The role of the neonatal nurse practitioner (NNP) is still fairly new in healthcare. The earliest NICUs were only developed in the mid-1900s, and it wasn’t until the 1970s that the first NNPs first appeared in the U.S. As many of the pioneering NNPs have reached or are approaching retirement age, how will the shifting landscape affect new and aspiring NNPs? Let’s take a look.
What Are the Projected Retirement Rates for NNPs?
While data is limited for NNPs specifically, the U.S. Bureau of Labor Statistics (BLS) shares some insights for the job outlook for nurse practitioners in general. In the coming decade, roughly 30,000 openings are projected each year, largely due to professionals who will be exiting the workforce. Some reports indicate that growth for the NNP specialty has remained consistent over recent years at 2%, but experts are predicting a rising wave of retirement which will likely spur further growth.
As in many professions, most NNPs retire by age 65, with just 1% exceeding this age. There are currently 15% of NNPs between 55 and 64 years old, making up a considerable portion who will likely retire within the coming decade.
How Will Increasing Retirements Affect the NNP Landscape?
With many NNPs set to retire, the job outlook for current and prospective NNPs is positive. Yet, there will likely be challenges to consider, too.
More NNPs are not only needed to offset the workload from retiring workers, but also the fact that fewer pediatric and medical graduates spend time in NICU rotations. Complicated by the fact that healthcare staffing issues have persisted since the pandemic, many NNPs will face increasing workloads.
There’s also the fact that veteran NNPs often serve as nurse preceptors. Indeed, the nurse preceptor shortage has been affected by a retiring workforce as well as other factors, including administrative challenges, conflicts with academic institutions, lack of financial compensation for preceptors, and complex EHR systems. Only 23% of nurse practitioners surveyed in 2020 had received formal preceptor education.
Retiring NNPs therefore present both a challenge and an opportunity for current and aspiring NNPs. While newer NNPs may need to explore alternate resources if training under a preceptor is unavailable, they’ll likely have a wealth of job opportunities to consider for the foreseeable future. Similarly, while retiring NNPs may mean more work for existing NICU nurses until a new wave of recent graduates enters the workforce, opportunities for career advancement will open up which may become attainable with continuing education.
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