- Contact the Committee

November 3, 2003

Arthur K. Wu, Staff Director
Subcommittee on Investigations
Room 337a

1. Please provide the Subcommittee with the success rate of the other recruitment programs you referenced in your testimony.

• In 2001 Meridian Health System (MHS) started the Boomerang Program. This program reinstates former employees, who have left the system, with full benefits and seniority. Since the program commenced 17 RN's have returned to MHS.
• MHS Recruitment initiatives include publicized events including Dinners at area restaurants with prominent guest speakers targeted to draw seasoned nurses.
• MHS also hosts semiannual new graduate dinner recruiting events. At our most recent event 50 new graduates attended and 23 were hired as a result.
• For the past several years MHS has expanded its externship program. This program allows senior nursing students the opportunity to shadow a staff RN over the course of their last summer. While these soon to be RN's are gaining valuable clinical experience to prepare them for the future, they are also compensated for their time, become acquainted with our working environment, build professional relationships and have the opportunity to work with future mentors. Currently 45% of nurse externs choose employment at Ocean Medical Center after graduation.
• The employee referral program is an initiative that compensates current employees for referring a nurse to work at OMC. After the new staff members 90 introductory period, the referring staff member receives between $1000 and $6000 dollars depending on staffing needs. For example, the employee bonus for referral of a critical care nurse is $2000.
• The C.A.R.E. program, which stands for Clinical Advancement and Recognition of Excellence, was created and developed by registered nurses in the Meridian family to show our nurses just how valuable their contributions are. This outcomes based clinical recognition program distinguishes and compensates nursing professionals who have readily achieved and consistently demonstrated increased levels of expertise while simultaneously making real, positive impact on patient outcomes. During its introductory year this program has received numerous applications from staff who previously would have been excluded from recognition and salary advancement
• Nurses are compensated for Bachelors and Masters Degrees and achieving national certifications
• Up to $5000 annual tuition Reimbursement is offered to all nurses pursuing advanced nursing education.
• Scholarships: Meridian Health awards about $250,000 per year in nursing scholarships for students who are entering the profession and for nurses seeking to attain advanced degrees
• OFFER program: A program for employees enrolled in nursing programs to work Baylor hours on the weekend (two twelve hour shifts), receive full time pay and benefits including tuition reimbursement in exchange for a two year work commitment.

2. How do these programs compare with the results you have gotten with the Magnet Program?

Ocean Medical Center's nursing vacancy rate is 1.5%. Prior to achieving Magnet Status our rate was 9.2%. Since our initial Magnet accreditation in 1998 we have developed and expanded the initiatives in the first question. While there is no one magic bullet to address recruitment and retention, OMC has strived to create a comprehensive recruitment and retention plan through a network of multiple initiatives and marketing of our many opportunities. As a result, our vacancy rates continue to be well below national averages.

The greatest strategy employed by OMC is the working environment. Achieving Magnet Status has placed a spotlight on the importance of nursing services and highlighted its position within the organization. OMC strives for autonomous nursing practice and a blame free environment. The potential for error is always present. Our nurses report actual and potentials for errors through our blame free reporting mechanism. This has changed the culture to one of professional respect with an emphasis on safety and support.

3. In your statement you talked about the Human Capital Management’s Talent Bank and the Talent Plus screening tool used to select employees. Could you elaborate on this and give more details about this screening mechanism?

Ocean Medical Center utilizes a program called Talent plus. This selection tool was designed by Talent +, a Lincoln, Nebraska Human Resource consulting firm. The tool has been in effect for over three years. Human Resources were trained to conduct both support and supervisory interviews.

Each Talent Plus Interview is carefully researched and validated to ensure that the questions differentiate the best performers from those who are mediocre or poor performers. Each Talent Plus interview is made up of behavioral elements or life themes, which research has shown to be essential to successful job performance. Following the completion of the interview questions, the interviewer has a “profile” of the varying strengths of the interviewee’s life themes. This allows the interviewer to identify the success potential of the candidate in the particular position prior to making the hiring decision, avoiding costly hiring mistakes.

As previously mentioned the, life themes become a model for the interview design and describe the most important attributes for the identification of talent. Themes of Values, Work Intensity, Achievement, Positivity, Relationship and Resourcefulness are the foundation for the interview questions.

When a person’s Value theme is intense, they are honest and straightforward in their dealing with others and find satisfaction in their work.

Work Intensity Strength in this theme indicates that this person thinks about work regardless of the time of day. This person is continuously productive.

An individual with a high Achievement theme needs to feel a sense of accomplishment and needs to make a significant contribution to the organization.

Positivity A person with strength in this theme understands that a positive attitude has an effect on morale and will do whatever has to be done with an enthusiastic, upbeat approach.

An individual with an intense Relationship theme is a service-oriented person who likes to work with other people and who works best when their relationships are on track.

Resourcefulness When this theme is intense, the individuals will utilize whatever means possible to achieve success at work.

Respectfully Submitted,
Regina Foley
Vice President Nursing/Chief Nurse Executive
Ocean Medical Center
Brick, NJ 08724