NR 532 Week 3 Strategic Planning Assignment

NR 532 Week 3 Strategic Planning Assignment

The Strategic Planning Assignment must be submitted by Sunday 11:59 p. m. at the end of Week 3. The guidelines and grading rubric are located below and in the Course



The purposes of this assignment are to: (a) identify and articulate key concepts of your strategic plan in a clear, succinct, and scholarly manner and (b) provide empirical, scholarly evidence to support your proposed plan.


CO 1: Evaluate and develop organizational strategic plans (SP) in relation to patient safety, economic and quality outcomes of healthcare organizations and systems.

CO 5: Synthesize and communicate research finding to promote quality improvement and safety in (PO 1, 4)

Total Points Possible: 200

Criteria For Format And Special Instructions

● This assignment must be submitted to TurnItIn™, as required by the TurnItIn™

policy. A Similarity Index of “blue” or “green” must be obtained. A score in the blue or green range indicates a similarity of less than 24% which is the benchmark for CCN graduate nursing students. Any other level of similarity index level requires the student to revise the assignment before the due date and time.

● To allow sufficient time for revision, early submission of the assignment to TurnItIn™ is highly encouraged. The final submission will be graded by

faculty. If a Turnitin™ report indicates that plagiarism has occurred, the Academic Integrity policy will be followed.

● The textbook required for this course may not be used as a reference for this assignment.

● The use of a dictionary to define or explain ethical principles or leadership is not allowed for this assignment.

● Lesson information from this course may not be used as a scholarly reference.

● A minimum of 6 (six) scholarly references must be used.

● When presenting information from a published resource, past tense verbs are required.

● Title page, body of paper, and reference page must follow APA guidelines as found in the 6th edition of the manual. This includes the use of headings for each section or topic of the paper.

● The paper (excluding the title page and references page) should be a minimum of 3 pages and not to exceed 5 pages. Points will be lost for not meeting these length requirements (too short or too long)

● Ideas and information that come from readings must be cited and referenced correctly.

● Rules of grammar, spelling, word usage, and punctuation are followed and consistent with formal written work as found in the 6th edition of the APA manual.

Operational Planning And Management : Chamberlain University 

The healthcare industry for years has been battling the issues of nursing shortages for decades and now, with the Covid pandemic, shortages have peaked drastically in the in-patient hospital setting. Not to mention the already prediction of shortages due to baby boomers retiring. Nursing shortages have caused an increase in burnout,decreased staff retention, safety concerns, and an organization’s ability to hire quality nurses. This paper aims to discuss strategic planning key concepts to reduce the nursing shortage, strategic plan and use SWOT analysis to list top two priorities.

Key Concepts of Strategic Planning

As the leadership team, we must first come up with our strategic plan by first looking at the reasons for the shortage and why nurses have resigned. This first step will comprise the chief nursing officer (CNO), directors, human resources and mid-level managers inputting on an Excel spreadsheet in a share point or TEAM’S type file listing the reason the nurse resigned or was terminated.

 The mid-level managers play a vital role in this because they are the voice of the frontline staff since they know their staff and have developed those relationships and hear/see firsthand the struggles of staffing. By getting their perspectives on what they think are the causes of shortages and what ideas they have that can be used to start formulating a strategic plan. Lastly, the executive nurse leader/CNO should be in communications throughout this planning with the owners to get their feedback and approval for the plan.

Patient and nursing safety should always be at the forefront of our minds when strategic planning is being done to improve the nursing shortage because the goal is to retain current nursing staff as well as hire more. Incentives the staff with higher referral bonuses, retention bonuses, and daily recognition of their hard work/dedication.

Encourage promoting from within and helping nurses get to the unit they want to work on by educating them. HR can increase their marketing, do market and experience pay adjustments to nursing salaries, and the organization can utilize/hire more new graduates to help reduce shortages.

The most widely used technique in strategic planning is SWOT analysis. SWOT examines strengths (S), weaknesses (W), opportunities (O) and threats (T) to select and implement the best strategy to achieve organizational goals [ CITATION Abd18 \l 1033 ]. S: staff engagement, increased education, increased hiring of quality staff, staff advancement, and commitment to the organization’s mission/vision. W: Increased cost of training new nurses and education cost, adequate resources, and burnout of preceptors.

Also, millennials do not want to be at the bedside but are looking to go into leadership or other nursing roles. O: Need more strong preceptors and revamp the preceptor training to ensure consistency in training of new hires/new graduate nurses and increase preceptor pay bonus. T: Outside agencies and organizations offering higher salaries and bonuses.


The first top priority is to address the reasons staff are leaving. When managers receive two notices, they can ask why the nurse is going and depend on what it is, maybe offering them some incentive or offering what the other organization is offering that can help to retain staff. According to Hopkinson, Oblea, Napier, Lasiowski, & Trego (2019), In hospitals, effective communication promotes efficient resource utilization, successful operations, quality healthcare service and satisfactory employee work life.

The second priority will be revamping the preceptor/mentor program to ensure everyone is teaching the same concepts regardless of their teaching style. This will ensure that

The organization has well-trained, quality and educated staff. Thus, making nurses want to stay working at the bedside for years, feel empowered and competent.

Supporting Evidence

Millennial nurses are the future of nursing as they will replace the baby boomers.

Millennial nurses desire leadership positions and are passionate about being engaged in meaningful work [ CITATION Hir18 \l 1033 ]. As leaders, we must empower, motivate,and challenge staff to want to be better and want to be a part of the success of the organization. This is a main component to retain millennial nurses.

According to the Bureau of Labor Statistics Employment Projections 2019-2029,Registered Nursing (RN) is listed among the top occupations in terms of job growth through 2029. The RN workforce is expected to grow from 3 million in 2019 to 3.3 million in 2029, an increase of 221,900 or 7%. The Bureau also projects 175,900 openings for RNs each year through 2029 when nurse retirements and workforce exits are factored into the number of nurses needed in the U.S.


In conclusion, the key concepts, SWOT analysis, and priorities must all be in the strategic plan. All are valued to help evaluate the outcomes and aid in adjusting the plan of actions as needed. With the current set of priority strategic plans, nursing shortages should improve.