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Wisconsin’s Statewide Clinical Placement Summit: Meeting the Challenge of Expanding Clinical Nursing Opportunities. Roberta Gassman, Secretary Department of Workforce Development. Wisconsin’s Economy. Wisconsin’s Economy. Fiscal house in order and economy on track

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Presentation Transcript
slide1

Wisconsin’s Statewide Clinical Placement Summit: Meeting the Challenge of Expanding Clinical Nursing Opportunities

Roberta Gassman, Secretary

Department of Workforce Development

wisconsin s economy3
Wisconsin’s Economy
  • Fiscal house in order and economy on track
  • Jobs up, unemployment down-Gained 187,400 jobs & 9,000 employers since Jan ’03
  • Nat’l Honor Roll twice -1 of 6 states Corp for Enterprise Dev.
  • Exports up 60% since 2003
governor s opportunity budget for working families
Governor’s Opportunity Budget for Working Families
  • Fiscally Responsible
  • Invests in Shared Priorities
  • Creates Opportunities
  • Tax Relief for Middle Class Families-Health Insurance, Child Care, Tuition, Social Security
  • Create Jobs
  • Save Taxpayers $1.7B in 4 yrs
  • Helps Communities and Businesses
governor s opportunity budget for working families5
Governor’s Opportunity Budget for Working Families

Education

  • Tripling School Breakfast
  • Quality Child Care
  • Funding 2/3 of K-12
  • Special Ed increase by $54M
  • 4 yr old K & SAGE
  • 3rd year Math & Science
  • Wisconsin Covenant
  • Tech College/Worker Training increased x 4
  • Doubling Youth Apprenticeship
governor s opportunity budget for youth apprenticeship
Governor’s Opportunity Budget for Youth Apprenticeship

30% in Health Care Careers

  • Youth ApprenticeshipFunding Doubled
governor s opportunity budget for higher education
Governor’s Opportunity Budget for Higher Education

To increase nurse capacity

  • $225 M to UW System
    • Covenant Office
    • Financial aid increased by $44M
    • Limited tuition increase to 4%
    • $21M UW Growth Initiative
    • Funding for emerging and essential occupations: nurses, teachers, scientists, engineers
governor s opportunity budget for working families8
Governor’s Opportunity Budget for Working Families

Affordable Health Care

  • Expand BadgerCare Plus

-all children

-low wage adults, pregnant women

  • Catastrophic coverage
  • Anti-smoking
dwd efforts
DWD Efforts

2nd Annual WI Health Care Workforce Report

  • This document represents our yearly checkup
  • Defines challenges
  • Provides updates
  • Copies available on-line at: dwd.wisconsin.gov/healthcare
health care occupations in high demand
Health Care Occupationsin High Demand
  • Nationally - 30.3% growth and 4.7 million new jobs by 2014, 3 of every 10 jobs will be in health care
  • Wisconsin – Specifically for nursing, we will need RNs to fill 1,600 new jobs and 1,010 replacements every year to 2014
slide11

The Top Jobs by 2014

  • Top jobs in new job growth
    • Health Diagnosing and Treating Practitioners, Registered Nurses, Health Technologists and Technicians, Nursing/Psychiatric/Home Health Aides, Home Health Aides, Other Healthcare Support Occupations
  • Top jobs in % growth
    • Physician Assistants, Registered Nurses, Respiratory Therapists, Dental Hygienists, Diagnostic Medical Sonographers, Surgical Technologists, Medical Records and Health Information Technicians, Home Health Aides, Dental Assistants, Medical Assistants
  • Top job growth in overall #s
    • Health Diagnosing and Treating Practitioners, Registered Nurses, Health Technologists and Technicians, Nursing/Psychiatric/Home Health Aides, Home Health Aides, Other Healthcare Support Occupations
collaboration
Collaboration
  • Health Care stakeholders must work together to avoid potential shortages of nurses and other health care workers
  • Working together, we can make the health care sector more attractive by building career ladders and bridges to family supporting jobs
summit resolution
Summit Resolution
  • Let us reaffirm our commitment to finding solutions to the challenges facing the health care sector
  • Please join with me in the signing of this Resolution
dwd efforts14
DWD Efforts

Select Committee on Health Care Workforce Development formed in 2003-key stakeholders:

 Health Care Organizations & Advocacy Groups- home health, nursing homes, & long-term care

 Labor

 Education

 Other government agencies

dwd efforts15
DWD Efforts
  • Workplace Issues - Developing best practices to improve retention rates.
  • Stronger Data for Planning – To improve projections of health care occupations in demand.
  • Clinical Site Capacity and potentially developing an on-line product to assist with placement and reservation.
dwd efforts16
DWD Efforts
  • Governor Doyle’s Safe Lifting Initiative
  • $325,000 WIA funds-18 projects around the state
  • 7,500 nurses & other health care workers rec’d training in proper lifting
  • Bureau of Labor statistics-6 of top 10 occupations at highest risk for back injuries are in health care
  • Employees from Gunderson Lutheran Hospital, La Crosse, demonstrate a safe lifting device to Secretary Gassman
senator herb kohl s health care agenda
Senator Herb Kohl’s Health Care Agenda

JoAnne Anton

State Director

Senator Kohl’s Office

overview of clinical placement issue
Overview of Clinical Placement Issue

Nancy Sugden, Director

Wisconsin Area Health

Education Centers

health workforce concerns
Health Workforce Concerns

Changing healthcare needs of the population

Current and projected shortages in the healthcare workforce

Chronic maldistribution of the workforce - number of rural and urban underserved areas (HPSAs)

Limited access of students from minority and rural backgrounds to health professions careers

initial statewide efforts
Initial Statewide Efforts

April 2000 -

Formation of Health Care Workforce Coalition

joint project of WHA, AHEC and many other partners

April 2002 -

WTCS organized conference:

Taking Action! Creating Healthcare Workforce Solutions

Spring 2003 -

Formation of Governor’s Select Committee for HealthCare Workforce Development

initial statewide efforts22
Initial Statewide Efforts

Health Care Workforce Coalition

  • early conversations about actions needed to address anticipated shortages
  • initial focus on health careers recruitment/pipeline, career ladders, apprenticeship programs and longterm care needs
  • quickly found major roadblock - limited capacity of training programs to expand, in part due to need for clinical placements

WTCS activities

  • standardization of health professions curricula and pre-requisites across campuses, transferability of courses, development of on-line options, expansion of facilities and use of sophisticated patient simulators
academic program initiatives
Academic Program Initiatives
  • support for health careers activities and pipeline programs in underserved areas and populations
  • several grant-funded projects focused on increasing the number of masters-prepared nurses available to teach in the health professions programs, especially nursing
    • NET
    • SWIFT
    • LEAP
  • Other grant-funded initiatives to develop capacity of community-based sites and providers - to provide learning opportunities for health professions students
regional efforts
Regional Efforts

Development of regional collaborations under leadership of several different groups

  • Regional AHECs and academic partners:
    • health careers
    • continued effort to develop new community-based training sites
  • Local Workforce Boards giving increasing attention to health workforce issues
  • Fox Valley Health Care Alliance
  • La Crosse Health Science Consortium
current status
Current Status

Diminishing federal grant resources available to academic programs to address healthcare workforce issues (Title VII Health Professions funding)

Increasing appreciation of

  • the challenge posed by current and impending health workforce shortages
  • the need for a collaborative, regionally-focused approach with broad external statewide support to get the job done

Must expand capacity for clinical placement

clinical placement
Clinical Placement

What are “clinical placements”?

Coursework involving hands-on, direct care or service

experience and evaluation of the student’s skills,

variously referred to as:

  • Clinical
  • Clinical rotation
  • Clerkship
  • Fieldwork experience
  • Community placement
  • Practicum
  • Internship
clinical placement27
Clinical Placement

Why are clinical placements so important?

  • Couldn’t we fill the need through expanded use of manikins, clinical simulators and standardized patients?

Students need experiences outside the formal classroom, in community and patient care settings under the supervision of skilled practitioners, to develop their critical thinking and clinical judgment skills and learn to use those skills in a dynamic work environment.

clinical placement28
Clinical Placement

What kind of students?

  • Technical college associate degree and technical training programs
  • Undergraduate health professions degree programs
  • Advanced degree programs

What fields?

clinical placement29
Clinical Placement

What kind of facilities?

  • direct patient care (inpatient or ambulatory)
  • technical and support services such as: pharmacy radiology dietetics social work
  • long-term care facilities
  • mental health facilities
  • hospice
  • home health
  • other community agencies
  • schools and public health agencies
clinical placement30
Clinical Placement

How scheduled?

  • Time blocks of 2 hours to a full day
  • A few days a week, integrated into a general education curriculum and a regular campus course schedule

or

  • A full-time block of several weeks when students may be engaged in the field experience full time
clinical placement31
Clinical Placement

Who teaches and supervises the students?

  • faculty from the academic program who accompany students to the site

or

  • staff at the clinical site in consultation with a faculty clerkship director who makes occasional site visits

On-site staff are often called preceptors, mentors

or community faculty and may have volunteer

appointments with the academic program.

clinical placement32
Clinical Placement

What are the expectations of the student?

  • The student may be merely observing, or may be participating directly in patient care or service delivery.
  • The independence expected of the student in carrying out assigned tasks evolves as the student’s training progresses.
  • Sites and preceptors must be prepared to evaluate the student’s progress and permit increasing responsibility appropriate to the student’s level of development.
focus on nursing
Focus on Nursing

Summer of 2006 survey of health professions programs indicated a need for more clinical placements in many disciplines.

Why initial focus on nursing?

  • nursing shortage affects so many different care settings and agencies
  • training site requirements so varied within just one discipline
  • expectation that lessons learned and regional collaborations developed will speed efforts for other disciplines.
nursing curriculum
Nursing Curriculum

Diverse curricula, but in general:

  • ADN and BSN students need 4-5 clinical placements - at least one every semester (except BSN sophomore entry programs).
  • “One clinical placement” may involve scheduling experience for the student on more than one service within a facility.
  • Students spend from 12-24 hours per week at the clinical site, in 2-6 hour blocks of time.
  • PN, first year ADN and junior year BSN students are taught in groups of 8, usually by a faculty member who travels with the students to the site.
  • Second year ADN and most senior year BSN programs use preceptors on site for one of the clinicals. The “transition” or “practicum” experiences provide a 1:1 relationship of student to preceptor, and an opportunity for the student to exercise more independence.
nursing clinical placements needed
Nursing Clinical Placements Needed

Core clinical skills

  • Hospitals
  • Long term care facilities

Community health and service learning

  • Public health
  • Community agencies

Other

  • School health clinics
  • Mental health facilities
challenges for nursing programs in arranging clinical placements
Challenges for Nursing Programs in Arranging Clinical Placements
  • Will the patient or client mix at the site meet the needs of the specific component of the training program for which a training site is needed?
  • Is the site able to provide space for students to meet as a group? Will students be able to access computers and on-line information resources at the site if needed?
  • Are there staff at the site qualified to teach/precept/supervise students? Can they get release-time for preceptor development activities?
  • Is housing available on-site if students will be there full time and must travel a distance to the site?
  • Does the site understand the role of the student as learner, not as an extension of the workforce?
  • Does the site understand its obligation to provide emergency care for students who become ill or are injured?
  • What are the requirements of the partnership agencies regarding documenting students, affiliation agreements, and risk management, liability and malpractice issues?
challenges for healthcare organizations and providers
Challenges for Healthcare Organizations and Providers
  • Meeting the needs of different occupations, educational programs and levels of student.
  • Assuring that the patient to student ratio is acceptable and that patients are agreeable to student-delivered/observed care.
  • Establishing and verifying both school and facility expectations regarding staff role with students.
  • Coping with the lack of standardization in record keeping processes and expectations among the educational programs.
  • Providing clinical time around academic program schedules.
  • Clarifying risk management/liability and all other variables relating to the relationship.
  • Educating managers and staff regarding their own responsibilities, school expectations and student abilities.
  • Small or specialty units and facilities far removed from the school location may have additional special issues to address.
barriers
Barriers
  • lack of trained community preceptors with time to teach
  • barriers of time and distance for students and faculty
  • limited scheduling flexibility
  • lack of classroom space and equipment for students at smaller facilities
  • administrative burden on smaller facilities without an education coordinator
  • some academic programs are proprietary about sites
  • unwillingness to change from “the way we have always done things”
update on nursing shortage 2007
Update on Nursing Shortage: 2007

Ann Cook, RN, PhD

Board Member,

Wisconsin Center for Nursing

Professor, Columbia College of Nursing

nursing workforce national picture overall trends
Nursing Workforce: National Picture Overall Trends
  • Shortage easing somewhat?
    • Latest projection is 340,000 (vs. 1 million) shortfall by 2020
      • Health Affairs, Jan/Feb 2007: Auerbach, Buerhaus, Staiger
    • Age of entry into profession has increased
  • Vacancy rate 8.5% (Down from 13%)
  • Demand continues to increase
  • Salary increases have slowed
  • Aging workforce
  • Looming PMD shortage = ↑ Demand for NPs
current rn workforce national sample survey of rns 2004
Current RN WorkforceNational Sample Survey of RNs: 2004
  • 2.9 million registered nurses
    • Increase of 7.9% from 2000
  • 2.4 million (83.2%) employed in nursing
    • Increase of 10% from 2000
      • 58% employed full-time
      • 25% employed part-time
      • 16.8% not employed in nursing
  • 56% employed in hospitals
    • Decrease of 3% from 2000
  • 11.5% employed in ambulatory care
    • Increase of 2% from 2000
aging workforce national picture
Aging Workforce: National Picture
  • Average age of RNs is 46.8 years
    • 26.6% under age of 40
    • 16.6% under age of 35
      • 2000: 31.7% under age of 40
      • 1980: 40.5% under age of 35
    • 25.5% over age of 54
      • 2000: 24.3% over age 54
      • 1980: 17.2% over age 54
    • Largest age cohort in 2004 is 45-49

Source: 2004 RN NSSS

age distribution of rns in u s
Age Distribution of RNs in U.S.

Source: National Sample Survey of Registered Nurses: 2004

nursing workforce wisconsin
Nursing Workforce: Wisconsin
  • 73,073 licensed RNs (As of Sept. 2006: Dept of Regulation and Licensing)
  • Estimate 60,000 in workforce (based on National Sample Survey figure of 83%)
  • 41% of RNs work part-time (2004 RN National Sample Survey)
  • 54% of RNs work in hospitals (2001 WI RN survey)
  • Average age of RNs is 47.6 years
    • 27% of RNs are under 40 years of age
    • 44% of RNs are 50 years or older
    • Average age of nurse educators is 50.3 years
will there be enough rns in 2015 and 2020 to care for you and your family
Will there be enough RNs in 2015 and 2020 to care for you and your family?
  • Aging Population and Aging RN Workforce
  • Increased demand in outpatient, home health, long term care, hospice settings
  • Impact of technology
    • Could make nurses more efficient and able to manage more patients
    • Could also increase demand
employment projections office of economic advisors wi dwd july 2006
Employment ProjectionsOffice of Economic Advisors, WI DWD, July 2006
  • RN is one of top 5 occupations with most openings
  • RN is one of top 30 fastest growing occupations
  • RNs are the top occupation with most new jobs
    • From 2004-2014: 26,100 jobs (2,610/year)
      • 16,000 new jobs
      • 10,000 replacements
  • Many new jobs are in Ambulatory Health Care Services
current state demand rn jobs
Current State Demand: RN Jobs
  • Based on quick web site search – 3/26/07
    • Approximately 1000 RN openings
      • Many openings required advanced education or specialty area experience:
        • Nurse Practitioner
        • Clinical Nurse Specialist
        • Critical Care or ER
        • Hospice and home care
        • Surgery services
        • Behavioral health
        • Floating or PRN pool
        • Management
        • Long term care
contributing factors supply
Contributing Factors: Supply
  • Increasing supply now
    • School enrollments increased after 2000
    • Partnerships between clinical settings and nursing schools
    • Increasing options for students to enter profession
    • Johnson & Johnson campaign
  • Decreasing supply in future
    • Aging nursing school faculty
    • Increased average age of nurses
      • Increased number of RNs retiring in next ten years
contributing factors demand
Contributing Factors: Demand
  • Increasing elderly population
  • Outpatient services
    • Long term care and home-based services
  • Physician office practices
  • Nurse Practitioners: Acute care and Community Clinics
  • Specialty areas: Surgery, Oncology
  • Management
  • Faculty
wisconsin residents
Wisconsin Residents
  • 1 in 8 residents over age 65 in 2005
    • 1 in 6 in 2020, 1 in 5 in 2030
  • Age group 55-64 grew by 27% from 2000-2005
    • Those 64 in 2005 will be 79 in 2020
    • Many nurses in this group
  • Age group 85+ grew by 22% from 2000-2005
    • Fastest growing age group

(Health Care Wisconsin: Report from the Governor\'s Health Care Workforce Shortage Committee, 2005; Wisconsin Department of Health & Family Services)

faculty shortages national
Faculty Shortages: National
  • Vacancy rate of 7.9% in BSN and graduate programs – most positions required a PhD (AACN, 2006)
  • Vacancy rate of 5.6% in associate degree programs (NLN, 2006)
  • Nursing schools turned away > 41,000 qualified applicants for baccalaureate and graduate programs (AACN, 2006)
    • Insufficient faculty, clinical sites, classroom space, clinical preceptors and budget constraints
  • Troubling Trends: (NLN, 2006)
    • Increase in part-time faculty
    • Aging of faculty
    • Decrease in doctorally prepared faculty
faculty shortage wi
Faculty Shortage: WI
  • Vacancy Rate as of October 2006: 6%
    • BSN and graduate programs: 9%
    • Associate degree: 2.4%
  • Projected Retirement in next 5 years
    • Administrative positions: 23%
    • Faculty positions: 18%

Source: Survey conducted by Wisconsin Center for Nursing, 2006

nursing schools have responded
Nursing Schools Have Responded
  • 2001-2005 – National (AACN, 2006)
    • Enrollment increased by 57% in generic entry level BSN programs
    • Graduation increased by 37.7%
  • 2001-2005 – Wisconsin
    • NCLEX first time pass rate increase by 45%
      • Associate degree increase 49%
      • BSN increase by 39%
        • UW Schools by 37%
nursing school strategies
Nursing School Strategies
  • Clinical simulations
  • Collaborative learning environments
  • Distance education
  • Sharing of resources
  • Academic-service partnerships
  • More part time, temporary, & adjunct faculty, faculty overload
question for wi will supply demand
Question for WI: Will Supply=Demand?
  • WI does not have coordinated, systematic method of collecting nurse workforce data
    • Supply
    • Demand
  • Without this information - cannot develop a plan to meet the needs of the citizens of WI
  • Healthcare marketplace is slow to respond to needs
    • Marketplace creates surpluses and shortages that do not meet needs of population
      • Specialty areas
      • Geographical areas
wi prepare for the future
WI: Prepare for the Future
  • Need to answer these questions:
    • Is the supply of nurses adequate to meet the health needs of the citizens of WI?
    • Does the nurse workforce have the right skills and education to provide quality care in the right locations and specialties?
    • Does the nurse workforce reflect the cultural and racial make-up of the state?
  • WI must have basic nurse workforce data
    • Supply: Demographics, Work settings, Education, Hours of work
    • Demand: Across all settings: available positions and requirements, turnover and vacancy rates, projected needs
break
Break

Please be back in 10 minutes

fox valley healthcare alliance fvhca
Fox Valley Healthcare Alliance (FVHCA)

Retirement and Departure IntentionSurvey Data & Clinical Placement Efforts

Presenters: Cheryl Welch and Norma Tirado

fvhca partners
FVHCA Partners:

▪ Affinity Health System ▪ Ripon Medical Center

▪ Agnesian HealthCare ▪ UW-Fond du Lac

▪ Aurora Health Care ▪ UW-Fox Valley

▪ BrightStar Health Care ▪ UW-Oshkosh

▪ Circle of Care Co-op ▪ Winnebago County Health Department

▪ Community Health Network: ▪ Wisconsin Center for Nursing

Berlin

▪ Fox Valley Technical College

▪ Fox Valley Workforce Dev. Board

▪ Marian College

▪ Moraine Park Technical College

▪ Northeast WI AHEC

▪ Park View Health Center

slide64

From an October 2006 FVHCA Clinical Placement Summit, the three top issues surrounding clinical placements, were identified by attendees.

  • They centered around the areas of:
  • 1) Preceptors
  • Uniformity/Standardization
  • 3) The vast number of clinical placement requests (most wanting the same time/place)
three workgroups were formed for each issue and brainstorming started immediately
Three workgroups were formed for each “issue” and brainstorming started immediately!
  • During the next 6-9 months, the Preceptor Committee (#1) will focus their efforts on:
    • Preceptor education(What is a preceptor? What qualities/skills should someone have? How do we promote/market being a preceptor?)
    • Uniform evaluation(of preceptors and of the entire experience, so preceptors have a “voice”)
    • Recognition(reward system, what would a preceptor appreciate as a token of thanks? Luncheon? Preceptor of the year? Pin for nametag? Gift certificates?)
uniformity standardization committee s 2 areas of concentration
Uniformity/Standardization committee’s (#2) areas of concentration:
  • A Universal/Uniform orientation across area facilities
  • Development of a Skills Checklist (For precepted experiences, will help everyone know what a student can really do)
  • Consistency in what area facilities require from students (paperwork, healthcare requirements, etc.)
  • Development of a concise, collaborative process of how to submit and request a clinical.
and finally the clinical placement subcommittee 3 will work on
And finally, the Clinical Placement subcommittee (#3) will work on:
  • Researching innovative clinical placementmodels that promote thinking “outside the box.”
  • Data gathering:(Need to know what schools and healthcare facilities want/need/already do/can do to identify matches and mismatches)
  • Securing funding for possible projects:
    • Simulation center for all to share
    • On-line clinical placement system
slide68

Each workgroup meets 1-2 times before each full FVHCA meeting and reports on its progress, while also asking for input/ suggestions from all members.

A Partial List of Successes to date:

* Development of FVHCA website: www.fvhca.org

* Job shadow requirements/paperwork has been standardized with major healthcare systems involved.

* Healthcare requirements have been standardized.

* Criminal background check group has been formed as a resource for schools.

retirement and departure intentions survey
Retirement and Departure Intentions Survey

Our goal was to gather relevant data to identify the specific healthcare workforce needs (in all areas, not just nursing) for the seven county region of the Fox Valley WDA: Calumet, Fond du Lac, Green Lake, Outagamie, Waupaca, Waushara, and Winnebago Counties.

update results
Update/Results:
  • Survey of nearly 7,800 Fox Valley healthcare employees.
  • Six healthcare organizations represented in initial data.
  • Averaged 60% response rate.
  • Margin of error +/- 0.5% (finite population calculation)
respondent demographics
Respondent Demographics
  • 70% full-time employees
  • Occupational setting:
    • 22% Registered Nurses
    • 6% Nursing Aide/Assistant/Attendant
    • 5% Licensed Practical/Vocational Nurse
    • 4% Medical Transcription/Coder
    • 3% Medical Records/Health Information Technician
  • Employment Setting:
    • 47% work in hospitals
    • 29% work in clinical outpatient
    • 7% long-term care.
  • Years of healthcare employment
    • 25% - 5 years or less
    • 45% - 6 to 20 years
    • 30% - more than 20 years
major factors in retirement decision
Major factors in retirement decision
  • Of respondents 5 years or less from retirement
    • Financial security at time of retirement (59%)
    • Reaching appropriate retirement age (41%)
    • Reaching eligible retirement age (40%)
    • Desire to pursue leisure activities (36%)
    • Job stress/pressure (34%)
departure intentions
Departure Intentions
  • Just under 4% plan to leave within 24 months.
    • 2% of RNs
    • 2.9% of LPNs
    • 5.9% of CNAs

Major reasons in departure decision:

    • 45% insufficient salary and benefits
    • 42.5% desire for a career change
    • 39% job stress / pressure
    • 31% emotional demands of the job
healthcare staffing assessment still working on it
Healthcare Staffing Assessment~still working on it!

These surveys will:

  • Assess current number of positions staffed and the age ranges of employees at each facility.
  • Assess anticipated staffing level changes over the next 5 years.
  • A total of 7 occupational clusters and a miscellaneous cluster.
  • These surveys are completed by individual HR departments.
any questions
Any Questions?

For more information, please contact:

Cheryl Welch or

Jen Meyer at the Fox Valley Workforce Development Board

(920) 720-5600

or

[email protected]

western wisconsin clinical placement
Western Wisconsin Clinical Placement

La Crosse Medical Health Science Consortium

Mary Lu Gerke, RN, PhD

shortage of clinical sites
Shortage of Clinical Sites
  • Bring the Stakeholders to the Table
    • Schools of Nursing
      • Western Technical College
      • UW- Western Campus
      • Viterbo University
      • Winona State University
    • Representatives of Clinical Sites
      • Franciscan Skemp
      • Gundersen Lutheran
      • Tomah Memorial
      • VA Medical Center
      • Onalaska Care Center
      • Mile Bluff Medical Center
      • Vernon Memorial Hospital
    • Professional Organization
      • Wisconsin Hospital Association
create the vision set the target
Create the Vision – Set the Target
  • Expand the number of clinical sites in the regional areas
  • To better facilitate nursing clinical site scheduling
  • To increase the amount of nursing faculty available
what s the process
What’s the Process
  • Assess/Analyze Capacity – Demand Ratio
  • Assure Competent Preceptors
  • Develop a Memorandum of Agreement with

Academic and Service Facilities

    • Standardize Contracts
    • Create Software Data House
  • Develop a Clinical Placement Center
assess the capacity demand
Assess the Capacity - Demand
  • Created a data base with all hospitals, nursing homes, community health agencies, any potential clinical site in 20 counties

Total = 202 potential sites

  • Created a Survey regarding Clinical Site and Preceptor Availability (See handout)
  • Mailed out survey – 50 completed – mail out reminders after two weeks 65 to date response
on line preceptor training
On Line Preceptor Training
  • Telehealth grant dollars from the LMHSC
  • 30 students for the Winona online preceptor program
  • 30 students for the UW-Madison online preceptor program.
create an agreement
Create an Agreement
  • Sign by partners – academia – service
  • To continue to the next steps
  • Human resources to work on development
  • Seeking funding for a Clinical Placement Center
development of a clinical placement website
Development of a Clinical Placement Website
  • Contract with Web Master – Ken Graetz
  • Estimate Cost – $16,000 – $20,000 initial build and start up
  • Need to Determine On-going structure & cost
status of software programming
Status of Software Programming

Ken Graetz

E-Learning Director

Winona State University-Minnesota

supporting online collaboration
Supporting Online Collaboration
  • Easy collaboration and coordination are the keys to supporting clinical placement
  • The challenge is not as much technical as it is human
  • What is needed
    • Flexible online tools that allow partners to collaborate and coordinate efforts themselves
    • Build capacity to collaborate at a distance
online community pilot
Online Community Pilot
  • 12 partners
  • Tools
    • Microsoft SharePoint
    • Adobe Acrobat Connect Professional (Breeze)
  • Use tools to
    • Allow partners to build the solution that best meets their needs
    • Allow partners to support the process themselves without hefty license fees or a lot of maintenance
    • Provide a framework and capacity for further collaboration
clinical placement on line software
Clinical Placement On-line Software

Elizabeth Biel

Program Planning and Development Director

Healthcare Education-Industry Partnership-Minnesota

box lunches
Box Lunches

Please be back in 25 minutes

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