Nursing programs in Oregon rely heavily on a stable nurse faculty workforce to prepare the next generation of nurses, yet turnover continues to rise. This report presents findings from a statewide survey that focused on former nurse educators who left academic roles between 2014 and 2017. Their responses offer a firsthand look into the motivations behind their decisions to leave, including workplace dissatisfaction, career changes, and systemic pressures within educational institutions.

Survey data reveal that educators who left did not come from one singular background or type of institution; rather, their exits occurred across settings and demographics. Common themes include low compensation, overwhelming workloads, and a lack of support or appreciation in the workplace. Many faculty reported transitioning to direct care roles or retiring early, and most had left within their first five years of teaching.

The report concludes with recommendations developed by the Nurse Faculty Task Force to address recruitment and retention concerns. These include better mentoring systems, improved orientation for new faculty, more equitable workloads, and greater awareness of the financial barriers nurse educators face. Solutions must be applied broadly across Oregon’s academic nursing programs to stabilize the educator pipeline and sustain nurse workforce development.