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SHORTFALL PROJECTED NURSING
particularly diverse sta , because if they support their sta , they’re likely to be loyal and want to stay with that organization.” Love and Zolnierek both said the average age of nurses today and a shortage of nursing professionals in academia leave room for further shortages in the eld. “The work environment during COVID[-19] was so intense and so dif- cult for nurses that some are leaving nursing, or they may be taking a tem- porary break,” Zolnierek said. “Some are of an age where they’re able to retire or retire early, and we don’t fully understand the impact of that.” On May 31, the Texas Workforce Commission voted to suspend certain program rules so that funds could be provided to train employees in public sector health care occupations. The funds were previously limited to pri- vate industry, according to a June 10 release from the commission. A labor market analysis by the Texas Workforce Commission found a cur- rent gap of about 20,000 registered nurses in Texas, the release stated. “Addressing the growing shortage of nurses in Texas continues to be my main focal point,” TWC Commissioner Representing Labor Julian Alvarez said in the release. Many hospitals and organizations are o ering support to those inter- ested in entering the nursing work- force through grants and scholarships. Baylor Scott & White Health, which has a hospital in Trophy Club, o ers scholarships for nursing sciences, fel- lowship programs to transition nurses into new care settings and discussions on career goals, according to Matt Olivolo, who is a Baylor Scott & White Health marketing and public relations consultant.
The Health Professions Resource Center along with the Texas Center for Nursing Workforce Studies contracted with a private rm to project supply and demand for registered nurses.
Types of Nurses The nursing eld has a wide variety of occupations, each requiring more advanced levels of education.
Surplus/shortage projected By 2030 This map shows the
SOURCE: HEALTH PROFESSIONS RESOURCE CENTER COMMUNITY IMPACT NEWSPAPER Keller, Roanoke and Northeast Fort Worth
Key
surplus (+) or shortage (-) of registered nurses projected in the year 2030 that was measured in full-time equivalent positions along with the percentage of unmet demand by region.
+878 | 0% Panhandle
Practical nursing program Associate degree and registered nursing license
Master’s degree and advanced practice license Ph.D.
-3,537 | 19.10%
North Texas
-12,739 | 12.80%
Licensed vocational nurse • Technical nurses who must be supervised by either physicians or registered nurses Registered nurse • Entry-level nurses Advanced practice nurses • This category includes nurse practitioners, certi ed nurse anesthetists, nurse midwives and clinical nurse specialists. Nurses with Ph.D.s • Nurses may have doctoral degrees in nursing practice or research.
East Texas
West Texas
Central Texas
-647 | 4.20%
-7,387 | 18.30%
Gulf Coast
South Texas
DESIGNED BY NICOLAS DELGADILLO
-1,942 | 5.60%
COVID-19 pandemic took a very heavy toll on health care teams, especially on the front lines. As a result, many have su ered stress, trauma, burnout and behavioral health challenges.” A 2018 study from the Texas Center for Nursing Workforce Studies proj- ects that the state will be short nearly E orts are underway on numerous fronts both locally and at a broader level to take care of those nurses who are still on the job and to recruit more to join the profession. “Nurses are at the forefront of the care we provide at Medical City Alli- ance,” said Dean Miller, the hospi- tal’s chief nursing o cer, in an email. “These nurses are not only skilled and compassionate caregivers, but pro- vide valuable input into the policy and practice a ecting patient care.” 60,000 nurses by 2032. Ways to recruit, retain
-18,472 | 9.90%
Rio Grande Valley
-6,099 | 27.10%
Miller said because Medical City Alliance is part of a larger health care system, it shares resources across its 16 North Texas hospitals. “Like hospitals across the country, we are seeing a shift in the labor force and in ationary pressures,” he said. “We have taken proactive steps to help ensure we have the expert talent we need for our patients.” Among the bene ts the health care system provides are access to more than $5,000 in tax-free reimburse- ment each year for higher education expenses, free classes through the Galen College of Nursing and a track as part of the Texas Two-Step pro- gram that o ers a free nursing degree.
SOURCE: CINDY ZOLNIEREK COMMUNITY IMPACT NEWSPAPER
The Texas Nurses Association also has several programs in place to help. Its Nursing Shortage Reduction Pro- gram incentivizes schools to produce more graduates. The association also contributes to a Faculty Loan Repay- ment Program. “The nursing shortage has two prongs to solve it,” said Cindy Zol- nierek, CEO of the Texas Nurses Association. “One is producing more nurses, and the other end is keeping them. I think health care organiza- tions are doing a lot to try to support
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