Nursing Workforce Development Programs

1
Nursing Workforce Development Programs

• Summary of State Initiatives

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.

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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.

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Funding Sources

• State government
• Federal Government (HRSA)
• Private Foundations
• License fee increases
• Special nurse funds

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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

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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
• Todays Nurse - MD
• Mens camp OR, SC
• The Great Hospital Adventure (El Ed) - ME

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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

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Strategies Nursing Education

• Online AD and BSN program - TX
• Competency based curriculum - OR
• Articulation Model - SC
• Competency based differentiated licensure model
  - NC

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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

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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

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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

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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

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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

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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

15
Data Collection Drop Out Rates

• Student Nurse Survey ND
• Student Nurse Survey - SC

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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

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Partnerships

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

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I dont know where to begin!
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Michigan Strategic Planning

• Michigan Priorities Recruitment, Education and
  Retention
• What strategies could make the biggest impact?
• What data are needed to support these strategies?

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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

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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

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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