CAPACITY: FACULTY SHORTAGES: UTILIZING HOSPITAL FACULTY

CAPACITY: FACULTY SHORTAGES:UTILIZING HOSPITAL FACULTY KAREN M. SOLT, MEd ASSOCIATE DEAN, HEALTH SCIENCES COLLEGE OF DUPAGE

BACKGROUND • Health Care Summit, October 2003 • Formation of HealthCare Leadership Council, February 2004 • Address issues that impact area acute, sub-acute, post-acute and long-term care facilities • Nursing shortage

FIRST INITIATIVE • Expansion of COD’s nursing program • ADN program was admitting 117 students/year • High numbers of applicants in 2002 and 2003 • Accommodate additional qualified students

FIRST INITIATIVE (con’t) • Maintain pipeline of nurses for area employers • Attempt to address projected future shortages of RNs

RESOURCE ISSUES • Classroom space • Laboratory space • Adequate numbers of clinical sites • FACULTY TO TEACH !! • HLC formed sub-committees to address resource issues

GOAL & EXPECTED OUTCOMES • Goal: pilot an expansion of the nursing program by developing a model to allow hospital staff to serve as faculty for COD students • Outcomes: • Outline of program • Job description for faculty • Template contract between hospitals & COD

PROPOSED MODELS • Model #1: Hospital nurses (MSNs) are employed by hospital AND employed by COD. Employee paid by both entities (traditional adjunct model) • Model #2: College of DuPage contracts with hospital to supply MSNs as faculty

MODEL #2 DETAILS • College contracts with hospital to supply MSN faculty • Job requirements, job description and orientation defined • Nurses remain hospital employees, with current title, rate of pay, benefits, etc • Hospital provides release time for teaching

DETAILS (con’t) • Number needed varies by term and need • Reimbursement: • Fixed • No variations by employee hourly rates or organization • Paid by COD at conclusion of term for actual hours worked • Hospital may pay their employee extra for prep

RISKS/LEGAL ISSUES • Need to be clearly stated • Hospital vs. college teaching hours must be clearly defined • College will “indemnify and hold hospital harmless” • Contracts agreed to with COD and 5 area hospitals

PILOT PROGRAM • Impetus to move ahead came about with application for and receipt of ICCB CSSI grant monies • Partnership among COD, Joliet Junior College and South Suburban Community College for grant

USE OF FUNDS • Faculty (leased MSNs) salaries • Supplies for students lab activities • Payment for full-time faculty member’s oversight of leased faculty

FIRST STEP: RECRUITMENT • October 2004: Invitation to area nurses: “If You Ever Wanted To Teach” for kick-off reception • 75+ RSVPs; 40+ attendees • Presentations: • Faculty and library resources • Adjunct vs. “leased” options • Course syllabi reviewed • Testimonials • Endorsement • Q & A • Sign-ups

SECOND STEP: SELECTION • Over 30 MSNs signed-up • Telephone pre-screening • 20+ personal interviews • Many qualified candidates • “I want to give back to the profession” • Began with 10 leased faculty

THIRD STEP: PILOT BEGINS • Additional cohort of 27 students offered admission in January 2005 • 10 leased faculty assigned and oriented • Library resources • Teaching resources • Texts and lecture materials • Separate sessions for lecture, lab, clinical

WHERE WE ARE TODAY • 27 students offered admission • 24 accepted • 21 to graduate in May 2006 • All clinical MSNs remain • All lab MSNs remain • Highest turnover with lecture/classroom

BARRIERS & CHALLENGES • Culture differences • Communication • Time involved in class preparation • Standardization of curriculum • Mentoring program • Increased clinical hours in second year

SUCCESSES • We went ahead and did it !! • Additional 21 students will graduate in May • Successful model • Partnerships with facilities/working together

NEXT STEPS • Use model to implement evening/weekend program for Fall 06 • Possibly admit additional students to traditional program • Consider same model for LPN program

Questions?

CAPACITY: FACULTY SHORTAGES: UTILIZING HOSPITAL FACULTY