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Transcript of Wisconsins Statewide Clinical Placement Summit: Meeting the Challenge of Expanding Clinical Nursing...
Wisconsin’s Statewide Clinical Placement Summit:
Meeting the Challenge of Expanding Clinical Nursing
Opportunities
Roberta Gassman, Secretary
Department of Workforce Development
April 11, 2007 2
Wisconsin’s Economy
April 11, 2007 3
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
April 11, 2007 4
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
April 11, 2007 5
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
April 11, 2007 6
Governor’s Opportunity Budget for Youth Apprenticeship
30% in Health Care Careers
• Youth ApprenticeshipFunding Doubled
April 11, 2007 7
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
April 11, 2007 8
Governor’s Opportunity Budget for Working Families
Affordable Health Care• Expand BadgerCare Plus
-all children
-low wage adults, pregnant women• Catastrophic coverage• Anti-smoking
April 11, 2007 9
DWD Efforts 2nd Annual WI Health Care Workforce Report
This document represents our yearly checkup
Defines challengesProvides updatesCopies available on-line at:
dwd.wisconsin.gov/healthcare
April 11, 2007 10
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
April 11, 2007 11
• 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
The Top Jobs by 2014
April 11, 2007 12
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
April 11, 2007 13
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
April 11, 2007 14
DWD EffortsSelect 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
April 11, 2007 15
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.
April 11, 2007 16
DWD Efforts
• 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
• 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
April 11, 2007 17
Working together keeps our Health
Care Workforce #1
April 11, 2007 18
Senator Herb Kohl’s Senator Herb Kohl’s Health Care AgendaHealth Care Agenda
JoAnne Anton
State DirectorSenator Kohl’s Office
April 11, 2007 19
Overview of Clinical Overview of Clinical Placement IssuePlacement Issue
Nancy Sugden, DirectorWisconsin Area Health
Education Centers
April 11, 2007 20
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
April 11, 2007 21
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
April 11, 2007 22
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
April 11, 2007 23
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
April 11, 2007 24
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
April 11, 2007 25
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
April 11, 2007 26
Clinical PlacementWhat are “clinical placements”?Coursework involving hands-on, direct care or serviceexperience and evaluation of the student’s skills,variously referred to as:• Clinical• Clinical rotation• Clerkship• Fieldwork experience• Community placement• Practicum• Internship
April 11, 2007 27
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.
April 11, 2007 28
Clinical Placement
What kind of students?• Technical college associate degree and technical training programs • Undergraduate health professions degree programs• Advanced degree programs
What fields?Medicine
Dentistry
Nursing
Physician Assistant
Pharmacy
Respiratory Therapy
Radiologic Technology
Nutrition
Social Work
Physical Therapy
Mental Health
-and many others-
April 11, 2007 29
Clinical Placement
What kind of facilities?• direct patient care (inpatient or ambulatory) • technical and support services such as:
pharmacyradiology dietetics social work
• long-term care facilities • mental health facilities • hospice • home health • other community agencies • schools and public health agencies
April 11, 2007 30
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
April 11, 2007 31
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.
April 11, 2007 32
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.
April 11, 2007 33
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.
April 11, 2007 34
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.
April 11, 2007 35
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
April 11, 2007 36
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?
April 11, 2007 37
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.
April 11, 2007 38
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”
April 11, 2007 39
Opportunity to explore these challenges in
our regional discussions over lunch
April 11, 2007 40
Update on Nursing Update on Nursing Shortage: 2007Shortage: 2007
Ann Cook, RN, PhD Board Member,
Wisconsin Center for Nursing
Professor, Columbia College of Nursing
April 11, 2007 41
April 11, 2007 42
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
April 11, 2007 43
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
Source: 2004 RN NSSS
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: National Sample Survey of Registered Nurses: 2004
Age Distribution of RNs in U.S.
April 11, 2007 46
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
Source: WI DWD, Bureau of Workforce Information: 2006
9%
18%
29% 30%
14%
0%
5%
10%
15%
20%
25%
30%
Less Than 30 30 - 39 40 - 49 50 - 59 60 and Older
Age Distribution of All Nurses Who Renewed License
April 11, 2007 48
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
April 11, 2007 49
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
April 11, 2007 50
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
April 11, 2007 51
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
April 11, 2007 52
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
April 11, 2007 53
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)
April 11, 2007 54
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
April 11, 2007 55
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
April 11, 2007 56
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%
April 11, 2007 57
Nursing School Strategies
Clinical simulations Collaborative learning environments Distance education Sharing of resources Academic-service partnerships More part time, temporary, & adjunct
faculty, faculty overload
April 11, 2007 58
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
April 11, 2007 59
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
April 11, 2007 60
BreakBreak
Please be back in 10 minutes
April 11, 2007 61
Fox Valley Healthcare Alliance (FVHCA)
Retirement and Departure Intention
Survey Data & Clinical Placement Efforts
Presenters: Cheryl Welch and Norma Tirado
April 11, 2007 62
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
April 11, 2007 63
Clinical Placement
Efforts of the FVHCA
April 11, 2007 64
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
2)Uniformity/Standardization
3) The vast number of clinical placement requests (most wanting the same time/place)
April 11, 2007 65
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?)
April 11, 2007 66
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.
April 11, 2007 67
And finally, the Clinical Placement subcommittee (#3) will work on:
• Researching innovative clinical placement models 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
April 11, 2007 68
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.
April 11, 2007 69
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.
April 11, 2007 70
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)
April 11, 2007 71
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
April 11, 2007 72
Retirement Intentions
ALL RNs LPNs CNAs
< 1 year 1% .6% .5% .7%
1-5 years 10% 8% 13% 7%
6-10 years 15% 14.5% 22% 11%
11-15 years 17% 20% 19% 14%
Within 10 years 26% 23% 36% 19%
Within 15 years 43% 43% 55% 33%
April 11, 2007 73
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%)
April 11, 2007 74
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
April 11, 2007 75
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.
Healthcare Staffing Assessment~still working on it!
April 11, 2007 76
Any Questions?
For more information, please contact:
Cheryl Welch or Jen Meyer at the Fox
Valley Workforce Development Board(920) 720-5600
April 11, 2007 77
Western Wisconsin Western Wisconsin Clinical PlacementClinical Placement
La Crosse Medical Health Science Consortium
Mary Lu Gerke, RN, PhD
April 11, 2007 78
• 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
Shortage of Clinical Sites
April 11, 2007 79
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
April 11, 2007 80
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
April 11, 2007 81
Assess the Capacity - Demand
• Created a data base with all hospitals, nursing homes, community health agencies, any potential clinical site in 20 countiesTotal = 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
April 11, 2007 82
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.
April 11, 2007 83
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
April 11, 2007 84
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
April 11, 2007 85
Status of Software Status of Software ProgrammingProgramming
Ken GraetzE-Learning Director
Winona State University-Minnesota
April 11, 2007 86
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
April 11, 2007 87
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
April 11, 2007 88
An Online “Communispace”
April 11, 2007 89
Collaborative Documents
April 11, 2007 90
Meeting at a Distance
April 11, 2007 91
Clinical Placement Clinical Placement On-line SoftwareOn-line Software
Elizabeth BielProgram Planning and Development Director
Healthcare Education-Industry Partnership-Minnesota
April 11, 2007 92
Box LunchesBox Lunches
Please be back in 25 minutes
April 11, 2007 93
Small Group DiscussionSmall Group Discussion
April 11, 2007 94
Group Report OutsGroup Report Outs
April 11, 2007 95
Next StepsNext Steps
April 11, 2007 96
Resolution SigningResolution Signing
April 11, 2007 97
Thank you for your Thank you for your ParticipationParticipation