Innovation in Action: How to Design a New Graduate Float Pool

Saturday, 7 November 2015

Kristen Jean Brown, MSN, BSN, BA, RN, CPN
Clinical Education, Advocate Christ Medical Center, Oak Lawn, IL, USA


Nurse staffing is a challenge. Float pools have been used effectively to staff units with hospital employees. Experienced nurses have almost solely made up the float pool workforce until now.


To improve staffing resources through the implementation of a New Graduate Nurse Float Pool (NGNFP) and provide new grads a means of employment in a competitive market predominately hiring experienced nurses.


Implemented in 2013, nurses apply to the NGNFP and interview with nurse managers and the Residency Coordinator. They are oriented to the six adult units they will be working. They spend four weeks on a medical/surgical unit and one week on each of the remaining units for a total of 12 weeks in addition to participating in a yearlong RN Residency program.


Of the original six NGNFP nurses, three have taken permanent positions and three remain in the float pool. An additional 19 nurses have been hired into the float pool and an Assistant Clinical Manager has been added to focus on its daily operations. Twenty more nurses will be hired in first quarter, 2015.


As a result of the NGNFP, on-boarding and orientation to the units has been enhanced by developing unit specific orientation binders, mentoring by NGNFP nurses, streamlined reporting processes and regular NGNFP staff meetings with the off-shift supervisor.

Implications for Practice:

The NGNFP has the potential to change how nurses are hired and is a win-win for the organization and nurse. To further evaluate the NGNFP nurse’s satisfaction, stress, organization/prioritization, communication and support, the Casey-Fink survey is being implemented.