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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

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capacity faculty shortages utilizing hospital faculty

CAPACITY: FACULTY SHORTAGES:UTILIZING HOSPITAL FACULTY

KAREN M. SOLT, MEd

ASSOCIATE DEAN,

HEALTH SCIENCES

COLLEGE OF DUPAGE

background
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
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
FIRST INITIATIVE (con’t)
  • Maintain pipeline of nurses for area employers
  • Attempt to address projected future shortages of RNs
resource issues
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 & 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
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
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
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
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
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
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
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
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
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
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
BARRIERS & CHALLENGES
  • Culture differences
  • Communication
  • Time involved in class preparation
  • Standardization of curriculum
  • Mentoring program
  • Increased clinical hours in second year
successes
SUCCESSES
  • We went ahead and did it !!
  • Additional 21 students will graduate in May
  • Successful model
  • Partnerships with facilities/working together
next steps
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