Nursing Workforce Development Programs

1. Nursing Workforce Development Programs Summary of State Initiatives Since 1995, RWJ funded regional collaboratives in 20 states for the purpose of helping states and regions build systems of work force development with the capacity to adapt to the rapidly changing health care system. Each Collaborative includes all categories of nursing care employers (nsg. Homes, home health,health depts, physician groups, and hospitals All levels of nursing schools Appropriaate professional associations, accrediting agencies, and state and regional educational departments, Policy bodies relevant to nursing workforce development Consumers, payers, and businesses 44 states were represented at the first annual conference this past April as the RWJ grant ends.Since 1995, RWJ funded regional collaboratives in 20 states for the purpose of helping states and regions build systems of work force development with the capacity to adapt to the rapidly changing health care system. Each Collaborative includes all categories of nursing care employers (nsg. Homes, home health,health depts, physician groups, and hospitals All levels of nursing schools Appropriaate professional associations, accrediting agencies, and state and regional educational departments, Policy bodies relevant to nursing workforce development Consumers, payers, and businesses 44 states were represented at the first annual conference this past April as the RWJ grant ends.

2. Lessons Learned Nursing workforce initiatives are local and based on geographic labor markets, but not so different they cannot be shared with others. Because nursing issues are so complex, collaboration is fundamental: all types of stakeholders must be involved in problem solving using a common vision. Each state is willing to share everything. The collaboratives developed in many forms: state agencies, 501 c(3), Work groups of professional associations (Nsg assoc, Hosp association) and endeavors housed in nursing schools.Each state is willing to share everything. The collaboratives developed in many forms: state agencies, 501 c(3), Work groups of professional associations (Nsg assoc, Hosp association) and endeavors housed in nursing schools.

3. Lessons Learned Strong nursing leadership the key – good leadership training programs can produce the needed leaders Data drive decision-making and provide the leverage points for policy recommendations. Every state should have a minimum data set so that aggregate data can be obtained at regular intervals. They each established ongoing structures to address nursing (and health care workforce) issues, Collected and analyzed supply and demand data; Developed models to predict nursing work force requirements Defined differentiated skills and abilities Explored the use of differentiated practice Investigated educational mobility options and plans They each established ongoing structures to address nursing (and health care workforce) issues, Collected and analyzed supply and demand data; Developed models to predict nursing work force requirements Defined differentiated skills and abilities Explored the use of differentiated practice Investigated educational mobility options and plans

4. Funding Sources State government Federal Government (HRSA) Private Foundations License fee increases Special “nurse” funds

5. Recruitment Current recruitment strategies are working: nursing programs nationwide have reached or exceeded their capacity Minority recruitment still lagging Disseminate info about minority recruitment best practices Couple recruitment with retention efforts – provide academic transferable skills Must have mentorships/supportive people in the academic program

6. Strategies - Recruitment Into Nursing Girl Scouts Nurs Exploration Badge - NC Volunteer Nurse Corps - speakers: Guidance counselors, school to career coordinators – CT Link of students/re-entry nurses to area Sch of Nsg – job shadowing, classroom, career fairs - IN Today’s Nurse - MD Men’s camp – OR, SC The Great Hospital Adventure (El Ed) - ME Oregon holds Saturday events, by male nurses for men, with poster “Are you Man Enough to be a Nurse SC holds 2 1 week camps a year for rural middle schools boys. 1 boy from each countyOregon holds Saturday events, by male nurses for men, with poster “Are you Man Enough to be a Nurse SC holds 2 1 week camps a year for rural middle schools boys. 1 boy from each county

7. Education Need for increasing capacity, financing, educational programming, and faculty Financing falling on private sector Succession planning for nursing education is an imperative Improving compensation packages Incentives for preparing nurse educators Strategies to promote use of non-tenure eligible nurses

8. Strategies: Nursing Education Online AD and BSN program - TX Competency based curriculum - OR Articulation Model - SC Competency based differentiated licensure model - NC

9. Strategies: Nursing Faculty Prepare faculty from pool of MSNs – SC Use GME $ for faculty on campus - MO Regional faculty pool Build partnerships with Health care systems – faculty practice, faculty salaries, development of faculty

10. Retention/Work Environment Retention critical – “Recognition, Reward and Renewal” for nurses Disseminate info on best practices in recruitment and retention. Issue RFPs for small incentive grants Disseminate info on state and national leadership development opportunities

11. Strategies: Retention Develop recommendations for management strategies to retain older nurses - VT Bridging the gap – new grads to work - NC Web based refresher - CT Magnet hospitals Mentoring program new nurses - IA

12. Data Minimum supply data set being used by 32 states National efforts to centralize nurse workforce data collection not ready Grassroots efforts to collect data that can be aggregated may be the best strategy

13. Data Collection: Supply and Demand Nursing Supply & Demand – FL Supply & Demand - NC Hospital DON survey – ND Projection Supply & Demand 2000-2020 & Analysis of Current Nursing Staffing – TN Demand forecasting model – NJ

14. Data Collection: Faculty Deans and Directors – current and expected unfilled faculty positions - CA Nursing Faculty: Analysis of Supply and Demand - FL Satisfaction: School of nursing faculty NC Quantitative data used to get governmental and institutional support for faculty development Satisfaction – how can we keep them?Quantitative data used to get governmental and institutional support for faculty development Satisfaction – how can we keep them?

15. Data Collection: Drop Out Rates Student Nurse Survey – ND Student Nurse Survey - SC

16. Data Collection: Retention/Work Environment Licensed Nurse survey – ND Rural Student survey: views of workforce ND Practicing Nurses Speak Out – TN Recs for Career Mobility RN to BSN – TN Survey of Older Nurses - VT Nursing Shortage Strategies: Effectiveness Evaluation Model - FL Intent to Leave Nursing survey - NJ Satisfaction/intent to retire: M/C home health -NC

17. Partnerships Hospital Associations - data, surveys Pharmaceutical Companies Workforce Development Authorities Chamber of Commerce State Department of Health Board of Nursing

19. Michigan Strategic Planning Michigan Priorities: Recruitment, Education and Retention What strategies could make the biggest impact? What data are needed to support these strategies?

20. ProposedApproach to Data Collection Supply & Demand Add questions on license application/renewal form to complete minimum data set on demographics and employment of nurses (beginning 2004/2005) Identify/develop source of data on nursing vacancies in health facilities

21. Proposed Approach to Data Collection Recruitment and Education Survey nursing education programs on capacity for educating nurses (faculty, facilities, clinical placements, program slots), enrollments, denied admissions, retention rates, graduates Identify/develop source of data on NCLEX performance by nursing school graduates

22. ProposedApproach to Data Collection Retention/Work Environment Implement sample survey of licensed nurses regarding professional satisfaction Identify/develop source of data on turnover rates for nurses in health facilities