Do You Know The True Cost of CNA Turnover?

Does it seem like there is a revolving door at the nurse’s station sometimes? Frequent employee turnover is common, especially when it comes to certified nursing assistants, or CNAs. A 2007 report issued by the Centers for Disease Control and Prevention discusses the high demand for CNAs in the healthcare industry. They make up around 25 percent of the paraprofessional workforce and are the frontline caregiver for people with long-term needs. So, why is the turnover rate close to 100 percent in some facilities?

Why is the CNA Turnover So High?

There is more to it than just pay scale. A 2011 study published in The Gerontologist found that many CNAs cared more about specific job factors than pay. Elements that influenced their decision to either change career paths or switch to another facility included:

  • Paid leave
  • Health benefits
  • Relationship with supervisors
  • Low job satisfaction

CNA jobs are in high demand, so it is not difficult for employees to make the switch from one job to another, but how does this high turnover rate affect employers?

What is it Costing in Dollars and Cents

The cost of replacing an employee like a CNA averages out to be about 16 percent of that person’s annual salary. If a CNA makes just over 23,000 dollars a year, that breaks down to more than 3,600 dollars for each turnover. If you employ 10 CNAs in your business, just losing three of them will cost upwards of 10,000 dollars – that is beyond payroll. Included in that number is:

  • Training costs for a new employee
  • Recruiting expense
  • Lost work hours due to the vacancy

For critical jobs like CNA, you might even have to pay overtime to fill the slot in the interim, adding even more cost.

Looking Beyond the Numbers

The revolving door costs in care quality, as well. Facilities with lower turnover rates will have:

  • Fewer hospital readmissions
  • Increased customer recommendations
  • Improved patient satisfaction

This is especially true for CNAs, who provide much of the direct care for patients. It takes time to build a relationship. Having a different assistant every month makes it hard to connect with patients that require long term care.

Health Care Teams

Effective teamwork is what stabilizes patient care in this industry. That is difficult to master when the team partners keep changing. CNA turnover has a significant effect on employee morale, as well. Working with people you know creates a friendlier work environment. This leads to:

  • Better on job performance
  • Better team efforts
  • Improved employee retention

Constant turnover looks bad to potential employees, too, affecting the business’s ability to bring in new talent at every level. So, what is CNA turnover costing the company? From budget to morale, workforce fluctuations take their toll. Certified nursing assistants create a backbone for long term care facilities, so it is worth making the effort to keep them on the job.

Let PPR help you find ways to lower your turnover rates.

Money in the trash

 

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