Evaluation of an
Employment Policy
Nursing Graduate Guarantee
2012-2013
Andrea Baumann, RN PhD
Funded by:
Presented to the
Policy to Practice: Investing in Your Workforce
Forum , St Michael’s Hospital
September 15th 2014
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Policy Evaluation Framework
• Systematic – summative and formative
• Longitudinal evaluation
• Multiple perspectives incorporated
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Policy Evaluation Framework
•
•
•
•
Did the policy achieve the goal?
Identify where changes are necessary
Design measures of long-term impact
Identify best practices
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Research Question
What is the impact of the Nursing
Graduate Guarantee (NGG) on fulltime employment and new graduate
nurse transition to work?
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Supply of Ontario New Graduate Nurses
(Source: MTCU, 2013)
3383
2011
3287
Graduation Year
2012
2010
2989
2009
2910
3099
2566
2346
2008
2681
2126
2007
2776
1837
2006
2058
0
1000
N=6648
3265
RN
RPN
1982
2000
3000
4000
Count
5000
6000
7000
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Source: Baumann et al., 2013; MTCU, 2013.
Labour Demand: Profile of Ontario
Healthcare Employers
Profile of Ontario Healthcare Employers
(N =1198*)
Long-term Care Facilities (630)
Community & Other Organizations (413)
Hospitals (155)
13%
34%
53%
*The total number of employers is an approximate number based on healthcare employers who have registered
on the HealthForceOntario Jobs website. This number may include organizations that do not employ nurses.
Source: MOHLTC, 2012.
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New Graduate NGG Participation
(RN and RPN)
Number of New Graduate
3000
2500
648
626
581
2000
550
N=2249
422
1500
1000
436
RPN
2013
2213
2023
1378
500
1692
1813
RN
0
2007/08
2008/09
2009/10 2010/11 2011/12
Fiscal Year of NGG
2012/13
Over six years, a total of 14,395 new graduate nurses
obtained an NGG position (11,132 RNs and 3263 RPNs).
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Source: MOHLTC, unpublished NGG program data, 2012.
Employer NGG Participants by Sector
Fiscal Year of NGG
Sector
2007/08
2008/09
2009/10
2010/11
2011/12
2012/13
Hospital
97
91
106
104
96
103
Long-Term Care
87
64
86
99
94
82
Community and
Other
38
20
32
27
22
29
222
175
224
230
212
214
Total
On average, 18% of employers participate in the NGG.
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Source: : MOHLTC, unpublished NGG program data, 2013.
NGG Positions by Sector of
Employment
100%
Percentage
80%
Community/
other
60%
40%
85%
90%
LTC
85%
80%
84%
84%
85%
Hospital
20%
0%
2007
2008
2009
2010
2011
Fiscal Year
2012
2013
Hospitals are the largest employers of new graduate
nurses and the highest users of the NGG.
Note: All totals as of June 22, 2012.
Source: : MOHLTC, unpublished NGG program data, 2012.
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RN New Member Working Status
2005-2013
(Source: CNO)
90
80
Percentage
70
60
50
FT
40
PT
30
Cas
20
10
0
2005
Source: CNO, 2013.
2006
2007
2008
2009
2010
Year of First Renewal
2011
2012
2013
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RPN New Member Working Status
2005-2013
(Source: CNO)
70
Percentage
60
50
40
FT
PT
Cas
30
20
10
0
2005
Source: CNO, 2013.
2006
2007
2008 2009 2010 2011
Year of First Renewal
2012
2013
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Comparison of full-time employment
between NGG and non-NGG nurses
New graduates who participate in the NGG are more likely to
obtain full-time employment than those who do not.
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Source: New graduate nurse employment database, NHSRU, McMaster University
Changing Employment
Practices
Stakeholder Analysis
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Impact of Policy
1. HHR Planning: Employers use the policy
incentive to integrate new graduate nurses into
their annual human resource planning.
2. Employment Portal: Unique workforce online
portal that matches employers with new
graduates to enhance their workforce planning.
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Impact of Policy
3. Full-time Employment: Six month supernumerary
incentive supports extended orientation and stability and
stabilizes the workforce.
4. Quality and Safety: New graduates develop
professionalism, confidence and competence to make
decisions and provide effective patient care.
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Recommendations
1. Build institutional employment-level data to
track after the six-month supernumerary period.
2. Improve the employer participation in
community and long-term care sector.
3. Create permanent databases that track nursing
employment trends and support research that
focuses on graduate employment status, and
relationship to quality patient care.
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Recommendations
4. Evaluate the extension of the NGG to include
new graduate nurses from other
provinces/territories and internationally educated
nurses (IENs).
5. Examine RPN workforce to get a better
understanding of participation.
6. Identify best practices to integrate and retain
new graduates in the nursing workforce.
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Impact of Policy on Patient Care
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•
•
•
•
•
•
•
•
•
•
•
•
Healthcare organization case studies
Recruitment, retention
Professionalism and environmental factors in the workplace
Control of nursing practice
Quality of nursing work life
Professional support
Shared governance
Environmental culture and climate
Professionalism attributes
Competence and knowledge
Accountability
Collaborative practice
Commitment
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NGG Evaluation Report 2012/13
Baumann, A., Hunsberger, M., & Crea-Arsenio, M. (2013, December).
Health Human Resource Series Number 38. Employment
integration of nursing graduates: Evaluation of a provincial policy
strategy. Hamilton, Ontario: Nursing Health Services Research Unit,
McMaster University.
Available:
http://nhsru.com/publications/series-report-38-employmentintegration-of-nursing-graduatesevaluation-of-a-provincial-policystrategy-nursing-graduate-guarantee-2012-2013/
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References
Baumann, A., Hunsberger, M., & Crea-Arsenio, M. (2013, December). Health Human
Resource Series Number 38. Employment integration of nursing graduates: Evaluation
of a provincial policy strategy. Hamilton, Ontario: Nursing Health Services Research
Unit, McMaster University.
Hunsberger, M., Baumann, A. & Crea-Arsenio, M. (2013). The road to providing quality
care: Orientation and Mentorship for New Graduate Nurses. Canadian Journal of
Nursing Research, 45(4), 72-87.
Baumann, A. Hunsberger, M & Crea-Arsenio, M (2012). Impact of Public Policy on Nursing
Employment: Providing the Evidence. Canadian Public Policy, 38(2), 167-79.
Baumann, A. Hunsberger, M & Crea-Arsenio, M (2012). Full-Time Work for Nurses:
Employers' Perspectives Journal of Nursing Management.
Baumann, A., Hunsberger, M., & Crea-Arsenio, M. (2011). Workforce Integration of New
Graduate Nurses: Evaluation of a Health Human Resource Employment Policy.
Healthcare Policy, 7(2), 47-59.
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Contact
Andrea Baumann, RN PhD
Scientific Director
Nursing Health Services Research Unit
McMaster University
Michael DeGroote Centre for Learning
MDCL 3500
(905) 525-9140 ext. 22581
baumanna@mcmaster.ca
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