WGU C207 TASK 1 COMPLETE SOLUTION 2026/2027 |
Analyzing Nurse Attrition and Program Participation |
Data-Driven Decision Making | Passed First Attempt | Pass
Guaranteed - A+ Graded
[Section 1: Problem Identification & Business Context (Q1-10)]
Q1. Which of the following best defines nurse attrition in the context of healthcare
workforce analytics?
A. Only voluntary resignations from nursing positions
B. Only involuntary terminations due to performance issues
C. The departure of nurses from an organization, encompassing both voluntary and
involuntary exits
D. The transfer of nurses between units within the same hospital
C. The departure of nurses from an organization, encompassing both voluntary and
involuntary exits [CORRECT]
Rationale: Nurse attrition includes all departures from the organization, both voluntary
(resignations) and involuntary (terminations, layoffs), making C comprehensive while A
and B are incomplete and D describes internal transfer rather than attrition.
Correct Answer: C
Q2. According to current healthcare workforce data, what is the typical range for
national nurse turnover rates compared to first-year nurse turnover rates?
A. National average 5-10%, first-year 8-12%
B. National average 18-25%, first-year 40-60%
C. National average 30-35%, first-year 15-20%
D. National average 10-15%, first-year 20-25%
B. National average 18-25%, first-year 40-60% [CORRECT]
,Rationale: Current data indicates national nurse turnover averages 18-25%, while
first-year nurses experience significantly higher turnover at 40-60%, reflecting the
challenges of transition to practice.
Correct Answer: B
Q3. What is the estimated financial cost range to replace a single registered nurse who
leaves an organization?
A. $10,000-$20,000
B. $25,000-$35,000
C. $40,000-$85,000
D. $100,000-$150,000
C. $40,000-$85,000 [CORRECT]
Rationale: The estimated cost to replace one registered nurse ranges from $40,000 to
$85,000 when accounting for recruitment, onboarding, training, and lost productivity,
making C accurate while A and B underestimate and D overestimates typical ranges.
Correct Answer: C
Q4. A 350-bed acute care hospital experienced the departure of 28 RNs last fiscal year.
Of these, 22 resigned citing burnout and better opportunities, 3 were terminated for
policy violations, and 3 retired. How should these departures be classified for attrition
analysis?
A. 22 voluntary, 6 involuntary
B. 25 voluntary, 3 involuntary
C. 28 total attrition with 22 voluntary, 3 involuntary, 3 retirement
D. 25 total attrition excluding retirees
C. 28 total attrition with 22 voluntary, 3 involuntary, 3 retirement [CORRECT]
Rationale: For comprehensive attrition analysis, all 28 departures constitute attrition;
resignations (22) are voluntary, terminations (3) are involuntary, and retirements (3)
, represent a distinct voluntary category that should still be tracked separately in
workforce analytics.
Correct Answer: C
Q5. A medical-surgical unit with 45 FTE positions had 12 nurses leave in one year. What
is the annual attrition rate for this unit, and how does it compare to the national
benchmark?
A. 26.7%, above national average
B. 12%, below national average
C. 36%, significantly above national average
D. 26.7%, below national average
A. 26.7%, above national average [CORRECT]
Rationale: The attrition rate is calculated as 12/45 = 26.7%, which exceeds the national
benchmark of 18-25%, indicating a workforce stability problem requiring intervention; C
miscalculates the rate and D misinterprets the benchmark comparison.
Correct Answer: A
Q6. Which of the following problem statements meets WGU C207 Task 1 rubric
requirements for being clear, specific, and measurable?
A. "Nurse attrition is too high and needs to be fixed"
B. "This hospital has a nurse retention problem that affects everyone"
C. "The medical-surgical unit experienced a 28% voluntary attrition rate in FY2026,
exceeding the organizational goal of 15% and national benchmarks of 18-25%"
D. "Many nurses are leaving because they are unhappy with management"
C. The medical-surgical unit experienced a 28% voluntary attrition rate in FY2026,
exceeding the organizational goal of 15% and national benchmarks of 18-25%
[CORRECT]
Analyzing Nurse Attrition and Program Participation |
Data-Driven Decision Making | Passed First Attempt | Pass
Guaranteed - A+ Graded
[Section 1: Problem Identification & Business Context (Q1-10)]
Q1. Which of the following best defines nurse attrition in the context of healthcare
workforce analytics?
A. Only voluntary resignations from nursing positions
B. Only involuntary terminations due to performance issues
C. The departure of nurses from an organization, encompassing both voluntary and
involuntary exits
D. The transfer of nurses between units within the same hospital
C. The departure of nurses from an organization, encompassing both voluntary and
involuntary exits [CORRECT]
Rationale: Nurse attrition includes all departures from the organization, both voluntary
(resignations) and involuntary (terminations, layoffs), making C comprehensive while A
and B are incomplete and D describes internal transfer rather than attrition.
Correct Answer: C
Q2. According to current healthcare workforce data, what is the typical range for
national nurse turnover rates compared to first-year nurse turnover rates?
A. National average 5-10%, first-year 8-12%
B. National average 18-25%, first-year 40-60%
C. National average 30-35%, first-year 15-20%
D. National average 10-15%, first-year 20-25%
B. National average 18-25%, first-year 40-60% [CORRECT]
,Rationale: Current data indicates national nurse turnover averages 18-25%, while
first-year nurses experience significantly higher turnover at 40-60%, reflecting the
challenges of transition to practice.
Correct Answer: B
Q3. What is the estimated financial cost range to replace a single registered nurse who
leaves an organization?
A. $10,000-$20,000
B. $25,000-$35,000
C. $40,000-$85,000
D. $100,000-$150,000
C. $40,000-$85,000 [CORRECT]
Rationale: The estimated cost to replace one registered nurse ranges from $40,000 to
$85,000 when accounting for recruitment, onboarding, training, and lost productivity,
making C accurate while A and B underestimate and D overestimates typical ranges.
Correct Answer: C
Q4. A 350-bed acute care hospital experienced the departure of 28 RNs last fiscal year.
Of these, 22 resigned citing burnout and better opportunities, 3 were terminated for
policy violations, and 3 retired. How should these departures be classified for attrition
analysis?
A. 22 voluntary, 6 involuntary
B. 25 voluntary, 3 involuntary
C. 28 total attrition with 22 voluntary, 3 involuntary, 3 retirement
D. 25 total attrition excluding retirees
C. 28 total attrition with 22 voluntary, 3 involuntary, 3 retirement [CORRECT]
Rationale: For comprehensive attrition analysis, all 28 departures constitute attrition;
resignations (22) are voluntary, terminations (3) are involuntary, and retirements (3)
, represent a distinct voluntary category that should still be tracked separately in
workforce analytics.
Correct Answer: C
Q5. A medical-surgical unit with 45 FTE positions had 12 nurses leave in one year. What
is the annual attrition rate for this unit, and how does it compare to the national
benchmark?
A. 26.7%, above national average
B. 12%, below national average
C. 36%, significantly above national average
D. 26.7%, below national average
A. 26.7%, above national average [CORRECT]
Rationale: The attrition rate is calculated as 12/45 = 26.7%, which exceeds the national
benchmark of 18-25%, indicating a workforce stability problem requiring intervention; C
miscalculates the rate and D misinterprets the benchmark comparison.
Correct Answer: A
Q6. Which of the following problem statements meets WGU C207 Task 1 rubric
requirements for being clear, specific, and measurable?
A. "Nurse attrition is too high and needs to be fixed"
B. "This hospital has a nurse retention problem that affects everyone"
C. "The medical-surgical unit experienced a 28% voluntary attrition rate in FY2026,
exceeding the organizational goal of 15% and national benchmarks of 18-25%"
D. "Many nurses are leaving because they are unhappy with management"
C. The medical-surgical unit experienced a 28% voluntary attrition rate in FY2026,
exceeding the organizational goal of 15% and national benchmarks of 18-25%
[CORRECT]
