2025 Oregon’s Nurse Well-Being
Persistent stress and emotional fatigue continue to weigh on Oregon’s nursing workforce, even as the emergency phase of the pandemic has passed. Most nurses still manage their mental health independently, and day-to-day work pressures remain the top reported stressor. The need for organizational change is clear as systemic strain endures across the profession.
From Burnout to Belonging: Nurse-Designed Approaches to Workforce Well-Being in Oregon
What happens when nurses design the solutions to their own workplace stress? Across Oregon, 18 nurse-led initiatives did just that, reshaping care environments and reframing well-being from the inside out. Discover how voice, equity, and system-level design replaced quick fixes and built lasting change.
How Much Do Oregon’s Registered Nurses Earn? 2023 Oregon Wage Study
Compensation insights from more than 1,800 Oregon nurses uncover striking wage disparities by setting, role, and geography. From public health to hospital work, the findings offer a deep dive into how pay structures impact equity and sustainability in the nursing workforce. The report empowers leaders with data to guide retention and workforce planning.
The Future of Oregon’s Nursing Workforce: Analysis and Recommendations
Oregon’s nursing workforce is shaped by more than staffing numbers. This collaborative study was commissioned to uncover what’s driving instability—and what to do about it. Grounded in data and statewide input, the report surfaces actionable insights on retention, preparation, and the evolving realities of nursing practice.
Issues Facing the Post-Pandemic Nursing Workforce in Oregon – Lasting Pandemic Impacts
Oregon’s nursing workforce is still grappling with lingering effects of the COVID-19 pandemic, from license disruptions to emergency staffing shifts. This report explores how short-term policy responses and long-term workforce trends are reshaping the profession. As the state navigates a post-pandemic future, key questions remain about staffing capacity and nurse retention.
A New View on Nurse Turnover: How the COVID-19 Pandemic Shocked the System
High nurse turnover rates were already a concern before COVID-19, but the pandemic introduced an unprecedented disruption to workforce stability. This publication explores how pandemic-related shocks altered nurses’ perceptions of job fit, community ties, and the value of staying. Understanding these shifts helps leaders better support retention and workforce cohesion.
Issues Facing the Post-Pandemic Nursing Workforce in Oregon – Stress and Emotional Health
Emotional fatigue and burnout continue to shape Oregon’s nursing workforce in the aftermath of COVID-19. This publication explores how stress, safety concerns, and organizational responses have impacted nurses’ well-being. With limited state-specific data, the report emphasizes the urgency of targeted support systems rooted in local realities.
Not Working Well: Clinical Placement for Nursing Students in an Era of Pandemic
Faced with the urgency of a global health crisis, nursing education programs and healthcare agencies in Oregon scrambled to adapt clinical placement strategies. This publication captures the resulting stress, innovation, and breakdowns that surfaced as traditional education pipelines were upended. Interviews across sectors reveal a critical moment of reckoning for how students are prepared for practice.
Issues Facing the Post-Pandemic Nursing Workforce in Oregon
COVID-19 intensified Oregon’s existing nursing workforce challenges, disrupting education pipelines and stressing care delivery systems. This report explores how these shifts affect nurse training, licensure trends, and frontline well-being. Nurse migration patterns and burnout risks reveal vulnerabilities that require immediate and strategic attention.
Nursing Maldistribution: The Intersection Between Practice Setting and Years of Nursing Experience
RNs across Oregon are not evenly distributed between care settings, especially when considering years of experience. Nurses with more experience tend to cluster in non-hospital environments, while newer nurses gravitate toward hospitals and long-term care. These patterns raise important implications for workforce planning, recruitment, and retention strategies statewide.