We care about our nurses:
safe staffing
We care about our nurses, and we want to create a rewarding, fair, and fulfilling healthcare setting so that nurses – and all associates – choose to stay at MGUH for their career. We have recently made great strides in improving the work environment for our nurses through prioritizing strategies to recruit more associates and retain the skilled nurses already on staff.
Staffing: Recruitment
Added resources for nurse recruitment and onboarding through MedStar’s Talent Acquisition
department in October 2024
- Launched targeted digital campaigns on social media and other online sites to identify specialty nurses
- Optimized Georgetown University (GU) and Catholic University School of Nursing partnerships
- Created a program with GU to expand ability to support more pre-licensure clinical groups and provide opportunities for MGUH RNs to serve as Clinical Teachers
- Expanded partnerships with other academic organizations including University of Maryland (P3 Program)
- Increased international recruitment and sponsorship of internationally trained nurses
- Prioritized rehiring former MGUH nurses and converting top performing agency nurses to staff
Staffing: Retention
Compensation
We know to keep skilled and compassionate associates we must pay our nurses competitively. Our pay increases are a combination of annual across-the-board increases and off-cycle market adjustments.
Since July 2023, MGUH nurses have been eligible for 4.5% annual increases, compared to a cap of 4% the union negotiated for MWHC nurses.
| Date | MGUH | MWHC (unionized) |
|---|---|---|
| 2022 | 4% | 2% |
| 2023 | 4%-4.5% | 4% |
| 2024 | 3.5%-4.5% | 4% |
Bonuses & Incentives
- Increased options for certification-related financial assistance
- Added referral bonuses for nurses who refer someone who is hired
- Enhanced our Clinical Advancement Program with significant financial incentives:
- Clinical Nurse III: 5% hourly addition to base
- Clinical Nurse IV: 11% hourly addition to base
- Created the Center for Nursing Excellence focused on nurse retention
- Developed the Eileen Ferrell Nurse Wellness and Relaxation Center scheduled to open in May, designed in collaboration with our nurses.
| Fiscal Year End 24 | Fiscal Year 25 (through Jan) | |
|---|---|---|
| RN Operational Vacancy ↓ | 22% | 16% |
| RN Head Count Increases ↑ | 151 | 179 |
| Float Pool and PRN FTEs ↑ | 150 | 192 |
* numerous new positions filled in Feb/March; reports forthcoming
We care about our nurses:
safety, support and engagement
We care about our nurses, and we want to create a rewarding, fair, and fulfilling healthcare setting so that nurses – and all associates – choose to stay at MGUH for their career. We have recently made great strides in improving the work environment for our nurses through prioritizing strategies to recruit more associates and retain the skilled nurses already on staff.
Keeping Nurses Informed
- Frequent leadership rounding
- Java with Jo Ellen: Open forums
- Nursing Spotlight: Quarterly virtual town hall
- Website: MGUHNurses.net
- Texting: Recognition and Celebration Shout Outs
- Nursing Huddle: Monthly newsletter
- Unit/Division-Based Newsletters
Supporting Nurse Associates on the Floor
- Created a Rapid Response Team to provide immediate support for patient deterioration and emergencies
- Increased the size of our Clinical Administrator team to provide added support for off shifts and weekends
- Added part-time and per diem positions for added scheduling flexibility
- Significantly increased the size of the float pool
- Enhanced training and orientation programs for specialty patient populations
- Increased the size of our New-to-Practice Vizient Residency Programs and added additional cohorts
Keeping Nurses Safe at Work
Our Workplace Violence Prevention Committee has been instrumental in turning ideas into action to protect our nurses.
- Visitor Increased Security Measures Implemented
- Evolve Metal Detection system installed and additional security personnel added in the ED
- Wanding protocol implemented in 2023
- Green security with barring list for visitors with a previous history of workplace violence (WPV); all visitors require new badge after 12 hours
- Increased attention to management of visitors and family members
- Protective Services Department (PSD)
- Additional associates hired
- Panic buttons installed in more locations
- Code Silver Training provided
- Code BERT
- Turtle Shields coming soon to MGUH for PSD protection during physical events
- Monthly Masada de-escalation and hands-on training
- Regular workplace violence drills are conducted that include “lockdown” and securing hospital entrances
- We continue to work with MPD to ensure clear communication and process for filing report for physical WPV
- DASA (predictive violence risk assessment) implemented on 5W and being trialed in MHH ED for expansion across system
- Enacted the new Potential for Harm to Others Protocol
- Other WPV measures include: Purple diamond protocol, additional WPV signage added to EDs across system, Physical Violence Response Tool, WPVP policy and algorithm currently being updated, and thorough WPV event debriefs
We care about our nurses:
achieving excellence, prioritizing wellbeing
Our team of MGUH nurses strive for nothing short of excellence in all that they do – a commitment that is exemplified by the multiple times we have been honored with the Magnet® Recognition by the American Nurses Credentialing Center.
But success is more than numbers, it’s also the professional fulfillment and satisfaction felt by our associates—and we continue to improve in those areas, too.
Accomplishments and Outcomes
- 5 consecutive Magnet Designations
- Multiple specialty designations and accolades (Critical Care and IMC Beacon Units)
Nurse Wellbeing
- The 2024 Wellbeing Survey show wellbeing outcomes for our associates surpassing national benchmarks for all survey groups. MedStar Health’s strategic investment in wellbeing continues to bring value—and our associates are taking advantage of support services we provide.
- Nurses who completed the survey and are aware of or used wellbeing resources were 42% more likely to report a moderate/high intent to stay.
2024
Wellbeing
Survey
Category
Professional Fulfillment
Burnout
Intent to Stay
% Improvement 2023-2024
2.4%
7%
7.3%