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AN ACCELERATED NURSE EDUCATOR MODEL: REDUCING THE FACULTY SHORTAGE. Phyllis M. Connolly, PhD, PMHCNS-BC, Graduate Coordinator, connollydr@son.sjsu.edu Jayne Cohen, DNSc, RNC, Director, jcohen@son.sjsu.edu

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an accelerated nurse educator model reducing the faculty shortage

AN ACCELERATED NURSE EDUCATOR MODEL: REDUCING THE FACULTY SHORTAGE

Phyllis M. Connolly, PhD, PMHCNS-BC,

Graduate Coordinator, connollydr@son.sjsu.eduJayne Cohen, DNSc, RNC, Director, jcohen@son.sjsu.edu

School of Nursing, San José State UniversitySan José, CA 95192-0057 www.sjsu.edu/nursing

organization and university profile
Organization and University Profile
  • SAN JOSE STATE UNIVERSITY, located in downtown San José, CA, Between San Francisco and Monterey areas
    • 30,000 students
    • Oldest of the 23 campuses of California State University System 408,000 students
  • Public, state supported
school of nursing
School of Nursing

MISSION:"to provide innovative nursing education in the art and science of professional nursing while empowering our baccalaureate and masters graduates to be socially and ethically responsible and knowledgeable clinicians, leaders, and scholars who will meet the changing healthcare needs of a diverse global community."

  • Educated over 4,500 nurses since founding in 1955
  • BS in Nursing degree
  • MS in Nursing degree
    • Nurse Administrator, Nurse Educator, Family Nurse Practitioner,School Nurse Clinical Specialist
  • Advanced placement for Associate Degree registered nurses and Licensed Vocational Nurses.
  • Highly Diverse student body
  • 7 Nurse Managed Centers
  • Multiple Hospital and Community-Based Health Care Organization partnerships for clinical placements
literature review
Literature Review
  • Nursing Shortage: CA
    • 45% RNs over 50 years old
    • Average annual salary $69,000 USD
    • 28,410 eligible applications for 11,000 slots (2004-06)
    • RN Demand between 241,000 and 257,000 FTEs by 2014
  • Faculty Shortage: CA
    • 192 unfilled Faculty Positions 2005-06
    • Faculty retirements
    • Salaries
      • $54,000 lecturer (SJSU)
      • $60,000 assistant professor (SJSU)
      • $63,000 full time (Community colleges Associate Degree)
health care system issues
Health Care System Issues
  • IOM (2003)
    • Applying evidence to health care delivery
    • Patient Safety
    • Using information technology
    • Aligning payment policies with quality improvement
    • Preparing the workforce
developing a solution
Developing a Solution
  • Building a Faculty Team
  • Seeking Funding (writing the grant)
  • Collaboration with funder
  • All courses privately funded
    • University System barriers
slide7

Betty Irene Moore Nursing Initiative Framework

Improved nursing-related patient

outcomes in acute care hospitals in

5 SF Bay Area Counties

GBMF Nursing Initiative Outcome:

Larger Hospital

RN Workforce

Practices to Improve

Patient Safety

More New RNs

Workforce

Development/

Higher Retention

Systems Approach

to Patient Safety and

Quality Improvement

Best Nursing

Practices

Increased

Nurse

Education Capacity

Nurse Leadership

Training

Increased

Nurses

At the Bedside

Establish Best

Practice Models

Train more nurse

Educators and fund

More faculty positions

Continuing

Education

Implement Best

Practices

Increase clinical

training and other

Teaching facilities

Organizational

Development

the plan project highlights
The Plan: Project Highlights
  • Accelerated Curriculum
  • Faculty support
  • Formative & summative evaluation
  • Support for students
  • Teacher Scholar Seminars
  • Collaborative research
  • Commitment to teach
gordon and betty moore foundation grant
Gordon and Betty Moore Foundation Grant
  • All courses paid $14,400.00 USD/student
  • $20,000 USD student stipend MS
    • Must teach full –time for 3 years in a RN program in 5 designated counties
  • $8,000 USD student stipend post MS
    • Must teach full – time for 1 year in RN program in 5 designated counties
  • Work limited to 20 hrs per week
  • Must attend monthly Teacher/Scholar seminars
  • Must maintain 3.0 (GPA)
  • Must participate in evaluations
  • Prerequisites completed
innovations
Innovations
  • Web-based curriculum enhancements
  • MS 3 year program condensed to 16 months
  • Teacher/Scholar seminars
  • Initiated post master’s certificate
  • Courses held off main campus
  • Easy parking
  • Funded conferences
  • Support for NLN Certification Nurse Educator
  • Faculty Research project open for students to join
  • Post employment available at a Centralized Faculty Resource Center http://www.iteachnursing.org
curriculum 36 units
Core Courses

Nurs 200 Healthy Care Systems, 3 units

Nurs 202 Theoretical Foundations, 2 units

Nurs 204 Diverse Populations and Health Care, 3 units

Nurs 295 Research Design, 3 units

Nurs 297 Project, 3 units

Prerequisites: Econ1A; statistics within 3 yrs; writing requirement

Nurse Educator Courses

Nurs 212 Curriculum Design, 3 units

Nurs 214 Nurse Educator Theory & Practicum, I, 5 units (250 hrs. clinical)

Nurs 266* Health Care Informatics, 3 units

Nurs 216 Nurse Educator Theory & Practicum II, 5 units (250 hrs. clinical)

NURS 208 Special Topics, 3 units

EDIT 186* Using InstructionalMedia, 3 units

*On line

Curriculum: 36 units
post master s certificate curriculum 11 units
Post Master’s Certificate Curriculum 11 Units
  • NURS 212 (3 Units) Curriculum Development
  • Nurs 214 Nurse Educator Theory & Practicum, I, 5 units (250 hrs. clinical)
  • EDIT 186* Using Instructional Media, 3 units

*On line

risks risk management
Risks / Risk Management
  • Aggressive deadline to begin Cohort I created a pre-launch enrollment volatility right up to the start of classes – Cohort 1 was smaller than the goal
  • Marketing Plan development was delayed
  • Student retention being addressed through teacher/scholar seminars & advising
  • GBMF Centralized Faculty Resource Center under development not ready until Cohort II
  • University bureaucracy complex and resistant
  • Recruiting expert faculty to teach in the programs
admissions and retention
Admissions and Retention
  • Cohort I
    • MS 11 Completed 8
      • Retention 73%
    • Post MS 4 Completed 3
      • Retention 75%
  • Cohort II
    • MS 16 Completed 12
      • Retention 75%
    • Post MS 5 Completed 5
      • Retention 100%
  • Cohort III (F07)
    • MS 15 (Retention 100% S08)
    • Post MS 5 (Retention 100% S08)
demographics n 48
Ethnicity

Caucasian N = 38

African American N = 1

Hispanic N = 1

Chinese N = 3

Filipino N = 3

Korean N = 1

Indian (East) N = 1

AGE

30-40 N = 16

41-50 N = 17

51-60 N = 15

Gender

Females N = 45

Males N = 3

Demographics N = 48
outcomes
Outcomes
  • Exit Surveys: EBI
  • Alumni Surveys: EBI
  • Retention
  • Focus Groups
    • Student
    • Faculty
  • Employment
  • Student publications
slide19

EBI Exit Survey N = 26

(Includes Cohort I (n = 11)

Overall Program Effectiveness Comparison institutions

Green = SJSUCoral = Carnegie Class

Purple = Select 6Blue = All institutions

post program employment 5 required counties
BSN Programs

SJSU

12.5

Samuel Merritt (private)

5.5

Note :MS (10.5)

Post MS (2)

Associate Degree

10

5 different area programs

Note: MS (2)

Post MS (8)

Post Program Employment: 5 required counties
challenges students
Challenges: Students
  • Pace and workload (16 months)
  • Family issues
  • Decreased income
  • Finding full time positions to meet grant commitment
  • Leaving the program and pay back
  • Issues between regular program students
  • Meeting CA Board of Registered Nursing approval requirements for future employment
challenges faculty
Challenges: Faculty
  • Attitude
  • Focus group results
  • Availability
  • Teaching in both programs
  • Project (Research) Advisors
  • 12 month assignments
challenges program
Challenges: Program
  • Meeting Goals of Grant
  • Length of program
  • Student Retention
  • Staffing regular program & accelerated undergraduate program
  • Supporting faculty to avoid burnout
  • University support
  • Monitoring Grant
  • Provision of appropriate teaching experiences
  • Management of drop outs
  • Monitoring employment post program
discussion
Discussion
  • Lessons learned
    • Admission Criteria
  • Future plans
    • Maintain post master’s certificate
  • Benefits to program
    • Curriculum innovations enhanced undergraduate & graduate programs
    • New hires
    • Increased use of new technology by new faculty
    • Increased use of technology by seasoned faculty
acknowledgements
Gordon and Betty Moore Foundation

Dr. Cohen, PI

Marilyn Wendler, Project Manager

Moore Grant Team

Dr. Connolly

Dr. Saylor

Dr. Parsons

Dr. Stuenkel

Dr. Malloy

Mr. Crider

Evaluation Consultants

Dr. Foley

Dr. Christenson

Moore Faculty

Dr. Abriam-Yago

Dr. Canham

Dr. Connolly

Mr. Crider

Dr. Elfrink

Dr. Lewis

Dr. Murphy

Dr. Mao

Dr. Saylor

Dr. Stuenkel

Dr. Yoder

Dr. Willard

SJSU Regular Faculty who served as preceptors for students

Acknowledgements