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Nursing Health Services Research Unit
A Resilient Nursing Workforce: The Impact of Policy Over Time
Andrea Baumann, Mabel Hunsberger, Mary Crea-Arsenio
Context
Features of the NGG
Percentage FT
Health human resource (HHR) planning has reemerged as an important issue for policymakers amidst the recent global threat of Ebola.
Over the past decade, the Ontario government
has made investments to ensure the province’s
health workforce is stable and prepared for the
future needs of patients and their families
The Nursing Graduate Guarantee (NGG) is an
evidence-informed policy developed in 2007 to
stabilize the nursing workforce and increase fulltime employment for new graduate nurses. A
comparative analysis of nurses who participated
in the policy and those who did not participate
and who entered the employment market
between the years 2007 to 2012 was conducted.
90
80
70
60
50
40
30
20
10
0
NGG
Non-NGG
2007
The purpose of this study was to examine the
impact of a government supported employment
incentive on the transition of new graduate
nurses into the workforce.
Approach
% of Registered Nurse Graduates in FullTime Employment by NGG Status
Results
New graduate nurses’ success in finding full-time positions at
various stages of their career were analyzed
(i)  Overall, the NGG had a beneficial effect in terms of
increasing the likelihood of obtaining a full-time position.
(ii)  Comparison between two different sources of data
demonstrated good agreement in estimates of the effect of
the initiative.
2008
2009
2010
Graduation Year
2011
2012
Conclusion
Without an effective approach to new graduate
transition, employers may lose investments made
in recruiting and orienting new hires and risk
jeopardizing quality patient care. The NGG has
been valuable in stabilizing the nursing workforce
in Ontario and easing the transition of new
graduate nurses into professional practice.
Funded by:
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