PRN and per-diem staff fill gaps, but if you overuse them or schedule them badly, they burn out and leave. Use them for what they’re for: coverage, not as your core workforce.
When to use PRN
Vacation, sick leave, and spikes in volume. Not as a permanent substitute for hiring. If you’re using PRN every week for the same slots, you need another full-time or part-time person. PRN who get steady work elsewhere will take those jobs and leave you short.
How to schedule and keep them
Give them reasonable notice when you can. Don’t call at 6 a.m. for a visit at 8 unless it’s a true emergency. Pay fairly and on time. Thank them. If you have a core of good PRN staff, protect the relationship,they’re the ones who say yes when you’re in a bind. Use clear supervisory visit requirements so PRN aides know what’s expected. Managers who rely heavily on PRN track burnout signals (declining shifts, short notice no-shows) and hire before the pool dries up. We have a PRN management checklist you can download: when to use PRN, scheduling do’s and don’ts, and retention tips. Use the button below to get it.