Sutter Tracy Responds to California's Nursing Crisis
February 2002
California is headed for a major nursing shortage, and Sutter Tracy Community Hospital is heeding the warning signs. The predicted shortfall will hit the 25,000 mark by 2006, says Sandy Williams, RN, assistant administrator for Sutter Tracy and co-chair of the "RN Agenda," an initiative designed to bolster nursing recruitment and retention efforts throughout the Sutter Health system.
"We're appropriately staffed now, but we won't be in a few years if we are not proactive," says Williams. "Our goal is to be the area's Employer of Choice and a company where employees want to stay for years to come."
The hospital is off to a good start. In 2001, Sutter Tracy scored in the top percentile on a national hospital employee satisfaction survey conducted by the Gallup Organization. Nearly 75 percent of Sutter Tracy employees responded to the survey. Over 80 percent rated "having the opportunity to do what they do best every day" among the reasons they enjoy working at Sutter Tracy.
"Our nurses in particular feel very appreciated and well compensated," says Williams. "They also like our flexible scheduling policy that accommodates their childcare issues and other needs."
Sutter Tracy recently hired H*Works, a major nurse recruitment and retention consulting firm, to help it identify and implement additional strategies to attract and retain more nurses. First on the agenda is a speedier and simpler nursing application process. Plans are also underway to enhance career growth opportunities, as well as continuing education programs for nurses. Last year, the hospital revamped its Education Department and added two fulltime educators. Classes and training programs are based on direct input from nursing staff at all levels.
"In the future, we plan to add standardized specialty training programs and Internet-based educational programs to bring the campus to the nurse. This will help make it easier for nurses to get additional training to further their careers and improve their skills," says Williams.
Sutter Tracy will also continue to work closely with local high schools and other educational institutions to promote nursing as a career option for men and women. Declining enrollment in U.S. nursing schools over the past several years has directly impacted the nursing shortage, notes Kim Bailey, RN, MN, clinical educator for Sutter Tracy.
In addition to training hospital staff, Bailey is a clinical instructor for San Joaquin Delta College nursing students who train at Sutter Tracy two days a week. A Fairfield resident, she left a 12-year career at Stanford University Hospital to accept a position with Sutter Tracy. She could have taken a job much closer to home, but found the opportunities and working environment at Sutter Tracy more appealing.
"The people who work at this hospital really care about each other. It's much easier to get to know everyone, partly because the community is smaller and so close knit," says Bailey. "There are also lots of opportunities to be involved with the community. I really like that."
Sutter Tracy offers a generous benefits package and bonuses for working unscheduled weekday shifts or weekends. It also conducts market surveys twice a year to make sure its nursing salaries are competitive. Nurses can apply for the tuition reimbursement program after one year of employment, and non-nursing employees interested in a nursing career can apply for a special nursing school scholarship.
For information about Sutter Tracy's upcoming RN Open Houses, call 209-833-2403 or email nygarddj@sutterhealth.org. For a complete job listing, visit www.suttertracy.org or call the Sutter Tracy job hotline at 209-833-2440.