who can help me?
March 2011 The Florida Nursing Shortage 1
The economic recession has temporarily
resolved the nursing shortage in Florida.
Presently, the supply and demand of nurses
(both RNs and LPNs) is close to
equilibrium, resulting in a tight labor market
particularly for new graduates. As a result of
the recession, hospitals have laid-off
employees and delayed hiring new
employees, employee turnover has
decreased, nurses working part-time have
increased their hours at work, while others
have delayed their retirement plans or
returned to work to support their families.
As the economy slowly improves, we can
expect these economic drivers will shift:
some employees will reduce their hours at
work, others will resume their retirement
plans and leave the workforce, and the aging
population will need more healthcare – all of
which will lead to gradual increased hiring
of more nurses.
Florida’s nurse workforce status and the
predicted future nursing shortage is affected
by a confluence of demographic effects: an
aging population requiring more health care,
simultaneous retirements of large numbers
of Baby Boomers in the nurse workforce,
and projected state population increases.
Factors that will increase the number of
people seeking access to healthcare include:
1) increased focus on primary prevention of
chronic diseases and utilization of
preventive screening procedures, 2) demand
for elective surgeries will resume as the
recession ends, and 3) the uninsured will
gain access to healthcare as a component of
healthcare reform. As the health industry
moves from the traditional illness model to
an emphasis on health promotion and
primary care, an increase in nurse
practitioners will be needed. Thus,
implementation of healthcare reform will
also play a key role in nurse employment.
The Florida Center for Nursing (Center)
predicts demand for nurses will increase
sharply beginning in 2014, coinciding with
full implementation of healthcare reform.
Complicating these demographic and
market-related shifts are limitations in the
ability to expand nursing education
programs and problems retaining nurses in
the Florida nurse workforce. As a
consequence, the Center’s forecasts of nurse
supply and demand predicted that by 2025
there will be a shortage of more than 50,000
RN full-time equivalents (FTEs) and more
than 12,500 LPN FTEs. 1 (The Center does
not calculate forecasts for ARNPs because
the forecast models used are not designed
for this purpose and the Center’s surveys of
nurse employers focus on industries which
employ mainly RNs and LPNs. However,
the Center does have supply, demand, and
education data for ARNPs.)
This paper reviews the most current data
available on various elements of the nurse
workforce in Florida, including nurse supply
and demand, nursing education capacity,
and nurse retention and turnover. The
information presented here comes from
original research conducted by the Florida
Center for Nursing and is available on our
website. The following points summarize
the highlights of our recent work:
Although there are over 187,000 RNs in Florida’s potential nurse workforce (an
active license, Florida address, no
disciplinary restrictions) the Center
estimates that approximately 160,303
(85.5%) are actually working in nursing
in Florida. Among the potential LPN
The Florida Nursing Shortage
March 2011
March 2011 The Florida Nursing Shortage 2
workforce, an estimated 83.3 percent are
working as LPNs in Florida.
About 80 percent of RNs were working more than 36 hours per week in 2009, a
figure that is higher than national
estimates of full-time RN employment in
2008 and is likely due to the recent
economic downturn.
The most common employment settings for RNs were hospitals (63.8%), home
health care (7.9%), ambulatory care
facilities (4.9%), and long term care
facilities (4.6%).
Florida’s nurse supply is becoming more diverse in terms of gender and
race/ethnicity. The average age of nurses
is increasing; the average age of RNs in
January 2010 was 48.6 years.
Nearly 6,800 RN positions (full- and part-time) and 1,400 LPN positions were
vacant as of June 30, 2009. The majority
of RN vacancies were in hospitals, while
the majority of LPN vacancies were in
skilled nursing facilities.
If vacant nurse FTEs (as of 2009) were filled, the state and local tax earnings on
these salaries would be approximately
$30 million.
When surveyed by the Center in June 2009, many nurse employers expected
considerable growth in RN and LPN
employment over the next two years,
mostly in home health and hospitals.
Demand for nurses has changed in the past two years relative to the economy.
The Center predicts that demand for nurses will soar to over 50,000 RN FTEs
and over 12,500 LPN FTEs in 2025 as a
result of retiring nurses, an aging
population needing more care, and
healthcare reform implementation. These
predicted RN vacancies in 2025 translate
into an estimated $226 million in state
and local tax revenues were the positions
filled.
Nursing education programs in Florida denied admission to over 20,000
qualified applicants in Academic Year
2009-2010 – over 50 percent of the
qualified applicants to LPN, RN
associate’s degree, and RN
baccalaureate degree programs were
turned away.
The most consistently cited barriers to program expansion are limited clinical
sites, lack of funds to hire faculty, lack
of qualified applicants for faculty
positions, and lack of campus resources.
From academic year (AY) 2008-2009 to AY 2009-2010, the number of pre-
licensure graduates from ADN and BSN
programs increased by 1.1% and 7.8%
respectively. LPN programs reported a 6
percent decrease in graduates.
Solutions to the nursing shortage, while often viewed as costs, may also have
economic benefits for the state. The
salaries earned by nurses filling
currently vacant positions would
contribute to the gross state product and
state and local tax revenues. Reducing
nurse turnover also reduces costs to
employers.
Most importantly, solutions to the shortage will assure Floridians access to
an adequate, qualified, nurse workforce
to meet their health needs.
Nurse Supply
Florida’s potential nurse workforce is
comprised of those nurses who are eligible
to work as nurses in this state by virtue of
having an active license, no disciplinary
restrictions, and a Florida address. Not all
nurses in the potential nurse workforce are
actually working as a nurse. The Center
recently completed a survey of over 90
percent of all licensed nurses in Florida who
renewed their licenses in 2008 and
March 2011 The Florida Nursing Shortage 3
2009. Our Nurse Workforce Survey found
that of the potential nurse workforce, 85
percent of RNs, 90 percent of ARNPs, and
83.3 percent of LPNs were employed in the
field of nursing in Florida. 2,3
The estimated
number of working RNs is 160,303.
However, since some nurses work part-time,
the estimated number of full-time equivalent
(FTE) RNs is lower still at 143,538 (Figure
1).
About 80 percent of RNs, ARNPs, and
LPNs in Florida were working full-time (36
or more hours per week), and an estimated
849 RNs were employed in nursing for
every 100,000 Floridians. 2
Similarly, the
2008 National Sample Survey of Registered
Nurses found an estimated 74.6% of RNs
were working full-time and there were 854
employed RNs per 100,000 people
nationwide. 4 Younger nurses tend to work
more hours: the average FTE is between 0.9
and 0.94 for RNs age 21-40, but drops to 0.8
for RNs above age 60. The differences in
full-time employment estimates of state and
national data may reflect both the economic
recession (which has worsened since the
national survey was conducted) causing
nurses to increase their hours worked and
other nurses to return to work, as well as the
unique nursing needs of Florida’s
population. Future Center surveys of the RN
population in Florida will allow tracking of
these data over time so that we can examine
fluctuations in nurses’ employment
congruent with population shifts and
economic changes.
Increases in Florida’s nurse workforce hide
much volatility over the past two years. The
net number of nurses in Florida has
increased by almost 16,000 from 2008 to
2010 (Table 1). 2,3
However, during this
same time-frame, a total of 24,437 nurses
left the workforce in Florida. This workforce
volatility is seen at all levels of nurse
preparation – LPNs, RNs, and ARNPs. The
most common reasons for the losses were
failure to renew a license, no longer
living/working in Florida, license upgrades
(LPN to RN; RN to ARNP), or license is
null and void.
Figure 1. Florida’s Nurse Supply and Employment Status
238,936
187,093
160,303 143,538
68,472 57,861
48,185 42,747
15,451 12,656 11,335 10,123
0
50,000
100,000
150,000
200,000
250,000
All Licensees Potentia l
Workforce
Estima ted #
Working
Estima ted FTEs
RNs LPNs ARNPs
March 2011 The Florida Nursing Shortage 4
Table 1. Components of Net Change in the Potential Nurse Workforce, 2008-2010
RNs ARNPs LPNs Total
Total Gains to Potential Workforce 27,668 2,223 10,530 40,421
Total Losses from Potential Workforce 16,172 650 7,615 24,437
Net Change in the Potential Workforce 11,512 1,562 2,919 15,993
Nurses employment settings vary by level of
preparation. The most common employment
setting for RNs were hospitals (63.8%),
followed by home health care (7.9%) and
ambulatory care facilities (4.9%) according
to the Center’s 2009 Nurse Workforce
Survey. 2 By contrast, slightly over one-third
(37.9%) of ARNPs work in hospitals, one-
quarter (26.4%) in physician or other health
care provider offices, and 10 percent work in
ambulatory care. LPN employment shows a
different pattern, as they are employed
primarily in long term care (36.5%), home
health care (15.1%), and hospitals (14.8%). 3
Over 56 percent of Florida’s RNs have a
diploma or associate’s degree, and 36
percent have a bachelor’s degree (Figure 2).
In comparison, almost 80 percent of ARNPs
have a master’s degree and almost 4 percent
have a doctoral degree.
The diversity of Florida’s nurses is slowly
starting to reflect the diversity in Florida’s
general population. Statewide, 70.5 percent
of RNs are white as are 79.5 percent of
ARNPs and 58.5 percent of LPNs. 2,3
In
contrast, the South Florida region has a
much more diverse population which is also
reflected in their supply of nurses. In South
Florida, approximately 37 percent of RNs
are white, 25 percent are African-American,
and 23 percent are Hispanic. 5 Men are
slowly becoming a larger proportion of the
nurse workforce: almost 10 percent of RNs
and almost 15 percent of ARNPs are men. 2
Figure 2. Highest Degree Held by RNs and ARNPs Working in Nursing
5.2%
10.9%
79.9%
3.9%
ARNPs
56.6% 36.3%
6.6% 0.6%
Diploma and
Associate's
Bachelor's Degree
Master's Degree
Doctoral
RNs
March 2011 The Florida Nursing Shortage 5
Figure 3. Age Distribution for RNs, ARNPs, and LPNs in Florida
Aging of Florida’s nurse supply is a serious
concern for the future of our nurse
workforce. As older nurses leave the
workforce, fewer younger nurses are
available to replace them, and these younger
nurses also do not benefit from the
knowledge transfer and mentoring of their
more experienced nurse colleagues. In
January 2010, the average age of Florida’s
RNs was 48.6 years. 2
Although a person’s
retirement plans may fluctuate with
changing state and national economic
conditions, we should realistically expect
many older nurses to retire during the next
10 to 15 years. Only ¼ of RNs and 1/3 of
LPNs are younger than 40 years (Figure 3),
and these smaller cohorts of younger nurses
will likely be unable to compensate for the
projected personnel losses due to retirement
in the next 10 years. Based on current age
statistics and retirement projections, the
future nurse supply will become insufficient
to meet the soaring demand for healthcare of
aging Floridians.
Nurse Demand Nurse demand includes employed nurses
(demand that has been satisfied) as well as
unmet demand in the form of vacancies for
RNs and LPNs. Future demand for nurses
depends on many factors, including
population growth, nurse retirements, and
healthcare reform. As of the 30 th
of June
2009, the Center estimated that a total of
6,807 full and part-time RN positions were
vacant, as were about 1,400 LPN positions. 6
Most of the estimated RN vacancies were in
hospitals (71%), whereas the LPN vacancies
were predominately in skilled nursing
facilities (53%) and home health agencies
(26%). Demand for nurses has certainly
changed in the past two years in response to
economic changes.
Within a specific employment setting, the
position vacancy rates represent the
proportion of all FTE positions that were
vacant as of June 30, 2009 (Figure 4). FTE
vacancy rates for RNs and LPNs were
highest in home health agencies (RN: 8.6%;
LPN: 8.8%) and hospices (RN: 7.0%; LPN:
6.3%). FTE vacancy rates for RNs were
lowest in hospitals and public health
departments. LPN vacancy rates were lowest
in psychiatric hospitals, hospitals, and
skilled nursing facilities.
0%
5%
10%
15%
20%
25%
30%
35%
40%
21-30 31-40 41-50 51-60 61 or older
RNs
ARNPs
LPNs
March 2011 The Florida Nursing Shortage 6
Figure 4. FTE Position Vacancy Rates for RNs and LPNs as of 06/30/09
Filling vacant nursing positions is
economically beneficial for Florida. The
Center’s economic analysis shows that the
estimated vacant nurse FTEs in 2009
represented $30 million in estimated state
and local tax revenues that were not
collected because the positions were not
filled. 7
Based on information received from
industry in the Center’s 2009 Workforce
Survey, an estimated 8,200 new RN
positions and over 3,170 new LPN positions
may be created through 2011. 6 About 50
percent of new RN positions are expected to
be in home health agencies and 37 percent in
hospitals. Approximately 70 percent of new
LPN positions are expected to be in home
health agencies, 13 percent in skilled
nursing facilities, and 9 percent in hospitals.
Nationally, the Bureau of Labor Statistics
(BLS) predicts that the demand for RNs will
generate 581,500 new jobs by 2018 (22%
employment growth). 8 The highest
percentage of national employment growth
for RNs is forecast for physicians’ offices
(48%), which are expected to create 106,500
new jobs. (The Center does not survey
physicians’ offices or ambulatory care
centers, thus our demand and vacancy
numbers do not include data from these
industries.) National employment growth in
hospitals is expected to be about 17 percent,
which will generate 274,000 new RN jobs.
Other industries with high growth rates for
new RN jobs are home health care services
(33%), nursing care facilities (25%), and
employment services (24%). LPNs are
expected to have 21 percent employment
growth through 2018, generating 155,600
new jobs nationally. 9 LPN job creation will
be especially strong in home health care
agencies and nursing care facilities.
Within Florida, the Center’s forecast models
show that despite the recession and slowly
recovering economy, the implementation of
healthcare reform will increase demand for
RNs over the next 15 years (Figure 5). 1
Supply and demand are predicted to be close
to equilibrium from 2011-2013, then
demand is predicted to increase sharply
4.6
6.8
8.6
2.5
7.0
5.7
2.2
3.7
8.8
4.8
6.3
1.4
0
2
4
6
8
10
Hospital SNF Home
Health
Public
Health
Hospice Psychiatric
Hospital
F T
E P
o si
ti o
n V
a c a
n c y
R a
te RN LPN
March 2011 The Florida Nursing Shortage 7
Figure 5. RN FTE Supply and Demand Projections with and without Healthcare Reform
as the economy continues on a path of
recovery, baby boomer nurses retire,
Florida’s population ages, and healthcare
reform is phased in. These combined factors
are predicted to create a shortage of more
than 50,300 RN FTEs and over 12,500 LPN
FTEs by 2025. This worst-case scenario
translates into $226 million in state and local
tax revenues that will not be collected if
these positions remain vacant. 7 However,
the Center’s recent forecasts suggest that if
the rate of attrition (loss) from the RN
workforce is decreased by 2% (or 3,000
nurses per year) combined with an increase
in new graduates of 5% per year for six
years (30% total) then the predicted nursing
shortage will be eliminated by 2022. 1
Nursing Education
Nursing education programs have the
potential to aid in addressing long-term
demand for nurses by increasing their output
of new graduate nurses, but evidence
indicates that our education supply pipeline
suffers from a bottleneck that limits nursing
program expansion. The 2010 Florida
Center for Nursing Survey of Nursing
Programs found that pre-licensure RN
associate’s degree programs (ADN) denied
admission to almost 60% of qualified
applicants and Baccalaureate degree
programs (BSN) denied admission to 56%
of qualified applicants in Academic Year
(AY) 2009-2010 (Table 2). 10
LPN programs
also turned away over fifty percent of
qualified applicants. At present it is not
possible to distinguish the number of people
denied admission to nursing schools from
the number of applications declined. A
single prospective student may be denied
admission (or accepted) by more than one
school. Nonetheless, the percentage of
qualified applicants that were denied
admission to Florida nursing schools has
increased by 10% or more from last
academic year.
140,000
160,000
180,000
200,000
220,000
240,000
260,000
2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025
RN FTE Supply RN FTE Demand - Without HCR
RN FTE Demand - Including HCR
50,321 FTEs
March 2011 The Florida Nursing Shortage 8
Table 2. Program Capacity Measures for Pre-licensure Programs, AY 2009-2010
LPN Curriculum ADN Curriculum BSN Curriculum
# of QUALIFIED applicants 13,142 16,033 7,392
# of student SEATS 6,868 7,028 2,951
# of students ADMITTED 6,312 6,579 3,237
# of rejected applications 6,830 9,454 4,155
% of rejected applications 52.0% 59.0% 56.2%
# of NEW enrollees 5,776 6,344 2,830
# of SEATS left VACANT 1,092 684 121
Among all types of nursing programs, the
number of new enrollees to nursing
programs is smaller than the number of
students admitted. Prospective students may
often apply and be accepted to multiple
schools (thus inflating the total number of
qualified applicants), but choose only one
school in which to enroll. However, there
were also a number of vacant seats in
nursing programs – in other words, some
programs were not filled to capacity. This
may be a result of expansion restrictions,
such as a shortage of faculty or clinical
capacity limitations, which restricted the
number of students that a school could
admit.
In AY 2009-2010, Florida nursing schools
graduated 7,890 new RNs and 3,805 new
LPNs. Most of these new RNs (72%) were
from ADN programs (Figure 6). The
number of graduates from ADN and BSN
programs increased slightly (1.1% and 7.8%,
respectively), but the number of LPN
graduates decreased by 6%. A relatively
stable number of graduates over this time
period was to be expected, as the first
cohorts of students enrolled in new nursing
programs have not yet graduated. Hence,
next year we should expect an increase in
the number of graduates from the state’s
recently licensed nursing programs.
Figure 6. New Pre-Licensure Graduate Nurses, 2007-2010
3,473
4,134
1,906
3,563
5,603
1,904
4,047
5,640
2,031
3,805
5,701
2,189
0
1,000
2,000
3,000
4,000
5,000
6,000
LPN Programs RN: ADN program s RN: Pre-licensure BSN
Programs
# o
f G
r a
d u
a te
s
2007 2008 2009 2010
March 2011 The Florida Nursing Shortage 9
1,012
606
41
1,216
599
31
1,319
693
60
1,286
892
94
0
200
400
600
800
1,000
1,200
1,400
RN-BSN Programs MSN Programs Doctoral Programs
N u
m b
e r o
f G
r a
d u
a te
s
2007 2008 2009 2010
Since the October 2009 survey, the number
of post-licensure graduates has increased by
28.7 percent for MSN programs and 56.7
percent for doctoral programs (Figure 7).
Although the numeric increases for these
program types are small – 199 master’s
graduates and 34 doctoral graduates – the
increases demonstrate significant expansion,
particularly during AY 2009 - 2010. RN-
BSN programs who responded to our survey
graduated 33 fewer students in AY 2009-
2010 than in AY 2008-2009, but this is
likely an undercount of the RN-BSN
graduates as not all of these programs
responded to the Center’s education survey.
As previously mentioned, nursing education
programs reported several barriers to
program expansion. The most consistently
cited barriers are limited clinical sites for
interactive learning experiences and lack of
funds to hire faculty – cited as problems by
three-quarters of BSN programs. Lack of
qualified applicants for faculty positions
(faculty shortage) and lack of campus
resources were also cited as barriers to
expansion, particularly within BSN
programs. In contrast to pre-licensure
programs, a lack of qualified student
applicants was a significant barrier to
expansion among post-licensure programs.
Faculty vacancy rates have increased in
Florida’s nursing education programs since
AY 2008-2009. As of September 2010,
faculty vacancy rates were approximately
8.4% in LPN programs, 7.6% percent in
ADN programs, and 12.4% in BSN
programs. 10
Rising faculty vacancy rates
correlate with an increasing ratio of enrolled
students to full-time faculty positions within
all types of nursing programs. The average
age of full-time faculty members was 52.7
years in BSN programs and 51.5 years in
both ADN and LPN programs; and 16
percent of ADN and LPN faculty and almost
22 percent of BSN full-time faculty
members are over the age of 60. This age
distribution suggests that many nurse faculty
may retire in the next 10 years, increasing
the severity of the already existing faculty
shortage and causing a subsequent reduction
in program capacity.
Figure 7. Post-Licensure Graduate Nurses, 2007-2010
March 2011 The Florida Nursing Shortage 10
Nurse Retention and
Turnover
The recession has further affected the
nursing profession by decreasing turnover
rates, as nurses are more likely to remain
with their current employer in uncertain
economic times. During Fiscal Year (FY)
2008-2009, median turnover rates for RNs
were approximately 14 percent in hospitals,
with a high of 31 percent in skilled nursing
facilities (Figure 8). 6 LPN turnover was
highest within skilled nursing facilities and
hospices. Although these turnover rates are
high, they have decreased in most industries
since our previous nurse employer survey in
FY 2006-2007. Turnover rates are certainly
impacted by the economy, and data from the
Center’s next survey of nurse employers in
the summer of 2011 will provide updated
nurse turnover information.
Excessive turnover is costly for employers
as they incur expenses related to recruiting
and hiring, lost productivity, increased
payments for overtime or agency personnel,
and possibly compromised quality of care.
The Center estimated the cost of nurse
turnover in Florida during FY 2008-2009 to
be $1.4 billion. 7 Clearly, if nurse turnover
were decreased, the facility-level cost
savings could lead to higher-quality, less
expensive health care.
Complementary to reducing turnover,
emphasis must be placed on retaining the
nurse workforce. Considerations of the
effects of aging on the nurse workforce are
critical to improve retention of this cohort of
nurses - for the experiential knowledge they
contribute to the quality of care delivered,
and for their contributions to the
professional development of novice nurses.
Challenges to be addressed include the
physical requirements of nursing practice,
accommodations for diminished vision (e.g.:
improved lighting, larger fonts), and a desire
to reduce hours worked. Improving the work
environment and providing for a healthy
work-life balance will demonstrate that
employers value the contributions of multi-
generational nurses.
14.3%
30.6%
18.2% 20.3%
8.7%
15.0% 15.2%
29.2%
0.0%
27.0%
0.0%
22.5%
0%
5%
10%
15%
20%
25%
30%
35%
Hospita ls Skilled
Nursing
Home Hea lth Hospice Public Hea lth Psychia tric
Hospita l
RN LPN
Figure 8. RN and LPN Median Turnover Rates by Employment Setting, FY 2008-2009
March 2011 The Florida Nursing Shortage 11
Conclusions: Current and
Long-Term Drivers of the
Nurse Workforce
Presently, the supply and demand for nurses
in Florida is near equilibrium, as a result of
the many dynamic elements of the
prolonged economic recession. One major
factor affecting the current and future nurse
supply is the aging Baby Boomer nurse
workforce. Approximately 50 percent of
RNs in Florida are over 50 years of age, and
we can anticipate that as the economy
recovers, many RNs who returned to work
or had been delaying retirement will leave
the workforce within the next 10-15 years.
Only 26.5 percent of RNs in the nursing
workforce are younger than age 40, and this
group cannot fill the potentially large
number of vacancies that will be left by
retiring nurses. Two foremost drivers of the
future demand for nurses are the aging of the
US population and the implementation of
healthcare reform, which will emphasize
primary prevention and increase access to
healthcare. Nurses are, and will continue to
be, the largest component of the health
workforce. Thus we should keep in mind
that the current easing of the nursing
shortage is temporary, and we must continue
to work towards developing and
implementing long-term strategies to create
a sustainable nurse workforce for Florida.
Creating a sustainable nurse workforce
involves increasing the long-term supply of
nurses through targeted expansion of
nursing programs in areas of the state where
they are most needed, and retaining
currently employed nurses. Nursing program
expansion cannot be accomplished without
addressing the problems of clinical capacity
limitations and nursing faculty shortages.
Increased use of simulation technologies can
create opportunities for safe, effective
clinical learning experiences. Nursing
faculty positions must be made more
attractive to those considering a career in
nursing education, including receiving
market-competitive salaries. Furthermore,
improvements in nurses’ work environment,
such as ergonomic designs, shared
governance, role and work redesign, and
staffing at appropriate levels, are strategies
employers can use to retain their nurse
workforce.
The Center also recommends continued data
collection from nurses, nurse employers, and
nursing education programs. Through
continued study of what types of nurses
Florida has, where they work, what nurse
employers need, and changes in the nursing
education pipeline, the state and employers
can develop and evaluate specific
interventions for a sustainable nursing
workforce. In essence, continued data
collection can help the state course-correct
so that resources are expended in the most
efficient way to resolve the shortage.
Resolving the nursing shortage and creating
a sustainable nursing workforce has clear
benefits for patients and all Floridians.
The Florida Center for Nursing, as your
definitive source of information on the
nursing workforce, will continue to collect
the data needed to describe the current (and
future) supply and demand for nurses. We
look forward to being your partner in
resolving Florida’s nursing shortage.
March 2011 The Florida Nursing Shortage 12
References
1. Florida Center for Nursing. (2010). RN and LPN Supply and Demand Forecasts, 2010- 2025: Florida’s Projected Nursing Shortage in View of the Recession and Healthcare
Reform. Accessed: March 7, 2011 from:
http://www.flcenterfornursing.org/files/2010_Shortage_Forecast.pdf.
2. Florida Center for Nursing. (2010). Florida’s RN and ARNP Supply: Growth, Demographics, and Employment Characteristics. Accessed May 10, 2010 from
http://www.flcenterfornursing.org/files/RN_Supply_2010.pdf.
3. Florida Center for Nursing. (2010). Florida’s LPN Supply: Growth, Demographics, and Employment Characteristics. Accessed May 10, 2010 from
http://www.flcenterfornursing.org/files/LPN_Supply_2010.pdf.
4. U.S. Department of Health and Human Services, Health Resources and Services Administration (2010). The Registered Nurse Population: Initial Findings from the 2008
National Sample Survey of Registered Nurses. Accessed: May 18, 2010 from
http://bhpr.hrsa.gov/healthworkforce/rnsurvey/.
5. Florida Center for Nursing. Unpublished data. April 2010. 6. Florida Center for Nursing. (2010). Workforce Demand in Nursing Intensive Healthcare
Settings: 2009 Vacancies and 2010 Growth Projections. Accessed May 10, 2010 from
http://www.flcenterfornursing.org/files/ 2010_Demand_Report.pdf
7. Florida Center for Nursing. (2010). The Economic Impact of Florida’s Nursing Workforce. Accessed: March 7, 2011 from:
http://www.flcenterfornursing.org/files/Econ_Impact_2010.pdf.
8. Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 2010-11 Edition, Registered Nurses. Accessed: June 7, 2010 from:
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9. Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 2010-11 Edition, Licensed Practical and Licensed Vocational Nurses. Accessed: June 7,
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