The UT System’s innovative approach to tackling Texas’ nursing crisis

Texas is grappling with a nursing shortage that threatens the quality and accessibility of health care for its rapidly growing population. In response, the University of Texas System has created the UT System Workforce/Nursing Collaborative, comprised of nursing deans and chief nursing officers at UT health institutions to address industry issues.

By leveraging technology, enhancing productivity and fostering a supportive environment for nurses, the UT System and its institutions aim to develop sustainable solutions to this pressing problem, which is not exclusive to Texas but affects the entire country.

In this Q&A, UT System Associate Vice Chancellor and Chief Digital & Analytics Officer in Health Affairs Zain Kazmi discusses how the UT System is committed to finding solutions:

Q: What are the primary factors contributing to the nursing shortage in Texas?

Zain Kazmi: There are many reasons behind the nursing shortage. The pandemic was a significant problem. Initially, health care workers were recognized as heroes, but sadly that transitioned to a negative perception. Nurses were on the front lines, yet they and other health care professionals actually had to deal with public backlash as the pandemic dragged on, and that included verbal and even physical attacks. Additionally, there is a lack of recognition for the long hours and hard work that nurses put in. The job itself is demanding, with long hours and sometimes inadequate pay, leading to high attrition rates. This is particularly true among younger nurses. As a consequence, we're seeing more and more new nurses leaving the profession within the first year. The rapid population growth in Texas has also significantly increased the demand for healthcare services, which in turn amplifies the demand for nursing professionals.

Q: What is the UT System Workforce/Nursing Collaborative and what are its goals?

Kazmi: The collaborative was launched in July 2023 and meets quarterly. It brings together nursing deans and chief nursing officers from our health institutions to identify best practices, discuss solutions and foster collaboration on workforce matters. The collaborative is co-chaired by Dr. Barbara Haas, Dean of Nursing at UT Tyler, and Dr. Nancy Doolittle, Chief Nursing Officer of UT Health San Antonio. Its primary aims are to address workforce challenges, implement innovative solutions and enhance collaboration across the UT System.

Q: What initiatives has the Workforce/Nursing Collaborative produced so far?

Kazmi: The Workforce/Nursing Collaborative focuses on transformational and innovative nursing practices to improve nursing and related workforce challenges across the UT System. Key strategies include leveraging technology such as virtual nursing and AI, creating nursing pipelines for recruitment and retention, and improving the professional development of nurses. We are also working on policy and licensing collaborations with the Texas Legislature, the Texas Higher Education Coordinating Board and the Texas Board of Nursing. Additionally, we are developing a UT System nursing database to track key performance indicators and strategic metrics.

Q: You mentioned that retention is a significant challenge, especially among younger nurses. What strategies are being employed to improve nurse retention and create a more supportive work environment?

Kazmi: Retention is indeed a top challenge. We are addressing this by creating a more supportive work environment through initiatives such as the Faculty Burnout Working Group, maintaining and seeking Magnet recognition through the American Nurses Credentialing Center (ANCC), providing professional development opportunities, and enhancing collaboration between institutions. We also emphasize the importance of recognizing and valuing the work of nurses, which includes renaming our physician burnout group to Clinician Wellness to acknowledge the challenges faced by all health care professionals.

Q: How is technology being leveraged to enhance productivity and support nurses in their roles, and what future innovations are anticipated in this area?

Kazmi: We are exploring innovations such as virtual nursing opportunities, advanced informatics systems, and AI applications in health care. For instance, the Workforce/Nursing Collaborative is looking into virtual nursing models and leveraging better data management. This can help reduce the workload on nurses, allowing them to focus more on patient care and improve overall job satisfaction. Additionally, we aim to leverage our size and resources to implement shared contracting and staff pooling, which can optimize resource allocation across our institutions.

The Texas Legislature's support, including the recent increase in funding for the Texas Nursing Shortage Reduction Program to $46.8 million, is crucial in backing these efforts. By working collaboratively and utilizing innovative solutions, the UT System is committed to overcoming the nursing shortage and ensuring quality health care for all Texans.

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