Prescription for Curing Staff Nursing Shortages

Suzanne Gordon correctly identifies problems within the hospital work environment and offers the correct solutions to the nursing shortage (“Nursing Is What Needs the Cure,” Commentary, Aug. 13). As a nurse educator, I can attest to the increasing disillusionment of nursing students to the reality of the overwhelming workloads (nurse-patient ratio and 12-hour shifts) present in acute-care hospitals. Many nursing students realize their mistake in choosing nursing as a career even before graduation from the nursing program--when they enter the hospital environment to begin the clinical portion of their training. Others realize their mistake within a year of graduation, and both groups of students begin to make educational plans to get out of the field. This fact ensures a continuing shortage of nurses.

As a part-time employee on a busy medical-surgical floor, I personally witness the continuing exit from acute care of RN co-workers to alternative work environments and to totally different occupations. I am planning to exit the acute-hospital environment within two years.

Gordon correctly identifies the three components that would keep me, my students and my co-workers in the acute-care hospital environment: higher pay ($35 hour), eight-hour shifts and enforceable, safe staffing ratios of 1 to 6 on the medical-surgical units. Without all three components of retention, the exit from the hospital environment will not only continue but will accelerate.

Fortunately for the nursing profession, Kaiser got it right. Its plans for safe staffing ratios, higher pay and shorter work shifts will ensure that Kaiser offers high-quality bedside care and will be the first health care institution to solve its own nursing shortage.

Pat Holly RN MSN

Marina del Rey