St. Vincent’s Hospital Mini Case study

St. Vincent’s Hospital Mini Case study

MINI-CASE Study:

Your audience is the Hospital Board so write it as though you are the consultant they brought in to make changes to their process and you are looking to be hired by them.

St. Vincent’s Hospital is a 260 bed hospital in a northeastern city affiliated with the Roman Catholic Church. The administrator is Sister Claire, a 56 year old member of the Daughter of Charity religious order. During the last decade the hospital operated with a nursing staff of approximately 450 registered nurses and experienced a nursing turnover rate of about 25 percent per year. The turnover rate was average for that city during that time period. However, it has accelerated to an average of 35 percent over the past three years. These higher turnover rates have put additional pressure on the recruiting process to provide larger numbers of qualified candidates.

St. Vincent’s Hospital Mini Case study

However, Sam Barnett, Director of Human Resources, has reported more and more difficulty locating qualified nurse candidates over the last three years. Barnett’s office has prepared the recruitment data shown in Exhibit 1. The data shows that 273 applicants (from all sources) had to be screened to produce 52 qualified candidates who accepted a job offer. One year later 19 of these 52 had left the hospital. The last column shows the direct and indirect costs of recruitment by source, including clerical time, supervisor time, and direct costs such as travel and postage. Sister Mary Louise, the 62 year old Director of Nursing Services, has been conducting all the off-site recruitment for many years. This includes both at the nursing Job Fair and the State Nursing Association meeting. She has begun to feel ‘burned out’ because of all her external recruiting and internal evaluation of candidates over the years. At a recent meeting, she suggested that an outside consultant (you) be brought in to analyze the whole recruiting process, identify problems and opportunities, and suggest improvements.

St. Vincent’s Hospital Mini Case study

Sister Claire and Barnett both readily agreed to an outside consultant because they are aware of current nursing shortages due to declining nursing enrollments. St. Vincent’s also contributed to this enrollment decline by closing its own School of Nursing due to fewer applications and the high cost of operation. Since recruitment of new nurses has begun to fall behind compared to the turnover of nurses employed at St. Vincent’s, the vacancy rate has begun to increase. In the middle of the past decade only 11 percent of staff nursing positions were unfulfilled. Now this percentage has increased to 23 percent. One result has been an increasing workload on the existing nursing staff. In addition to increased turnover, the symptoms of staff burnout (i.e. stress, conflict, absenteeism) are becoming more evident. St. Vincent’s Hospital Mini Case study

Objectives:

1. Critique the current recruiting strategy being used by St. Vincent’s Hospital? Is the hospital using too few or too many recruiting sources? Support your answer and make sure you have looked at the supplemental data also provided in the separate line.
2. Formulate your plan that you will present to St. Vincent’s Hospital about the whole recruiting process including identification of problems and opportunities, and suggested improvements.

Your audience is the Hospital Board so write it as though you are the consultant they brought in to make changes to their process. Submit a 600- 900 word, double-spaced paper using 12 point font.

St. Vincent’s Hospital Mini Case study

NOTE: Attachment 1 with the data you need to evaluate is on the next page down.

Data on Recruitment Sources for Registered Nurses

at St. Vincent’s Hospital

4 Years of Data

 St. Vincent’s Hospital Mini Case study

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