El Camino Health has long maintained relatively low nurse turnover compared to the national average. But like many hospitals across the country, the Mountain View, Calif.-based system saw nurse departures climb during the COVID-19 pandemic, peaking at 12.7% — the highest rate in the organization’s history.
In response, the two-hospital system implemented several targeted strategies to strengthen retention, including hiring a dedicated nurse retention specialist.
The core role of the retention specialist is to build connections with newly hired nurses, particularly new graduates. They meet with nurses early in their tenure to discuss career goals and help map out potential pathways for growth within the organization, said Cheryl Reinking, DNP, RN, chief nursing officer of El Camino Health.
This type of personalized support is critical as hospitals continue to face challenges retaining early-career nurses, she said. Nationally, registered nurse turnover averages 16.4%, according to the 2025 NSI National Health Care Retention & RN Staffing Report. More than 1 in 5 newly hired RNs leave within their first year, according to the report.
“Gen Z nurses in particular want to know what’s next,” Dr. Reinking said. “They’re always looking for growth opportunities and want to learn more.”
The retention specialist makes advancement opportunities more visible by working with nurses to clearly outline career pathways across the organization.
“It’s written down for them with clear goals and objectives of how they can move through our system,” she said.
The role also involves gathering and analyzing data points from exit interviews and workforce metrics to identify trends driving turnover. Those insights help leaders refine retention strategies and address potential issues as early as possible, Dr. Reinking said. The effort has been successful, with the system’s turnover rate falling back to about 5%.
El Camino Health’s commitment to professional development and nurse engagement also helped the system earn its fifth Magnet designation from the American Nurses Credentialing Center in February, placing it among fewer than 2% of hospitals nationwide to achieve the distinction that many times.
Programs that support career development — including the nurse retention specialist role — play an important part in sustaining a culture of nursing excellence, Dr. Reinking said. The Magnet recognition also reflects strong clinical outcomes, with the system outperforming national benchmarks on several safety measures, including healthcare-associated infections and patient falls.
High engagement and a commitment to continuous improvement among front-line nurses are key drivers behind the system’s strong safety outcomes, Dr. Reinking said. Nurses participate in numerous councils and committees focused on improving patient outcomes and patient experience. Dr. Reinking said creating incentives, such as paying nurses to participate and tying involvement to clinical ladder advancement, has been key to sustaining engagement.
At the Becker's 11th Annual IT + Revenue Cycle Conference: The Future of AI & Digital Health, taking place September 14–17 in Chicago, healthcare executives and digital leaders from across the country will come together to explore how AI, interoperability, cybersecurity, and revenue cycle innovation are transforming care delivery, strengthening financial performance, and driving the next era of digital health. Apply for complimentary registration now.