National Strategy: Building Environments for NCLEX Success – June 13-14, 2013 Synopsis of Day 1

1. National Strategy: Building Environments for NCLEX Success – June 13-14, 2013Synopsis of Day 1 Joyce Y. Johnson

2. Sylvia Flack – Welcome and Overview • Dr. Sylvia Flack welcomed us and provided a brief history of the National Strategy and the Center of Excellence for the Elimination of Health Disparities – from which the National Strategy initiative was born • The National Strategy focuses on building leaders for the our Nursing programs to help programs and students survive and thrive to produce a more diverse workforce in Nursing

3. Effects of Social Determinants on the success of Nursing Students • Dr. Shanita Williams, Chief, Nursing Practice and Workforce Development Branch - HRSA defined the • Dr. Williams discussed her multi-million dollar portfolio —She needs to hear from us—get in touch and keep in touch so we are well represented in the funds distribution • HRSA focusing on Health Inequities— historical insults, elimination of health and health care disparities –real and systematic and a significant threat to public health • Cascading strategic Initiative on Health Equity---branches • Nursing Workforce Development Program – recruit, retain, and graduate nurses

4. HRSA funding • shifting to focus from student alone to the structure within the organization that is impeding the progress of students (inflexibility). In the funding announcement – social determinantsare gaining prominence • Best Practice models for reaching our minority students and promoting success • As leaders, must advocate for the needs of our programs for support and seek assistance to help us submit successful proposals for grant funds • Engage Stakeholder groups – NACNEP, Professional Associations, Continue to shape the vision • Develop ‘New’ partnerships. • Office Bureau of Health Professions, swilliams3@hrsa.govhttp://bhpr.hrsa.gov/nursing/index.html 301-443-1253

5. Dean’s Meeting (14) • Discussed ongoing concerns in programs around student success, faculty development and the role of the National Strategy in resolutions • Deliverables from this initiative could include a publication and/or toolkit of best practices aroung • Use of standardized testing systems: ATI and others to support student progression and success • Resources and teaching strategies/ faculty and student engagement • Approaches to address lack of integrity issues • Social determinants related to barriers to student success • Faculty development issues and strategies

6. Mentoring session with Speaker and Protégées • Words of wisdom on development and leadershop skills • Funding opportunities

7. Poster Presentations • Fantastic Posters including content on: • Use of audience response system as teaching strategy • Promotion of student writing abilities • Advice for publishing • RN-BSN trends, findings and future direction • Simulation Technology • Teaching model for leadership excellence • And Minority Graduates’ perception of NCLEX

8. Panel Discussion: successful strategies for improving outcomes through quality assessment • Dr Hilda Williamson, Dr. Betty Olinger • Dr. Bennie Marshall and Dr. Georgia McDuffie Presented Issues and Strategies which included: • Need to decrease attrition which included a number of minority students • Used NWD grant – Nursing Undergrad Retention and Success (NURS) to support initiatives • Social determinants of health (SDH) provided a framework for identifying multiple variables that impact academic success • NEEP for Upward Progressing Students (UPS): community engagement and professional interactions

9. Panel Discussion: con’t • Recruitment and Retention(R&R) Strategies • Must address the faculty shortage – increasing with retirements-- • IOM report indicates a need to increase BSN nurses, doctorally prepared nurses and lifelong learning for nurses • Issues: nursing education is expensive, salaries are inadequate for faculty, limited doctorally prepared nursing faculty, high competition for the limited pool of masters-prepared nurses, job dissatisfaction (workload inequities), faculty evaluations reflect demands for scholarship with limited time available – high teaching/clinical load

10. Panel Discussion: con’t • Inadequate faculty development: program/course evaluation, classroom management, role expectations of faculty are multifaceted ..servant leader, peer counselor, policy advocate….. • Strategies: address salary issues, use weekend/evening differentials for clinical • HRSA loan forgiveness – make faculty aware • Have an exemplary faculty orientation program • Have a diverse faculty—age (challenges) Racial/Ethnic mix • Encourage retirees/alumni to stay involved • Public awareness campaigns – Speakers Bureau • Reward and recognize good full/PT faculty • Seek external funding to support faculty – RWJ Nurse faculty program, Blue Cross Foundation program

11. Panel Discussion: con’t • Additional Strategies: • Identify outcomes first -- to establish quality assessment when evaluating your program • Strategize – all must be on the same page for progress to occur • “what is the end product, what must be done, how are faculty to be involved (junior and senior faculty) don’t overuse and burn out senior faculty”

12. Panel Discussion: con’t • All faculty should understand their academic role – teach, communicate, use information resources, change agent, know professional practice, and engage in scholarly activities • Strive for Program excellence, faculty should challenge themselves • Mentor new faculty—accreditation is a learning process they should have a role in • Raise the bar on academic standards • Action steps: Hire quality faculty, grow your own, mentor faculty in their role, the role of senior faculty and the role of chair

13. Panel Discussion: con’t • Describe the student – academic level, learning outcomes, and graduate competencies • Had to turn around a program quickly – address responsibility/accountability: • Produced booklet on ‘student success begins with you’ • Had exit chat with the Dean - identify issues and suggestions for improvement • Enforced office hours and need for more student access to faculty • Retention Coach

14. Panel Discussion: con’t • Guidelines for the clinical experience – manual for students and faculty • Online faculty resource site –sharing of strategies • Advisement training and support • Evaluations for quality improvement—self, peer, student, administrator and faculty evaluation of course • Mentor evaluation by protegee and self-evaluation by mentor • curriculum audit against standards – AACN, QSEN, NCLEX…..

15. Lunch was Great! ATI has great support materials!!

16. Protégé and Mentorship session • Protégés were reminded to Take opportunites to become a leader and • Be flexible and mobile—may have to travel • Mentors discussed need to know what the protégé needs/wants from the mentor • More communication and relationship building opportunities are important to the mentor-protégé match

17. Data analysis • Look at the data • Be careful to make the right conclusion