Nearly 1 in 2 RPNs consider leaving the
profession amid challenges in providing adequate patient
care
TORONTO, May 23, 2024
/CNW/ - The Registered Practical Nurses Association of
Ontario (WeRPN), the professional
voice of Registered Practical Nurses (RPNs) across the province,
has released findings today from its annual survey titled "The
State of Nursing in Ontario: A
2024 Review." This comprehensive report, reflecting the
sentiments and experiences of over 1,300 RPNs over the past year,
sheds light on the complex state of healthcare and the ongoing
impact of the nursing crisis in Ontario. Though slight improvements have been
observed in some areas, the impact of the staffing shortages
continues to be evident, and the data is clear that further action
is needed to better support nurses and ensure patients receive
optimal care.
Nearly 4 in 5 RPNs surveyed (78 per cent) have been directly
impacted by the nursing shortage. Amid continued staffing
challenges, the majority of RPNs (84 per cent) report an increase
in their workload over the past year, compared to 92 per cent the
year prior. At the same time, nearly half of RPNs surveyed (49 per
cent) say that the quality of patient care worsened over the past
year, and 45 per cent noting no improvement in the quality of care
during this period. Ninety-three per cent of RPNs affected by the
nursing shortage indicate having seen firsthand patient care being
compromised because there are not enough nurses to meet patient
needs. What's more, over half of RPNs (58 per cent) say they still
do not have the time or resources needed to provide adequate care
to patients, residents or clients.
"While we have seen some marginal improvements, the overall pace
is not moving in the direction where it needs to be to
appropriately address the effects of staffing shortages that
persist across the province," says Dianne
Martin, Chief Executive Officer, WeRPN. "Ontario's RPNs are in a unique position and
continue to bear the brunt of pervasive staffing shortages that not
only jeopardize the quality of care they can provide to patients
but also impact their personal well-being. If we want to return
nursing to a thriving profession, we need to focus much more on
retaining experienced RPNs as well as growing our nursing workforce
to meet the needs of our patients now and into the future".
In 2024, nearly half of Ontario RPNs surveyed (48 per cent) say
they are considering leaving the profession. While this is an
improvement from last year's figure of 62 per cent, the impact of a
further loss of RPNs at this time would be devastating for patients
across the province. According to the survey, 7 in 10 respondents
(69 per cent) say they have witnessed an increase in experienced
nurses (RNs and RPNs) leaving their workplace in the past year, and
concerningly, 1 in 2 (50 per cent) do not feel as though their
workplace has enough experienced nurses to consult with on more
complex cases.
The latest findings from the report provide a snapshot into the
challenging realities RPNs in Ontario are facing, highlighting the
importance of immediate action to ensure continued quality care for
patients:
- RPN workloads continue to reach unmanageable levels:
While there has been a marginal improvement compared to last year's
survey, it remains concerning that 84 per cent of RPNs report an
increase in their workload from a year ago. As well, 59 per cent of
RPNs surveyed report working more hours on average than scheduled.
Three-quarters of RPNs (75 per cent) have assumed more
responsibilities, 74 per cent have had to miss meals or breaks, 62
per cent were asked to care for more patients, residents or
clients, and 40 per cent were unable to take earned time off.
Further, a majority of RPNs (69 per cent) are being asked to take
on additional shifts or work overtime to cover staffing
shortages.
- Unsustainable conditions continue to negatively impact
patient care: Alarmingly, 91 per cent of respondents say that
the staffing shortages have led to a negative impact on patient
care. Among RPNs impacted by the shortage, 93 per cent have
directly witnessed patient care compromised due to insufficient
staffing in the past year. The most common indications cited among
this group include: patients enduring longer wait times (84 per
cent), less consistency in patient schedules (70 per cent), longer
times to be assessed (67 per cent), and more difficulty accessing
necessary care (64 per cent).
- Mental health toll continues to be a serious concern: A
majority of RPNs (64 per cent) reported that the self-care and
overall mental health of themselves and their colleagues had
worsened in the last year. Seventy-two per cent say their mental
health has been adversely affected because of the work they do.
More than half of RPNs surveyed (60 per cent) are experiencing
moral distress, defined as knowing the ethically appropriate action
to take, but being unable to act upon it in their environment. This
figure is higher among nurses who've been impacted by the staffing
shortages (81 per cent). The top contributors for moral distress
include: knowing patients deserve more but being unable to offer it
(85 per cent), witnessing the impact of staffing shortages on
patients (81 per cent), and not having the resources to provide
quality patient care (69 per cent).
- The relentless strain of workplace pressures shows small
signs of easing: Eighty per cent of RPNs surveyed say their
daily experiences in the workplace have become significantly more
stressful, while 81 per cent of RPNs indicated feeling unsupported
in their role–a figure that increased significantly from 68 per
cent last year. Over half of RPNs (54 per cent) experienced or
witnessed an increase in workplace violence against nurses, and 67
per cent of those impacted by the nursing shortage felt pressured
to work in unsafe conditions.
- Reliance on agency nurses is impacting workplace
dynamics: Half of RPNs impacted by the nursing shortage (51 per
cent) believe their workplace is overly reliant on nursing
agencies, which in some cases costs the province three times as
much to meet staffing needs. In addition to the steep cost, the
reliance on for-profit agency nurses is causing a divide in the
workplace, which could have long-term effects on the nursing
workforce and culture. Forty per cent of those who report working
with more agency nurses acknowledge there is resentment towards
these nurses as they receive more pay and 42 per cent find it more
difficult to work with them as they have less familiarity with the
patient population.
- New nurses require more support when entering the field,
experienced RPNs are short on time to train: This year, almost
half of respondents (46 per cent) say a large number of new
graduates are employed at their workplace. As the province ramps up
its efforts to recruit new nurses, the addition of new graduates
and Internationally Educated Nurses (IENs), while needed, presents
challenges that need to be considered. The survey revealed only a
third of new graduates (32 per cent) feel prepared to enter the
workforce after graduation and the majority (62 per cent) say they
work with more patients than expected. Additionally, 52 per cent of
surveyed Ontario RPNs report an increase of IENs in the workplace,
while half of this group expressed concerns about the need for more
onboarding support.
- Financial stress remains a concern for RPNs: 3 in 4 RPNs
(75 per cent) are experiencing financial stress, with 72 per cent
stating they have not seen a significant improvement in their wages
over the past year. Eighty-nine per cent believe that if wage
compression were not a factor, RPNs would want to remain in nursing
in the province. Among RPNs intending to leave the profession,
wages (84 per cent) and workloads (77 per cent) are the two leading
factors contributing to their decision, followed by workplace
culture (66 per cent), the impact of the nursing shortage (64 per
cent), moral distress (62 per cent), and unfair compensation
practices (61 per cent).
While the government has made some strides, adding 1,752 RPNs,
the province also saw a loss of 2,166 RPNs, resulting in 414 fewer
RPNs registered this May compared to last
year1. Although Ontario continues to graduate new RPNs, the
province is losing experienced RPNs at a faster pace. As
experienced RPNs continue to leave direct care roles, challenges
with retention paired with the slower pace of recruitment leaves
the provincial healthcare system–and the well-being of Ontarians in
an increasingly vulnerable state. In the past year, nearly a third
of RPNs surveyed (29 per cent) have changed roles in healthcare,
and among that group, 40 per cent transitioned away from direct
patient care roles. Moreover, the entry of a large number of new
nurses into the workforce underscores the necessity for better
support and training programs in order for those nurses to grow
experience-based expertise.
_______________________________________
|
1
|
The College of Nurses
of Ontario RPN Registrations, May 2024
|
In response to these findings, WeRPN is calling upon the
Ontario government and healthcare
leaders to take the following tangible actions immediately:
- Introduce legislated nurse-to-patient
ratios: Urgently establish standardized, legislated
nurse-to-patient ratios to reverse deteriorating patient care and
ensure workplace safety for nurses.
- Establish competitive and harmonized nursing wages to
incentivize retention: Establish a fair and professional level
of compensation for RPNs that reflects their knowledge and skills
and is more closely aligned with their RN counterparts to
incentivize RPN retention.
- Ensure all efforts are made within organizations to meet
regularly scheduled staffing numbers in order to make sure the
impacts of short staffing do not become normalized:
Recognize and address that the current benchmarks for RPN workloads
and conditions in the workplace are harmful, and far exceed what
would have been considered appropriate a few years ago.
- Enhance access to streamlined educational
opportunities: Streamline education for experienced nurses
looking to expand their careers by supporting continuing education
and enhancing spaces in schools.
- Reduce reliance on nursing agencies: Reduce reliance on
for-profit nursing agencies with the development of more
strategically planned full-time nursing positions.
"The provincial government and healthcare leadership teams must
continue to take action to further tackle increasing RPN staffing
shortages head-on," adds Martin. "We are at a critical inflection
point in our healthcare system, and we are asking leadership to
demonstrate to RPNs that they acknowledge the significance of these
challenges, that they understand their invaluable contributions to
the health of Ontarians, and that they will take urgent action to
return to RPNs their ability to provide optimal care for
patients."
Learn more about this year's survey findings here.
About the WeRPN study: From March 15 to 25, 2024 an online survey was
conducted among 1,304 Registered Practical Nurses across
Ontario, by WeRPN. For comparison
purposes only, the sample plan would carry a margin of error of +/-
3 percentage points, 19 times out of 20. Discrepancies in or
between totals are due to rounding.
About WeRPN: WeRPN is the
professional voice of Registered Practical Nurses (RPNs) across the
province. There are 60,000+ RPNs in Ontario. WeRPN builds the profile and
professional capacity of RPNs so they can better care for
patients and better support their fellow healthcare
workers. Follow us on social media, Facebook, Instagram, LinkedIn,
Twitter, YouTube and TikTok.
SOURCE Registered Practical Nurses Association of Ontario (WeRPN)