The State of Indiana’s Nursing Workforce

1. The State of Indiana’s Nursing Workforce Rural Health Association Conference January 18, 2011 Kimberly J. Harper, MS, RN Interim Executive Director, Nursing 2000

2. Responsible for the administration of the National Nursing Data Set • Facilitates solutions to statewide nursing workforce issues • Promotes the important work of nurses within a dynamic workforce environment About INWDC

3. Developed a “One Voice” statewide consensus statement on nursing faculty being the bottleneck to the nursing shortage in helping to shape the dialogue associated with workforce issues • Accepted for membership in the National Centers for Nursing Workforce—recognized voice at the national nursing workforce table-increasing national visibility • Building strong partnerships with statewide impact-visibility and viability About INWDC

4. Maintains a website for facilitation of communication of nursing workforce shortage issues and workforce information • Hosts annual statewide nursing summits focused on nursing workforce issues facing Indiana • Informs the public on nursing workforce issues—providing nursing workforce information related to impending nursing shortage and the faculty shortage About INWDC

5. Education • Sixth year of collection of statewide nursing data on admission, graduations, diversity, faculty needs, faculty salaries, education-practice partnerships • Supply • Work with the ISNA, ISBN, INSDH and AHEC in modifying the RN Licensure Survey and analysis of results INWDC Activities

6. Demand • Acute Care Data – IHA • Long Term Care Data – working on a process to collect NOTE: Biggest challenge is projecting the impact of healthcare changes on the nursing workforce INWDC Activities

7. 44 states project a nursing shortage by 2020 • Indiana is one of them Nursing Workforce Concerns

8. RN employment in hospitals has increased by 243,000 nurses – largest increase in 30 years! • Reasons • RNs delaying retirement • RNs re-entering workforce due to economy • RNs working more hours (part time staff) • Competitive new graduate market Short View of the Shortage (P. Buerhaus & V. Potter, The Future of the Nursing Workforce in the United States; New Data, New Trends & New Implications 2009)

9. There is and will continue to be a nursing shortage • 55% of nurses surveyed responded intention to retire between 2011 and 2020 • The need is anticipated to exceed demand beginning 2015 • By 2025 we will need to have increased enrollments by 40% in order to meet the projected deficit Long View of the Shortage (P. Buerhaus & V. Potter, The Future of the Nursing Workforce in the United States; New Data, New Trends & New Implications 2009)

10. Over 2,600 qualified applicants not admitted to nursing programs in 2009 (ASN/BSN) • Over 2,600 qualified applicants not admitted to nursing programs in 2008 (ASN/BSN) • We admitted 2,045 new ASN and 2,671 new BSN students in 2009 • We graduated 1,749 ASN and 1,635 BSN in 2009 Indiana’s Nursing Pipeline

11. <8% of Indiana’s RN workforce hold a minimum of a masters degree • 3.6% of Indiana’s RN workforce are employed in schools of nursing • In the next 10 years 61% of currently employed full time nurse faculty have or will reach the retirement age The BottleneckQualified Nurse Educators

12. Not enough qualified faculty to fill faculty positions • Fall 2009 Vacancies • 38 Full time positions • 8 Part time positions • Fall 2010 Projected Vacancies • 54 Full time positions • 19 Part time positions • Lack of faculty positions • Lack of clinical site availability (46% of respondents) Today’s Challenges

13. Address salary inequity issues • Nursing educator salaries are usually 25 to 100% less than that of advanced practice nurses or chief nursing officers • Strategies to support nurses returning to graduate programs • Cost of education ranges from $25,000 - $50,000 • Often leave or are absent from a $60,000-$80,000 position • Incentives to encourage younger nurses to pursue the nurse educator role • Approximately 34% of Indiana’s full-time nurse educators are 56 years and older • Approximately 1% of Indiana’s full-time nurse educators are 30 years and under Proposed Actions to Increase the Number of Nurse Educators

14. Must find ways to fund and support the activities of INWDC • Data collection and dissemination—education, supply, demand • Inform and support legislation at the state and national levels related to nursing workforce issues • Important work of the RWJ sponsored work of the IOM • Engage all regions of the state in speaking as a strong unified voice regarding the nurse faculty shortage issue • Continue to communicate the issues and build partnerships across the state and nation Next Steps

15. Investment in quality educational graduate and undergraduate programs and faculty • Enticing the brightest and best within and outside of the state into a nursing career • Healthcare institutions that promote and support the education and advancement of nursing practice • Action plans for succession of an aging nursing workforce • Partnerships that are actively engaged in the education of nurses • Statewide reputation for high standards of safe and effective patient care What Will It Take?

16. Collect, analyze, distribute and interpret trends related to the national data set • Develop regional partnerships that unify nurses in speaking with “ONE VOICE” to nursing workforce issues • Establish a state “CENTER FOR NURSING” with resources sufficient to provide leadership in the exploration of issues and solutions related to the Hoosier nursing workforce Priorities for Nursing Workforce Development in Indiana

17. Make Indiana a magnet state for nursing practice providing quality care to all our Hoosier citizens! Please help us! www.INWDC.org Ultimate Goal