From Turnover to Tenure: One Program's Efforts to Create Faculty Longevity in Nurse Anesthesia Education

Importance Faculty burnout and turnover in nurse anesthesia education threatens program stability, student outcomes, and the profession’s capacity to meet the rising demand for Certified Registered Nurse Anesthetists. Objective To describe a nurse anesthesia program’s targeted strategies for improving faculty retention and promoting longevity in nurse anesthesia education. Design, Setting, Participants This is a descriptive analysis of a nurse anesthesia program’s first 5 years, reflecting the experiences of faculty and supported by literature on academic retention and burnout. Main Outcomes and Measures Key strategies implemented included structured mentorship, alignment of teaching responsibilities with faculty clinical expertise, and initiatives addressing systemic challenges such as salary disparities and workload distribution. Results Faculty morale and retention improved through intentional efforts to create a supportive academic culture. Specific interventions led to increased job satisfaction and reduced faculty turnover. Conclusion A multi-faceted approach to faculty retention including mentorship, workload realignment, and institutional support can improve faculty stability and enhance program sustainability. These findings offer actionable strategies for institutions striving to cultivate long-term faculty engagement in nurse anesthesia education.