Hello everyone-
I am the CNO for a large multi-site FQHC in CT. We do a variety of things-the first of which I implemented about 8 years ago. I reviewed my overall vacancy rate, and then posted full-time, fully-benefitted float positions with the M-F, and one Saturday per month commitment to create a pipeline and cover in spaces where I have vacancies, PTO, etc. I have posted these regionally-and inevitably, what ends up happening is the float fills in a vacancy, and then moves into that position permanently, and then I continue to recruit for full-time floats. This has reduced my vacancy rate because I typically always have postings in play.
For true per diem floats, I tend to recruit nurses who are in school, retiring, or working part-time elsewhere. It is challenging in ambulatory because many of the nurses interested in picking up "extra" are already working in another ambulatory practice-and our hours are very similar. So, I tend to get per diems who want to work weekends and late nights mostly. I require 2 shifts per month only-and we push out the coverage to all per diems and it is first come, first served. Occasionally I have projects that are pop health, etc. which may allow for some off hours work, which I offer as additional time for our full-time or part-time staff, and then to per diem staff if there are remaining shifts. Per Diem float staff do not earn benefits or PTO, but can say yes or no to any days they are requested.
Hope that helps. It really takes having people in both of these position types for us to get by!
Mary
Mary Blankson, DNP, APRN, FNP-C, FAAN
Chief Nursing Officer
Community Health Center, Inc.
675 Main Street,
Middletown, CT, 06457
Cell: (860)227-5432
mary@chc1.com
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