$60,090 walks out the door every time a nurse resigns.

Nursing Workforce Planner gives nurse managers and CNOs a dashboard to track turnover, benchmark BLS wages against your region, and surface retention risk before the resignation letter arrives — turning a million-dollar attrition crisis into a tracked, preventable metric.

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No credit card required · 14-day free trial
BLS OES wage data updated annually · 16.4% national RN turnover benchmark included
NSF 2026 Report: avg. $60,090 cost per departing RN

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The retention crisis is costing your facility more than you know.

$60,090 per departing RN

Recruitment, onboarding, and productivity ramp cost per voluntary departure (NSI National Health Care Retention Report 2026). A 100-nurse facility losing 16–19 nurses per year is hemorrhaging $960K–$1.14M annually — with no dashboard to show for it.

$70,000–$110,000/year per open FTE

Every persistent vacancy you cover with a travel nurse at $91–$160/hr costs roughly $70K–$110K/year in premium coverage — nearly double your staff nurse rate.

No early-warning system

Enterprise workforce platforms (QGenda, Smartlinx) are priced for 500-bed health systems with IT departments. Scheduling tools (NurseGrid, Deputy) track shifts but ignore analytics entirely. The 50–300-bed segment has no self-serve option.

Wage gaps you can't see

Without BLS regional benchmarking, most CNOs have no idea whether their RN pay is at the 25th or 75th percentile for their metro area. Exit interviews reveal the misalignment — after the departure.

Turn a $60,000-per-departure crisis into a dashboard metric.

Turnover tracking + cost calculator

Rolling 12-month turnover rate by unit and role, benchmarked against the NSI 16.4% national average. The annualized cost of departures is the first number on your dashboard.

BLS OES wage benchmarking

Regional median and percentile wages for RN (SOC 29-1141) and LPN/LVN (SOC 29-2061) by state and metro area, compared against your internal pay bands. Wage-gap alerts fire automatically.

Retention risk scoring + forecasting

Formula-based retention risk score per unit (0–100) from five observable inputs: overtime hours, vacancy rate, days-open average, departure trend, and wage gap. Plus a 6-month vacancy forecast with travel nurse premium cost projection.

Up and running in 30 minutes.

Configure your facility

Enter your facility type, FTE targets by unit, BLS benchmark region, and internal pay bands. The dashboard populates instantly.

Log headcount and departures

Enter nursing staff by unit (RN/LPN/LVN), FTE weight, and employment status. Log departures with reason codes as they occur. Analytics update in real time.

Act before the resignation letter

The retention risk score flags high-risk units in red. The wage-gap alert identifies positions below the BLS regional median. The monthly PDF report goes to your CFO with the cost-of-inaction number already calculated.

How much is turnover costing your facility?

Run the full calculator

Open RN FTEs4

Travel nurse rate$135/hr

Staff nurse rate$48/hr

Annual savings potential$185,000/year

Turnover Rate Dashboard

Rolling 12-month by unit/role, NSI 16.4% benchmark line.

BLS OES Wage Benchmarking

State (Essentials) and metro-level (Professional+), with percentile breakdown.

Retention Risk Score

Formula-based 0–100 composite per unit; transparent formula, no black box.

6-Month Vacancy Forecast

Deterministic FTE gap projection + travel nurse premium cost estimate.

O*NET Occupational Profiles

Full skills, tasks, Job Zone data for RN/LPN/LVN and 80+ healthcare occupations.

Monthly PDF Report

Auto-generated workforce summary for CNO/CFO presentations.

Start with a template while you evaluate the platform.

Excel

RN Turnover Tracker

$29

Excel

Travel Nurse Cost vs. Staff Retention ROI Calculator

$49

Excel

Nursing Vacancy & FTE Forecasting Workbook

$39

Browse all templates

Practical guides for CNOs and nurse managers.

Turnover Analytics

How Much Does It Really Cost to Lose a Nurse? (2026 Data)

The real cost of nurse turnover goes well beyond the exit interview. Here's the full $60,090 breakdown and what it means for your facility's budget.

Priced for the 50–300-bed segment.

All four tiers fall below a typical CNO's $10,000/year no-PO threshold.

Essentials

$199/mo

Nurse Manager, small SNF/LTC

Professional

$349/mo

Director of Nursing, mid-size hospital

Business

$599/mo

CNO, multi-unit regional health system

Enterprise

$1,199/mo

VP Patient Care, health system HR Director

See full feature comparison

Preventing one RN departure pays for 17 years of the Professional plan.

$60,090 per departure ÷ $3,490/year Professional plan = 17x ROI on a single prevented resignation.

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NSI 2026 Data · BLS OES Regional Wages · No PHI, No EHR Integration · 14-Day Free Trial

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Practical guides on turnover analytics, BLS wage benchmarking, and nursing retention — subscribe using the form in the footer below.