Building for the Long Term: How a CNO Builds Workforce Stability Through Experience Mix and Team Design
Workforce stability does not happen by accident. It is the result of deliberate planning, strategic vision at every level of an organization, and a clear-eyed view of what it actually takes to build a team that lasts.
Amanda Shrout, Chief Nursing Officer at Sinai Hospital and Grace Medical Center in Baltimore, has spent years building workforce strategy around exactly those terms. As a long-term partner of PRS Global, her organization has developed an approach to international nurse recruitment, one that is built into how they plan for the future, not bolted on as a short-term measure. At The Experience Equation webinar on April 16, Amanda will be sharing how that strategy is built, communicated, and sustained over time.
Strategy Built for the Long Horizon
Long-term workforce planning requires a different kind of discipline than short-term hiring. It means projecting forward, aligning across the organization, and being transparent about what international recruitment can and cannot do.
One of the areas Amanda will be exploring is how her team approaches that planning horizon. They project the number of international nurses expected each fiscal year, pair that with active domestic recruitment efforts, and make deliberate decisions about where experienced nurses are needed most. As Amanda has put it directly: international nurse recruiting is not a short-term strategy. It is a play for long-term stability. That distinction shapes every decision that follows.
A Consistent Message at Every Level
A workforce strategy only holds if the people responsible for executing it understand it and believe in it. That means having consistent, transparent conversations from the board room to the bedside.
On April 16, Amanda will be speaking to how her organization manages that alignment. She will explore how board-level conversations about immigration and recruitment are framed around the long-term value of the PRS partnership, and how that same clarity carries through to nursing staff.
Integration That Starts Before Arrival
Integration does not begin on the first shift. For Amanda's team, it begins while nurses are still in the pipeline, sometimes a year or more before they arrive.
This is one of the practices Amanda will be walking through on April 16. In collaboration with PRS Global, her team runs structured town halls with incoming nurses during the waiting period, introducing the organization, its leaders, and the opportunities available from the start. Clinical ladder eligibility, professional governance, and development programs are all presented early, not as retention tools, but as a signal that these nurses are already considered part of the team. The goal, as Amanda frames it, is for every nurse to arrive knowing they are not just coming to work a shift. They are joining an organization that is invested in where they go next.
Hear the Full Conversation at The Experience Equation
This is one lens of a broader conversation PRS Global will be hosting in the upcoming webinar. The Experience Equation brings together three perspectives on how experience, team design, and integration connect across the workforce. Alongside Amanda's system-level view, you will hear from a nurse manager on how workforce strategy translates to daily practice on the unit, and from an international nurse on what thoughtful integration looks like from the inside.
Register now to join the conversation on April 16.