Jennifer “Jenna” Lloyd Fisher, DNP, MSMIT, APRN, FACHE, NEA-BC, CNL, is a seasoned healthcare executive with over 25 years of experience in the healthcare industry. Currently serving as the Vice President, Clinical Excellence for HWS and StaffGarden, by Ascend Learning, Jenna leverages her extensive expertise to address healthcare workforce challenges through the strategic use of technology. In her previous role as Vice President of Clinical Excellence and Chief Nursing Informatics Officer at Centra Health in Central Virginia, Jenna led system-level teams in utilizing technology, including electronic health records, to drive clinical excellence and quality improvement initiatives. She holds a Doctor of Nursing Practice, a Master of Science in Nursing (FNP), and a Master of Science in the Management of Information and Technology from the University of Virginia, as well as a Bachelor of Science in Nursing from the University of Lynchburg. She is also a graduate of the Chief Nurse Executive Program at the Marian K. Shaughnessy Nurse Leadership Academy at Case Western Reserve University.
Introduction
The challenging post-pandemic healthcare landscape has been characterized by escalating turnover rates, widespread burnout, and a critical shortage of qualified nurses.
With national turnover rates at 18.4% and an anticipated average of 194,500 job openings for Registered Nurses (RNs) annually through 2032, healthcare leaders are under immense pressure to address these workforce challenges. In response, global organizations are advocating for strategic innovations to retain and empower the existing nursing workforce while also attracting the next generation of caregivers.
Nurses are seeking support for career growth, a clear advancement path, and recognition for their contributions, making Clinical Ladder Programs (CLPs) a vital component in addressing these needs.
The Role of Clinical Ladder Programs in Nurse Retention
Since the 1970s, CLPs have been recognized as a structured framework for career advancement in nursing. These programs not only reward clinical excellence and encourage professional development but also significantly increase engagement among participating nurses.
Research indicates that nurses engaged in CLPs exhibit higher levels of job satisfaction and are more likely to stay with their organization–– one study revealed a remarkable 92% retention rate among nurses involved in a CLP compared to 74% for non-participants, revealing the critical role that CLPs play in fostering a culture of recognition, leadership development, and lifelong learning essential for a thriving nursing workforce.
The Transition to Digital Solutions
While traditional CLPs have shown promise, they often fall short due to manual processes and fragmented infrastructure, leading to reduced participation and engagement. Traditional CLPs–– which often require cumbersome tasks like assembling paper portfolios and tracking down supervisors for recommendations–– can be time-consuming and inconsistent, especially in large health systems. Healthcare organizations that recognize the need for change are increasingly turning to digital solutions to streamline and enhance the CLP experience.
Digital Clinical Ladder Platforms (DCLPs) like those offered by StaffGarden are purpose-built to simplify, standardize, and scale career advancement programs. By providing a centralized paperless system for applications and approvals, on-demand progress tracking, and automated workflows, DCLPs empower nurses and administrators alike to engage more effectively in the CLP process.
The Impact of Digital CLPs on Nurse Engagement and Turnover
Since its inception in 2015, StaffGarden’s DCLP has transformed career advancement programs across dozens of health systems nationwide, resulting in over 70,000 clinical ladder applications and tens of thousands of nurses successfully advancing their careers.
Most significantly, nurses participating in a StaffGarden-powered CLP demonstrate a remarkably low turnover rate of just 7.3%, compared to 14.8% for non-participants.
One health system using StaffGarden revealed major improvements in turnover after just one year of implementation –– Kathy Russell-Babin, VP for Professional Practice at Inova Health System, found that “in the last year, Inova has seen recruitment increase dramatically to around 850 new grads a year. We’re also seeing reduced turnover at about 2-3% year-over-year. StaffGarden is one great big package about what the nurse feels that Inova is doing to make it worth their while to stay with us.”
DCLPs directly address the urgent challenge that nurse retention poses to healthcare by facilitating seamless engagement and empowering nurses with a clear, efficient, and rewarding pathway to professional growth.
Conclusion
The transformative impact of digital CLPs on nurse engagement and retention underscores the crucial role of technology in driving positive outcomes for nurses, organizations, and ultimately, patient care.
By leveraging digital solutions like StaffGarden’s DCLP, healthcare organizations can empower nurses, streamline the CLP process, and create a supportive environment that fosters career growth and professional development.
