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Explore a Career as a Public Health Nurse

Nurse Types / Public Health Nurse

As America and the entire world, enters the second year of a global pandemic, the need for public health nurses has never been greater. Public health nurses make up the largest segment of professional nurses, with the latest estimates indicating they comprise 63% of the nursing workforce. They play a crucial role in disease prevention and in promoting public health and safety.  Public health nurses are active in their communities, working to improve the health and well-being of residents.

 In this article, we will explore:

What are the main responsibilities of a public health nurse?

One of the primary responsibilities of a public health nurse is education. They share their knowledge of disease control and prevention within the communities they serve to help boost overall health. Public health nurses may visit senior centers, schools, and other community organizations as part of their education efforts. As frontline healthcare workers, they are the first line of defense against disease and illness.

Public health nurses have many responsibilities beyond public education. The Quad Council of Public Health Nursing Organizations sets the national policy agenda on issues relating to public health nursing. The organization established what it calls the 8 tenants of public health nursing that outlines the duties and competencies expected of all nurses who enter this sector of healthcare.

  • Analytic and assessment skills. This includes population-based assessment, policy development, and evaluation of assurance processes to verify they are comprehensive and systemic.
  • Policy development and program planning skills. Public health nurses must engage in advocacy with local, state, and federal agencies to improve access to healthcare services in underserved communities.
  •  Communication skills. Assessing the healthcare needs of communities – including underserved communities – requires solid communication skills. Public health nurses must regularly solicit feedback from individuals, families, and groups, especially when planning educational outreach or other healthcare events.
  •  Cultural competency skills. This applies to both the delivery of healthcare services and the collection and analysis of data that determine unique programs and services within culturally diverse communities.
  • Community dimensions of practice skills. Public health nurses use this skill to identify research issues at the community level and to collaborate with community partners in the pursuit of health and well-being promotion for residents.
  • Public health sciences skills. The primary emphasis is on preventative healthcare and the delivery of services that promote health and well-being to all community members. Information collected can help formulate unique programs and services, especially for underserved communities.
  • Financial management and planning skills. A core responsibility of public health nurses is to seek out and manage healthcare resources within the community to ensure equity.
  • Leadership and systems thinking skills. Public health nurses must advocate for underserved communities. This includes identifying and reaching out to potential healthcare partners and agencies willing to help provide equal access to healthcare services and programs.

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Who do public health nurses work with?

One of the biggest advantages to working as a public health nurse is the versatility the position offers. They can work with community health centers, government agencies, and nonprofit organizations. Nursing professionals who would like a career in the military can work as Army public health nurses. Once enlisted, they are tasked with assessing the risks in Army communities, promoting the overall health and wellness of soldiers, and developing healthcare programs designed to limit the spread of disease.

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How do I become a public health nurse?

Before you can work as a public health nurse, you must first obtain your RN licensure. To become an RN, you must earn a Bachelor’s degree in Nursing (BSN) from an accredited four-year nursing program. As with other nursing professionals, public health nurses are required to take CEUs to maintain their licensure. CEUs that focus on community health is crucial for staying relevant in your field. Incredible Health offers free CEUs for public health nurses. Create your free account today to get started. 

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How much does a public health nurse make?

According to Indeed.com, the public health nurse’s average salary is $67,524 as of April 23, 2021. There is the potential for an additional $11,250 per year in overtime wages. Demand for public health nurses will continue to rise as the need for community-based healthcare grows. At present, the top five highest-paying locations are:

  • Washington, D.C. at $114,101
  • Albany, N.Y. at $106,587
  • Atlanta, GA at $100,344
  • San Francisco, CA at $91,454
  • Buffalo, NY at $59,527

How public health nurses are paid depends on where they work. Some healthcare systems pay hourly wages, while others offer fixed annual salaries. Those nurses on hourly pay scales qualify for overtime.

Public health nurse salary by state
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Explore a Career as a Transplant Nurse

Nurse Types / Transplant Nurse

Becoming a transplant nurse is just one of many options you have when you join the nursing profession. Transplant nurses are licensed Registered Nurses (RNs) who specialize in organ transplants.

Transplant nurses play a crucial role during organ transplant surgeries. They work with both organ donors and recipients to help the process go smoothly. Educating both donors and recipients on the risks and rewards of organ donation is just one aspect of the job. As part of their responsibilities, transplant nurses also assist medical professionals during organ donation preparation for organ transplants. They may also support surgeons during the transplant procedure.

 In the article we will explore:

What are the main responsibilities of a transplant nurse?

More than 39,000 organ transplants were performed in the U.S. in 2020 alone. Seventeen people die every day while waiting for an organ transplant. As of February 2021, there were more than 107,000 men, women, and children on the national organ transplant list waiting for donors. With the demand for organ transplants in the U.S. continuing to rise, the need has never been greater for nurses specializing in organ transplants.

Transplant nurses are on the front lines of the organ donation process. Here are some of the main responsibilities of transplant nurses:

  • Organ donation education. Transplant nurses are tasked with educating both organ donors and recipients about the organ donation process. This includes any risks associated with donating or receiving a donor organ, plus responsibilities and rules for both parties. If the transplant involves a living donor, they and their family members (when applicable) will be given strict guidelines on how to prepare for the procedure, and what to expect afterward. Organ recipients are prepped for the procedure and the road to recovery.
  • Transplant preparation. Transplant nurses help prepare the donor and recipient for the procedure on the day of the transplant surgery.  They can expect to assist transplant surgeons during this phase of the process.
  • Transplant surgery assistance. Transplant nurses also assist during the transplant procedure in the operating room. Their responsibilities are directed by the transplant surgeon.
  • Transplant after-care. Following a transplant, the organ recipient will require monitoring and medical assistance during their recovery. This includes close monitoring for signs of infection or organ rejection following the transplant surgery.

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Who do transplant nurses work with?

Transplant nurses work in a variety of settings, including hospitals, ambulatory surgery centers, and specialized organ transplant facilities. They work with a team of transplant medical professionals including surgeons, transplant coordinators, and surgical technologists.

Transplant nurses also work with organ donors, recipients, and their families before, during, and after a transplant procedure. Since transplant nurses provide before and after care, they are likely to have significant contact with patients and their families.

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How much does a transplant nurse make?

The growing demand for organ transplants in the U.S. is helping to drive salary expectations for transplant nurses. RNs earn an average median salary of $75,330 according to the latest figures from the U.S. Bureau of Labor Statistics. Nurses with specialties, such as transplant nurses, can expect to earn even higher wages than the average for an RN. The highest wage earners in this nursing category were making $117,670 as of May 2020. Salaries can vary depending on location.

Transplant nurse salary by state
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How do I become a transplant nurse?

If you are interested in pursuing a career as a transplant nurse, the first step in your journey is to complete an Associate Degree in Nursing (ADN) or Bachelor of Science in Nursing (BSN). Once you pass the NCLEX-RN exam you may also choose an RN to BSN program. This program will shorten the normal four-year BSN program to one to two years. Transplant nurses must work as RNs for two years before qualifying for the Certified Clinical Transplant Nurse Certification exam offered by the American Board for Transplant Certification.  

Nursing candidates who know they want to specialize in organ transplants should take courses focused on medical-surgical techniques and best practices. Additional training in critical care and intensive care settings are also recommended. Incredible Health offers free nursing CEUs for all phases of your nursing career. Sign up for your free account to get started today. 

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At Incredible Health, it's a team effort to achieve our vision: Help healthcare professionals live better lives. Many are licensed practitioners themselves; others are simply passionate writers and leaders dedicated to providing valuable resources to nurses.

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Incredible Health Featured on Healing Healthcare with Ellen Pompeo

ellen pompeo interviews incredible health ceo

Incredible Health CEO, Iman Abuzeid, recently joined Ellen Pompeo of Grey’s Anatomy, and her co-host Sheena Williams on Ellen’s Instagram series, Healing Healthcare. The series is dedicated to highlighting women and people of color in healthcare leadership positions.

Iman, Ellen, and Sheena discuss how Incredible Health is changing the game in healthcare careers, and the importance of prioritizing a nurse-centric and diverse hiring process. Watch the full conversation on Instagram, or check out the highlights below.

Conversation highlights

[1:18] Tell us about Incredible Health

Incredible Health is the fastest-growing career platform for healthcare workers in the U.S. today. Hospitals and health systems use our software, our custom matching technology, and our screening technology to hire nurses in permanent roles in 20 days or less.

There’s three key ways we do this.

The first is that the employers apply to the nurses instead of the other way around. As you can imagine, the nurses absolutely love that because they create a profile, they sit back and relax, get interviews from different hospitals, and they get to choose which interviews to accept or decline.

The second is we built a lot of pre-screening and pre-vetting technology. Our software automatically screens these nurse profiles.

Then we have very detailed custom matching algorithms that make sure that nurses are connected to the right employment opportunities.

So for example, let’s say you’re a hospital recruiter at Baylor Scott & White or at Cedars Sinai. You don’t want to see 200 nurses. You want to see 10 that are the exact right fit for you at the time.

The same this if you’re a nurse. If you’re a highly-sought-after ICU nurse, ER nurse, OR nurse, you don’t want to hear from 100 employers. You want to hear from 5 that are the exact right fit for you.

The end result of all of this is that hires happen in in 20 days or less, compared to the industry average of 90 days.

Ultimately we are also saving hospitals and health systems a dramatic amount of money – at least $2 million dollars per facility per year in travel nurse costs, in overtime costs, and it also helps reduce burnout too.

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[3:10] Why is the industry average time-to-hire 90 days?

We are in the middle of a huge labor shortage. Healthcare is the biggest labor sector in the U.S. by number of workers. One in eight Americans works in healthcare.

Our demand for healthcare in the country keeps going up. Our population is aging, obviously pandemics don’t help, and there’s simply not enough workers in the system.

We’re expected by 2024 to be one million nurses short. It is the biggest labor shortage we have in this country today.

Unfortunately the way hospitals and health systems hire really hasn’t changed since the late 90’s. They post a job and hope something happens. What we often hear from nurses is, “Hey, I applied at 10, 15 places and I usually never hear back. If I hear back it takes two or three months.” So we just figured this is crazy. There has to be a better way, and that’s how we came up with this whole concept of Incredible Health.

[5:32] Philadelphia is one of the biggest hospital cities in the country, but even here, you can apply to every hospital and it still may take you a couple of months to hear back. All of the hospitals are having shortages right now and it’s taking them months to pick up the extra staff. In the meantime, it just makes the rest of the nurses want to quit too. It’s like a snowball effect of a problem.

There are a lot of issues in the market that are causing this problem. I mentioned earlier how we are supply constrained. There’s a few reasons for that.

One is that the nursing schools cannot train enough people. There are waitlists for nursing schools that are in the 10s of thousands of applicants, who can’t get in because the nursing schools don’t have the capacity to train more, because they don’t have faculty. They don’t have enough nurses to train the nurses.

The second bottleneck is what happens right after nursing school. When you’re a new graduate nurse, it is hard to find that new job where you can get trained. And there are just simply not enough health facilities out there that are willing to train nurses.

Another big issue that’s happening is retirement. About 25% of nurses are in the baby boomer generation, and they are approaching retirement over the next few years. So we have a huge part of this nursing workforce that’s about to retire as well in the next three to five years.

So this whole combination of issues is a big part of why we have such a large shortage.

[9:48] With this business, you’re really empowering nurses. You’re helping nurses realize their power and that they have a choice where they go for work. When people are empowered, they want to do a better job and they feel better. When nurses and healthcare professionals feel better, feel respected, feel heard, feel like they have a seat at the table, they’re going to want to do their job better. You’re going to have a happier workplace.

Healthcare workers are overworked and under-appreciated. We see it in fictional TV shows and even in real life, in 2020 especially. We do want to be the one service out there that’s giving them a delightful experience because they should be valued.

[13:05] When nurses are hired through our platform, retention actually goes up. Many hospitals and health systems struggle with turnover and with retention. They struggle to keep their employees on the team, and happy.

We think the reason for this is because, when a nurse is using the Incredible Health service, he or she is able to consider multiple opportunities and choose from several interviews before actually choosing a specific employer. So it’s a very informed job search process that they’re using.

[13:45] One of the things we talk about is racism in the different fields of nursing. How do we get nurses of color to feel like they can apply for nursing jobs that aren’t typically seen as fields that black nurses are going to be able to get into?

[16:58] The reason the topic of diversity in healthcare workers is so critical is because all the data and research shows that when patients are working with a diverse workforce, their outcomes are better.

A lot has to do with that patients want healthcare workers who they relate to. If you’re a black patient interacting with a black doctor or black nurse, you’re more likely to listen and follow their recommendations. As a result you have better outcomes.

For Incredible Health specifically, there’s a few ways we’re addressing this.

Number one is that we are presenting the applicants to employers through random sort, so every nurse has equal opportunity to be noticed. Another thing is that nurses can use avatars as their picture instead of a profile picture, which allows nurses to help remove the element of race from one part of their profile.

We noticed early on that employers were biasing against nurses that lived further away, regardless of where the nurses said they wanted to work. So we thought, what would happen if we removed the current location of the nurse? When we did that, the human bias just went away.

There’s a huge amount of opportunity when you’re working with software and tracking these interactions to implement solutions like this that will counter any kind of human bias.

[26:29] When a patient feels safer with someone who looks like them, this is because of systemic racism and has been proven over hundreds of years.

The academic research proves this. When you look at minority patients of any type, even if you control for income, health insurance status, location, etc. these patients still have worse outcomes across every area of healthcare.

One way to counter that is to have a diverse workforce.

[27:05] What do you have planned for the future?

In the early days of the company Incredible Health was the place where nurses found their next job. What we’ve expanded to is being the place where a nurse manages his or her career. What that means is we’ve added a lot of free services and tools for nurses that any nurse in the country can use.

For example, we offer free continuing education to every nurse in the country, which is needed in many states to renew their licenses. It’s usually something that nurses had to pay for out of pocket. Over $250 million dollars is spent by nurses in the U.S. every year on continuing education. This is crazy. It’s online content that we can provide for free. So we added that to the platform.

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Another is we provide free salary estimates to nurses in the country. 80% of nurses are not fully informed about what they should be getting paid, especially in different cities. They’re collecting information on salaries from friends and so on, and it just shouldn’t be that way. We’ve collected a huge amount of salary information on our platform and are able to provide these salary estimates for free.

More recently we launched an exclusive social network that’s just for nurses. Nurses have often commented that they don’t feel that safe on social media. It was important for us to create a social network exclusively for them where they can post anonymously. This is a place where nurses are able to support each other and give each other advice. The topics range from “How do I change specialties?” to things like “What’s the best scrub brand I should use?”

Nurses have gone through a serious amount of stress especially in the last 12 months. One of the key ways to alleviate that is to interact more with their peers.

[32:36] Hospitals are learning that they have to do more for their nurses. Have you felt that hospitals feel like they have to measure up more?

In addition to prioritizing patient care, hospital executives do have to prioritize their workforce. They are operating in a very competitive market and competing intensely for talent.

The other thing about hospitals is that they run on very thin margins. So when you do have a lot of travel nurses, those additional costs that the hospital is incurring are very problematic. Every hospital we talk to is under a lot of pressure to reduce their travel nurse costs and premium labor costs, because it’s impacting their bottom line. What better way to do that than to hire permanent nurses faster, and to treat them better so they don’t leave?

That’s why Incredible Health intentionally only focuses on permanent workers because that’s what the hospital executives want. Even for a nurse, they may spend maybe two or three years of their career as a travel nurse. The rest of the time they are permanent workers. They do want to be dedicated to a specific employer and a specific unit and a specific team.

[33:52] Hospitals spend so much money on precepting new nurses all for their retention to be low and/or paying more money for travel nurses all for them to leave in three months. It makes total sense that they would just hone in on trying to keep the nurses that they have. Nobody ever goes to the nurses and asks why they’re leaving.

[41:13] There’s a generational thing going on too. When you read surveys and reports about millennials and gen Z across – all industries, not just healthcare – they are making employment decisions based on things like how diverse is the workforce, or based on how flexible the employer will be with them.

So these newer generations are asking for more, and they’re getting it. Especially in areas where we have huge shortages – healthcare being one of them. Tech is another industry where we have massive shortages in software engineers and so-on. You can see these employees realizing they have the upper-hand.

We want to make sure that we remain healthcare worker-centric, and we always prioritize their needs because that’s ultimately what it’s going to take to win in this market.

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Overview of the Clinical Nurse Educator Position

Nurse Types / Nurse Educator

Nurses require significant training and education to enter the field. One of the more critical roles within nursing is the nurse educator. This position differs from traditional nursing in that you don’t have patients. Instead, the nurse educator works with students.

 In this guide, we will cover the following:

Let’s explore!

What is a nurse educator?

A nurse educator is an advanced practice registered nurse who teaches nursing curriculum mostly at colleges and universities. They stand at the forefront, shaping the future nurses of the world.

Nurse educators work with all types of nursing students.

They generally tend to help:

  • Prospective nurses beginning coursework
  • Recently licensed registered nurses
  • Nurses seeking certification within a specialty
  • Graduate student nurses pursuing advanced degrees
  • Nurses switching units within a hospital

Nurse educators work with a diverse student population. They must possess the requisite skills and knowledge to help their students. In many ways, they may serve as the first mentor to a nurse.

In addition to working at colleges and universities, nurse educators also may work in clinical settings.

What does a nurse educator do?

The nurse educator must prepare the nursing student for the field. Given that, their scope of practice casts a wide net. The specific duties of a nurse educator are outlined below.

Create curriculum

The nurse educator must develop a course curriculum, determine the classroom structure, and choose what kind of textbooks and references the students will use.

These choices will help guide the way their classroom operates. A good nurse educator will choose reputable resources and reading material for the students to engage with. Also, figuring out a methodology that accommodates the students’ needs is critical, too.

Oversee lab and clinical work

As a nurse educator, you serve in a supervisory position with the students. This is especially important when it comes to their labs and clinical work. You will analyze and guide their patient interactions and provide feedback on their results.

Lecture and facilitate discussions

Nurse educators need to present lectures on a bevy of issues and help students dissect and investigate ideas through discussion. Some of the topics you might explore with your students include standards of care, health policy, care of specific populations, specialization and more.

The important part is having a breadth of knowledge and ability to use engaging discourse.

Supervise research, internships, and student teaching

You will oversee students as they venture into their clinical assignments, research projects, and teaching field experience.

Publish research

For those nurse educators who teach at universities, you will perform research in addition to teaching. You will have an opportunity to study trends, evaluate policies, and research topics like improving patient care.

Often, nurse educators receive publication within peer-reviewed journals. They have the opportunity to present works that deal with global health or nurses’ mental health.

Given their authority as nurse educators, their work can make a significant impact within the nursing world. For example, a study on nursing burnout can help improve work policies for nurses around the country.

In what settings do nurse educators work?

Nurse educators have the flexibility to work in a variety of settings. However, most of work within the field of academia or higher education. According to the Bureau of Labor Statistics, these are the top five fields that they work in:

  • Colleges, Universities, and Professional Schools
  • Junior Colleges
  • General Medical and Surgical Hospitals
  • Technical and Trade Schools
  • Business Schools and Management Training

These are some of the specific roles that a nurse educator can perform:

  • Professor
  • Unit-based educator
  • Hospital educator
  • NCLEX educator
  • Associate Dean of a nursing school
  • Dean of a nursing school
  • Administrative nursing staff

How do I become a nurse educator?

To become a nurse educator, you must have at least a Master of Science in Nursing (MSN). Some nurse educators have doctoral degrees. The degree you choose depends on what you want to teach.

If your goal is teaching full-time at the university, you should receive your Ph.D. or Doctor of Nursing Practice (DNP). Nurse educators who want to work at community colleges or other settings can work with an MSN degree.

Step 1: Gain experience as an RN

The first step involves getting your RN license and developing experience. As stated, some nursing programs won’t take you as a student unless you have completed a couple of years as a registered nurse. Also, it’s essential to have RN experience so that your knowledge base isn’t hypothetical but based on practice.

Step 2: Obtain your BSN

After gaining experience as an RN, it’s vital to receive your Bachelor of Science in Nursing.

Step 3: Enroll in an MSN or DNP program

Whether you choose a Master of Science in Nursing or Doctor of Nursing Practice program depends on the field of practice you want to pursue.

Step 4: Earn your CNE (Certified Nurse Educator)

Though you don’t have to receive certification to teach, it may give you a leg up on the competition. Nurse educators can obtain certification through the National League for Nursing and by taking the Certified Nurse Educator (CNE) exam.

To take the CNE exam, you must have an MSN and an active and unrestricted RN license.

What is the salary and career outlook of a nurse educator?

According to the Bureau of Labor Statistics (BLS), the mean annual wage for nurse educators is $82,040. Of course, the salary for nurse educators depends on a host of factors. This includes the level of education, experience, and location.

The career prospects look good as the American Association of Colleges of Nursing reports that one-third of the current nursing faculty will retire by 2025.

The field is ready for new nurse educators to prepare the nurses of the future. If that’s you, we can find you a job.

FAQs

What is a nurse educator?

A nurse educator is an advanced practice registered nurse who teaches nursing curriculum mostly at colleges and universities.

How much does a nurse educator make?

According to the Bureau of Labor Statistics (BLS), the mean annual wage for nurse educators is $82,040.

What does a nurse educator do?

– Create curriculum
– Oversee lab and clinical work
– Lecture and facilitate discussions
– Supervise research, internships, and student teaching
– Publish research

Nurse educator salary by state
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    At Incredible Health, it's a team effort to achieve our vision: Help healthcare professionals live better lives. Many are licensed practitioners themselves; others are simply passionate writers and leaders dedicated to providing valuable resources to nurses.

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    Study: 186% Pandemic Spike in Nurse Demand Worsens Turnover and Stress

    Nurses have carried a heavy burden since the COVID-19 pandemic hit the U.S. in March 2020. A year later, we wanted to understand the full scope of the pandemic’s impact on American nurses: what that burden has felt like, the impact of the pandemic on nurses’ physical and mental well-being, and what kind of career choices they made during this prolonged emergency. 

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    To learn more, we analyzed our own proprietary hiring data and surveyed nurses nationwide in February of 2021. The perception that nurses struggled professionally and personally during the pandemic was a reality. While bright spots stand out – including compensation – it’s clear there’s more to be done to support our critical healthcare workers. 

    High turnover was driven by state surges, attractive salaries 

    The pandemic created a flurry of movement in the nursing field. 80% of Chief Nursing Officers and Chief Human Resource Officers report an increase in permanent nurse turnover during the pandemic. The average was a 7% increase from health systems’ standard turnover, and was driven by nurses choosing early retirement, joining travel agencies, or resigning due to increased fatigue and burnout.

    In the states hit hardest by the pandemic, nurses took steps to relocate or find new jobs when the pandemic peaked. For example in New York, there was a 400% increase in New York-based nurses looking for new jobs on Incredible Health in March and April of 2020 (during the state’s surge). Over 30% of those New York nurses indicated they wanted to leave the state. 

    [ Read: A Complete Nursing Resume Guide With Templates ]

    Finances were also a major factor in turnover. A full third of nurses indicated they’d experienced personal or family financial hardship in the past year due to the pandemic. As a result, nurses joining Incredible Health in 2020 were 26% more likely to consider a job change to earn a higher salary than those who joined in the months leading up to the pandemic. 

    Nurse salaries and signing bonuses have gone up during the pandemic

    The good news for nurses seeking higher pay: they were likely to get it. The urgent need for healthcare workers combined with a national nursing shortage resulted in higher salaries and bonuses. 

    The average annual salary for permanent, experienced nurses on Incredible Health’s platform increased from $112,000 before the pandemic to $122,000 by the end of 2020. In California, the average nurse salary on Incredible Health increased from $110,000 to $132,000 over the same period.

    [ Read: The Highest-Paying States for Nurses ]

    Signing bonuses also increased. Nationwide, pre-pandemic signing bonuses averaged $8,200 for specialized, experienced nurses. During the pandemic, signing bonuses increased 12% to an average of $9,190.

    Certain specialties surged in demand while others dropped 

    Unsurprisingly, demand was highest for nurses whose specialties put them on the front lines caring for COVID-19 patients. Demand for Intensive Care (ICU), Progressive Care (PCU), Cardiac Care, and Emergency nurses grew by 186% in 2020 compared to a pre-pandemic period. 

    Other specialties did not see such an increase. In fact, there was a 15% drop in demand for nurses in Pediatrics, Orthopedics, Labor and Delivery, and Oncology departments. Patients often delayed elective or low-urgency procedures in these areas during COVID-19 surges.

    Despite progress, employers must do more to protect nurse health and safety

    An Incredible Health study from May 2020 found that as little as 37% of nurses received appropriate personal protective equipment (PPE). Today, a far greater share, 80%, say they’re being provided adequate PPE by their facilities. Regardless, nearly a quarter, 23%, still contracted COVID-19 sometime in the last year.

    Recently, a new tool to protect healthcare workers from COVID-19 has become available: the vaccine. The CDC has recommended that healthcare workers be among the first to receive the COVID-19 vaccine. 

    73% of nurses responded that they’d already received at least one dose. However, that leaves over a quarter of nurses unvaccinated. While vaccine shortages are certainly a factor, it’s important to note that some vaccine skepticism exists among nurses. Of those surveyed who have not yet received a vaccine dose, 33% say they don’t plan to take the vaccine at all, even when one becomes available to them.

    A glaring problem: nurse mental health

    The COVID-19 pandemic continues to take a significant toll on nurses’ mental health. 89% of nurses say they’re experiencing increased stress, anxiety, or depression.

    [ More: Mental Health and Wellness Toolkit for Nurses ]

    Meanwhile, health systems are struggling to adequately address the increased mental health needs of their nursing staff. 73% of nurses say their facility is not providing enough support to deal with the added stress of the pandemic. This problem has gotten worse as the pandemic has progressed; In May 2020, 59% of nurses felt their facility’s mental health support was insufficient. 

    Overwork is one contributing factor. In May 2020, 34% of nurses reported working additional shifts to help with COVID-19 patients. Consequently, in February 2021 58% of nurses reported less time with family since the pandemic began, while 44% reported less leisure time in the same period. 

    This shortage of personal time to decompress, especially after emotionally taxing shifts, can compound the already negative impacts to nurse mental health. 

    Unfortunately, a majority of nurses (73%) still don’t feel their local community appreciates their sacrifices. Without strong community support, it is easy to see why American nurses are struggling.

    How employers and community members can help

    The data demonstrates what we anecdotally already know: nurses have worked hard to keep their communities safe during the pandemic and have personally struggled as a result. They deserve our recognition and respect for their herculean effort. 

    The number one thing non-healthcare workers can do to support them is to follow the CDC’s guidelines. If you are not a healthcare worker, keeping yourself and your communities safe will lower the pressure on healthcare systems and nurses. You may also consider thanking a nurse in your life with a note, a gift, or another form of support. Finally, employers, health tech organizations, and others in the industry can work toward providing more coping resources for stress, anxiety, and burnout. 

    If your hospital is looking for a better way to hire nurses, click here. Incredible Health’s award winning marketplace technology can help your talent acquisition team hire permanent, experienced nurses in 20 days or less, save at least $2M per year per facility, and improve nurse retention. 

    You can download the visual report here. 

    Methodology

    We analyzed data from more than 60,000 Incredible Health nurse profiles as well as over 14,000 interview requests from employers on the platform from 2019 through 2021. We also surveyed more than 500 registered nurses in the United States in February 2021.

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