With WHH positioned between two large metropolitan areas, recruiting sufficient nurses to cover vacancies was a common challenge.
When combined with a rising rate of staff turnover more recently, the trust decided to consider new methods of improving their recruitment and retention of nursing staff.
Holding a series of physical and virtual engagement sessions, feedback from staff was employed to develop a clinical career pathway to provide opportunities for nursing staff.
Since implementation, the trust has experienced a 2.55% reduction in turnover, and an increase in the number of internal promotions over the last 12 months.
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