSES
Our nursing workforce reaches an all-time high
Nursing at Michigan now provides more care, in more communities, than at any time in history.
Our nursing workforce grew in FY 19 through a combination of recruitment initiatives that focused on attracting
outstanding nurses to become part of our team, plus retention strategies designed to recognize and advance the
nurses already on our staff.
Source:HRDecisionSupportHeadcount2019
FY19 JOB OPENINGS
Continued high volume hiring reflected in high numbers
of job openings. But that’s only part of the story.
In FY 19, we filled 672 job openings in Job Family 31 (Nursing) for REGULAR
employment alone. In addition, a significant number of fills were in Nursing
Leadership, Physician Assistant, LPN and TEMP job postings.
Each posting is checked for consistent and legal language and to be sure that
it is complies with our contract terms. Each posting also includes an invitation
to call our nurse recruiters with questions or if they would like assistance with
managing their careers.
FY19 MARKED BY HIGH VOLUME HIRING
We hired more than 650 nurses last year to support new strategies and units
High volume hiring was fed by sustained acuity and activity within the health system. The best strategy to avoid
use of premium labor and the added expensive labor costs associated with agency and OT/OA is to proactively
anticipate vacancies and fill proactively as well as move positions into the most flexible staffing pools (CSR/
ACNRP.)
In addition, we hired for expansion projects including pediatrics critical care and the new Brighton Center for
Specialty Care.
Job Family 31 - Nursing only Source: NRR data
Source: NRR new hire data
512
OPPORTUNITIES
WITHIN:
INTERNAL
TRANSFERS
It’s a lot of work, but
finding the right fit for
each nurse retains and
builds talent
An important benefit to working
in our organization is the endless
opportunity and possibility for
career growth at Michigan.
If nurses can’t move internally,
they move out. That hurts us
in higher orientation costs, lost
expertise, etc.
Our nurses made 512 internal
transfers during FY 19. That
means a lot of postings and
backfills. It also means good
Michigan nurses didn’t need to
leave the organization to grow
their careers or find a work/life
balance. It means our units got
great internal hires who already
understand our systems, and
our organization continued to
develop experienced nurses with
diverse clinical backgrounds.

4. Nurse & PA Recruitment and Retention Annual Report FY19 7Nurse & PA Recruitment and Retention Annual Report FY196
312
341
367
358
142
154
167
161
20
23
26
26
33
34
36
32
285
296
333
336
792
848
929
913
FY16
FY17
FY18
FY19
APP HEADCOUNT AT U-M
Supporting the needs of Michigan Medicine, the Nurse & PA Recruitment and Retention
team collaborates with departments across the health system to post Advanced Practice
Professional positions- including Nurse Practitioners, Physician Assistants, Certified Nurse
Midwives, Certified Registered Nurse Anesthetists, and Clinical Nurse Specialists.
Maintaining a pipeline to deliver the brightest and most qualified candidates, we strategically
recruit both locally and nationally at key APP recruitment events. We also assist departments
with external promotion of positions utilizing external job boards, integrated marketing
campaigns and social media.
Nurse Practitioners
Nurse Anesthetists
Nurse Midwives
Clinical Nurse Specialists
Physician Assistants
Source: HR Decision Support
QUALITIES OUR NEW HIRES CONSIDER MOST IMPORTANT
IN CHOOSING A WORKPLACE
#1
COMPETITIVE SALARY/
BENEFITS
61.83%
#2
RELATIONSHIPS WITH
CO-WORKERS
(SUPPORTIVE WORK
ENVIRONMENT)
58.02%
#3
RESPECT FROM
MANAGEMENT
40.46%
#4
FLEXIBILTY IN HOURS/
SCHEDULING
35.88%
#5
POSITION MEETS
CAREER GOALS
27.48%
#6
EQUIPMENT/
RESOURCES TO DO JOB
EFFECTIVELY
15.27%
Source: NRR Survey of New Hires, asked to name 3 most important qualities

5. Nurse & PA Recruitment and Retention Annual Report FY19 9Nurse & PA Recruitment and Retention Annual Report FY198
<1 Year
6.8%
1-2 Years
9.3%
2-3 Years
9.7%
3-5 Years
11.5%
5-10 Years
22.4%
10-15 Years
15.2%
15-20 Years
10.3%
20+ Years
14.9%
<30 Years
20.2%
30-39 Years
27.1%
40-49 Years
22.5%
50-59 Years
20.6%
60+ Years
9.6%
<25 Years
1.6%
25-34 Years
19.0%
35-44 Years
20.2%
45-54 Years
22.1%
55-64 Years
25.1%
65+ Years
12.1%
<30 Years
9.7%
31-34 Years
10.0%
35-39 Years
9.2%
40-44 Years
9.2%
45-49
Years
11.1%
50-54
Years
10.3%
55-59 Years
12.3%
60-64 Years
13.7%
65+ Years
14.6%
RECRUITMENT
METRICS
AGE DISTRIBUTION OF RN WORKFORCE
Our profession needs new grads and experienced RNs to offset retirements
Our ability to attract and retain new graduates is critical as we look to offset the retirement eligibility of 30% of our
current workforce (age 50 and older).
This vulnerability underscores the importance of maintaining a strong recruitment pipeline. Having a balance of
new graduates and experienced nurses can help us meet future demands while providing continuity of safe care.
UM State of Michigan
Source: HR Decision Support Source: Michigan Licensure Data 2019 Source: 2017 National Nursing Workforce Study (NCSBN)
USA
YEARS OF SERVICE (UMPNC MEMBERS)
Keeping an eye on turnover during the first 5 years
Source: HR Decision Support
Nurses in their first three years of practice are at greatest
risk for turnover. In our organization, that’s more than 25%
of the workforce.
A more recent concern: At 3-5 years of experience, more
nurses are now moving into advanced practice positions.
At Michigan, we hire about 50% of the RNs who become
APPs.
We also hire experienced APPs from outside our
organization, which helps maintain a healthy balance of
new and experienced Advanced Practice Professionals.
Even so, it would be in our interest to explore hiring more
U-M nurses who become APPs.

6. Nurse & PA Recruitment and Retention Annual Report FY19 11Nurse & PA Recruitment and Retention Annual Report FY1910
<1 YR
31.8%
1 YR+
68.2%
<1 YR
25.9%
1-4 YR
51.9%
5 YR+
22.2%
BSN
455
Associate
115
MSN
71
DNP
6
PhD
1
Master's
(non-MSN)
3
DEGREES HELD BY OUR FY 19 HIRES
Most hires hold a BSN or higher; exceptions remain
In pursuit of the Institute of Medicine’s benchmark of
improving patient outcomes by getting 80% of the nursing
workforce to a BSN or higher by 2020, we list the BSN as a
desired qualification in all RN job postings, and therefore
strive to hire mostly BSNs.
We still hire ADN nurses at Michigan Medicine, as we
believe these are healthy exceptions to the rule. Most
of the ADN hires are current U-M employees who we’ve
already invested in, and who have a work history with
us. As an employer of choice, we support professional
development and growth of our employees. Our hope
is that these ADNs will continue to take advantage of
educational support and tuition reimbursement toward a
BSN degree.
EXPERIENCE LEVELS OF OUR FY 19 HIRES
Finding a balance of experience and new grads
Of all the RN hires we made in FY 2019,
31.8% were new grads. This represents a
healthy skill mix and speaks to our ability
to attract experienced nurses as well as
new graduates.
We also demonstrated our ability to
hire experienced nurse practitioners.
As the demand for advanced practice
professionals continues to grow, our
challenge will be maximizing our ability
to hire newly graduated NPs into the
workforce. This would reduce the number
of nurses who we support through tuition
reimbursement during the NP education
and training, but who then must leave our
organization to begin their NP careers.
Source: NRR new hire spreadsheet FY19
RN NP
Source: NRR new hire tracking FY 19
2.4%
23.9%
65.5%
82.0%
2.1%
23.3%
66.0%
87.0%
1.8%
20.0%
63.5%
14.8%
1.5%
19.0%
63.2%
16.2%
Diploma Associate Bachelor Graduate/PhD/DNP
2016
2017
2018
2019
EDUCATION LEVELS OF RN WORKFORCE
Percentage of nurses with BSN or higher is rising to meet IOM challenge
The Institute of Medicine (IOM) reported in 2010 that having more nurses with baccalaureate degrees on a
unit reduces morbidity and mortality. To improve patient outcomes, the Institute urged health organizations to
take steps toward ensuring that 80% of the nursing workforce should have a BSN or higher by 2020.
University of Michigan Hospitals & Health Center’s Magnet Goal for Highest Nursing Degree is to increase the
number of nurses with a nursing degree (BSN or higher) at an average of 1.5% per year, resulting in an overall
percentage goal of 79.39% in 2019. This goal was achieved by June 2019 with a reported 79.43% of RNs with a
BSN or higher degree. *Source: Magnet Department
Nurse Recruitment & Retention continues to funnel BSN graduate nurses to our open vacancies and encourages
our existing RNs to pursue higher education within Nursing. This year NRR supported a Nursing Education fair (see
page 67) which showcased a variety of nursing schools where our nurses can pursue a higher nursing degree and
utilize their tuition support benefits.
Source: NIS n=4989 (2016); n=5324 (2017); n=5990 (2018); n=6088 (2019)

7. Nurse & PA Recruitment and Retention Annual Report FY19 13Nurse & PA Recruitment and Retention Annual Report FY1912
FINDING TALENTED REGISTERED NURSES
Recruiters seek the ‘best fit’ for Nursing at Michigan locally as well as nationally.
Experienced nurses are the most willing to relocate across the country for the opportunity to work at Michigan
Medicine- the majority working in critical care.
While the majority of the registered nurses hired were local, 76 hires within FY 19 alone were from outside the
state of Michigan. Some with experience at prominent hospitals such as Johns Hopkins Hospital, Mayo Clinic,
and UCLA Medical Center.

8. Nurse & PA Recruitment and Retention Annual Report FY19 15Nurse & PA Recruitment and Retention Annual Report FY1914
WHAT THEY SAY ABOUT NURSING AT MICHIGAN
Feedback from our very own U-M nursing staff
I would just say, working at Michigan, it is one of
the reasons out of all the options I chose to work
there was because I knew that I was going to be in an
environment where I felt supported, and I feel like
the mindset of your co-workers, your superiors, is
that we want to advance in this profession in any way
possible, and there’s so much opportunity to do so.
You can make mistakes along the way, but you have
to be committed and compassionate. Committed
to growth, committed to education and committed
to number one your patient, and your colleagues
and a mutual respect. It just affords a better working
community, and it’s what’s nice about here at
Michigan is you have all those elements, you have
those opportunities to grow and learn.
I knew I wanted to come to Michigan, because I knew
that it was a supportive community. The opportunity
to grow is absolutely inspiring, and I’m ready to keep
moving in my career.
“
“
“
RECRUITMENT
INITIATIVES

9. Nurse & PA Recruitment and Retention Annual Report FY19 17Nurse & PA Recruitment and Retention Annual Report FY1916
FINDING THE FUTURE AT CAREER FAIRS
For job candidates and units seeking great staff, our fairs deliver results
Twice a year, potential candidates are invited to Career Fairs that showcase RN/PA opportunities at Michigan
Medicine. Nearly 50 units from throughout the health system compete for the attention of experienced RN and
Advanced Practice Nurses, graduate nurses, and physician assistants.
In FY 19, only one career fair was held. This was the spring event and only included Graduate Nurses and
experienced Registered Nurses. Even though we did not include the Advanced Practice Professionals in this event,
we still had record numbers of attendees. The 2019 Spring Fair at the Kensington Hotel had 458 attendees. This
included 303 Graduate Nurses from 25 different schools and 155 Registered Nurses.
1
Recruiters here for you
Recruiter Laura Shakarjian
provides vital career
information to potential
applicants alongside Jesus
Cepero (Women’s
and Children’s Hospitals
CNO) and Gwen Kearly
(Manager, Nurse
Recruitment & Retention).
2
Introduction to
Michigan Medicine
Recruiter James Diesing
shares career strategies
with nursing professionals
in a presentation prior to
entrance to the fair itself.
3
Staffing the Career
Fair
Von Voigtlander Women’s
Birthing Center staff
armed with information
and branded giveaways
to hand out to potential
employees.
1 2
We have hired
nearly 30% of the
445 candidates who
attended our Spring
2018 Career Fair
4
Ready to represent
Nursing at Michigan
Staff from Mott Children’s
Hospital Operating Room/
Post-Anesthesia Care
Unit unit at the Spring
2019 Career Fair at the
Kensington Hotel.
5
Maize & Blue, through
and through
Promotional photography
for the Spring 2019 Career
Fair event featuring current
nurses on their unit.
6
Answering potential
candidates’ questions
6C Pulmonary Medicine
unit discussing job
opportunities with
prospective candidates.
3
4 6
5

10. Nurse & PA Recruitment and Retention Annual Report FY19 19Nurse & PA Recruitment and Retention Annual Report FY1918
CONNECTING AT CONFERENCES
Recruiters develop strategies for finding the best talent at select national gatherings...
2
1
3
5
4
27,100
total prospects
A. American Case Management Association (ACMA), Novi, September 2018
B. Michigan Association of Physician Assistants (MAPA), Traverse City, October 2018
C. Nursing Summit, Mt. Pleasant, October 2018
D. Survival Flight Fall Conference, Frankenmuth, November 2018
E. Nursing Leadership Conference, Livonia, January 2019
F. Case Management Conference, Livonia, February 2019
G. Pain Conference, Livonia, February 2019
H. Surgical ICU Conference, Ann Arbor, February 2019
I. Michigan Council of Nurse Practitioners Conference (MICNP), Detroit, March 2019
J. Michigan National Association of Pediatric Nurse Practitioners (NAPNAP), Novi, April 2019
K. Michigan Emergency Nurses Association (MENA), Mt. Pleasant, May 2019
B
C,K
D
H
A,J
E-G
I
...and also at key regional events.
Our recruiters engage with
thousands of nurses and PAs at
national and regional events.
Regional conferences give us an
opportunity to connect with many
professionals who already live near
our operations.
But we also find many high-
performing Michigan-based
practitioners at national
conferences. It’s not uncommon
to travel hundreds of miles away
to meet an experienced nurse or
PA who is practicing in southeast
Michigan and committed enough
to be involved in a national
professional association.
1. American Nurses Credentialing Center (ANCC) Magnet Conference
Denver, October 2018
2. Association of Perioperative Nurses (AORN)
Nashville, April 2019
3. American Organization of Nurse Executives (AONE)
San Diego, April 2019
4. National Teaching Institute & Critical Care Exposition (AACN NTI)
Orlando, May 2019
5. American Association of Nurse Practitioners (AANP)
Indianapolis, June 2019
1,770
total prospects

11. Nurse & PA Recruitment and Retention Annual Report FY19 21Nurse & PA Recruitment and Retention Annual Report FY1920
NURSING SCHOOL OUTREACH EVENTS
To maintain a strong pipeline of new graduate candidates, we recruit at the region’s top nursing schools. We focus
on schools with strong BSN programs and NCLEX pass rates. We work to attract the best and brightest nursing
students to being their nursing practice at the University of Michigan.
8
3-4,162,6
1,15 5
12
7
1413
10,17
9,11
17
school-based
events in FY19
1. University of Michigan Career Fair,
Ann Arbor
2. Michigan Nursing Student
Association, Novi
3. University of Detroit Mercy Career
Fair, Detroit
4. Wayne State University Career Fair,
Detroit
5. Eastern Michigan University Nursing
Career Fair, Ypsilanti
6. Madonna Nursing Career Fair, Livonia
7. Michigan State University Nursing
Fair, East Lansing
8. Oakland University Nursing Career
Fair, Rochester
9. Western Michigan University
Physician Assistant Career Fair,
Kalamazoo
10. Grand Valley State University
Physician Assistant Career Fair,
Grand Rapids
11. Western Michigan University
Nursing Fair, Kalamazoo
12. University of Toledo Career Fair,
Toledo, Ohio
13. Central Michigan University
Physician Assistant Career Fair, Mt
Pleasant
14. Saginaw Valley State University
Career Fair, Saginaw
15. Concordia University Career Fair,
Ann Arbor
16. Wayne State University Physician
Assistant Career Fair, Detroit
17. Grand Valley State University Mini
Career Launch, Grand Rapids
Nurse Recruitment and Retention has a
leadership role for the Diversity, Equity
and Inclusion efforts for Nursing. At
the heart of these efforts: creating a
diverse applicant pool by supporting
recruitment efforts that promote
diversity. To continually strive towards
best hiring practices, we include the
following standard posting language on
all nursing positions:
“Michigan Medicine seeks to recruit and
retain a diverse workforce as a reflection
of our commitment to serve the diverse
people of Michigan and to maintain the
excellence of the University. We welcome
applications from anyone who would bring
additional dimensions to the University’s
research, teaching, and clinical mission,
including women, members of minority
groups, protected veterans, and individuals
with disabilities. The Department of Nursing,
like the University of Michigan as a whole, is
committed to a policy of nondiscrimination
and equal opportunity for all persons and
will not discriminate against any individual
because of race, color, national origin, age,
marital status, sex, sexual orientation, gender
identity, gender expression, disability,
religion, height, weight, or veteran status.
DIVERSITY, EQUITY, AND INCLUSION
Continuing and growing our efforts to recruit and retain a diverse nursing workforce
Nurse Recruitment and Retention has created a 4-part video series where UM nurses participate in honest
conversations and share their perspectives with their peers across Michigan Medicine. We are excited to share
our final video series with the Health System community in hopes to generate conversations and further dialogue
around these important DEI topics.
We are fortunate to have both experienced and brand new UM
nurses who generously volunteered their time, experience, and
candid opinions about various topics as related to Diversity,
Equity and Inclusion issues that directly impact Nursing.
Participants discussed various topics such as educational
preparation, orientation, workplace culture, generational
differences, bullying and/or workplace violence, technological
advancements, and challenges.

12. Nurse & PA Recruitment and Retention Annual Report FY19 23Nurse & PA Recruitment and Retention Annual Report FY1922
EMPLOYEE REFERRALS HELP BUILD OUR TEAM
Great nurses? Sometimes it takes one to know one.
To create additional attention around the most difficult-to-fill positions, Nurse Recruitment and Retention
manages an employee referral bonus program. A current employee who provides a successful referral can earn up
to $3,000 as a bonus. The program is designed to reduce the time required to fill these in-demand positions, while
also rewarding current employees for identifying outstanding talent that belongs on our team.
In FY 19, we processed 82 referrals, resulting in two hires. This year we updated the ERP website and other
methods of communication to promote these hard-to-fill positions.
RETENTION
METRICS

13. Nurse & PA Recruitment and Retention Annual Report FY19 25Nurse & PA Recruitment and Retention Annual Report FY1924
#1
EMPOWERMENT &
OPPORTUNITY
#2
ACKNOWLEDGEMENT
#3
PROFESSIONAL
DEVELOPMENT
#4
PEER & MANAGER
RELATIONSHIPS
DRIVERS OF NURSE RETENTION
These 4 factors have the greatest impact on our ability to keep and grow talent
Research has shown that four key attributes / drivers directly impact nurse retention. We refer to these drivers
when strategizing retention initiatives.
RETENTION
INITIATIVES

14. Nurse & PA Recruitment and Retention Annual Report FY19 27Nurse & PA Recruitment and Retention Annual Report FY1926
DAISY AWARDS HONOR THE
HEALER’S TOUCH
Each month, our patients and families
nominate nurses who made a difference
Since January 2007, we have been honoring nurses with
a monthly Daisy award. The Daisy Award is a national
program to recognize extraordinary nurses.
At Michigan Medicine, Daisy honorees are nominated by
patients or a patient’s family members. We receive more
than 350 nominations annually.
To a nurse, this nomination is the highest recognition.
Our process assures that the selected nurses have
clearly demonstrated the qualities specified for the
award: excellent clinical skills, compassionate care,
exemplary service and continued commitment to
excellence.
Vanessa Bessa, 4C Cardiothoracic Unit
Johnny Player, Medical Short Stay Unit
Kaitlin McDowell, 7E Pediatric Hematology/
Oncology Unit
Maria Rustia, Central Staffing Resources Adult
General Care Cluster
Michelle Reyes, 4B Adult Surgical Telemetry Unit
Ting Yip, Pediatric Intensive Care Unit
Aaryn Ebner, 5A Ortho/Medical Surgical Unit
Elizabeth McKee, VVWH Women’s Birthing Center
Colleen May, Surgical Intensive Care Unit
Team Award, Pediatric Cardiac Catheterization Lab
Michael Taylor, Cardiovascular Intensive Care Unit
Deanne Baldwin, 7C Adult Cardiology/Telemetry
Unit
April 2019 Daisy Team Award: Mott Children’s Hospital Congenital Cardiac Catheterization Lab RNs standing with Nursing Leadership.
Our FY 2019 honorees:
June 2019 Daisy Award:
(from left) 7C CND Diane Lopez, Daisy Sponsor Sharman Lamka, Daisy Regional
Director Janet Silvestri, Daisy Award winner 7C RN Dee Baldwin, Interim CNE
Nancy May, and 7C Supervisor Andrea Pelham-Reichel.
NURSES WEEK MEANS ADVENTURE
AND LEARNING
It’s not really a week; it’s a year-round
appreciation
Over 1,500 U-M nurses participated in Nurses Week
activities in FY 19.
Nurses select from multiple learning options, which often
mix professional development with some fun. An example: a
course for Continuing Education credits as part of a bus trip to
Shipshewana, Indiana for shopping and dinner.
There is also a priority to provide credentialing support for
nurses who want to become certified in a specialty area. This
credentialing support can come in the form of onsite lectures,
group led study support or online resources.
Nurse Recruitment and Retention solicits feedback from the
nursing workforce every year in order to plan for future events.
The activities, which continue across several months, help
develop a more highly skilled workforce while also improving
retention.
Nurses Week bus trips to Comerica Park (top left corner), Shipshewana
(top right corner), and Frankenmuth (above).

15. Nurse & PA Recruitment and Retention Annual Report FY19 29Nurse & PA Recruitment and Retention Annual Report FY1928
UNIT-BASED SUPPORT FOR CREDENTIALING
Providing credentialing support to niche areas of nursing practice
The Nurses Week FY19 Unit Support Program refocused unit efforts on activities that provide an opportunity
to enhance credentialing status of nurses in specialty areas. The program was funded by Nurse Recruitment and
Retention.
Out of 21 proposals received, NRR selected Ambulatory Care Infusion and Diagnostic and Interventional Radiology
as the departments that would receive funding for this FY. These departments proposed ways in which they could
get a group of nurses certified with funding at the unit level and partnered with NRR to provide review courses and
materials for staff to prepare for the certification exam.
The Ambulatory Care Infusion area provided two review sessions with study materials and food and successfully
prepared 10 staff for the certification exam. All 10 staff took the exam and passed! This raised their certification
numbers from 2% to 25%. Quite an accomplishment!
The Diagnostic and Interventional Radiology group provided a two day webinar, study materials and food in which
27 nurses were in attendance to prepare for the certification exam. Currently two nurses have received their
certification and there are plans for additional staff to take the exam at a future time.
This program has been a great success to get small niche units and areas support for certification and the plan is to
continue this with new units each year.
CAREER COACHING AT ALL LEVELS
Investing time and energy in our own people
Recruiters field many calls weekly from employees looking for advice or mentoring on career moves,
assistance with resume revisions and help in navigating the internal job market. One-on-one career coaching
helps our nurses evaluate their own personal and professional potential. Facilitating the growth and
development of our nurses is critical to retaining our current workforce.
To support managers with many processes and procedures, NRR maintains the Nurse Manager Portal
on our website.
Gwen Kearly, Manager of Nurse & PA Recruitment and Retention, spends considerable time coaching managers and staff.
The Nurse Manager Portal provides
resources for managers at every stage of
the employee life cycle.

16. Nurse & PA Recruitment and Retention Annual Report FY19 31Nurse & PA Recruitment and Retention Annual Report FY1930
NURSE LEADER
ORIENTATION
Supporting our hiring teams
is one of the main goals of our
department
In an effort to recruit and retain the best
hires, Nurse Recruitment and Retention
partnered with Professional Development
and Education and Human Resources to
develop an orientation program for our new
Directors and Supervisors. NRR presents
content to assist and train new Nurse
Leaders on how to hire the brightest and best
nurses for our team! The Nurse Recruitment
presentation includes an overview of the
following topics: hiring process flow chart,
Reference Assessments, how to obtain non-
BSN approvals, ERecruit overview and demo,
Nurse Manager Portal overview and demo,
Employee Referral Process, recruitment and
retention activities, and a review of hiring
team tools.
The program has been very successful in
assisting the new Nurse Leaders to feel more
comfortable in their new roles, in addition
to supporting a proper orientation to the
hiring process and role of NRR at Michigan
Medicine.
NURSING EDUCATION FAIR
A multi-school effort to encourage U-M staff to start, or continue, their nursing
career path
Nurse Recruitment and Retention hosted our first Nursing Education Fair, inviting Nursing Schools from the State
of Michigan as well as other nationally ranked institutions to come and share their degree programs with UM
Nurses. The target of this Education Fair was to provide access for our Nurses and non-Nurses who had interest in
starting their career in nursing, advancing their career in nursing, and to showcase educational pathways to other
careers in nursing.

17. Nurse & PA Recruitment and Retention Annual Report FY19 33Nurse & PA Recruitment and Retention Annual Report FY1932
PATH TO MAGNET REDESIGNATION
2021: Shining the Light on Excellence
Honored with Magnet© designation in February 2017, University of Michigan Hospitals celebrates this
achievement that contributed to growing pride in the nursing community and elevation of the health center’s
national rankings. University of Michigan Hospitals is one of an elite 7% of health systems holding this distinction
designed to recognize nursing excellence. Here nurses continue to work collaboratively to improve patient
outcomes, safety, and satisfaction as they contribute to the body of knowledge that guides nursing practice and
improves patient-centered care through innovation and science.
Since receiving this acknowledgement, reports have been submitted and work toward re-designation, required
every four years, has begun. Goals for education and certification have been set and a new advisory board and
ambassador group have been activated. NRR continues to contribute to the Magnet goals by providing writing
examples and supporting unit-based initiatives up and through the February 2021 Magnet document submission.
2017
Feb 2017 - Magnet
Designation achieved!
Oct 2017 - New Magnet
criteria established
2018
Established new Magnet
Ambassador group
Set goals for education and
certifications
Feb 2018 - Demographic
data interim report due
Began identifying Magnet
examples
2019
Continue identifying and
writing examples
Feb 2019 - interim
reporting due
Employee Engagement
Patient Satisfaction
Nurse-Sensitive Clinical
Indicator Data
2018 Focus
Understanding new Magnet criteria
Identifying Examples
Structuring data collection
2019 Focus
Partnerships with Magnet
Ambassadors
Data collection and reporting
Writing document
2020 2021
Continued writing of
Magnet document
Feb 2020 - Demographic
data interim report due
Feb 2020 - Submit Magnet
application
Nov 2020 - Writing
deadline
2020/2021 Focus
Finalizing and submitting the document
Preparation for site visit
Designation decision
Feb 2021 - Magnet
document submission
Magnet document review
by ANCC
Anticipated site visit
(late 2021)

18. Nurse & PA Recruitment and Retention Annual Report FY19 35Nurse & PA Recruitment and Retention Annual Report FY1934
THE TEAM
Nurse & Physician Assistant Recruitment and Retention
From left:
James Diesing, MSA, CHCR, Recruiter
Teressa Vanderford, Recruiter
Laura Shakarjian, RN, MS, CHCR, Recruiter
Laura Wetzel, Administrative Specialist
Jennifer Hawkins, SHRM-SCP, Administrative Assistant
Bill Morin, MHRLR, CHCR, Workforce Planning Staff Specialist
Gwen Kearly, RN, BSN, CHCR, Manager of Nurse Recruitment and Retention
Gayle York, RN, BS, CHCR, Recruiter
CONTACT US
Nurse & PA Recruitment and Retention
2301 Commonwealth Blvd.
Ann Arbor, MI 48105-2967
734-936-5183
NurseRecruit_UMHS@med.umich.edu
UMHS_PArecruit@med.umich.edu