Archived Publications eBook: Confidence in the Development of your Futur | Page 25

According to a 2013 Bureau of Labor Statistics report,
the number of RNs in the workforce is projected to
climb from 2.71 million in 2012 to 3.24 million in 2022,
a 19% increase. While this will add 526,800 nurses into
the nursing pool, the Bureau also projects a need for
525,000 replacement nurses during that same time
period. Root says it’s a particularly challenging time with
regard to recruiting and retaining OR nurses and that
shortages are already beginning in some rural areas.
Also, minimal perioperative exposure in nursing school
creates a struggle for hospitals seeking to fill positions.
“Most programs only offer a couple of days in the
perioperative environment,” says Root.
These factors, along with the increase in focus on
quality measures tied to reimbursements, present a
unique challenge to healthcare leaders. Root estimates
that it can cost about $120,000 to train a new nurse for
the rigors of perioperative care, from recruitment
through orientation. Also, it can take up to a full year to
prepare a nurse to function independently for a wide
variety of surgical cases.
Given the time, expense, and intense industry
competition, hospitals should take strategic steps to
ensure they are recruiting, retaining, and developing a
strong perioperative nursing team. Here are four
strategies for designing an advanced perioperative
nursing program.
1. Be a Futurist: Prepare for Vacancies Now
HR and nurse leaders should actively engage in
succession planning, says Root. “CNOs need to have
a clear idea of what their needs will be over the next
five years.”
A strong succession plan involves recruitment and
retention. “Facilities should… keep older nurses
working part time… to pass on their knowledge to the
next generation,” says Root.
for clinical placements,” recommends Root.
“Perioperative educators should arrange to give
presentations to… students about the perioperative
area… [and] hold career fairs and visit high schools to
promote perioperative nursing.” Root recommends
that organizations have a good handle on managerial
responsibilities and span of control for OR directors;
newcomers are unlikely to assume the overwhelming
management load of current OR directors.
2. Create a Hiring and Development Plan Specific
to OR Nurses
Recruiters must understand the special skills and
challenges of this position. Perioperative nursing
requires physical strength and stamina, from positioning
patients and transporting equipment to standing for
long periods of time. “[It’s] a fast-paced, sometimes
stressful environment in which nurses participate in
life-saving decisions,” says Root.
You’ll need individuals who have leadership and
problem-solving abilities, collaborative strengths, and
communications skills.
“Perioperative nurses serve as the patient’s advocate at
a time when the patient is totally vulnerable; they need
to be prepared to react quickly and decisively in
emergent situations.” Hospitals and educators will need
to work with new grads to reinforce the importance of
clinical reasoning and critical thinking.
3. Identify the Right Preceptor Role Models
“It’s really important [to]… have a preceptor who is
a good role model,” says Root, noting that the best
preceptor isn’t always obvious. “The clinical expert in
the field may not be the best candidate for a
preceptor,” says Root. “If not far removed from being a
brand new nurse [they] will likely have empathy for
what the new nurse is going through,” reasons Root.
“Facilities should partner with schools… to use the OR
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