Courtesy of Valleycare Health System

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Last year, Jessica Jordan, RN (seated), director of education at ValleyCare Health System in Livermore, Calif., and staff introduced the hospital’s first Nursing Alumni Guild, a group of retired nurses who come together monthly to socialize and also raise money to buy new medical equipment for the hospital. Members also receive the opportunity to keep abreast of new medical developments through a series of classes.

It was an especially busy shift at Rogue Valley Medical Center in Medford, Ore., when Nancy McGrath, RN, clocked in on the med/surg floor.

“We’re so glad you’re here!” several nurses told McGrath, who had been called in to work a four-hour shift during the high-volume period.

Although McGrath had retired three years ago, she was back at work through an innovative program that allows retired nurses to continue working in slightly different capacities. Given the nursing shortage, more hospitals are implementing programs that encourage both retired and former nurses to return to work.

“When nurses get in their Winnebagos and drive off into the sunset, it’s a huge loss to the profession,” McGrath says. “Our program offers nurses the opportunity to work untraditional shifts and to continue to share their knowledge and expertise.”

McGrath was one of several retired nurses who helped design the Rogue Valley Medical Center ReturN program.

“After working for 20 or 30 years, nursing becomes a part of who you are,” McGrath says. “Many of us don’t want to give up patient care completely, but we’re physically unable to work 12-hour shifts and mandatory overtime.”

The ReturN program offers retired or soon-to-be-retired nurses unprecedented flexibility, allowing them to choose their work schedules and departments.

The medical center launched the ReturN program in 2001, and now uses about 15 retired nurses who do everything from assisting with training sessions to working in the units during high-volume periods.

“This program really allows retired nurses to call the shots and decide when and where they work,” McGrath says.

Several years ago, Rogue Valley Medical Center conducted a study that showed that the facility could lose 30% of its workforce within the next 10 to 15 years as its nurses approached retirement age.

“Rather than losing these talented nurses, we decided to pilot a program where they could work flexible hours in their area of interest,” says Anne Ackles, RN, director of systems and support at the medical center.

The response was positive, with many retired and soon-to-be-retired nurses opting to work shorter two- or four-hour shifts. Among the participants are a former vascular access nurse who helps her team during high-volume periods and a critical care nurse who trains staff on new equipment.

McGrath, 63, returned to work at the hospital after undergoing open-heart surgery and appreciates the opportunity to work on her own terms.

“Given the grueling nature of the profession, many nurses burn out by the age of 45,” McGrath says. “It’s wonderful to continue working on an as-needed basis doing tasks that are less demanding.”

Nurses in the ReturN program work on an on-call basis and are paid an hourly wage. They don’t accrue benefits, but they do receive pharmacy discounts and the satisfaction of making a difference.

“I tried to retire three years ago, but I failed,” says McGrath, with a smile. “It’s nice to continue working and still have time to spend with my grandkids.”

Hello again

Many of the nurses at ValleyCare Health System in Livermore, Calif., were having a hard time saying goodbye after retirement.

“Our retired nurses told us they missed the camaraderie they enjoyed while working in the hospital,” says Jessica Jordan, RN, MS, director of education at ValleyCare. “And we missed them as well.”

In September 2003, Jordan and ValleyCare staff introduced the hospital’s first Nursing Alumni Guild, a group of retired nurses who come together monthly to socialize and also raise money to buy new medical equipment for the hospital.