Traveling nurses Candace Brim, left, and Janet Stovall, right, are based in North Carolina but have been traveling to California to work in intensive care units since the beginning of this year. They are now working in hospitals in Alameda and Folsom. Photo by Anne Wernikoff, CalMatters
In summary
Here is one solution to the problem of attracting and retaining nurse graduates to a specific hospitals that is a win-win.
By Jennifer Kim, Chula Vista
Jennifer Kim is a nursing student at California State University San Marcos.
I found Kristen Hwang’s article regarding the nursing shortage in California to be informative and eye-opening.
As a nursing student scheduled to graduate in May 2022, I hope we can find solutions to achieve adequate staffing without having to pay exorbitant wages for traveling nurses. Indeed, during my clinical rotation, several staff nurses voiced concerns regarding discrepancy between staff pay and traveler pay.
One solution to the problem of attracting and retaining nurse graduates to a specific hospital would be to offer a financial incentive regarding student loans. (Student debt is a major issue of its own). For example, perhaps the employer could pay 25% of the loan debt after one full year of employment, pay another 25% of the debt after three full years of employment, then pay the remaining 50% of the debt after the completion of five full years of employment. It’s a win-win!
A solution to attract and retain nurse graduates
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In summary
Here is one solution to the problem of attracting and retaining nurse graduates to a specific hospitals that is a win-win.
By Jennifer Kim, Chula Vista
Jennifer Kim is a nursing student at California State University San Marcos.
Re “Nurse shortages in California reaching crisis point”; Coronavirus, Aug. 26, 2021
I found Kristen Hwang’s article regarding the nursing shortage in California to be informative and eye-opening.
As a nursing student scheduled to graduate in May 2022, I hope we can find solutions to achieve adequate staffing without having to pay exorbitant wages for traveling nurses. Indeed, during my clinical rotation, several staff nurses voiced concerns regarding discrepancy between staff pay and traveler pay.
One solution to the problem of attracting and retaining nurse graduates to a specific hospital would be to offer a financial incentive regarding student loans. (Student debt is a major issue of its own). For example, perhaps the employer could pay 25% of the loan debt after one full year of employment, pay another 25% of the debt after three full years of employment, then pay the remaining 50% of the debt after the completion of five full years of employment. It’s a win-win!
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