Navigating the Landmines of Recruiting, Onboarding and Retention of Trauma Registrars (Live)-Handout: Navigating the Landmines of Recruiting, Onboarding, and Retention

Handout: Navigating the Landmines of Recruiting, Onboarding, and Retention

Pdf Summary

This presentation by Niki Rasnake, Trauma Program Manager at Gulf Coast Medical Center (GCMC), addresses the complex challenges in recruiting, onboarding, and retaining trauma registrars. GCMC is a Level II trauma center serving a five-county region, managing around 5000 trauma patients annually. When Rasnake assumed her role, the trauma registry faced numerous issues: high staff turnover, inadequate orientation, inconsistent data abstraction, lack of a lead registrar, backlog in state reporting, and poor pay rates below state and national averages.<br /><br />Key initial steps included developing an Inter-Rater Reliability (IRR) process, creating standardized forms, scheduling routine audits, and revising the Trauma One data system alongside establishing a data dictionary. These measures improved data accuracy and registry timeliness. A detailed orientation plan was also implemented to ensure new hires completed training successfully.<br /><br />Recruitment efforts involved revamping job descriptions to align with Department of Health (DOH) and American College of Surgeons (ACS) requirements, engaging Human Resources (HR) for market pay adjustments, and utilizing creative approaches such as local college internships and presentations at professional meetings. Despite these efforts, turnover remained high due to non-competitive pay and lack of remote work options.<br /><br />Retention strategies included providing market-based pay raises, creating a lead registrar role, involving staff in interviews and process improvements, offering ongoing education, flexible schedules, and fostering a positive work environment through team building and engagement activities.<br /><br />Significant progress occurred following new leadership in March 2025, which approved remote and hybrid work options, statewide recruitment, and additional funding for remote staff resources. These changes expanded the applicant pool, improved staff retention, and gradually reduced costly agency staffing use.<br /><br />The overall journey highlights the complexity of trauma registrar workforce management and the necessity of leadership support, strategic planning, staff involvement, competitive compensation, and flexible work options to overcome persistent recruitment and retention challenges.

Keywords

Trauma Registrar Recruitment

Staff Retention Strategies

Trauma Registry Management

Inter-Rater Reliability (IRR)

Data Accuracy Improvement

Orientation and Training

Competitive Compensation

Remote Work Implementation

Leadership in Healthcare

Workforce Challenges in Trauma Centers