Organizations have historically used a variety of nurse shift incentive programs to fill critical needs during high census or staff call outs. The process is most often the same, and it is rarely driven by anything but department census.
Common Approaches to Shift Based Incentives
Many organizations simply use a vacancy rate on a shift to drive the value of the incentive. At a certain threshold, the incentive is offered. It might be 25% vacant for a shift, or even 30%, before incentives are authorized. Other departments might look at technology or equipment to determine how many incentives are needed to manage advanced therapies such as Ventricular Assist Device (VAD) or Continuous Renal Replacement Therapy (CRRT).
While these techniques sometimes work, nurses often apply for or switch between full-time, part-time, and PRN positions in an effort to maximize flexibility and the incentives they can qualify for. Some organizations have figured out these strategies and, instead, have made certain incentives only applicable to those working above their required hours. But again, this makes those with less scheduled hours more flexible in how and when they can pick up shifts.
Even with all of these strategies and techniques, it is inherently unfair because it leaves out your most loyal, hard-working staff members who are there every shift, every time, and receive no incentive.
Why Traditional Nurse Shift Incentive Models Fall Short
As a leader, a nurse shift incentive program may sound complex. You may wonder how you can award someone monetarily who puts in the long hours and doesn’t try and game the system. The solution is remarkably simple. Use a data driven approach that objectively measures total nursing workload in real time and tie your incentive program to that.
It used to be a running joke that if a nurse calls out and we all work harder, then do we get to split that nurses pay for the shift. And while the answer from leadership was always a resounding no, the work was still done and the patients were taken care of.
Acuity Based Workload Incentives
Some of our clients have resolved that exact issue by using the AcuityPlus tools, reports, and dashboards for their nurse shift incentive programs. Charge nurses are now aware of workload and how each patient’s acuity changes over the course of the shift. They understand how every admission, discharge, transfer, and procedure all drive workload for a nurse. In turn, they have a clear picture of all of those factors.
While the goal is truly to balance workload equitably every hour of the shift, the reality is there are workload spikes. Nurses should be compensated for those spikes, especially when those spikes are in part due to sick call outs.
Suddenly a nurse may be willing to take that last minute workload spike, or that more complex patient for the day because of how their organization compensates them for that extra workload. This creates a more transparent, fair, and responsive staffing environment. This can only be accomplished when there’s a standardized and automated approach to measuring patient acuity and nursing workload.
Create Equitable Nurse Staffing Incentives
Connect with us to learn how real time, hour by hour workload visibility can benefit your loyal and hard working staff members. With AcuityPlus, you can support safer staffing, improved nurse satisfaction, and better patient outcomes.
Blog by: Walker Schlundt, BSN, RN, Clinical Product Specialist
