Features
Every tool a CNO needs to stop turnover before it starts
From BLS wage benchmarking to formula-based retention risk scores — purpose-built for the 50–300-bed nursing workforce.
See your turnover rate — and the NSI benchmark — in real time
The rolling 12-month voluntary turnover rate for every unit and role in your facility, calculated automatically from departure logs. The NSI national average (16.4%) appears as a reference line so you always know where you stand. A 100-nurse facility running at 18% is losing 18 nurses per year — $1.08M in attrition cost at the NSI-reported $60,090 per departure.
Benchmark → NSI 16.4% national averageTurn departures into a dollar figure your CFO can act on
Every departure you log feeds an auto-calculated annualized cost using a configurable cost-per-departure assumption (default: $60,090/RN, $45,000/LPN per NSI 2026). Year-to-date cost and the 12-month projected run rate sit on the main dashboard as the first number your CFO sees in the monthly PDF report.
Default → $60,090/RN departure (NSI 2026)Know exactly where your RN pay sits in your regional market
State-level median and percentile wages for RN (SOC 29-1141) and LPN/LVN (SOC 29-2061) on the Essentials plan; metro-area (MSA/BOS) data from Professional tier up. Data sourced from the annual BLS OES release (U.S. Bureau of Labor Statistics) — the same authoritative source hospital systems use. When your internal pay band midpoint is more than 10% below the BLS regional median, a wage-gap alert fires automatically. That alert goes in the monthly PDF.
Source → BLS OES Annual May Release (public domain)A 0–100 retention risk score per unit — with no black box
Five equally weighted inputs (each 0–20 points): overtime hours vs. baseline, vacancy rate vs. FTE target, average days-open for open positions, departure rate trend (last 3 months vs. prior 3 months), and wage gap vs. BLS regional median. Units scoring above 70 are red (high risk); 40–70 amber; below 40 green. The formula is shown in a tooltip — no algorithm you can't explain to your board. Admin-configurable weights for facilities with different risk profiles.
Available → Professional, Business, EnterpriseSee the FTE gap coming before it costs you $125/hour
A deterministic 6-month projection built from three observable inputs: your trailing 12-month departure rate extrapolated forward, retirement-age flags on current staff, and the current vacancy count as a floor. The forecast shows month-by-month projected FTE gaps and the cumulative estimated travel nurse premium cost if those vacancies aren't filled (configurable travel nurse hourly rate, default $125/hr × 40 hrs/week × projected open FTE-weeks). Formula documented in a help tooltip.
Available → Professional, Business, EnterpriseFull skills and task profiles for 80+ healthcare occupations
O*NET occupational profiles for RN, LPN/LVN, and 80+ healthcare roles in SOC groups 29 and 31 — including skills, tasks, knowledge, knowledge requirements, work activities, work context, and Job Zone. Joined to BLS OES wage data by SOC code so each occupation detail page shows both the skills profile and the regional wage benchmark in one view. Useful for reskilling pathway planning and internal transfer analysis.
Occupational data sourced from O*NET 30.3, licensed under CC BY 4.0. O*NET® is a trademark of the U.S. Department of Labor, Employment and Training Administration.
Record interventions. Track outcomes. Build institutional memory.
A structured log per unit for recording retention interventions — one-on-one conversations, schedule adjustments, pay equity reviews, mentoring programs. Each entry captures the intervention date, owner, description, and outcome status (Open / In Progress / Resolved). Available at Professional tier and above; custom threshold-based alerts at Business and above.
A board-ready report, auto-generated on the 1st of every month
One-page PDF covering: headcount vs. FTE target, vacancy count and average days-open, rolling 12-month turnover rate vs. NSI benchmark, YTD turnover cost, top 3 units by retention risk score, and BLS wage-gap alert summary. Auto-generated on a configurable day each month and downloadable on demand. Essentials tier carries a watermark; Professional and above generates a clean report with optional custom logo.