The healthcare system in Saskatchewan is grappling with a significant nursing shortage, leading to widespread burnout among existing staff and compromised patient care. The escalating vacancy rates, with over 300 unfilled medical positions in the first half of 2024 alone, underscore the severity of the crisis. This represents a marked increase from the 253 full-time equivalent vacancies recorded in 2023, indicating a worsening trend. The provincial government’s primary strategy to address this shortage has been the increased reliance on contract travel nurses, a measure that has proven costly and, according to some stakeholders, ineffective in resolving the underlying issues. The escalating expenses associated with this approach, reaching $89.8 million in the 2023-24 fiscal year, raise concerns about the long-term sustainability and efficacy of this solution.
While the influx of travel nurses offers a temporary reprieve, providing bodies to fill critical gaps, it fails to address the root causes of the nursing shortage. Tracy Zambory, president of the Saskatchewan Union of Nurses (SUN), argues that the dependence on temporary staff hinders recruitment and exacerbates retention issues. The transient nature of these positions creates instability within healthcare teams and offers little incentive for experienced nurses to remain in the province. Furthermore, the presence of temporary staff can demoralize existing nurses, who feel undervalued and overworked, further contributing to burnout and attrition. Zambory emphasizes the need to prioritize retention strategies, focusing on creating a supportive and sustainable work environment that encourages nurses to build their careers within Saskatchewan. The current reliance on travel nurses, she argues, is a short-sighted solution that diverts resources away from more effective long-term strategies
The impact of the nursing shortage extends beyond urban centers, affecting rural communities as well. Barbara Cape, president of SEIU WEST, acknowledges the role contract nurses play in filling gaps in rural healthcare facilities and home care services. However, she stresses the importance of engaging with frontline healthcare workers to understand the complexities of the situation and develop more sustainable solutions. Direct communication with nurses and other healthcare professionals is crucial for identifying the specific challenges faced by these communities and tailoring solutions to their unique needs. This includes addressing issues such as access to professional development opportunities, adequate staffing levels, and competitive compensation packages that incentivize nurses to practice in rural areas.
The Saskatchewan Ministry of Health defends the use of contract nurses as a necessary measure to maintain essential healthcare services in the face of prolonged vacancies. They view this as a last resort, implemented to prevent service disruptions and mitigate the risk of burnout among existing staff. The ministry acknowledges the need for a more sustainable approach and points to the Health Human Resources Action Plan as a roadmap for reducing reliance on contract staff. The plan includes a $33.8 million annual allocation to stabilize staffing in rural and remote areas, demonstrating a commitment to addressing the specific challenges faced by these communities. However, the long-term success of this plan hinges on its effectiveness in attracting and retaining permanent staff.
Moving forward, addressing the nursing shortage requires a multifaceted approach that prioritizes both recruitment and retention. Zambory proposes the establishment of a mentorship program to support newly graduated nurses and ensure a smooth transition into the workforce. This initiative could foster a sense of community and provide valuable guidance, encouraging young nurses to remain in the profession. Furthermore, guaranteeing permanent positions for nursing graduates is essential for attracting and retaining top talent. These measures, coupled with improved working conditions, competitive compensation, and opportunities for professional development, can create a more appealing and sustainable career path for nurses in Saskatchewan.
Collaboration and open communication are crucial for developing and implementing effective solutions. Zambory plans to meet with Health Minister Jeremy Cockrill to discuss the formation of a nursing task force, a platform for stakeholders to collaborate and develop actionable strategies. This collaborative approach, involving nurses, healthcare administrators, and government officials, is essential for creating a comprehensive plan that addresses the root causes of the nursing shortage and ensures the long-term sustainability of Saskatchewan’s healthcare system. The task force can serve as a forum for sharing insights, identifying best practices, and developing innovative solutions that address the complex challenges facing the province’s healthcare workforce.
