In light of the shortage of nurses in the United States, American hospitals are turning to applications that allow them to use specific health services provided by these health professionals, who in return receive better wages than if they worked under traditional contracts, as well as greater flexibility in their time.
In 2020, during the most difficult phase of the “Covid-19” pandemic, nurse Jessica Martinez moved to Paramos to commit to a temporary nursing contract, at a time when hospitals were crowded with patients.
But as the situation returned to normal, this 38-year-old nurse, like an increasing number of her colleagues, chose the task-based work format known as “gig work.” She therefore preferred to choose the tasks she would accomplish through applications, rather than resorting to contracts. Traditional work in hospitals.
Jessica told Agence France-Presse, “One time I worked only one day during the week, while other times I worked 7 days in 8-hour shifts. It depends on the pace of my life.”
American hospitals are increasingly relying on this work formula, which is more profitable for nurses and is characterized by greater flexibility in terms of their time, in a step through which these institutions are trying to find new working methods to compensate for the shortage in their employees. This model is compared to applications such as Uber.
The pandemic prompted about 100,000 nurses to leave their jobs due to the pressures resulting from this health crisis, according to a recent report issued by their National Council.
More than 610,000 nurses intend to leave this profession by 2027, either because of the great fatigue associated with it or because they will retire.
This number is considered high compared to the 5.2 million male and female nurses who were practicing the profession in 2022.
Employment crisis
Deborah Visconi, CEO of Bergen Newbridge Medical Center where Martinez works, confirms that there is a “staffing crisis in the health system.”
She points out that “a large number of workers in this field have decided to retire early or leave the profession.”
Since the hospital began working with the CareRef platform, 150 specialists have registered to work there.
“We can find someone who is able to work a few hours,” says Visconi, adding that “80% of the needs are met in this way.”
The “Aya Healthcare” platform witnessed an increase in the shifts of nurses working with this model by 54% in 2022. At the federal level in America, the number of shifts proposed through the platform increased by 62%, according to Vice President Sophia Morris.
flexibility
Martinez believes that this model of work brings her a “higher return,” at least 30%, than what she earns from traditional contracts with hospitals.
However, as a contract worker, she does not benefit from the benefits that are usually granted by her employer, such as health insurance, and in this regard she remains dependent on her husband.
Others, like Chantal Chambers, benefit from the flexibility afforded to them when they choose their own courses.
While living in San Diego, Chambers enrolled in the AYA Healthcare platform, taking advantage of the options available to her to balance her family and work concerns, and thus spend more time with her two sons.
As for Deborah Visconi, she believes that the use of platforms will increase, at a time when employees look at their work differently and seek either to have more free time or to work more, based on the needs of each of them.
“We have a high rate of aging among the population, which requires more health care, and we are on the verge of a crisis,” says Susan Pasley, chief nurse at CareRef, which is pushing hospitals to “consider more flexible options” than the traditional work format.
Tensions
But some are concerned about any results that could negatively impact patient care.
Michelle Mahon, from the nurses’ union, points out: “The danger is to see hospitals that are not well prepared, with not enough staff to deal with emergencies or large numbers of patients.”
She pointed out another danger, which is the lack of knowledge of the logistical matters related to the work, such as knowing where to store emergency equipment, for example.
Sarah DeWilde confirms that this is a problem of great importance. The nurse, who hails from the northern state of Missouri, is training nurses in the “Gig Work” formula in the hospital where she works, despite her inability to properly evaluate their skills, she confirms.
“I no longer have enough time to care for my patients, because I am helping nurses learn how to care for their patients,” she says, adding, “I started to feel exhausted.”
Since gigwork nurses are paid twice as much as others, “it can create tensions.”
But Deborah Visconi is optimistic, and expects that the situation will improve because these nurses tend to return to the same hospitals.