Survey Data Tables

Analysis of the survey responses are presented in tables and charts below:

Survey Respondents & Response Rates

Demographic Characteristics of Survey Respondents

Demographics	RN = 15,786		LPN = 1,362
	n	Estimate	n	Estimate
Age
<25 years	80	0.5%	*	*
25 to 34 years	1,177	7.5%	95	7.0%
35 to 44 years	2,318	14.7%	211	15.5%
45 to 54 years	3,088	19.6%	268	19.7%
55 to 64 years	4,100	26.0%	397	29.1%
65 to 74 years	4,050	25.7%	313	23.0%
75+ years	793	5.0%	55	4.0%
Unknown	180	1.1%	19	1.4%
Gender
Female	14,178	89.8%	1,249	91.7%
Male	1,334	8.5%	90	6.6%
Gender non-binary/ Genderqueer/Transgender	36	0.2%	0	0.0%
Prefer not to respond	168	1.1%	14	1.0%
Unknown	70	0.4%	*	*
Race
White	14,179	89.8%	1,006	73.9%
Black	886	5.6%	293	21.5%
American Indian	224	1.4%	41	3.0%
Asian/ Pacific Islander	428	2.7%	27	2.0%
Other	318	2.0%	46	3.4%
Unknown	139	0.9%	18	1.3%
Hispanic or Latinx
Yes	316	2.0%	35	2.6%
No	15,279	96.8%	1,303	95.7%
Unknown	191	1.2%	24	1.8%
Middle Eastern
Yes	203	1.3%	16	1.2%
No	15,409	97.6%	1,326	97.4%
Unknown	174	1.1%	20	1.5%
Region
Upper Peninsula	546	3.5%	92	6.8%
Northwest LP	655	4.1%	42	3.1%
Northeast LP	319	2.0%	39	2.9%
West/West Central	2,300	14.6%	221	16.2%
East Central	804	5.1%	102	7.5%
East	1,207	7.6%	111	8.1%
South Central	668	4.2%	37	2.7%
Southwest	1,029	6.5%	98	7.2%
Southeast	1,598	10.1%	131	9.6%
Detroit Metro	4,826	30.6%	400	29.4%
MI, Unknown Region	181	1.1%	21	1.5%
Outside MI	1,653	10.5%	68	5.0%
Unknown	0	0.0%	0	0.0%

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 26.0% are 55 to 64 years old.
* Data are suppressed if count is less than 10 or sample population was less than 20.
a Gender options have been combined for the purpose of increasing the likelihood of having enough responses to be included in the analysis. Should the number be high enough, we will revisit separating out options in future surveys.
b Respondents were instructed to select all races that apply to them.
c Southeast Michigan includes the following counties: Livingston, Jackson, Washtenaw, Hillsdale, Lenawee and Monroe.
d Detroit Metro includes the following counties: Oakland, Wayne, and Macomb.

Demographics of LARA-Certified APNs

Demographics	N = 15,010
	Estimate	95% CI
Total	12.0%	(11.5%, 12.5%)
Age
<25 years	0.0%	(0.0%, 4.9%)
25 to 34 years	8.5%	(7.0%, 10.3%)
35 to 44 years	17.2%	(15.7%, 18.8%)
45 to 54 years	13.9%	(12.7%, 15.2%)
55 to 64 years	10.2%	(9.3%, 11.2%)
65+ years	8.9%	(8.1%, 9.8%)
Gender
Female	11.9%	(11.4%, 12.5%)
Male	14.0%	(12.2%, 16.0%)
Gender non-binary, Genderqueer, Transgender	0.0%	(0.0%, 10.7%)
Prefer not to respond	10.2%	(6.4%, 15.9%)
Race
White	11.7%	(11.2%, 12.3%)
Black	12.6%	(10.5%, 15.0%)
American Indian	10.7%	(7.2%, 15.6%)
Asian/ Pacific Islander	16.3%	(13.1%, 20.2%)
Other Race	14.4%	(10.9%, 18.8%)
Hispanic or Latinx
Yes	9.6%	(6.8%, 13.4%)
Middle Eastern
Yes	21.8%	(16.6%, 28.0%)
Region of Residence
Upper Peninsula	10.0%	(7.7%, 12.9%)
Northwest LP	12.3%	(10.0%, 15.1%)
Northeast LP	11.7%	(8.5%, 15.8%)
West/West Central	8.9%	(7.8%, 10.2%)
East Central	12.2%	(10.1%, 14.7%)
East	8.9%	(7.4%, 10.7%)
South Central	11.9%	(9.6%, 14.6%)
Southwest	14.4%	(12.3%, 16.7%)
Southeast	14.1%	(12.4%, 15.9%)
Detroit Metro	13.7%	(12.7%, 14.7%)
Unknown MI Region	8.3%	(5.0%, 13.5%)
Outside MI	11.4%	(9.9%, 13.1%)
Region of Employment
Upper Peninsula	11.4%	(8.5%, 15.2%)
Northwest LP	13.3%	(10.2%, 17.1%)
Northeast LP	12.2%	(8.1%, 18.0%)
West/West Central	9.7%	(8.3%, 11.4%)
East Central	15.0%	(12.2%, 18.3%)
East	12.6%	(10.3%, 15.3%)
South Central	15.2%	(12.2%, 18.7%)
Southwest	15.9%	(13.3%, 18.9%)
Southeast	15.6%	(13.6%, 17.8%)
Detroit Metro	13.6%	(12.4%, 14.9%)
Unknown MI Region	11.8%	(7.9%, 17.3%)
Outside MI	12.6%	(10.8%, 14.6%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of nurses aged 25 to 34 years who responded to the survey, 8.5% completed a LARA-Certified APN.
a Gender options have been combined for the purpose of increasing the likelihood of having enough responses to be included in the analysis. Should the number be high enough, we will revisit separating out options in future surveys.
b Respondents were instructed to select all races that apply to them.
c Southeast Michigan includes the following counties: Livingston, Jackson, Washtenaw, Hillsdale, Lenawee and Monroe.
d Detroit Metro includes the following counties: Oakland, Wayne, and Macomb.

Comparison of Survey Respondents to All Nurses Licensed in Michigan

Characteristics	RNs				LPNs
	Nurse Population		Survey Participants		Nurse Population		Survey Participants
	#	%	#	%	#	%	#	%
Total	176,813	–	15,786	–	20,663	–	1,362	–
Age
<25 years	3,825	2.2%	80	0.5%	447	2.2%	*	*
25 to 34 years	36,696	20.8%	1,177	7.5%	3,338	16.2%	95	7.0%
35 to 44 years	44,523	25.2%	2,318	14.7%	5,347	25.9%	211	15.5%
45 to 54 years	36,789	20.8%	3,088	19.6%	4,749	23.0%	268	19.7%
55 to 64 years	32,349	18.3%	4,100	26.0%	4,044	19.6%	397	29.1%
65 to 74 years	19,457	11.0%	4,050	25.7%	2,343	11.3%	313	23.0%
75+ years	3,145	1.8%	793	5.0%	388	1.9%	55	4.0%
Unknown	29	0.02%	180	1.1%	*	*	19	1.4%
Region of Residence
Eastern/Central/ Western UP	4,168	2.4%	546	3.5%	1,094	5.3%	92	6.8%
Northwest LP	5,118	2.9%	655	4.1%	420	2.0%	42	3.1%
Northeast LP	2,718	1.5%	319	2.0%	513	2.5%	39	2.9%
West/West Central	22,157	12.5%	2,300	14.6%	2,716	13.1%	221	16.2%
East Central	8,290	4.7%	804	5.1%	1,111	5.4%	102	7.5%
East	12,623	7.1%	1,207	7.6%	1,819	8.8%	111	8.1%
South Central	5,610	3.2%	668	4.2%	573	2.8%	37	2.7%
Southwest	9,849	5.6%	1,029	6.5%	1,272	6.2%	98	7.2%
Southeast	17,534	9.9%	1,598	10.1%	1,851	9.0%	131	9.6%
Detroit Metro	55,385	31.3%	4,826	30.6%	7,915	38.3%	400	29.4%
MI, Unknown Region	3,789	2.1%	181	1.1%	42	0.2%	21	1.5%
Non-Michigan	29,022	16.4%	1,653	10.5%	1,251	6.1%	68	5.0%
Unknown Region	550	0.3%	0	0.0%	86	0.4%	0	0.0%
LARA-certified APN (Advanced Practitioner Nurse)
Nurse Practitioner	16,239	9.2%	1,205	7.6%	–	–	–	–
Anesthetist	3,219	1.8%	212	1.3%	–	–	–	–
Midwife	603	0.3%	64	0.4%	–	–	–	–
Clinical Specialist	342	0.2%	170	1.1%	–	–	–	–

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 26.0% are 55 to 64 years old compared to 18.3% of RNs in the nursing populations overall.
* Data are suppressed if count is less than 10 or sample population was less than 20.
– Data are not available/data are not applicable.
a Southeast Michigan includes the following counties: Livingston, Jackson, Washtenaw, Hillsdale, Lenawee and Monroe.
b Detroit Metro includes the following counties: Oakland, Wayne, and Macomb.

Education

Educational Background that Qualified for First Nursing License among RNs

Education Level	RN = 15,786
	N	Estimate	95% CI
LPN diploma/certificate	932	5.7%	(5.3%, 6.1%)
RN diploma in nursing	1,645	6.6%	(6.2%, 7.0%)
Associate degree in nursing	5,743	34.5%	(33.8%, 35.2%)
Bachelor’s degree in nursing	6,610	48.1%	(47.3%, 48.9%)
Master’s degree in nursing	838	5.2%	(4.9%, 5.6%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 5.7% had attained a LPN diploma/certificate as their first nursing licensure.

Highest Level of Nursing-Related Education

Educational Level	RN = 15,698			LPN = 1,355
	N	Estimate	95% CI	N	Estimate	95% CI
LPN diploma/certificate	*	*	*	1,263	93.4%	(92.0%, 94.6%)
RN diploma in nursing	954	3.8%	(3.5%, 4.1%)	10	1.0%	(0.6%, 1.7%)
Associate degree in nursing	4,318	25.0%	(24.3%, 25.7%)	66	4.4%	(3.4%, 5.6%)
Bachelor’s degree in nursing	7,154	50.9%	(50.1%, 51.7%)	13	1.0%	(0.6%, 1.7%)
Master’s degree in nursing	2,700	16.8%	(16.2%, 17.4%)	*	*	*
Doctorate in Nursing Practice (DNP)	380	2.6%	(2.4%, 2.9%)	0	0.0%	(0.0%, 0.3%)
Doctor of Nurse Anesthesia (DNAP)	21	0.2%	(0.1%, 0.3%)	0	0.0%	(0.0%, 0.3%)
Doctor of Philosophy in Nursing (PhD)	155	0.6%	(0.5%, 0.7%)	0	0.0%	(0.0%, 0.3%)
Other doctoral degree in nursing	13	0.0%	(0.0%, 0.0%)	*	*	*

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 3.8% had a RN diploma as their highest level of education.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Highest Level of Non-Nursing Education

Education Level	RN = 15,786			LPN = 1,362
	N	Estimate	95% CI	N	Estimate	95% CI
Non-nursing associate degree	2,056	13.5%	(13.0%, 14.0%)	317	22.9%	(20.7%, 25.2%)
Non-nursing bachelor’s degree	2,328	15.4%	(14.8%, 16.0%)	103	6.6%	(5.4%, 8.0%)
Non-nursing master’s degree	1,111	5.3%	(5.0%, 5.7%)	31	1.6%	(1.1%, 2.4%)
Non-nursing doctoral degree	152	0.5%	(0.4%, 0.6%)	*	*	*
Not applicable	10,139	65.1%	(64.4%, 65.8%)	906	68.6%	(66.1%, 71.0%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 13.5% has a non-nursing associate degree as their highest level of education.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Degree Received First

Degree Received First	RN = 5,621			LPN = 457
	N	Estimate	95% CI	N	Estimate	95% CI
Non-nursing education prior to nursing education	3,966	79.1%	(78.0%, 80.1%)	291	69.0%	(64.6%, 73.1%)
Nursing education prior to non-nursing education	1,655	20.9%	(19.9%, 22.0%)	166	31.0%	(26.9%, 35.4%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 79.1% received their non-nursing education prior to their nursing education.

Nurses’ First Nursing Degree Compared to their Highest Nursing Degree

First Nursing Degree to Highest Nursing Degree	n	Estimate	95% CI
LPN Diploma/Certificate as First Nursing Degree
LPN diploma/certificate	1,362	67.5%	(65.6%, 69.4%)
RN diploma/associate degree	415	13.2%	(11.9%, 14.6%)
Bachelor’s degree in nursing	319	12.1%	(10.8%, 13.5%)
Master’s or Doctorate in nursing	194	7.2%	(6.2%, 8.3%)
RN Diploma/Associate degree as First Nursing Degree
RN diploma/associate degree	4,839	64.2%	(62.2%, 66.1%)
Bachelor’s degree in nursing	1,523	23.5%	(21.8%, 25.3%)
Master’s degree in nursing	798	10.3%	(9.1%, 11.6%)
Doctorate in nursing	183	2.0%	(1.5%, 2.7%)
Bachelor’s degree in nursing as First Nursing Degree
Bachelor’s degree in nursing	5,305	81.7%	(80.1%, 83.2%)
Master’s degree in nursing	967	14.0%	(12.6%, 15.5%)
Doctorate in nursing	297	4.3%	(3.5%, 5.2%)
Master’s Degree as First Nursing Degree
Master’s degree in nursing	776	93.7%	(92.6%, 94.6%)
Doctorate in nursing	52	6.3%	(5.4%, 7.4%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of nurses who responded to the survey and had a LPN diploma/certificate as their first nursing degree, 13.2% had received a RN diploma or associate degree as their highest nursing degree.
a Associate degrees were included with RNs because many who start with an associate degree now have an RN degree as their highest level of education. Additionally, LPNs who did not answer the survey question about their highest level of education were categorized in the LPN diploma category. For this reason, sample size numbers may vary across tables.
b Doctorate degrees include PhD, DNP, DNAP, or other nursing doctorate degrees.

International Board-Certified Lactation Consultant Certificate

International Board-Certified Lactation Consultant Certificate	RN = 15,714			LPN = 1,352
	N	Estimate	95% CI	N	Estimate	95% CI
Yes	108	0.6%	(0.5%, 0.7%)	11	0.7%	(0.4%, 1.3%)
No	15,606	99.4%	(99.3%, 99.5%)	1,341	99.3%	(98.7%, 99.6%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 0.6% had received an international board-certified lactation consultant certificate.

Nursing Education Outside the United States

Education Outside of the United States	RN = 15,606			LPN = 1,343
	N	Estimate	95% CI	N	Estimate	95% CI
Yes	492	3.4%	(3.1%, 3.7%)	21	1.4%	(0.9%, 2.2%)
No	15,114	96.6%	(96.3%, 96.9%)	1,322	98.6%	(97.8%, 99.1%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 3.4% had received their nursing education outside of the United States.

Number of Years Working Compared to the First Nursing License

Benefits of a Loan Repayment Program

Benefits of a Loan Repayment Program	RN = 15,530		LPN = 1,340
	Estimate	95% CI	Estimate	95% CI
Yes, it would help pay previous loans	31.6%	(30.9%, 32.3%)	45.0%	(42.4%, 47.7%)
Yes, it would help seek additional nursing education	34.5%	(33.8%, 35.3%)	50.1%	(47.5%, 52.8%)
No	54.9%	(54.1%, 55.7%)	38.9%	(36.3%, 41.5%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 31.6% indicated a loan repayment program would help pay previous loans.
a Respondents were instructed to mark all that apply.

Current Enrollment in Nursing Educational Programs

Degree	RN = 778			LPN = 141
	N	Estimate	95% CI	N	Estimate	95% CI
Associate Degree in Nursing (ADN)	15	1.4%	(0.8%, 2.5%)	115	82.3%	(75.2%, 87.7%)
Bachelor of Science in Nursing (BSN)	304	40.0%	(36.6%, 43.5%)	29	19.9%	(14.1%, 27.2%)
Master of Science in Nursing (MSN)	319	40.5%	(37.1%, 44.0%)	*	*	*
Doctor of Nursing Practice (DNP)	131	16.0%	(13.6%, 18.7%)	0	0.0%	(0.0%, 2.7%)
Doctor of Nurse Anesthesia (DNAP)	22	3.9%	(2.8%, 5.5%)	0	0.0%	(0.0%, 2.7%)
Doctor of Philosophy in Nursing (PhD)	23	2.9%	(1.9%, 4.3%)	0	0.0%	(0.0%, 2.7%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 40.0% are currently enrolled in a Bachelor of Science in Nursing (BSN) program.
a Respondents were instructed to mark all that apply.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Current Enrollment in Educational Programs Associated with APN Nursing Specialty Certification Exams among all RNs

Certification	RN = 392
	Estimate	95% CI
Nurse Practitioner	56.3%	(51.4%, 61.1%)
Nurse Midwife	*	*
Nurse Anesthetist	8.7%	(6.3%, 11.9%)
Clinical Nurse Specialist	5.9%	(4.0%, 8.7%)
Other	26.8%	(22.7%, 31.4%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who are enrolled in an APN Nursing Specialty Program, 56.3% are currently enrolled in a Nurse Practitioner program.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Current Program Type

Program Type	RN = 761		LPN = 140
	Estimate	95% CI	Estimate	95% CI
In-person	8.6%	(6.8%, 10.8%)	50.5%	(42.3%, 58.7%)
Online	70.1%	(66.8%, 73.2%)	16.3%	(11.1%, 23.3%)
Hybrid	21.3%	(18.5%, 24.3%)	33.2%	(25.9%, 41.4%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded that they were currently enrolled in a program, 8.6% indicated they were in an in-person program.

Social Determinants of Health

Preparedness for Assessing Social Determinants of Health

Preparedness	RN = 11,005		LPN = 962
	Estimate	95% CI	Estimate	95% CI
Not at all prepared	3.5%	(3.2%, 3.9%)	4.4%	(3.3%, 5.9%)
Somewhat prepared	17.2%	(16.5%, 17.9%)	15.6%	(13.4%, 18.0%)
Moderately prepared	28.9%	(28.1%, 29.8%)	25.7%	(23.0%, 28.6%)
Very prepared	34.1%	(33.2%, 35.0%)	36.2%	(33.2%, 39.3%)
Extremely prepared	16.3%	(15.6%, 17.0%)	18.1%	(15.8%, 20.7%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded, 3.5% indicated they felt not at all prepared to assess social determinants of health.

Very or Extremely Prepared for Assessing Social Determinants of Health by Setting

Very or Extremely Prepared for Assessing Social Determinants of Health by Position

Very or Extremely Prepared for Assessing Social Determinants of Health by Specialty

Preparedness for Connecting Patients to Resources to Address Social Determinants of Health Needs

Preparedness	RN = 11,005		LPN = 964
	Estimate	95% CI	Estimate	95% CI
Not at all prepared	15.0%	(14.3%, 15.7%)	10.6%	(8.8%, 12.7%)
Somewhat prepared	27.4%	(26.6%, 28.2%)	23.0%	(20.5%, 25.8%)
Moderately prepared	28.1%	(27.3%, 28.9%)	29.1%	(26.3%, 32.0%)
Very prepared	20.4%	(19.7%, 21.2%)	26.2%	(23.5%, 29.1%)
Extremely prepared	9.2%	(8.7%, 9.8%)	11.1%	(9.3%, 13.2%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded, 15.0% indicated they felt not at all prepared to connect patients to resources to address social determinants of health.

Very or Extremely Prepared for Connecting Patients to Resources to Address Social Determinants of Health by Setting

Very or Extremely Prepared for Connecting Patients to Resources to Address Social Determinants of Health by Position

Very or Extremely Prepared for Connecting Patients to Resources to Address Social Determinants of Health by Specialty

Employment

Current Employment Status

Employment	RN = 15,786			LPN = 1,362
	N	Estimate	95% CI	N	Estimate	95% CI
Actively employed in nursing or in a position that requires a nurse license full-time	8,503	66.0%	(65.3%, 66.7%)	752	63.5%	(60.9%, 66.0%)
Actively employed in nursing or a position that requires a nurse license part-time	1,644	10.4%	(9.9%, 10.9%)	157	11.0%	(9.4%, 12.8%)
Actively employed in nursing or in a position that requires a nurse license on a per-diem basis	831	4.9%	(4.6%, 5.2%)	53	4.5%	(3.5%, 5.7%)
On temporary medical leave from a position that requires a nurse license	125	0.9%	(0.8%, 1.1%)	13	1.0%	(0.6%, 1.7%)
On temporary non-medical leave from a position that requires a nurse license	34	0.2%	(0.1%, 0.3%)	*	*	*
Actively employed in a field other than nursing	414	2.6%	(2.4%, 2.9%)	57	3.5%	(2.6%, 4.6%)
Volunteer nurse status only	196	0.6%	(0.5%, 0.7%)	13	0.7%	(0.4%, 1.3%)
Unemployed, seeking clinical work	143	0.9%	(0.8%, 1.1%)	25	2.9%	(2.1%, 3.9%)
Unemployed, seeking non-clinical work	93	0.5%	(0.4%, 0.6%)	*	*	*
Unemployed, seeking work outside of the nursing field	52	0.3%	(0.2%, 0.4%)	*	*	*
Unemployed, not seeking work	318	2.2%	(2.0%, 2.4%)	27	1.9%	(1.3%, 2.8%)
Permanent disability leave	140	0.7%	(0.6%, 0.8%)	22	1.0%	(0.6%, 1.7%)
Self-employed	150	0.7%	(0.6%, 0.8%)	19	0.9%	(0.5%, 1.6%)
Retired (left the workforce)	3,143	9.2%	(8.8%, 9.7%)	200	7.6%	(6.3%, 9.1%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 66.0% were actively employed in nursing or in a position that requires a nurse license full-time.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Current Employment Status for RNs by Region of Residence

Employment Status	Upper Peninsula	Northwest LP	Northeast LP	West/West Central	East Central	East	South Central	Southwest	Southeast	Detroit Metro
	N	N	N	N	N	N	N	N	N	N
	Estimate	Estimate	Estimate	Estimate	Estimate	Estimate	Estimate	Estimate	Estimate	Estimate
	95% CI	95% CI	95% CI	95% CI	95% CI	95% CI	95% CI	95% CI	95% CI	95% CI
Actively employed in nursing or in a position that requires a nurse license full-time	303	328	151	1,179	472	703	358	546	818	2,504
	67.2%	65.3%	63.1%	64.0%	71.2%	69.4%	65.1%	65.1%	63.5%	64.5%
	(63.2%, 71.0%)	(61.6%, 68.8%)	(57.7% 68.2%)	(62.0%, 65.9%)	(68.0%, 74.2%)	(66.7%, 71.9%)	(61.4%, 68.6%)	(62.1%, 68.0%)	(61.1%, 65.8%)	(63.1%, 65.8%)
Actively employed in nursing or a position that requires a nurse license part-time	48	49	19	305	54	111	79	129	177	508
	8.1%	7.4%	5.1%	13.6%	6.8%	9.8%	13.1%	12.8%	11.5%	10.4%
	(6.1%, 10.7%)	(5.6%, 9.7%)	(3.2%, 8.1%)	(12.3%, 15.1%)	(5.3%, 8.8%)	(8.2%, 11.6%)	(10.8%, 15.9%)	(10.9%, 15.0%)	(10.0%, 13.2%)	(9.6%, 11.3%)
Actively employed in nursing or in a position that requires a nurse license on a per-diem basis	18	32	28	118	44	46	42	51	74	292
	2.7%	4.2%	6.9%	4.4%	5.5%	3.9%	6.2%	4.0%	4.3%	5.8%
	(1.6%, 4.4%)	(2.9%, 6.0%)	(4.6%, 10.2%)	(3.6%, 5.3%)	(4.1%, 7.3%)	(2.9%, 5.1%)	(4.6%, 8.3%)	(3.0%, 5.4%)	(3.4%, 5.4%)	(5.2%, 6.5%)
Actively employed in a field other than nursing	26	18	10	71	19	33	20	25	48	112
	4.1%	3.1%	3.4%	2.9%	2.4%	2.3%	2.5%	2.2%	3.4%	2.3%
	(2.7%, 6.1%)	(2.0%, 4.7%)	(1.9%, 6.0%)	(2.3%, 3.7%)	(1.5%, 3.7%)	(1.6%, 3.3%)	(1.6%, 4.0%)	(1.5%, 3.3%)	(2.6%, 4.4%)	(1.9%, 2.8%)
Volunteer nurse status only	*	10	*	28	10	12	*	15	28	52
	*	1.1%	*	0.6%	0.5%	0.5%	*	0.9%	0.8%	0.5%
	*	(0.5%, 2.2%)	*	(0.4%, 1.0%)	(0.2%, 1.3%)	(0.2%, 1.1%)	*	(0.5%, 1.7%)	(0.5%, 1.4%)	(0.3%, 0.7%)
Unemployed, not seeking work as a nurse	15	10	*	49	*	19	12	29	29	100
	2.9%	1.5%	*	2.4%	*	1.5%	1.9%	3.1%	2.5%	2.1%
	(1.8%, 4.7%)	(0.8%, 2.8%)	*	(1.8%, 3.1%)	*	(1.0%, 2.4%)	(1.1%, 3.2%)	(2.2%, 4.3%)	(1.8%, 3.4%)	(1.7%, 2.5%)
Retired	97	180	79	448	162	224	129	202	344	1,025
	8.3%	14.4%	12.8%	8.4%	9.3%	8.4%	7.9%	9.0%	10.0%	9.7%
	(6.3%, 10.9%)	(11.9%, 17.3%)	(9.6%, 16.9%)	(7.3%, 9.6%)	(7.5%, 11.5%)	(7.0%, 10.1%)	(6.1%, 10.2%)	(7.4%, 10.9%)	(8.6%, 11.6%)	(8.9%, 10.6%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded are located in the UP, 67.2% were actively employed in nursing or in a position that requires a nurse license full-time.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Mandatory Overtime

Frequency	RN = 11,131		LPN = 976
	Estimate	95% CI	Estimate	95% CI
Never	59.0%	(58.1%, 59.9%)	44.5%	(41.4%, 47.6%)
Once a year or less	6.1%	(5.7%, 6.6%)	5.2%	(4.0%, 6.8%)
A few times per year	13.5%	(12.9%, 14.1%)	14.8%	(12.7%, 17.2%)
Once a month	4.3%	(3.9%, 4.7%)	4.8%	(3.6%, 6.3%)
A few times a month	8.5%	(8.0%, 9.0%)	11.9%	(10.0%, 14.1%)
Once a week	2.9%	(2.6%, 3.2%)	3.8%	(2.8%, 5.2%)
A few times a week	4.5%	(4.1%, 4.9%)	12.3%	(10.4%, 14.5%)
Everyday	1.4%	(1.2%, 1.6%)	2.6%	(1.8%, 3.8%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 59.0% never had mandatory overtime.

Mandatory Overtime At Least Once a Month by Setting

Mandatory Overtime At Least Once a Month by Position

Mandatory Overtime At Least Once a Month by Specialty

Percentage of Nurses Who are Employed in Nursing by Demographic Characteristics

Demographics	RN			LPN
	n	Estimate	95% CI	n	Estimate	95% CI
Total	15,786	82.3%	(81.7%, 82.9%)	1,362	80.1%	(77.9%, 82.1%)
Age
<25 years	80	98.8%	(93.3%, 99.8%)	*	*	*
25 to 34 years	1,177	92.5%	(90.9%, 93.9%)	95	84.1%	(75.4%, 90.1%)
35 to 44 years	2,318	90.7%	(89.4%, 91.8%)	211	89.6%	(84.7%, 93.0%)
45 to 54 years	3,088	91.5%	(90.5%, 92.4%)	268	89.6%	(85.4%, 92.7%)
55 to 64 years	4,100	78.3%	(77.0%, 79.5%)	397	75.8%	(71.4%, 79.8%)
65+ years	4,843	36.8%	(35.5%, 38.2%)	368	43.0%	(38.0%, 48.1%)
Gender
Female	14,178	81.6%	(81.0%, 82.2%)	1,249	80.6%	(78.3%, 82.7%)
Male	1,334	88.1%	(86.3%, 89.7%)	90	71.9%	(61.9%, 80.1%)
Gender non-binary/ Genderqueer /Transgender	36	85.7%	(70.9%, 93.7%)	0	0.0%	(0.0%, 0.0%)
Prefer not to respond	168	84.4%	(78.2%, 89.1%)	14	81.8%	(55.8%, 94.1%)
Race & Ethnicity
White	14,179	81.9%	(81.3%, 82.5%)	1,006	78.5%	(75.9%, 80.9%)
Black	886	85.6%	(83.1%, 87.8%)	293	83.8%	(79.1%, 87.6%)
American Indian or Alaska Native	224	85.0%	(79.7%, 89.1%)	41	81.7%	(67.3%, 90.6%)
Asian	428	86.6%	(83.0%, 89.5%)	27	89.9%	(73.2%, 96.7%)
Hispanic or Latinx	316	90.4%	(86.6%, 93.2%)	35	91.9%	(78.2%, 97.3%)
Middle Eastern	203	85.9%	(80.4%, 90.0%)	16	71.0%	(46.6%, 87.3%)
Other	318	85.9%	(81.6%, 89.3%)	46	83.0%	(69.7%, 91.2%)
Residence
Upper Peninsula	546	79.8%	(76.2%, 83.0%)	92	81.6%	(72.5%, 88.2%)
Northwest LP	655	77.9%	(74.6%, 80.9%)	42	64.3%	(49.2%, 77.0%)
Northeast LP	319	76.7%	(71.8%, 81.0%)	39	65.9%	(50.2%, 78.7%)
West/West Central	2,300	83.1%	(81.5%, 84.6%)	221	81.3%	(75.6%, 85.9%)
East Central	804	84.7%	(82.0%, 87.0%)	102	79.8%	(71.0%, 86.4%)
East	1,207	84.1%	(81.9%, 86.1%)	111	80.4%	(72.1%, 86.7%)
South Central	668	85.2%	(82.3%, 87.7%)	37	82.2%	(67.1%, 91.3%)
Southwest	1,029	83.0%	(80.6%, 85.2%)	98	81.5%	(72.7%, 87.9%)
Southeast	1,598	79.9%	(77.9%, 81.8%)	131	78.9%	(71.1%, 85.0%)
Detroit Metro	4,826	81.5%	(80.4%, 82.6%)	400	82.8%	(78.8%, 86.2%)
Unknown Michigan Residence	181	80.6%	(74.2%, 85.7%)	21	68.1%	(46.8%, 83.8%)
Non-Michigan Residence	1,653	84.8%	(83.0%, 86.4%)	68	70.1%	(58.4%, 79.7%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs 25 years or younger who responded to the survey, 92.5% are employed.
a Gender options have been combined for the purpose of increasing the likelihood of having enough responses to be included in the analysis. Should the number be high enough, we will revisit separating out options in future surveys.
b Respondents were instructed to mark all races that apply.
c Southeast Michigan includes the following counties: Livingston, Jackson, Washtenaw, Hillsdale, Lenawee and Monroe.
d Detroit Metro includes the following counties: Oakland, Wayne, and Macomb.
e Includes individuals who indicated they live in Michigan but did not provide a zip code.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Demographic Characteristics of Survey Respondents in the Nursing Field

Demographics	RN = 11,081		LPN = 972
	Estimate	95% CI	Estimate	95% CI
Age
<25 years	2.6%	(2.3%, 2.9%)	*	*
25 to 34 years	23.3%	(22.5%, 24.1%)	17.1%	(14.9%, 19.6%)
35 to 44 years	27.8%	(27.0%, 28.6%)	28.9%	(26.1%, 31.8%)
45 to 54 years	23.2%	(22.4%, 24.0%)	25.7%	(23.1%, 28.5%)
55 to 64 years	17.4%	(16.7%, 18.1%)	18.5%	(16.2%, 21.1%)
65+ years	5.7%	(5.3%, 6.1%)	7.1%	(5.6%, 8.9%)
Gender
Female	88.2%	(87.6%, 88.8%)	93.6%	(91.9%, 95.0%)
Male	10.3%	(9.7%, 10.9%)	5.2%	(4.0%, 6.8%)
Gender non-binary/ Genderqueer /Transgender	0.4%	(0.3%, 0.5%)	0.0%	(0.0%, 0.2%)
Prefer not to respond	1.0%	(0.8%, 1.2%)	1.2%	(0.7%, 2.1%)
Race
White	89.9%	(89.3%, 90.4%)	68.1%	(65.1%, 71.0%)
Black	5.8%	(5.4%, 6.3%)	27.6%	(24.9%, 30.5%)
Other	7.1%	(6.6%, 7.6%)	9.9%	(8.2%, 11.9%)
Hispanic or Latinx
Yes	2.8%	(2.5%, 3.1%)	4.6%	(3.5%, 6.1%)
Middle Eastern
Yes	1.8%	(1.6%, 2.1%)	1.4%	(0.8%, 2.4%)
Residence
Upper Peninsula	3.5%	(3.2%, 3.9%)	7.1%	(5.6%, 8.9%)
Northwest LP	3.6%	(3.3%, 4.0%)	1.9%	(1.2%, 3.0%)
Northeast LP	1.8%	(1.6%, 2.1%)	1.9%	(1.2%, 3.0%)
West/West Central	15.8%	(15.1%, 16.5%)	16.0%	(13.8%, 18.4%)
East Central	5.3%	(4.9%, 5.7%)	7.2%	(5.7%, 9.0%)
East	8.2%	(7.7%, 8.7%)	8.4%	(6.8%, 10.3%)
South Central	4.6%	(4.2%, 5.0%)	2.4%	(1.6%, 3.6%)
Southwest	6.5%	(6.1%, 7.0%)	7.0%	(5.6%, 8.8%)
Southeast	9.7%	(9.2%, 10.3%)	9.7%	(8.0%, 11.7%)
Detroit Metro	30.4%	(29.6%, 31.3%)	33.6%	(30.7%, 36.6%)
Michigan Residence	0.6%	(0.5%, 0.8%)	0.5%	(0.2%, 1.2%)
Non-Michigan Residence	10.2%	(9.7%, 10.8%)	4.3%	(3.2%, 5.8%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey that they are employed, 23.3% are 25 to 34 years old.
a Gender options have been combined for the purpose of increasing the likelihood of having enough responses to be included in the analysis. Should the number be high enough, we will revisit separating out options in future surveys.
b Respondents were instructed to mark all races that apply.
c Includes individuals who indicated they were American Indian, Asian/PI, or “Other” race.
d Southeast Michigan includes the following counties: Livingston, Jackson, Washtenaw, Hillsdale, Lenawee and Monroe.
e Detroit Metro includes the following counties: Oakland, Wayne, and Macomb.
f Includes individuals who indicated they live in Michigan but did not provide a zip code.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Average Hours per Week Working as a Nurse (RNs & LPNs)

Years	RN = 11,141		LPN = 975
	Estimate	95% CI	Estimate	95% CI
<30 hours	15.8%	(15.1%, 16.5%)	16.6%	(14.4%, 19.1%)
30-39 hours	36.5%	(35.6%, 37.4%)	30.3%	(27.5%, 33.3%)
40-49 hours	40.1%	(39.2%, 41.0%)	43.1%	(40.0%, 46.2%)
50+ hours	7.7%	(7.2%, 8.2%)	10.0%	(8.3%, 12.0%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 15.8% worked less than 30 hours per week.

Hours Worked per Week by Age

Number of Years Working as a Nurse (RNs & LPNs)

Years	RN = 10,267		LPN = 864
	Estimate	95% CI	Estimate	95% CI
Less than 3 years	9.9%	(9.3%, 10.5%)	17.0%	(14.6%, 19.6%)
3 to less than 6 years	11.2%	(10.6%, 11.8%)	13.5%	(11.4%, 15.9%)
6 to less than 10 years	13.6%	(13.0%, 14.3%)	11.0%	(9.1%, 13.3%)
10 to less than 20 years	30.7%	(29.8%, 31.6%)	28.1%	(25.2%, 31.2%)
20 or more years	34.6%	(33.7%, 35.5%)	30.5%	(27.5%, 33.7%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 9.9% have worked as a nurse for less than 3 years.

Number of Years Working as a Nurse (APNs only)

Years	APN = 1,239
	Estimate	95% CI
Less than 3 years	*	*
3 to less than 6 years	4.6%	(3.6%, 5.9%)
6 to less than 10 years	11.1%	(9.5%, 13.0%)
10 to less than 20 years	43.3%	(40.6%, 46.1%)
20 or more years	40.4%	(37.7%, 43.2%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of APNs who responded to the survey, 4.6% have worked as a nurse for 3 to less than 6 years.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Number of Currently Employed Nursing Positions

Number of Positions	RN = 11,134		LPN = 974
	Estimate	95% CI	Estimate	95% CI
1 Position	84.6%	(83.9%, 85.3%)	81.8%	(79.3%, 84.1%)
2 Position	12.6%	(12.0%, 13.2%)	14.8%	(12.7%, 17.2%)
3+ Positions	2.7%	(2.4%, 3.0%)	3.4%	(2.4%, 4.7%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 84.6% have one nursing position.

Employer Supports

Supports	RN = 10,267		LPN = 858
	Estimate	95% CI	Estimate	95% CI
None of the below	13.9%	(13.2%, 14.6%)	37.0%	(33.8%, 40.3%)
Any Supports
Tuition reimbursement	62.5%	(61.6%, 63.4%)	47.3%	(44.0%, 50.6%)
Paid time off for advancing nursing education	5.5%	(5.1%, 6.0%)	3.9%	(2.8%, 5.4%)
Paid time off for continuing education courses	13.4%	(12.8%, 14.1%)	3.9%	(2.8%, 5.4%)
Reimbursement for continuing education	33.3%	(32.4%, 34.2%)	16.0%	(13.7%, 18.6%)
Reimbursement for costs associated with obtaining advanced certification	24.9%	(24.1%, 25.7%)	5.8%	(4.4%, 7.6%)
Student loan repayment benefits	11.2%	(10.6%, 11.8%)	6.3%	(4.9%, 8.1%)
Nurse residency/Transitions to practice programs	24.3%	(23.5%, 25.1%)	3.2%	(2.2%, 4.6%)
Mentorship	15.1%	(14.4%, 15.8%)	4.6%	(3.4%, 6.2%)
Personal/mental health days separate from sick leave	10.3%	(9.7%, 10.9%)	8.9%	(7.2%, 11.0%)
Health and wellness stipends	12.8%	(12.2%, 13.5%)	5.8%	(4.4%, 7.6%)
Meditation/wellness app access	20.8%	(20.0%, 21.6%)	8.4%	(6.7%, 10.4%)
Access to counseling/mental health services/EAP	52.4%	(51.4%, 53.4%)	28.0%	(25.1%, 31.1%)
Housing supports	1.5%	(1.3%, 1.8%)	*	*
Self-care services	16.1%	(15.4%, 16.8%)	7.7%	(6.1%, 9.7%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 62.5% receive tuition reimbursement from their employer.
a Respondents were instructed to mark all that apply.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Reason for Not Currently Working as a Nurse

Reason	RN = 4,042		LPN = 313
	Estimate	95% CI	Estimate	95% CI
Retiring	49.8%	(48.3%, 51.3%)	35.8%	(30.7%, 41.3%)
Care for family or home	24.8%	(23.5%, 26.2%)	22.3%	(18.0%, 27.2%)
Enrolled in education program	2.3%	(1.9%, 2.8%)	*	*
Difficulty finding a nursing position	4.0%	(3.4%, 4.6%)	15.2%	(11.6%, 19.6%)
Too stressful/Burned out	27.9%	(26.5%, 29.3%)	32.5%	(27.6%, 37.9%)
Difficulties with EMR/new technology	2.2%	(1.8%, 2.7%)	*	*
Violence/safety issues	6.2%	(5.5%, 7.0%)	*	*
Relocating/Moving to another area	2.6%	(2.2%, 3.1%)	*	*
Temporary disability or long-term illness	4.4%	(3.8%, 5.1%)	6.0%	(3.9%, 9.2%)
Permanent disability leave	0.8%	(0.6%, 1.1%)	*	*
Wages	10.3%	(9.4%, 11.3%)	13.8%	(10.4%, 18.1%)
Work Culture	19.2%	(18.0%, 20.4%)	12.8%	(9.5%, 17.0%)
Workload	19.1%	(17.9%, 20.3%)	19.2%	(15.2%, 23.9%)
Undesired schedule	16.6%	(15.5%, 17.8%)	18.5%	(14.6%, 23.2%)
Benefits and Employer Supports	8.5%	(7.7%, 9.4%)	7.3%	(4.9%, 10.7%)
Other	9.2%	(8.3%, 10.1%)	9.8%	(7.0%, 13.6%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey that they are not currently working as a nurse, 49.8% said it was because they are retiring.
a Respondents were instructed to mark all that apply.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Retirement Status

Status	RN = 3,138		LPN = 199
	Estimate	95% CI	Estimate	95% CI
No longer wish to work	75.8%	(74.3%, 77.3%)	66.3%	(59.5%, 72.5%)
Currently employed on a part-time basis in nursing	2.6%	(2.1%, 3.2%)	*	*
Currently employed on a full-time basis in nursing	*	*	0.0%	(0.0%, 1.9%)
Currently volunteering in nursing	4.1%	(3.5%, 4.9%)	*	*
Currently employed outside of nursing	2.6%	(2.1%, 3.2%)	*	*
Permanent disability leave	2.1%	(1.7%, 2.7%)	*	*
Hiatus/temporarily not working in nursing	6.9%	(6.1%, 7.8%)	12.4%	(8.5%, 17.7%)
Currently seeking part-time clinical work	1.7%	(1.3%, 2.2%)	*	*
Currently seeking full-time clinical work	*	*	0.0%	(0.0%, 1.9%)
Currently seeking part-time non-clinical work	2.5%	(2.0%, 3.1%)	*	*
Currently seeking full-time non-clinical work	*	*	0.0%	(0.0%, 0.9%)
Currently seeking work outside of the nursing field	1.6%	(1.2%, 2.1%)	*	*

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey that they are retired, 75.8% indicated the reason is that they no longer wish to work.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Reason for Considering Returning to Nursing

Reason	RN = 4,055		LPN = 319
	Estimate	95% CI	Estimate	95% CI
Work more readily available	5.5%	(4.8%, 6.2%)	11.0%	(8.0%, 14.9%)
Shorter shifts were available	20.3%	(19.1%, 21.6%)	23.4%	(19.1%, 28.3%)
More part-time jobs were available	22.8%	(21.5%, 24.1%)	22.3%	(18.1%, 27.2%)
More full-time jobs were available	1.3%	(1.0%, 1.7%)	*	*
There was a safer work environment	12.0%	(11.0%, 13.0%)	11.9%	(8.8%, 15.9%)
There was a lower nurse/patient ratio	23.4%	(22.1%, 24.7%)	31.7%	(26.8%, 37.0%)
There was higher compensation	21.8%	(20.6%, 23.1%)	31.2%	(26.4%, 36.5%)
There were virtual options	22.9%	(21.6%, 24.2%)	19.0%	(15.1%, 23.7%)
There were more readily available skill refresher courses	8.6%	(7.8%, 9.5%)	9.3%	(6.6%, 13.0%)
There were external supports for family obligations	10.2%	(9.3%, 11.2%)	12.0%	(8.9%, 16.0%)
Not looking to return to nursing	51.8%	(50.3%, 53.3%)	40.3%	(35.1%, 45.8%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey that they are not currently working as a nurse, 5.5% said they would consider returning to nursing if work was more readily available.
a Respondents were instructed to mark all that apply.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Employment Setting

Practice Setting

Setting	RN = 11,032		LPN = 962
	Estimate	95% CI	Estimate	95% CI
Acute Care	51.7%	(50.8%, 52.6%)	14.3%	(12.2%, 16.7%)
Ambulatory Care	23.3%	(22.5%, 24.1%)	16.0%	(13.8%, 18.5%)
Community Health	5.6%	(5.2%, 6.0%)	12.3%	(10.4%, 14.5%)
Corrections	1.3%	(1.1%, 1.5%)	2.7%	(1.8%, 3.9%)
Emergent and Urgent Care	11.7%	(11.1%, 12.3%)	3.4%	(2.4%, 4.7%)
Long-term Care	6.0%	(5.6%, 6.5%)	51.6%	(48.4%, 54.7%)
Mobile and Home Care	5.0%	(4.6%, 5.4%)	16.6%	(14.4%, 19.1%)
Non-clinical	11.2%	(10.6%, 11.8%)	9.3%	(7.6%, 11.3%)
Public Health	4.1%	(3.7%, 4.5%)	2.0%	(1.3%, 3.1%)
School of Nursing	4.7%	(4.3%, 5.1%)	1.4%	(0.8%, 2.4%)
School Health	2.0%	(1.8%, 2.3%)	3.1%	(2.2%, 4.4%)
Other Community-based Healthcare	3.7%	(3.4%, 4.1%)	15.6%	(13.4%, 18.0%)
Other Community-based Care	2.0%	(1.8%, 2.3%)	1.3%	(0.8%, 2.2%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 51.7% worked in an acute care setting.
a Respondents were instructed to mark all that apply.

Position and Role

Position	RN = 10,636		LPN = 901
	Estimate	95% CI	Estimate	95% CI
Staff Nurse	59.2%	(58.3%, 60.1%)	75.0%	(72.2%, 77.6%)
Faculty	4.5%	(4.1%, 4.9%)	*	*
Education, Research, and Consulting	9.3%	(8.8%, 9.9%)	3.3%	(2.3%, 4.6%)
School Nurse	1.7%	(1.5%, 2.0%)	3.2%	(2.3%, 4.5%)
Telehealth	4.6%	(4.2%, 5.0%)	2.7%	(1.8%, 3.9%)
Travel Nurse	2.7%	(2.4%, 3.0%)	3.7%	(2.7%, 5.1%)
Executives	4.8%	(4.4%, 5.2%)	3.7%	(2.7%, 5.1%)
Patient Educator	11.1%	(10.5%, 11.7%)	11.2%	(9.4%, 13.3%)
APN	11.4%	(10.8%, 12.0%)	*	*
Managerial	9.0%	(8.5%, 9.5%)	13.7%	(11.7%, 16.0%)
Military Health Services	0.6%	(0.5%, 0.8%)	1.4%	(0.8%, 2.4%)
Other Health Services	14.5%	(13.9%, 15.2%)	11.3%	(9.5%, 13.5%)
Other Health Non-related	0.4%	(0.3%, 0.5%)	*	*

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 59.2% have a position as a staff nurse.
a Respondents were instructed to mark all that apply.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Specialties

Specialty	RN = 10,494		LPN = 887
	Estimate	95% CI	Estimate	95% CI
Adult Health	23.1%	(22.3%, 23.9%)	37.3%	(34.3%, 40.4%)
Critical Care	17.9%	(17.2%, 18.6%)	4.9%	(3.7%, 6.5%)
Medical-Surgical and Wound Care	17.3%	(16.6%, 18.0%)	26.1%	(23.4%, 29.0%)
Community Care	5.1%	(4.7%, 5.5%)	4.4%	(3.3%, 5.9%)
Care Management	12.0%	(11.4%, 12.6%)	7.8%	(6.3%, 9.7%)
Behavioral Health	7.3%	(6.8%, 7.8%)	7.4%	(5.9%, 9.2%)
Anesthesia	3.5%	(3.2%, 3.9%)	*	*
Women and Infants Health	9.5%	(9.0%, 10.1%)	2.9%	(2.0%, 4.2%)
Child and Family Health	12.8%	(12.2%, 13.4%)	18.9%	(16.6%, 21.5%)
Specialty Care	15.3%	(14.6%, 16.0%)	4.5%	(3.4%, 6.0%)
Hospice	5.3%	(4.9%, 5.7%)	10.7%	(8.9%, 12.8%)
Academia	4.0%	(3.7%, 4.4%)	2.2%	(1.4%, 3.3%)
Surgical Services	11.0%	(10.4%, 11.6%)	1.9%	(1.2%, 3.0%)
Occupational Health and Transitions of Care	4.2%	(3.8%, 4.6%)	5.7%	(4.4%, 7.3%)
Dialysis Nurse	1.9%	(1.7%, 2.2%)	*	*
Rehabilitation	4.3%	(3.9%, 4.7%)	24.9%	(22.3%, 27.7%)
Phlebotomy, Testing, and Diagnostics	2.4%	(2.1%, 2.7%)	3.2%	(2.3%, 4.5%)
Geriatric Care	10.2%	(9.6%, 10.8%)	44.1%	(41.0%, 47.3%)
Other Non-clinical Specialties	1.8%	(1.6%, 2.1%)	1.4%	(0.8%, 2.4%)
Other	14.6%	(14.0%, 15.3%)	16.1%	(13.9%, 18.6%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 23.1% are in the specialty of adult health.
a Respondents were instructed to mark all that apply.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Change in Employment Setting

Change in Employment Setting	RN = 10,442		LPN = 875
	Estimate	95% CI	Estimate	95% CI
Did not make a change	58.7%	(57.8%, 59.6%)	54.5%	(51.2%, 57.8%)
Among those who DID make a change:
An inpatient setting to a community-based setting?	5.0%	(4.6%, 5.4%)	5.1%	(3.8%, 6.8%)
An inpatient setting to an outpatient setting?	1.8%	(1.6%, 2.1%)	2.4%	(1.6%, 3.6%)
A primary care setting (e.g., family practice, general medicine) to a specialty care setting?	2.2%	(1.9%, 2.5%)	1.9%	(1.2%, 3.0%)
A specialty care setting to a primary care setting?	1.1%	(0.9%, 1.3%)	*	*
A sub-acute care setting to an acute care setting?	1.2%	(1.0%, 1.4%)	1.5%	(0.9%, 2.5%)
An acute care setting to a sub-acute care setting?	1.5%	(1.3%, 1.8%)	*	*
A direct patient care setting to a non-direct patient care setting?	5.4%	(5.0%, 5.9%)	4.6%	(3.4%, 6.2%)
A non-direct patient care setting to a direct patient care setting?	1.6%	(1.4%, 1.9%)	2.3%	(1.5%, 3.5%)
I changed locations but stayed in the same care setting.	11.5%	(10.9%, 12.1%)	14.4%	(12.2%, 16.9%)
Some other type of change in employment.	14.9%	(14.2%, 15.6%)	17.1%	(14.8%, 19.7%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who made a change in employment, 5.0% indicated they changed from an inpatient setting to an community-based setting.
a Respondents were instructed to mark all that apply.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Reason for Change in Employment

Reason	RN = 3,764		LPN = 354
	Estimate	95% CI	Estimate	95% CI
Preparing to retire	5.5%	(4.8%, 6.3%)	4.5%	(2.8%, 7.2%)
Care for home or family	13.3%	(12.3%, 14.4%)	9.9%	(7.2%, 13.5%)
Completed educational program	10.9%	(9.9%, 11.9%)	7.2%	(4.9%, 10.4%)
Changing to preferred nursing position	23.9%	(22.6%, 25.3%)	20.7%	(16.8%, 25.2%)
Seeking a less stressful position/setting	42.9%	(41.3%, 44.5%)	43.6%	(38.5%, 48.8%)
Difficulties with EMR/New technology	0.3%	(0.2%, 0.5%)	*	*
Violence/safety Issues	10.0%	(9.1%, 11.0%)	8.1%	(5.7%, 11.4%)
Relocating/moving to another area	12.7%	(11.7%, 13.8%)	7.6%	(5.3%, 10.8%)
Temporary disability or long-term illness	1.4%	(1.1%, 1.8%)	*	*
Permanent disability leave	*	*	0.0%	(0.0%, 0.1%)
Wages	28.1%	(26.7%, 29.6%)	29.5%	(25.0%, 34.5%)
Work culture	33.5%	(32.0%, 35.0%)	28.7%	(24.2%, 33.6%)
Workload	31.0%	(29.5%, 32.5%)	33.2%	(28.5%, 38.3%)
Better schedule	41.5%	(39.9%, 43.1%)	38.3%	(33.4%, 43.5%)
Benefits and employer supports	15.4%	(14.3%, 16.6%)	16.8%	(13.3%, 21.0%)
Other	8.6%	(7.7%, 9.5%)	10.5%	(7.7%, 14.1%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who made a change in their employment, 5.5% indicated that they were preparing to retire.
a Respondents were instructed to mark all that apply.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Job Satisfaction and Burnout

Job Satisfaction and Burnout

Nurses Experiencing Burnout At Least Once a Week by Setting

Setting	RN = 13,316		LPN = 1,208
	Estimate	95% CI	Estimate	95% CI
Acute Care	43.4%	(42.0%, 44.8%)	35.0%	(26.1%, 45.1%)
Ambulatory Care	35.1%	(33.2%, 37.0%)	35.1%	(28.1%, 42.8%)
Community Health	34.5%	(30.9%, 38.3%)	37.6%	(28.4%, 47.8%)
Corrections	41.5%	(33.3%, 50.2%)	56.4%	(36.3%, 74.6%)
Emergent and Urgent Care	47.5%	(44.5%, 50.5%)	52.7%	(33.8%, 70.9%)
Long-term Care	40.6%	(36.9%, 44.4%)	45.8%	(41.0%, 50.7%)
Mobile and Home Care	29.3%	(25.8%, 33.1%)	25.8%	(19.5%, 33.3%)
Non-clinical	27.2%	(24.9%, 29.6%)	30.4%	(21.9%, 40.5%)
Public Health	33.2%	(28.9%, 37.8%)	*	*
School of Nursing	30.5%	(26.8%, 34.5%)	*	*
School Health	25.1%	(19.5%, 31.6%)	*	*
Other Community-based Healthcare	31.5%	(27.1%, 36.2%)	35.9%	(27.8%, 44.9%)
Other Community-based Care	28.1%	(22.6%, 34.3%)	*	*

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who indicated they work in an acute setting, 43.4% indicated that they experience burnout at least once a week.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Nurses Experiencing Burnout At Least Once a Week by Position

Position	RN = 13,824		LPN = 1,125
	Estimate	95% CI	Estimate	95% CI
Staff Nurse	42.2%	(40.9%, 43.5%)	40.5%	(36.7%, 44.4%)
Faculty	30.8%	(27.0%, 34.9%)	*	*
Education, Research, and Consulting	31.3%	(28.6%, 34.1%)	*	*
School Nurse	24.6%	(18.8%, 31.4%)	*	*
Telehealth	35.4%	(31.3%, 39.7%)	*	*
Travel Nurse	49.6%	(43.5%, 55.7%)	46.4%	(30.2%, 63.4%)
Executives	35.8%	(31.9%, 39.9%)	34.4%	(20.8%, 51.2%)
Patient Educator	29.5%	(27.1%, 32.0%)	22.1%	(15.5%, 30.5%)
APN	35.7%	(32.9%, 38.6%)	*	*
Managerial	41.3%	(38.2%, 44.4%)	43.5%	(34.5%, 52.9%)
Military Health Services	40.5%	(29.0%, 53.1%)	*	*
Other Health Services	32.6%	(30.4%, 34.9%)	24.5%	(17.4%, 33.4%)
Other Health Non-related	22.3%	(13.4%, 34.8%)	*	*

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who indicated they work in a staff nurse position, 42.2% indicated that they experience burnout at least once a week.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Nurses Experiencing Burnout At Least Once a Week by Specialty

Specialty	RN = 18,483		LPN = 1,825
	Estimate	95% CI	Estimate	95% CI
Adult Health	42.2%	(40.2%, 44.3%)	40.5%	(35.1%, 46.1%)
Critical Care	44.9%	(42.4%, 47.5%)	51.0%	(35.6%, 66.2%)
Medical-Surgical and Wound Care	47.6%	(45.2%, 50.0%)	42.7%	(36.0%, 49.7%)
Community Care	37.1%	(33.1%, 41.3%)	30.4%	(17.7%, 46.9%)
Care Management	34.5%	(32.0%, 37.1%)	34.8%	(24.1%, 47.2%)
Behavioral Health	42.5%	(39.0%, 46.0%)	49.8%	(37.6%, 62.0%)
Anesthesia	34.7%	(30.0%, 39.8%)	*	*
Women and Infants Health	37.4%	(34.3%, 40.6%)	45.4%	(28.7%, 63.3%)
Child and Family Health	38.1%	(35.4%, 40.9%)	33.6%	(27.0%, 40.9%)
Specialty Care	44.4%	(41.8%, 47.0%)	38.2%	(25.1%, 53.3%)
Hospice	41.2%	(37.2%, 45.3%)	48.8%	(38.6%, 59.1%)
Academia	30.4%	(26.4%, 34.7%)	70.1%	(44.9%, 87.1%)
Surgical Services	37.6%	(34.9%, 40.4%)	*	*
Occupational Health and Transitions of Care	39.2%	(34.9%, 43.7%)	41.1%	(27.7%, 55.9%)
Dialysis Nurse	34.3%	(28.2%, 41.0%)	*	*
Rehabilitation	41.6%	(37.2%, 46.1%)	44.8%	(37.5%, 52.3%)
Phlebotomy, Testing, and Diagnostics	39.8%	(34.0%, 45.9%)	*	*
Geriatric Care	42.1%	(39.2%, 45.1%)	45.4%	(40.3%, 50.6%)
Other Non-clinical Specialties	21.6%	(16.5%, 27.8%)	*	*
Other	34.5%	(32.3%, 36.8%)	38.7%	(31.4%, 46.6%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who indicated they work in an adult health specialty, 42.2% indicated that they experience burnout at least once a week.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Direct Care

Hours Worked per Week by Direct Care Nurses

Direct Care Place of Employment Currently Accepting New Patients

Accepting New Patients	RN = 10,796			LPN = 943
	N	Estimate	95% CI	N	Estimate	95% CI
Yes	9,488	89.0%	(88.4%, 89.6%)	807	85.9%	(83.5%, 88.0%)
No	586	4.2%	(3.8%, 4.6%)	54	5.3%	(4.0%, 6.9%)
Unknown	722	6.8%	(6.3%, 7.3%)	82	8.8%	(7.2%, 10.8%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who indicated they work in direct care, 89.0% indicated that their place of employment is currently accepting new patients.

Direct Care Place of Employment Currently Accepting Medicaid Patients

Accepting Medicaid Patients	RN = 10,797			LPN = 942
	N	Estimate	95% CI	N	Estimate	95% CI
Yes	8,257	78.2%	(77.4%, 79.0%)	624	67.5%	(64.4%, 70.4%)
No	987	7.3%	(6.8%, 7.8%)	119	12.2%	(10.3%, 14.4%)
Unknown	1,553	14.5%	(13.8%, 15.2%)	199	20.3%	(17.9%, 23.0%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who indicated they work in direct care, 78.2% indicated that their place of employment is currently accepting new Medicaid patients.

Direct Care Place of Employment Services to the Following Populations

Populations Served	RN = 10,512			LPN = 920
	N	Estimate	95% CI	N	Estimate	95% CI
Medicaid patients	8,201	78.5%	(77.7%, 79.3%)	620	67.3%	(64.2%, 70.3%)
American Indian/Alaska Native	6,202	60.5%	(59.6%, 61.4%)	352	37.1%	(34.0%, 40.3%)
Homeless	6,968	68.0%	(67.1%, 68.9%)	388	42.5%	(39.3%, 45.7%)
Migrant Farmworker	4,907	49.2%	(48.2%, 50.2%)	195	20.8%	(18.3%, 23.5%)
Migrant Seasonal Farmworker	7,650	74.2%	(73.4%, 75.0%)	433	46.8%	(43.6%, 50.0%)
Non-English speakers	1,869	17.7%	(17.0%, 18.4%)	259	28.1%	(25.3%, 31.1%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who indicated they work in direct care, 78.5% indicated that their place of employment provides services to Medicaid patients.

Nurse Preceptorship

Challenges for Retaining Preceptors

Challenges	RN = 10,471			LPN = 897
	N	Estimate	95% CI	N	Estimate	95% CI
I am not aware of any challenges	4,704	41.4%	(40.5%, 42.3%)	557	60.1%	(56.9%, 63.3%)
Lack of financial incentive for precepting students	3,982	43.0%	(42.1%, 44.0%)	194	24.3%	(21.6%, 27.2%)
Lack of time	2,661	28.3%	(27.4%, 29.2%)	120	16.0%	(13.7%, 18.5%)
Lack of Interest	2,377	26.2%	(25.4%, 27.1%)	134	17.1%	(14.8%, 19.7%)
Other	579	4.7%	(4.3%, 5.1%)	44	4.0%	(2.9%, 5.5%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 41.4% were not aware of any challenges in retaining preceptors.

Challenges for Obtaining Clinical Access for Students

Challenges	RN = 10,362			LPN = 884
	N	Estimate	95% CI	N	Estimate	95% CI
I am not aware of any challenges	6,984	67.0%	(66.1%, 67.9%)	687	77.9%	(75.0%, 80.5%)
Greater number of students than clinical setting in my geographic area	1,622	16.4%	(15.7%, 17.1%)	41	5.0%	(3.7%, 6.6%)
Clinical settings are not willing to have nursing students	1,483	16.1%	(15.4%, 16.8%)	110	13.8%	(11.7%, 16.2%)
My organization only accepts preceptor placement if I paid	133	1.4%	(1.2%, 1.6%)	20	2.3%	(1.5%, 3.5%)
Other	674	5.4%	(5.0%, 5.9%)	47	4.0%	(2.9%, 5.5%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 67.0% were not of any challenges for obtaining clinical access for students.

Awareness of Continuing Education Credits for Precepting

Awareness	RN = 10,584			LPN = 902
	N	Estimate	95% CI	N	Estimate	95% CI
Yes	2,633	25.5%	(24.7%, 26.3%)	180	20.7%	(18.2%, 23.5%)
No	7,951	74.5%	(73.7%, 75.3%)	722	79.3%	(76.5%, 81.8%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 25.5% were aware that continuing education credits was available for precepting.

Plans to Continue Nursing

Plans to Continue Working as a Nurse

Years	RN = 10,228		LPN = 856
	Estimate	95% CI	Estimate	95% CI
Less than 2 years	7.5%	(7.0%, 8.0%)	5.3%	(4.0%, 7.0%)
2 to 5 years	13.8%	(13.1%, 14.5%)	14.7%	(12.5%, 17.2%)
6 to 10 years	15.3%	(14.6%, 16.0%)	16.3%	(14.0%, 18.9%)
More than 10 years	53.4%	(52.4%, 54.4%)	46.8%	(43.5%, 50.1%)
Do not know	10.0%	(9.4%, 10.6%)	16.9%	(14.5%, 19.6%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 7.5% were planning to continue to work as a nurse for less than 2 years.

Plans to Work Five Years or Less by Setting

Setting	RN = 12,198			LPN = 1,022
	N	%	95% CI	N	%	95% CI
Acute Care	4,203	21.0%	(19.8%, 22.3%)	82	13.6%	(7.8%, 22.7%)
Ambulatory Care	2,302	22.8%	(21.1%, 24.6%)	141	25.3%	(18.8%, 33.1%)
Community Health	578	21.7%	(18.5%, 25.2%)	78	14.3%	(8.2%, 23.7%)
Corrections	119	21.0%	(14.6%, 29.2%)	*	*	*
Emergent and Urgent Care	927	18.5%	(16.1%, 21.1%)	*	*	*
Long-term Care	605	25.3%	(22.0%, 28.9%)	327	20.9%	(16.8%, 25.6%)
Mobile and Home Care	544	27.1%	(23.5%, 31.0%)	124	28.7%	(21.5%, 37.2%)
Non-clinical	1,258	27.1%	(24.7%, 29.6%)	74	34.3%	(24.5%, 45.6%)
Public Health	399	23.8%	(19.9%, 28.2%)	*	*	*
School of Nursing	516	22.1%	(18.7%, 25.9%)	*	*	*
School Health	178	20.2%	(15.0%, 26.7%)	*	*	*
Other Community-based Healthcare	368	22.8%	(18.8%, 27.4%)	104	16.5%	(10.6%, 24.8%)
Other Community-based Care	201	23.0%	(17.7%, 29.3%)	*	*	*

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who plan to work for five years or less, 21.0% were in an acute care setting.
a Respondents were instructed to mark all that apply.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Plans to Work Five Years or Less by Position

Position	RN = 12,710			LPN = 959
	N	%	95% CI	N	%	95% CI
Staff Nurse	4,973	23.1%	(21.9%, 24.3%)	523	23.2%	(19.8%, 27.0%)
Faculty	496	20.8%	(17.5%, 24.6%)	*	*	*
Education, Research, and Consulting	1,029	23.5%	(21.0%, 26.2%)	*	*	*
School Nurse	162	22.7%	(16.9%, 29.7%)	*	*	*
Telehealth	464	20.5%	(17.1%, 24.4%)	25	32.0%	(17.2%, 51.6%)
Travel Nurse	227	32.9%	(27.1%, 39.3%)	29	32.1%	(18.1%, 50.3%)
Executives	544	22.3%	(19.0%, 26.0%)	*	*	*
Patient Educator	1,213	26.2%	(23.8%, 28.7%)	96	25.3%	(17.7%, 34.8%)
APN	1,042	15.3%	(13.2%, 17.6%)	*	*	*
Managerial	906	20.7%	(18.2%, 23.5%)	94	18.9%	(12.3%, 28.0%)
Military Health Services	57	18.5%	(10.5%, 30.4%)	*	*	*
Other Health Services	1,549	25.6%	(23.5%, 27.8%)	95	28.8%	(20.7%, 38.6%)
Other Health Non-related	48	28.4%	(17.6%, 42.4%)	*	*	*

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who plan to work five years or less, 23.1% worked in a position as a staff nurse.
a Respondents were instructed to mark all that apply.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Plans to Work Five Years or Less by Specialty

Specialty	RN = 16,842			LPN = 1,531
	N	%	95% CI	N	%	95% CI
Adult Health	2,033	20.3%	(18.6%, 22.1%)	249	21.6%	(16.9%, 27.1%)
Critical Care	1,306	20.5%	(18.4%, 22.8%)	*	*	*
Medical-Surgical and Wound Care	1,436	18.6%	(16.7%, 20.7%)	171	20.7%	(15.3%, 27.4%)
Community Care	497	23.1%	(19.6%, 27.0%)	*	*	*
Care Management	1,260	24.2%	(21.9%, 26.6%)	53	18.4%	(10.2%, 30.8%)
Behavioral Health	698	21.3%	(18.4%, 24.5%)	52	15.9%	(8.4%, 28.1%)
Anesthesia	337	23.9%	(19.7%, 28.7%)	*	*	*
Women and Infants Health	833	20.7%	(18.1%, 23.6%)	*	*	*
Child and Family Health	1,089	19.5%	(17.3%, 22.0%)	151	23.9%	(17.8%, 31.3%)
Specialty Care	1,284	20.8%	(18.7%, 23.1%)	33	40.0%	(25.2%, 56.9%)
Hospice	519	21.0%	(17.7%, 24.7%)	67	17.2%	(10.0%, 27.9%)
Academia	444	22.7%	(19.0%, 26.8%)	*	*	*
Surgical Services	1,099	24.5%	(22.0%, 27.1%)	*	*	*
Occupational Health and Transitions of Care	426	23.0%	(19.3%, 27.2%)	37	21.9%	(11.6%, 37.5%)
Dialysis Nurse	189	23.9%	(18.4%, 30.5%)	*	*	*
Rehabilitation	420	20.9%	(17.3%, 25.0%)	135	17.9%	(12.3%, 25.2%)
Phlebotomy, Testing, and Diagnostics	234	22.6%	(17.7%, 28.4%)	28	24.1%	(12.0%, 42.4%)
Geriatric Care	1,001	21.3%	(18.9%, 23.9%)	295	23.3%	(18.8%, 28.4%)
Other Non-clinical Specialties	186	24.7%	(19.1%, 31.4%)	*	*	*
Other Specialties	1,551	28.5%	(26.3%, 30.8%)	132	31.7%	(24.4%, 40.1%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who plan to work five years or less, 20.3% worked in an adult health specialty.
a Respondents were instructed to mark all that apply.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Reason for Leaving Nursing for those Leaving Nursing in Less than Five Year

Reason	RN = 3,485		LPN = 243
	Estimate	95% CI	Estimate	95% CI
Retiring	70.2%	(68.7%, 71.7%)	63.7%	(57.5%, 69.5%)
Care for home or family	9.1%	(8.2%, 10.1%)	5.7%	(3.4%, 9.4%)
Enrolled in education program	4.0%	(3.4%, 4.7%)	*	*
Difficulty finding a nursing position	0.8%	(0.6%, 1.2%)	*	*
Too stressful/burned out	30.9%	(29.4%, 32.5%)	31.8%	(26.3%, 37.9%)
Difficulties with EMR/new technology	1.7%	(1.3%, 2.2%)	*	*
Violence/safety issues	11.9%	(10.9%, 13.0%)	8.1%	(5.3%, 12.2%)
Relocating/moving to another area	2.5%	(2.0%, 3.1%)	*	*
Temporary disability or long-term illness	0.9%	(0.6%, 1.3%)	*	*
Permanent disability leave	0.5%	(0.3%, 0.8%)	*	*
Wages	16.2%	(15.0%, 17.5%)	11.1%	(7.7%, 15.7%)
Work culture	19.3%	(18.0%, 20.6%)	12.0%	(8.5%, 16.7%)
Workload	24.8%	(23.4%, 26.3%)	25.9%	(20.8%, 31.8%)
Better Schedule	12.0%	(11.0%, 13.1%)	11.9%	(8.4%, 16.6%)
Benefits and employer supports	12.1%	(11.1%, 13.2%)	8.7%	(5.8%, 12.9%)
Other	1.7%	(1.3%, 2.2%)	*	*

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who plan to leave nursing in less than five years, 70.2% were retiring.
a Respondents were instructed to mark all that apply.
b Other includes reasons such as family care, not enjoying the profession and/or needing a change, a few respondents mentioned concerns about COVID-19.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Reasons for Leaving Nursing for those Leaving Nursing in Less than Five Years by Region of Residence

Reason	Upper Peninsula	Northwest LP	Northeast LP	West/West Central	East Central	East	South Central	Southwest	Southeast	Detroit Metro
	N	N	N	N	N	N	N	N	N	N
	Estimate	Estimate	Estimate	Estimate	Estimate	Estimate	Estimate	Estimate	Estimate	Estimate
	95% CI	95% CI	95% CI	95% CI	95% CI	95% CI	95% CI	95% CI	95% CI	95% CI
Retiring	108	149	86	465	176	203	123	231	323	901
	72.9%	68.2%	72.1%	73.6%	65.2%	73.3%	69.6%	79.1%	73.5%	65.7%
	(64.6%, 79.8%)	(60.9%, 74.7%)	(62.4%, 80.1%)	(69.7%, 77.2%)	(58.6%, 71.2%)	(67.4%, 78.5%)	(61.8%, 76.4%)	(73.8%, 83.6%)	(68.9%, 77.7%)	(62.8%, 68.5%)
Care for home or family	11	12	*	39	16	19	*	23	28	78
	10.3%	7.5%	*	8.9%	7.6%	10.0%	*	11.3%	8.2%	10.1%
	(6.1%, 16.8%)	(4.4%, 12.4%)	*	(6.8%, 11.6%)	(4.8%, 11.9%)	(6.8%, 14.4%)	*	(8.0%, 15.7%)	(5.8%, 11.4%)	(8.4%, 12.0%)
Too stressful/burned out	31	36	27	89	53	67	33	43	64	230
	36.4%	36.6%	43.1%	25.7%	36.3%	34.9%	34.8%	24.1%	21.9%	32.2%
	(28.6%, 45.0%)	(29.7%, 44.0%)	(33.6%, 53.1%)	(22.2%, 29.6%)	(30.2%, 42.9%)	(29.2%, 41.1%)	(27.6%, 42.8%)	(19.3%, 29.6%)	(18.0%, 26.3%)	(29.5%, 35.0%)
Violence/safety issues	*	*	10	19	25	21	18	20	15	78
	*	*	18.0%	5.1%	21.5%	11.4%	21.3%	10.1%	5.1%	13.3%
	*	*	(11.6%, 26.9%)	(3.5%, 7.3%)	(16.5%, 27.5%)	(8.0%, 16.0%)	(15.5%, 28.6%)	(7.0%, 14.4%)	(3.3%, 7.8%)	(11.4%, 15.4%)
Wages	12	21	*	43	26	19	12	14	28	116
	14.1%	25.0%	*	17.3%	19.7%	12.6%	12.6%	6.8%	10.4%	18.5%
	(9.1%, 21.2%)	(19.1%, 32.0%)	*	(14.3%, 20.8%)	(14.9%, 25.5%)	(9.0%, 17.4%)	(8.2%, 18.9%)	(4.3%, 10.5%)	(7.7%, 13.9%)	(16.3%, 20.9%)
Work culture	16	28	17	56	35	34	25	33	49	138
	13.9%	28.4%	25.3%	13.9%	26.2%	20.9%	23.6%	18.0%	16.1%	19.7%
	(9.0%, 21.0%)	(22.2%, 35.6%)	(17.7%, 34.8%)	(11.2%, 17.1%)	(20.8%, 32.5%)	(16.3%, 26.4%)	(17.5%, 31.1%)	(13.8%, 23.1%)	(12.8%, 20.1%)	(17.4%, 22.2%)
Workload	22	23	21	76	39	48	33	35	55	192
	23.6%	22.4%	33.6%	19.7%	29.6%	26.7%	31.4%	18.0%	19.2%	27.9%
	(17.1%, 31.7%)	(16.8%, 29.2%)	(24.9%, 43.5%)	(16.5%, 23.3%)	(23.9%, 36.0%)	(21.5%, 32.6%)	(24.5%, 39.3%)	(13.8%, 23.1%)	(15.6%, 23.4%)	(25.3%, 30.6%)
Undesirable schedule	*	15	*	31	20	24	16	16	23	82
	*	15.0%	*	10.4%	14.2%	12.5%	16.0%	9.5%	8.6%	12.8%
	*	(10.4%, 21.1%)	*	(8.1%, 13.3%)	(10.2%, 19.5%)	(8.9%, 17.3%)	(11.0%, 22.8%)	(6.5%, 13.7%)	(6.2%, 11.8%)	(10.9%, 14.9%)
Benefits and employer supports	*	16	12	32	16	20	14	20	28	94
	*	21.8%	22.0%	10.0%	14.9%	10.4%	13.2%	10.1%	9.6%	14.6%
	*	(16.3%, 28.6%)	(14.9%, 31.3%)	(7.7%, 12.9%)	(10.8%, 20.3%)	(7.2%, 14.9%)	(8.7%, 19.6%)	(7.0%, 14.4%)	(7.0%, 13.0%)	(12.6%, 16.8%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs in the UP who plan to leave nursing in less than five years, 72.9% were retiring.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Reasons for Leaving Nursing for those Leaving Nursing in Less than Five Years by Practice Setting

Reasons for Leaving Nursing for those Leaving Nursing in Less than Five Years by Position

Reasons for Leaving Nursing for those Leaving Nursing in Less than Five Years by Specialty

New Nurse Experience

Preparedness for Entering Nursing Workforce

Level of Preparedness	RN = 478		LPN = 80
	Estimate	95% CI	Estimate	95% CI
Adequately prepared	38.6%	(34.3%, 43.0%)	38.5%	(28.6%, 49.5%)
Not enough classroom time	2.9%	(1.7%, 4.8%)	*	*
Not enough clinical time	40.1%	(35.8%, 44.6%)	38.1%	(28.2%, 49.1%)
Not enough skills lab/simulation time	27.8%	(24.0%, 32.0%)	34.2%	(24.7%, 45.1%)
Not enough critical thinking/ prioritization practice	34.0%	(29.9%, 38.4%)	23.0%	(15.1%, 33.3%)
Other	1.7%	(0.9%, 3.3%)	*	*

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who were new nurses, 38.6% felt adequately prepared.
a Respondents were instructed to mark all that apply.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Finding Employment for Nurses Entering Workforce

Finding Employment	RN = 479		LPN = 80
	Estimate	95% CI	Estimate	95% CI
Difficulty Finding a Nursing Position
Very difficult	*	*	*	*
Difficult	3.9%	(2.5%, 6.0%)	*	*
Neutral	20.0%	(16.7%, 23.8%)	26.0%	(17.6%, 36.6%)
Easy	30.6%	(26.6%, 34.9%)	32.8%	(23.5%, 43.7%)
Very easy	44.8%	(40.4%, 49.3%)	35.3%	(25.7%, 46.3%)
Difficulty Finding a Nursing Position in Preferred Practice Area
Very difficult	8.0%	(5.9%, 10.8%)	13.8%	(7.9%, 23.0%)
Difficult	18.8%	(15.6%, 22.5%)	17.1%	(10.4%, 26.8%)
Neutral	24.0%	(20.4%, 28.0%)	26.1%	(17.7%, 36.7%)
Easy	25.3%	(21.6%, 29.4%)	20.5%	(13.1%, 30.6%)
Very easy	23.9%	(20.3%, 27.9%)	22.5%	(14.7%, 32.8%)
Transition Semester/Intensive as Part of Nursing Program
Yes	33.8%	(29.6%, 38.2%)	30.8%	(21.6%, 41.9%)
No	66.2%	(61.8%, 70.4%)	69.2%	(58.1%, 78.4%)
Satisfaction with Orientation at Place of Employment
Very dissatisfied	6.4%	(4.5%, 9.0%)	*	*
Dissatisfied	8.3%	(6.1%, 11.2%)	21.5%	(13.7%, 32.1%)
Neutral	29.1%	(25.2%, 33.4%)	32.0%	(22.5%, 43.2%)
Satisfied	44.5%	(40.1%, 49.0%)	29.7%	(20.6%, 40.8%)
Very satisfied	11.6%	(9.0%, 14.8%)	10.4%	(5.3%, 19.3%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who are new nurses, 3.9% thought it was difficult to find a nursing position.
* Data are suppressed if count is less than 10 or sample population was less than 20.

New Nurse Educational Program Experience

New Nurse Educational Program Experience	RN = 444		LPN = 73
	Estimate	95% CI	Estimate	95% CI
Exposure to Nursing During Middle or High School
Yes, programs completed in middle or high school to explore career in nursing	17.3%	(14.1%, 21.1%)	15.8%	(9.2%, 25.8%)
Yes, program completed in middle or high school to build academic skills related to nursing	7.3%	(5.2%, 10.1%)	*	*
No	73.2%	(68.9%, 77.1%)	73.3%	(62.2%, 82.1%)
Other	2.2%	(1.2%, 4.0%)	*	*
Nursing Program Characteristics
Holistic admissions	25.1%	(21.3%, 29.4%)	*	*
Public	59.0%	(54.3%, 63.5%)	39.9%	(29.4%, 51.4%)
Private	24.1%	(20.3%, 28.3%)	16.3%	(9.6%, 26.4%)
For profit institutions	7.0%	(5.0%, 9.8%)	15.0%	(8.6%, 24.9%)
Online	22.5%	(18.8%, 26.6%)	24.4%	(16.0%, 35.4%)
In-person	56.2%	(51.5%, 60.8%)	72.4%	(61.2%, 81.3%)
Hybrid online and in-person program	47.7%	(43.1%, 52.4%)	21.7%	(13.8%, 32.4%)
Full-time program	84.7%	(81.0%, 87.8%)	75.5%	(64.5%, 83.9%)
Part-time program	11.6%	(8.9%, 14.9%)	*	*
Accelerated graduation date due to COVID	2.8%	(1.6%, 4.8%)	*	*
Reduced in-person clinical experience due to COVID	37.5%	(33.1%, 42.1%)	*	*
Nursing Program Supports
Academic supports available	87.5%	(84.0%, 90.3%)	79.2%	(68.2%, 87.1%)
Supports available to navigate college experience	45.1%	(40.4%, 49.8%)	25.4%	(16.6%, 36.8%)
English as a second language supports available	16.2%	(13.0%, 20.0%)	*	*
Mentorship	29.6%	(25.5%, 34.1%)	22.0%	(13.8%, 33.1%)
Scholarship	64.4%	(59.7%, 68.8%)	37.4%	(26.9%, 49.2%)
Work study	23.9%	(20.1%, 28.2%)	23.6%	(15.1%, 34.8%)
Student loans	69.2%	(64.7%, 73.4%)	67.9%	(56.2%, 77.7%)
Other	*	*	*	*

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who are new nurses, 17.3% had programs completed in middle or high school to explore a career in nursing.
a Respondents were instructed to mark all that apply.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Nurse Residency among New Nurses

Residency Placement	RN = 479		LPN = 80
	Estimate	95% CI	Estimate	95% CI
Yes	59.9%	(55.4%, 64.2%)	26.5%	(18.1%, 37.1%)
No	40.1%	(35.8%, 44.6%)	73.5%	(62.9%, 81.9%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of new nurses who responded to the survey, 59.9% had a nurse residency placement.

Nurse Residency Length among New Nurses

New Nurse Residency Length	N = 280
	Estimate	95% CI
Less than a Month	6.2%	(3.9%, 9.7%)
1-3 Months	21.4%	(17.0%, 26.6%)
3-6 Months	16.5%	(12.6%, 21.3%)
6-12 Months	52.9%	(47.1%, 58.7%)
12-24 Months	*	*

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of new nurses who had a new residency, 6.2% indicated the length was less than a month.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Support for Residency among New Nurses

Level of Support	N = 483
	Estimate	95% CI
Not at all supported	11.8%	(9.2%, 15.0%)
Somewhat supported	27.2%	(23.4%, 31.3%)
Moderately supported	30.8%	(26.8%, 35.1%)
Very supported	23.0%	(19.5%, 27.0%)
Extremely supported	7.1%	(5.1%, 9.7%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of new nurses who had a residency placement, 11.8% indicated they were not at all supported.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Unanticipated Barriers and Challenges while Pursing Nursing Degree

Barriers	RN = 435		LPN = 71
	Estimate	95% CI	Estimate	95% CI
No Unanticipated barriers	10.5%	(8.0%, 13.7%)	*	*
Among those who did experience unanticipated barriers
English as a second language	2.4%	(1.3%, 4.3%)	*	*
Racial/ethnic disparities	4.0%	(2.5%, 6.3%)	*	*
Learning difficulties and/or disabilities	9.0%	(6.7%, 12.1%)	*	*
Lack of flexibility in work schedules	28.9%	(24.8%, 33.3%)	40.4%	(29.8%, 52.0%)
Childcare issues	10.8%	(8.2%, 14.1%)	*	*
Pregnancy (i.e., as covered under Title IX)	4.9%	(3.2%, 7.4%)	*	*
Other family issues	17.3%	(14.0%, 21.1%)	19.9%	(12.3%, 30.6%)
Cost of lost work time and benefits	32.5%	(28.3%, 37.0%)	49.3%	(38.0%, 60.7%)
Cost of tuition	57.9%	(53.2%, 62.5%)	56.5%	(44.9%, 67.4%)
Cost of materials, books, etc.	53.2%	(48.5%, 57.8%)	50.8%	(39.4%, 62.1%)
Student loans were not available/could not take enough loans	12.4%	(9.6%, 15.8%)	19.0%	(11.6%, 29.6%)
Financial aid	29.6%	(25.5%, 34.1%)	39.5%	(29.0%, 51.1%)
Commuting distance to educational program	19.5%	(16.1%, 23.5%)	28.2%	(19.1%, 39.6%)
Limited access to online learning or other online resources	2.4%	(1.3%, 4.3%)	*	*
Scheduling or educational programs offered	10.7%	(8.1%, 14.0%)	16.2%	(9.4%, 26.5%)
Variability for clinical placements and experience	27.5%	(23.5%, 31.9%)	25.1%	(16.5%, 36.3%)
Younger/older classmates	16.2%	(13.0%, 20.0%)	22.6%	(14.4%, 33.6%)
Feeling “too young” or “too old” for the profession	14.6%	(11.6%, 18.2%)	18.6%	(11.3%, 29.2%)
Other	*	*	*	*

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who responded to the survey, 2.4% indicated having English as a second language was a barrier/challenge while pursuing their nursing degree.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Workplace Violence

Type & Perpetrator of Workplace Violence

Demographic of Nurses Experiencing Workplace Violence in the Past Year

Characteristics	RNs		LPNs
	n	Estimate	n	Estimate
Total	9,911	47.3%	827	37.6%
Age
<25 years	67	71.6%	*	*
25 to 34 years	927	62.9%	64	46.9%
35 to 44 years	1,829	49.6%	154	33.8%
45 to 54 years	2,534	41.9%	205	41.0%
55 to 64 years	2,889	36.2%	259	35.1%
65+ years	1,575	22.1%	135	19.1%
Gender
Female	8,821	46.4%	766	36.4%
Male	936	52.3%	48	52.3%
Gender non-binary/non-conforming, Genderqueer, Transgender	23	87.6%	0	0.0%
Prefer not to respond	96	67.1%	*	*
Ethnicity
Hispanic or Latinx	238	52.3%	26	53.5%
Middle Eastern	132	47.8%	12	34.5%
Race
White	8,900	48.2%	600	39.6%
Black	561	33.5%	186	26.9%
American Indian	156	48.5%	23	63.8%
Asian/ Pacific Islander	283	38.8%	20	44.9%
Other	197	62.3%	28	41.8%
Employment Region
Eastern/Central/Western UP	335	47.7%	58	34.2%
Northwest LP	380	46.7%	22	28.5%
Northeast LP	168	51.9%	22	46.4%
West/West Central	1,426	46.9%	140	39.3%
East Central	519	54.5%	59	47.5%
East	664	47.9%	62	56.2%
South Central	479	49.3%	24	40.3%
Southwest	648	54.7%	51	31.1%
Southeast	1,147	49.7%	87	35.3%
Detroit Metro	2,886	47.2%	247	33.6%
Outside of MI	119	51.2%	11	27.9%
Unknown MI Region	1,140	34.9%	44	34.5%
Region of Residence
Upper Peninsula	337	46.2%	60	32.9%
Northwest LP	390	46.8%	24	35.8%
Northeast LP	191	53.0%	23	40.6%
West/West Central	1,470	47.9%	135	37.7%
East Central	508	52.7%	58	52.1%
East	786	50.7%	71	52.1%
South Central	437	51.4%	22	39.1%
Southwest	669	52.7%	59	36.3%
Southeast	972	47.0%	77	41.1%
Detroit Metro	2,931	47.8%	248	32.7%
Non-Michigan Residence	102	39.3%	12	43.0%
Unknown MI Region	1,118	34.2%	38	26.9%

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs less than 25 years old, 71.6% indicated they experienced workplace violence.
a Gender options have been combined for the purpose of increasing the likelihood of having enough responses to be included in the analysis. Should the number be high enough, we will revisit separating out options in future surveys.
b Respondents were instructed to mark all races that apply.
c Southeast Michigan includes the following counties: Livingston, Jackson, Washtenaw, Hillsdale, Lenawee and Monroe.
d Detroit Metro includes the following counties: Oakland, Wayne, and Macomb.
Ϯ The n represents the total number of nurses who responded to the workplace violence section of the survey
¥ Estimates reflect the weighted percentage of nurses who said “Yes” to experiencing workplace violence
* Data are suppressed if count is less than 10 or sample population was less than 20.

Demographics of those Nurses who Experienced Workplace Violence, 2024 & 2025

Characteristics	2024				2025
	RNs		LPNs		RNs		LPNs
	n	Estimate	n	Estimate	n	Estimate	n	Estimate
Total	15,450	46.3%	1,466	32.7%	9,911	47.3%	827	37.6%
Age
<25 years	123	62.6%	*	*	67	71.6%	*	*
25 to 34 years	1,574	59.8%	127	41.7%	927	62.9%	64	46.9%
35 to 44 years	2,938	48.2%	292	36.0%	1,829	49.6%	154	33.8%
45 to 54 years	3,593	42.6%	347	25.6%	2,534	41.9%	205	41.0%
55 to 64 years	4,339	35.2%	391	29.4%	2,889	36.2%	259	35.1%
65+ years	2,146	22.9%	227	19.8%	1,575	22.1%	135	19.1%
Gender
Female	13,589	45.3%	1,342	31.6%	8,821	46.4%	766	36.4%
Male	1,407	52.7%	76	40.9%	936	52.3%	48	52.3%
Gender non-binary/non-conforming, Genderqueer, Transgender	*	*	*	*	23	87.6%	0	0.0%
Prefer not to respond	260	63.1%	28	51.2%	96	67.1%	*	*
Race
White	13,592	47.3%	1,032	36.2%	238	52.3%	26	53.5%
Black	937	34.7%	73	21.6%	132	47.8%	12	34.5%
American Indian	224	59.0%	30	37.9%
Asian/ Pacific Islander	445	41.8%	*	*	8,900	48.2%	600	39.6%
Other	387	51.8%	57	46.5%	561	33.5%	186	26.9%
Ethnicity					156	48.5%	23	63.8%
Hispanic or Latinx	365	52.4%	44	43.9%	283	38.8%	20	44.9%
Middle Eastern	206	45.9%	*	*	197	62.3%	28	41.8%
Employment Region
Upper Peninsula	503	43.4%	115	35.2%	335	47.7%	58	34.2%
Northwest LP	577	45.0%	36	40.1%	380	46.7%	22	28.5%
Northeast LP	264	47.1%	*	*	168	51.9%	22	46.4%
West/West Central	2,090	50.5%	206	39.7%	1,426	46.9%	140	39.3%
East Central	834	49.3%	112	26.5%	519	54.5%	59	47.5%
East	982	49.8%	102	30.9%	664	47.9%	62	56.2%
South Central	631	50.8%	46	43.9%	479	49.3%	24	40.3%
Southwest	999	54.8%	106	40.9%	648	54.7%	51	31.1%
Southeast	1,768	47.6%	141	36.5%	1,147	49.7%	87	35.3%
Detroit Metro	4,225	45.7%	446	27.4%	2,886	47.2%	247	33.6%
Outside of MI	2,046	33.7%	71	25.3%	119	51.2%	11	27.9%
Unknown MI Region	531	45.6%	47	41.4%	1,140	34.9%	44	34.5%
Region of Residence
Upper Peninsula	482	42.3%	109	34.7%	337	46.2%	60	32.9%
Northwest LP	580	46.0%	43	40.3%	390	46.8%	24	35.8%
Northeast LP	291	44.7%	*	*	191	53.0%	23	40.6%
West/West Central	2,157	49.8%	212	38.4%	1,470	47.9%	135	37.7%
East Central	800	49.8%	101	27.4%	508	52.7%	58	52.1%
East	1,220	49.5%	122	29.3%	786	50.7%	71	52.1%
South Central	613	53.7%	41	55.0%	437	51.4%	22	39.1%
Southwest	996	53.5%	107	43.2%	669	52.7%	59	36.3%
Southeast	1,491	47.2%	129	30.7%	972	47.0%	77	41.1%
Detroit Metro	4,303	45.6%	447	28.0%	2,931	47.8%	248	32.7%
Non-Michigan Residence	1,984	33.6%	63	25.2%	102	39.3%	12	43.0%
Unknown MI Region	533	51.9%	51	50.1%	1,118	34.2%	38	26.9%

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs less than 25 years, 62.6% experienced workplace violence in 2024 and 71.6% experienced workplace violence in 2025.
a Gender options have been combined for the purpose of increasing the likelihood of having enough responses to be included in the analysis. Should the number be high enough, we will revisit separating out options in future surveys.
b Respondents were instructed to mark all races that apply.
c Southeast Michigan includes the following counties: Livingston, Jackson, Washtenaw, Hillsdale, Lenawee and Monroe.
d Detroit Metro includes the following counties: Oakland, Wayne, and Macomb.
Ϯ The n represents the total number of nurses who responded to the workplace violence section of the survey
¥ Estimates reflect the weighted percentage of nurses who said “Yes” to experiencing workplace violence
* Data are suppressed if count is less than 10 or sample population was less than 20.

Rate of Workplace Violence Experienced 2020-2025

Nurses Who Experienced Workplace Violence by Setting

Setting	RN = 12,920			LPN = 1,158
	n	Estimate	95% CI	n	Estimate	95% CI
Emergent and Urgent Care	1,010	75.0%	(72.2%, 77.6%)	23	65.8%	(45.5%, 81.6%)
Acute Care	4,468	61.6%	(60.2%, 63.0%)	89	43.3%	(33.5%, 53.7%)
Corrections	126	59.3%	(50.6%, 67.5%)	21	39.5%	(21.8%, 60.4%)
Long-term care	654	45.4%	(41.6%, 49.2%)	381	43.4%	(38.5%, 48.4%)
Community Health	605	40.5%	(36.7%, 44.5%)	93	43.3%	(33.7%, 53.4%)
School of Nursing	533	39.2%	(35.1%, 43.4%)	*	*	*
Ambulatory Care	2,394	38.3%	(36.4%, 40.3%)	149	39.3%	(31.8%, 47.3%)
School Health	190	33.7%	(27.4%, 40.7%)	24	46.8%	(28.7%, 65.8%)
Other Community-based Healthcare	391	32.5%	(28.0%, 37.3%)	109	33.5%	(25.3%, 42.8%)
Public Health	431	31.2%	(27.0%, 35.7%)	16	59.6%	(36.1%, 79.4%)
Mobile and Home Care	571	27.1%	(23.6%, 30.9%)	147	26.4%	(19.9%, 34.1%)
Non-Clinical	1,326	25.3%	(23.0%, 27.7%)	87	24.3%	(16.5%, 34.3%)
Other Community-based Care	221	22.4%	(17.4%, 28.3%)	11	35.8%	(14.8%, 64.1%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who worked in an emergent and urgent care setting, 75.0% experienced workplace violence.
a Respondents were instructed to mark all that apply.
Ϯ The n represents the total number of nurses who responded to the workplace violence section of the survey
¥ Estimates reflect the weighted percentage of nurses who said “Yes” to experiencing workplace violence
* Data are suppressed if count is less than 10 or sample population was less than 20.

Nurses Who Experienced Workplace Violence by Position

Position	RN = 13,438			LPN = 1,089
	n	Estimate	95% CI	n	Estimate	95% CI
Travel Nurse	252	67.9%	(61.9%, 73.4%)	28	35.2%	(20.3%, 53.7%)
Staff Nurse	5,316	58.5%	(57.2%, 59.8%)	600	41.5%	(37.6%, 45.5%)
Military Health Services	59	57.9%	(45.2%, 69.6%)	12	58.2%	(31.8%, 80.6%)
Managerial	954	46.7%	(43.6%, 49.9%)	106	35.7%	(27.2%, 45.2%)
APN	1,058	38.8%	(35.9%, 41.8%)	*	*	*
Faculty	510	38.7%	(34.6%, 43.0%)	*	*	*
Education, Research, and Consulting	1,065	37.5%	(34.6%, 40.4%)	28	17.8%	(7.8%, 35.5%)
Patient Educator and other	1,288	35.8%	(33.2%, 38.5%)	114	36.5%	(28.2%, 45.6%)
Telehealth	491	35.2%	(31.1%, 39.5%)	27	35.9%	(20.6%, 54.7%)
School Nurse	174	33.9%	(27.3%, 41.2%)	22	53.0%	(33.3%, 71.8%)
Other health Non-related	53	32.7%	(21.6%, 46.1%)	*	*	*
Executives	548	32.2%	(28.4%, 36.2%)	32	42.8%	(27.4%, 59.8%)
Other Health Services	1,670	30.2%	(28.0%, 32.4%)	106	20.6%	(14.0%, 29.3%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who worked in a travel nurse position, 67.9% experienced workplace violence.
a Respondents were instructed to mark all that apply.
Ϯ The n represents the total number of nurses who responded to the workplace violence section of the survey
¥ Estimates reflect the weighted percentage of nurses who said “Yes” to experiencing workplace violence
* Data are suppressed if count is less than 10 or sample population was less than 20.

Nurses Who Experienced Workplace Violence by Specialty

Specialty	RN = 17,921			LPN = 1,765
	n	Estimate	95% CI	n	Estimate	95% CI
Critical Care	1,411	68.9%	(66.4%, 71.3%)	36	45.2%	(30.2%, 61.1%)
Medical-Surgical and Wound Care	1,546	63.9%	(61.5%, 66.3%)	191	47.5%	(40.5%, 54.6%)
Behavioral Health	742	63.5%	(60.0%, 66.9%)	58	51.8%	(39.2%, 64.1%)
Specialty Care	1,380	59.1%	(56.5%, 61.7%)	40	47.8%	(33.2%, 62.8%)
Phlebotomy, Testing, and Diagnostics	253	57.6%	(51.4%, 63.5%)	30	60.3%	(42.6%, 75.7%)
Adult Health	2,176	55.2%	(53.1%, 57.3%)	293	40.7%	(35.2%, 46.4%)
Geriatric Care	1,067	54.5%	(51.5%, 57.5%)	340	44.9%	(39.7%, 50.2%)
Hospice	547	51.5%	(47.3%, 55.7%)	83	50.5%	(40.0%, 61.0%)
Rehabilitation	449	47.4%	(42.8%, 52.0%)	162	42.5%	(35.1%, 50.2%)
Occupational Health and Transitions of Care	449	47.3%	(42.7%, 51.9%)	43	52.3%	(37.8%, 66.4%)
Surgical Services	1,133	46.0%	(43.1%, 48.9%)	16	39.0%	(19.6%, 62.7%)
Child and Family Health	1,180	44.3%	(41.5%, 47.1%)	170	38.4%	(31.4%, 45.9%)
Dialysis Nurse	197	42.8%	(36.1%, 49.8%)	*	*	*
Women and Infant Health	866	41.6%	(38.4%, 44.9%)	28	51.1%	(33.6%, 68.3%)
Other Specialties	1,644	40.6%	(38.3%, 43.0%)	149	37.1%	(29.8%, 45.1%)
Anesthesia	346	39.8%	(34.8%, 45.0%)	*	*	*
Community Care	522	38.7%	(34.6%, 42.9%)	34	39.4%	(24.9%, 56.1%)
Academia	463	38.4%	(34.1%, 42.9%)	15	29.1%	(12.4%, 54.3%)
Care Management	1,345	29.8%	(27.4%, 32.3%)	60	34.2%	(23.5%, 46.8%)
Other Non-clinical Specialties	205	21.0%	(16.0%, 27.1%)	12	24.4%	(8.6%, 52.7%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who worked in a critical care specialty, 68.9% experienced workplace violence.
a Respondents were instructed to mark all that apply.
Ϯ The n represents the total number of nurses who responded to the workplace violence section of the survey
¥ Estimates reflect the weighted percentage of nurses who said “Yes” to experiencing workplace violence
* Data are suppressed if count is less than 10 or sample population was less than 20.

Type of Workplace Violence Nurses Experienced by Age for All Nurses

Frequency of Violence by Type

Perpetrator of Workplace Violence

Perpetrator of WPV	RN = 4,001		LPN = 283
	Estimate	95% CI	Estimate	95% CI
Patient	90.0%	(89.0%, 90.9%)	88.3%	(84.0%, 91.5%)
Family or Friend of Patient	62.4%	(60.9%, 63.9%)	46.7%	(41.0%, 52.5%)
Supervisor	9.9%	(9.0%, 10.9%)	16.9%	(13.0%, 21.7%)
Physician	17.7%	(16.5%, 18.9%)	8.9%	(6.1%, 12.8%)
Peer	17.7%	(16.5%, 18.9%)	24.7%	(20.0%, 30.0%)
Other	2.8%	(2.3%, 3.4%)	5.2%	(3.2%, 8.4%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who experienced workplace violence, 90.0% indicated the perpetrator was the patient.
a In previous years, respondents noted issues with survey programming in which it only allowed them to pick one response option

Perpetrator & Type of Violence Experienced by Nurses

Reporting of Workplace Violence

Reporting of Workplace Violence Incidence

Reporting of Workplace Violence	RN = 4,011		LPN = 283
	Estimate	95% CI	Estimate	95% CI
Knowledge of Organizational Process for Reporting Workplace Violence
Yes	73.9%	(72.5%, 75.2%)	58.0%	(52.2%, 63.6%)
No	9.1%	(8.2%, 10.0%)	18.9%	(14.8%, 23.9%)
Don’t Know	17.0%	(15.9%, 18.2%)	23.1%	(18.6%, 28.4%)
Reported Workplace Violence Using Organizational Process
Yes	61.3%	(59.5%, 63.0%)	73.1%	(65.9%, 79.3%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of RNs who experienced workplace violence, 73.9% had knowledge of their organization process for reporting workplace violence.

Rate of Workplace Violence Reported 2021-2025

Knowledge of Reporting Process of Workplace Violence Incidence

Knowledge of Organizational Reporting Process & Use of Reporting by Age

Methods of Reporting Workplace Violence

* Data are suppressed if count is less than 10 or sample population was less than 20.

Appendices

Second Degree Nurses

Type of Nursing Program

Program Type	RN = 3,359		LPN = 208
	Estimate	95% CI	Estimate	95% CI
Associate	49.0%	(47.3%, 50.7%)	81.9%	(76.1%, 86.5%)
BSN	22.8%	(21.4%, 24.2%)	4.6%	(2.5%, 8.4%)
Accelerated BSN (ABSN)	22.4%	(21.0%, 23.8%)	*	*
Entry Master’s program	2.9%	(2.4%, 3.5%)	0.0%	(0.0%, 0.3%)
Joint BSN-MSN entry program	0.7%	(0.5%, 1.0%)	*	*
Other	2.2%	(1.8%, 2.8%)	12.1%	(8.3%, 17.2%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of second-degree nurses who responded to the survey, 49.0% had an associate degree.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Reason for Program Decision

Reasons	RN = 3,277		LPN = 203
	Estimate	95% CI	Estimate	95% CI
Cost of tuition	34.1%	(32.5%, 35.7%)	33.5%	(27.4%, 40.2%)
Ability to qualify for federal student loans	8.9%	(8.0%, 9.9%)	11.1%	(7.5%, 16.2%)
Time commitment	40.6%	(38.9%, 42.3%)	34.2%	(28.0%, 41.0%)
Ability to work while attending the nursing program	35.5%	(33.9%, 37.2%)	36.4%	(30.1%, 43.2%)
Support the program offered to second-degree nursing students	13.9%	(12.8%, 15.1%)	4.6%	(2.5%, 8.4%)
Options to take courses online	5.9%	(5.1%, 6.8%)	*	*
NCLEX pass rate	14.6%	(13.4%, 15.9%)	9.4%	(6.1%, 14.2%)
School location	47.7%	(46.0%, 49.4%)	29.5%	(23.7%, 36.1%)
Location of clinicals	20.7%	(19.3%, 22.1%)	12.0%	(8.2%, 17.2%)
Accepted credits or prerequisites	1.3%	(1.0%, 1.7%)	*	*
Changing or following career path to be a nurse	1.4%	(1.1%, 1.9%)	*	*
More opportunities and security	0.5%	(0.3%, 0.8%)	*	*
Other reasons	6.4%	(5.6%, 7.3%)	7.2%	(4.4%, 11.6%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of second-degree nurses who responded to the survey, 34.1% said cost of tuition was the reason they chose their program.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Adequately Preparedness for First Nursing Job

Preparedness	RNs = 3,349		LPNs = 214
	Estimate	95% CI	Estimate	95% CI
Yes	80.7%	(79.3%, 82.0%)	77.5%	(71.4%, 82.6%)
No	19.3%	(18.0%, 20.7%)	22.5%	(17.4%, 28.6%)
Among those who said they were not adequately prepared, what would have helped includes:
Longer clinicals or preceptorships	47.8%	(45.1%, 50.5%)	32.7%	(24.6%, 42.0%)
Online resources	5.3%	(4.2%, 6.6%)	*	*
More in-person training	55.9%	(53.2%, 58.6%)	47.6%	(38.5%, 56.9%)
Skills check off	17.1%	(15.2%, 19.2%)	23.6%	(16.6%, 32.4%)
Longer orientation	31.8%	(29.3%, 34.4%)	31.8%	(23.8%, 41.0%)
Nursing residency	39.2%	(36.6%, 41.9%)	22.3%	(15.5%, 31.0%)
Mentorship	38.1%	(35.5%, 40.8%)	38.1%	(29.5%, 47.5%)
Other	7.4%	(6.1%, 8.9%)	8.2%	(4.4%, 14.9%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of second-degree nurses who responded to the survey, 80.7% felt prepared for their first nursing job.
a Respondents were instructed to mark all that apply.

Received Admissions Benefits for Entry into the Program

Received Admissions Benefits	RNs = 3,304		LPNs = 213
	Estimate	95% CI	Estimate	95% CI
Yes	57.3%	(55.6%, 59.0%)	42.8%	(36.3%, 49.5%)
No	42.7%	(41.0%, 44.4%)	57.2%	(50.5%, 63.7%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of second-degree nurses who responded to the survey, 57.3% received admissions benefits.

Reason for Pursuing Nursing as a Second-Degree

Reasons	RNs = 3,307		LPNs = 213
	Estimate	95% CI	Estimate	95% CI
Passion for the profession	49.8%	(48.1%, 51.5%)	51.2%	(44.5%, 57.8%)
Stable career opportunities	60.3%	(58.6%, 62.0%)	45.0%	(38.5%, 51.7%)
Time available	6.1%	(5.3%, 7.0%)	6.5%	(3.9%, 10.6%)
Seeking a higher paying profession	41.5%	(39.8%, 43.2%)	39.6%	(33.3%, 46.3%)
The ability to move around in the profession	40.5%	(38.8%, 42.2%)	25.7%	(20.3%, 32.0%)
Work Schedule	25.7%	(24.2%, 27.2%)	12.6%	(8.8%, 17.7%)
Other reason	5.1%	(4.4%, 5.9%)	5.3%	(3.0%, 9.2%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of second-degree nurses who responded to the survey, 49.8% had said their passion for the profession was their reason for pursuing nursing as a second-degree.
a Respondents were instructed to mark all that apply.

Challenges during Transition to Nursing

Challenges	RNs = 2,802		LPNs = 183
	Estimate	95% CI	Estimate	95% CI
No challenges	5.2%	(4.4%, 6.1%)	5.7%	(3.2%, 10.1%)
Among those who did experienced challenges:
Competency struggles	12.9%	(11.7%, 14.2%)	11.2%	(7.4%, 16.6%)
Imposter syndrome	40.4%	(38.6%, 42.2%)	30.2%	(24.0%, 37.2%)
Different work hours	34.8%	(33.1%, 36.6%)	37.9%	(31.2%, 45.1%)
COVID-19 pandemic	21.0%	(19.5%, 22.5%)	18.0%	(13.1%, 24.2%)
Knowing what to specialize in	21.1%	(19.6%, 22.6%)	13.7%	(9.5%, 19.4%)
Communication with colleagues	21.6%	(20.1%, 23.2%)	21.4%	(16.1%, 27.9%)
Bullying from nurse colleagues and/or instructors	30.6%	(28.9%, 32.3%)	33.9%	(27.4%, 41.0%)
Preceptor challenges	16.1%	(14.8%, 17.5%)	*	*
Other	2.5%	(2.0%, 3.1%)	*	*

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of second-degree nurses who responded to the survey, 5.2% had no challenges during their transition to nursing.
a Respondents were instructed to mark all that apply.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Acute Care after Nursing School

Acute Care after Nursing School	RNs = 3,325		LPNs = 214
	Estimate	95% CI	Estimate	95% CI
Yes	82.5%	(81.2%, 83.8%)	39.8%	(33.5%, 46.5%)
No	17.5%	(16.2%, 18.8%)	60.2%	(53.5%, 66.5%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of second-degree nurses who responded to the survey, 82.5% went to an acute care setting after nursing school.

Non-Traditional Position Options after Nursing School

Non-Traditional Position Options after Nursing School	RNs = 3,299		LPNs = 208
	Estimate	95% CI	Estimate	95% CI
Yes	32.0%	(30.4%, 33.6%)	31.9%	(26.0%, 38.4%)
No	68.0%	(66.4%, 69.6%)	68.1%	(61.6%, 74.0%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of second-degree nurses who responded to the survey, 32.0% felt they were given options of non-traditional nursing roles after their nursing program.

Benefits of Previous Employment on Nursing Career

Benefits	RNs = 3,188		LPNs = 209
	Estimate	95% CI	Estimate	95% CI
Transfer of common skills	76.8%	(75.3%, 78.2%)	68.0%	(61.4%, 74.0%)
Service/patient facing	53.2%	(51.5%, 54.9%)	46.9%	(40.3%, 53.7%)
Previous leadership and/or management experience	27.7%	(26.2%, 29.3%)	32.0%	(26.0%, 38.6%)
Prior clinical experience (e.g., CNA, Medical Assistant, Phlebotomy)	42.2%	(40.5%, 43.9%)	42.2%	(35.7%, 49.0%)
Other	1.4%	(1.0%, 1.9%)	*	*

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of second-degree nurses who responded to the survey, 76.8% felt as though they had transferrable common skills from their previous work experience to their nursing career.
a Respondents were instructed to mark all that apply.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Management of Financial Aspects of Returning to School

Aspects	RNs = 3,275		LPNs = 207
	Estimate	95% CI	Estimate	95% CI
Student loans	63.0%	(61.3%, 64.6%)	68.2%	(61.6%, 74.2%)
Worked in my previous career while attending nursing school, using my earnings to pay for school	35.2%	(33.6%, 36.9%)	33.2%	(27.1%, 39.9%)
Used personal savings to pay for school	39.3%	(37.6%, 41.0%)	25.1%	(19.7%, 31.4%)
Help from friends and family	31.8%	(30.2%, 33.4%)	20.9%	(15.9%, 26.9%)
Worked in a health-related capacity while attending nursing school	28.6%	(27.1%, 30.2%)	26.5%	(21.0%, 32.9%)
Tuition benefit from employer	14.5%	(13.3%, 15.7%)	5.9%	(3.4%, 10.0%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of second-degree nurses who responded to the survey, 63.0% used student loans to pay for their return to school.
a Respondents were instructed to mark all that apply.

Support Systems

Support Systems	RNs = 3,270		LPNs = 210
	Estimate	95% CI	Estimate	95% CI
Additional meetings with an advisor or counselor	9.4%	(8.4%, 10.4%)	11.3%	(7.7%, 16.3%)
Friends/family	74.1%	(72.6%, 75.6%)	71.1%	(64.6%, 76.8%)
Meeting with professors and/or clinician instructors	31.0%	(29.4%, 32.6%)	27.4%	(21.8%, 33.8%)
None of these	15.6%	(14.4%, 16.9%)	18.0%	(13.4%, 23.8%)
Other	2.6%	(2.1%, 3.2%)	*	*

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of second-degree nurses who responded to the survey, 9.4% had additional meetings with an advisory or counselor to help them with their nursing education and transition to nursing.
a Respondents were instructed to mark all that apply.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Second Degree Nurse Recommendations on Nursing as a Second Career Choice

Recommend Nursing as a Second Degree	RNs = 3,278		LPNs = 210
	Estimate	95% CI	Estimate	95% CI
Yes	70.1%	(68.5%, 71.6%)	68.7%	(62.1%, 74.6%)
No	29.9%	(28.4%, 31.5%)	31.3%	(25.4%, 37.9%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of second-degree nurses who responded to the survey, 70.1% recommend nursing as a second degree.

Internationally Trained Nurses

Demographics

Area of Origin for Internationally Trained Nurses in Michigan

Area of Origin	N = 403
	n	Estimate
Canada	197	48.9%
Asia	100	24.8%
Europe	23	5.7%
Africa	16	4.0%
India	15	3.7%
Middle East	14	3.5%
United States	13	3.2%
Central/South America	*	*
Other	19	4.7%

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of internationally trained nurses who responded to the survey, 48.9% received were originally from Canada.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Length of Time Working as a Nurse

Years	N = 403
	Estimate	95% CI
Less than 3 years	9.5%	(7.0%, 12.8%)
3 to less than 6 years	7.6%	(5.4%, 10.6%)
6 to less than 10 years	18.5%	(15.0%, 22.6%)
10 to less than 20 years	18.3%	(14.8%, 22.4%)
20 or more years	46.0%	(41.2%, 50.9%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of internationally trained nurses who responded to the survey, 9.5% had been practicing nursing for less than 3 years.

Length of Time Working as a Nurse in Michigan

Years	N = 383
	Estimate	95% CI
Less than 3 years	34.5%	(29.9%, 39.4%)
3 to less than 6 years	11.3%	(8.5%, 14.9%)
6 to less than 10 years	9.7%	(7.1%, 13.1%)
10 to less than 20 years	13.0%	(10.0%, 16.7%)
20 or more years	31.5%	(27.1%, 36.3%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of internationally trained nurses who responded to the survey, 34.5% have worked as a nurse in Michigan for less than 3 years.

Education/Licensure

Duration Since Passing NCLEX

Years	N = 399
	Estimate	95% CI
Less than a year ago	*	*
1 to 5 years ago	24.6%	(20.6%, 29.1%)
5 to 10 years ago	17.9%	(14.5%, 22.0%)
10+ years ago	54.0%	(49.1%, 58.8%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of internationally trained nurses who responded to the survey, 24.6% passed the NCLEX 1 to 5 years ago.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Barriers When Obtaining Michigan Nurse Licensure

Barriers	N = 398
	Estimate	95% CI
No barriers experienced	52.3%	(47.4%, 57.2%)
Among those who did experience unanticipated barriers
Financial Cost	24.3%	(20.3%, 28.7%)
Time Commitment	11.5%	(8.7%, 15.0%)
Language Barriers	3.5%	(2.1%, 5.8%)
U.S. Employer Benefits	15.0%	(11.8%, 18.8%)
Country of Origin Barriers	20.5%	(16.8%, 24.7%)
Other	2.9%	(1.6%, 5.1%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of internationally trained nurses who responded to the survey, 52.3% did not experience any barriers when obtaining a Michigan nurse license.

Supports while Obtaining Michigan Nurse Licensure

Supports	N = 397
	Estimate	95% CI
Not at all supported	15.1%	(11.9%, 19.0%)
Somewhat supported	26.7%	(22.6%, 31.3%)
Moderately supported	14.2%	(11.1%, 18.0%)
Very supported	27.8%	(23.6%, 32.4%)
Extremely supported	16.2%	(12.9%, 20.1%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of internationally trained nurses who responded to the survey, 15.1% did not at all feel supported while obtaining a Michigan nurse license.

Workforce

Finding Nursing Jobs in Michigan

Finding Nursing Jobs	N = 395
	Estimate	95% CI
U.S Recruiter	27.3%	(23.1%, 31.9%)
Country of origin recruiter	3.5%	(2.1%, 5.8%)
Self-applied	55.0%	(50.1%, 59.8%)
Referral	7.8%	(5.5%, 10.9%)
Other	3.1%	(1.8%, 5.3%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of internationally trained nurses who responded to the survey, 27.3% found their nursing job due to a recruiter.

Nursing Career Outside of Michigan

Nursing Career Locations	N = 263
	Estimate	95% CI
Another U.S. state	61.1%	(55.1%, 66.8%)
Country of origin	29.2%	(24.0%, 35.0%)
Another country	9.7%	(6.7%, 13.9%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of internationally trained nurses who responded to the survey, 61.1% plan to continue their nursing career in another US state.

Training on Healthcare Practices in Michigan

Had Trainings	N = 391
	Estimate	95% CI
Yes	71.2%	(66.5%, 75.5%)
Among those that had training on healthcare practices in Michigan, was the training:
Not at all adequate	*	*
Somewhat adequate	15.7%	(11.9%, 20.4%)
Moderately adequate	23.3%	(18.8%, 28.6%)
Very adequate	40.0%	(34.5%, 45.8%)
Extremely adequate	20.1%	(15.8%, 25.2%)
No	28.8%	(24.5%, 33.5%)
Among those that did not have training on healthcare practices in Michigan, what would have helped:
Shorter training	*	*
Longer training	43.4%	(35.2%, 52.0%)
Online training	23.0%	(16.6%, 30.9%)
In-person option	29.7%	(22.5%, 38.0%)
Skills check off	29.0%	(21.9%, 37.3%)
Other	7.9%	(4.4%, 13.8%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of internationally trained nurses who responded to the survey, 71.2% had received an orientation or training on healthcare practices in Michigan.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Cultural

Encountering Cultural Differences in Patient Care

Cultural Differences	N = 392
	Estimate	95% CI
Yes	72.7%	(68.1%, 76.9%)
No	27.3%	(23.1%, 31.9%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of internationally trained nurses who responded to the survey, 72.7% encountered cultural differences in patient care.

Strategies for Adapting to Work Environments

Strategies	N = 354
	Estimate	95% CI
Hospital onboarding program	52.1%	(46.9%, 57.3%)
Connection with cultural community groups	18.3%	(14.6%, 22.7%)
Connection with religious/spiritual community groups	9.8%	(7.1%, 13.3%)
Mentor within facility	52.7%	(47.5%, 57.8%)
Mentor in the community	7.2%	(4.9%, 10.4%)
Other	9.8%	(7.1%, 13.3%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of internationally trained nurses who responded to the survey, 52.1% felt their hospital onboarding program helped them adapt to work environments.

Frequency of Cultural Misunderstandings or Conflicts

Cultural Misunderstandings	N = 379
	Estimate	95% CI
No	35.4%	(30.8%, 40.3%)
Among those that had have experienced misunderstandings or conflicts:
Once a year or less	24.8%	(20.7%, 29.4%)
A few times a year	27.5%	(23.2%, 32.2%)
Monthly	6.0%	(4.0%, 8.9%)
Weekly	5.0%	(3.2%, 7.7%)
Daily	*	*

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of internationally trained nurses who responded to the survey, 35.4% did not experience a cultural misunderstanding or conflict.
* Data are suppressed if count is less than 10 or sample population was less than 20.

Effect of Misunderstandings or Conflicts on Nursing Care

Effects	N = 316
	Estimate	95% CI
Positively impacted my nursing care	33.8%	(28.8%, 39.2%)
Negatively impacted my nursing care	14.4%	(11.0%, 18.7%)
The impact on my nursing care was indifferent	51.8%	(46.3%, 57.3%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of internationally trained nurses who experienced a cultural misunderstanding or conflict, 33.8% said it positively impacted their nursing care.

Resources

Satisfaction with Support during Nursing Transitions

Supports	N = 376
	Estimate	95% CI
Provided by Colleagues, Mentors, and other staff
Not at all satisfied	4.2%	(2.6%, 6.7%)
Somewhat satisfied	18.3%	(14.7%, 22.5%)
Moderately satisfied	28.2%	(23.9%, 33.0%)
Very satisfied	35.2%	(30.5%, 40.2%)
Extremely satisfied	14.1%	(10.9%, 18.0%)
Provided by Employer
Not at all satisfied	10.9%	(8.1%, 14.5%)
Somewhat satisfied	22.9%	(18.9%, 27.4%)
Moderately satisfied	27.9%	(23.6%, 32.7%)
Very satisfied	26.5%	(22.3%, 31.2%)
Extremely satisfied	11.8%	(8.9%, 15.5%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of internationally trained nurses who responded to the survey, 4.2% were not at all satisfied with the support provided by colleagues, mentors, and other staff.

Beneficial Additional Supports

Supports	N = 245
	Estimate	95% CI
Dedicated help for NCLEX	22.2%	(17.4%, 27.8%)
Mentor	37.1%	(31.3%, 43.3%)
Long-term preceptorship	37.1%	(31.3%, 43.3%)
Familial support	15.3%	(11.3%, 20.3%)
Housing support	26.0%	(20.9%, 31.8%)
Food support	12.6%	(9.0%, 17.3%)
Communication Support	28.4%	(23.1%, 34.3%)
Other	8.2%	(5.4%, 12.3%)

All percentages reported in the table are presented as weighted estimates that reflect Michigan’s overall nurse population. For example, of internationally trained nurses who responded to the survey, 22.2% felt dedicated help for NCLEX would be beneficial.