HWS Workforce Separations Vulnerability Indicators
Retirement is one of many factors that reduces the workforce and contribute to vacancy and labor cost issues. Many nurses also leave the profession temporarily to start and care for a family, go back to school, or care for elderly parents. These factors can also result in requests for reduced work hours or intra-market churn as full-time employees seek flexible or part-time work from a new employer.
Economists use the term “separations” to capture the combined effects retirement, relocation, extended leaves of absence, and permanent and temporary reduction in worked hours.
Many organizations coach managers and supervisors to proactively identify employees at risk of leaving the facility as part of formal and informal performance reviews. Still, planning for this type of turnover can be particularly challenging because many do not feel comfortable disclosing this type of information or may not know it at the time. The HWS Separations Vulnerability Indicators quantify the near-term risk and recommend strategies to address the challenge and possibly use it to your advantage.
Over 20% of Experienced RNs At Risk Next Year
- More than 20% of Houston’s Experienced RNs are considering leaving the workforce temporarily or significantly reducing hours in the coming year.
- Houston’s Novice and Experienced RNs more likely to reduce hours than temporarily leave workforce in the next 12 months.
- No RNs surveyed intend to permanently leave workforce in the coming year.
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Figure 42
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Education, Family and “Burn-out” Leading Causes of Separations
- Education and family are a natural cause of temporary reductions in hours and leave.
- “Burn-out” is a common factor in RN Separations in Houston and other areas covered by Labor Market Pulse.
- See “Methodology” section (below) for more information on reasons
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Methodology
The reasons for planned or recent separations are captured as a “write-in” response. LMP analysts categorize responses based on the following criteria
• Burn-out - response includes the phrases stress, fatigue, or burn-out
• Education - enrollment in a program for career and skill advancement
• Family - includes starting a family, maternity leave, and caring for a loved one
• Health - reflects the health of the survey participant, but not care for a loved one
• Layoff - response indicated voluntary or involuntary termination of employment
• Relocation - survey participant moved to a new local or national market requiring a change in employer
• Other - response does not reflect the above criteria
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