Implications of an all BSN Workforce Policy

Implications of an all BSN Workforce Policy by Mary Ellen Clifford MS, Walden University, 2013 BS, Walden University, 2011 Project Submitted in Fulfillment of the Requirements for the Degree of Doctor of Nursing Practice Walden University May 2018 Abstract Discussion continues about requiring a Bachelor of Science in Nursing (BSN) as the minimum requirement for entry into registered nursing practice. A Magnet® recognized hospital located in the Northeast United States is requiring all registered nurses without a BSN (n=284 or 28%) to obtain their BSN by 2022 as a condition for employment. The purpose of this project was to quantify the potential number and rationale of nurses who are not planning to return to school. The 2 practice focused questions are (a) What is the rationale for nurses who do not plan to pursue their BSN degree and (b) What is the potential cost to the organization due to projected gaps in the workforce by 2022. The theory of reasoned action was utilized as a model of decision making. A total of 29% of non-BSN nurses responded to a questionnaire, with 54.55% replying that they plan to obtain their BSN by 2022. The primary barriers for not planning to return for a BSN were a perceived lack of the degree’s value and financial issues. More than 1/3 of those respondents not planning to obtain the BSN are planning to retire, which is consistent with national trends. An extrapolation of data showed the nursing turnover rate rising to 10.62% as 2022 approaches, significantly higher than the normal rate of 5.3%. The turnover rate may increase recruiting and orientation costs for the hospital facility over both the short and long term in a state where nearly 38% of graduates have either aDiscussion continues about requiring a Bachelor of Science in Nursing (BSN) as the minimum requirement for entry into registered nursing practice. A Magnet® recognized hospital located in the Northeast United States is requiring all registered nurses without a BSN (n=284 or 28%) to obtain their BSN by 2022 as a condition for employment. The purpose of this project was to quantify the potential number and rationale of nurses who are not planning to return to school. The 2 practice focused questions are (a) What is the rationale for nurses who do not plan to pursue their BSN degree and (b) What is the potential cost to the organization due to projected gaps in the workforce by 2022. The theory of reasoned action was utilized as a model of decision making. A total of 29% of non-BSN nurses responded to a questionnaire, with 54.55% replying that they plan to obtain their BSN by 2022. The primary barriers for not planning to return for a BSN were a perceived lack of the degree’s value and financial issues. More than 1/3 of those respondents not planning to obtain the BSN are planning to retire, which is consistent with national trends. An extrapolation of data showed the nursing turnover rate rising to 10.62% as 2022 approaches, significantly higher than the normal rate of 5.3%. The turnover rate may increase recruiting and orientation costs for the hospital facility over both the short and long term in a state where nearly 38% of graduates have either a diploma or an associate degree in nursing. The social change implication is a need for a re-examination of roles for various levels of registered nursing or a consensus on the BSN for nursing licensure. Implications of an all BSN Workforce Policy by Mary Ellen Clifford MS, Walden University, 2013 BS, Walden University, 2011 Project Submitted in Fulfillment of the Requirements for the Degree of Doctor of Nursing Practice Walden University May 2018 Dedication I would like to dedicate this work to my family. For my beloved parents, William and Helen Roberts who instilled in me the need to advance my education and to keep my eye on my goals. To my husband, and best friend, Terrence, for his tireless editing of papers. To my son William, for his patience in teaching me how to use technology to create tables and spread charts. My daughter, Maureen, whose constant encouragement and belief in my abilities kept me focused. To Toni, my daughter-in-law, for her sense of humor and for her knowledge of goal writing. For my precious granddaughter, Charlotte Maureen, who has the ability to charm me no matter how stressed I am. I love you all for your strength and patience. Thank you for all you do. Without your sacrificing and understanding none of this would have been possible. Acknowledgments I wish to acknowledge the many individuals who have acted as mentors, preceptors, counselors, and friends. Cheryl Safer, thank you for your constant vision and support for my project. Sharon Haskins, your wisdom and belief in my work is unprecedented. Pamela Harmon, thank you for a steady stream of projects and your unwavering support. Tracy Vitale, your knowledge regarding research and mentoring has assisted me in a better appreciation of the role research plays in nursing practice. To Leo Jurado, who kept telling me that I am not too old and encouraged me patiently while listening to all of my many ideas. To my co-workers, Lisa Ennis and Christine Slavic, thank you for listening and for your kind encouragement. Thank you to the staff of Saint Peter’s University Hospital for all of your support and well wishes. Dr. Catherine Garner has given her support and offered valuable advice as my Chair Person. I have come to know her as an incredible educator and advocate for the nursing profession. Her assistance, encouragement and sense of humor are inspiring and have given me the courage to continue with this project.