Growing Your BSNs to Address the IOM 80% by 2020 Goal

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1 Growing Your BSNs to Address the IOM 80% by 2020 Goal Ellen Wathen, PhD, RN-BC Belle McCool, DNP, RN, NE-BC Debra Wilson, MSN, RN, OCN Claire Bennett, BSN, RN, CMSRN Linda Cason, MSN, RN-BC, NE-BC, CNRN

2 Objectives 1. Describe strategies for growing and retaining BSN proportions through a student nurse program. 2. Explain the impact of a student nurse program s plan for increasing the proportion of BSNs to 80% by 2020.

3 Purpose Target strategies on student nurse and new intern hires to increase BSN proportions.

4 Background and Significance An increase in BSN nurses at the bedside is necessary Meet the demands of diverse populations across the lifespan RNs without a BSN at our hospital Already encouraged and supported to advance their education through tuition reimbursement Two BSN and four ADN programs Utilize our hospital for clinical experiences and employment opportunities In 2011, our total nursing BSN level was 38% Below the national average

5 Facts: Methods and Procedures Value our Diploma graduates as employees Value and hire both BSN and ADN graduates as employees BSNs are continually hired and replaced as they advance their education and seek other opportunities in career development. Education Fairs for current staff sponsored by the Nursing Shared Governance Professional Development Council Local Universities with RN to BSN bridge programs Strategies developed to address our BSN level took all these factors into account while also addressing the IOM 80% BSN 2020 goal

6 Methods and Procedures Strategies already in place for several years: Nursing Faculty League (NFL) Clinical Rotation sites for Deaconess Hospital, Inc. Relationships from clinical experiences, or for those in PCT or student nurse employment roles Recruitment Fairs Nursing Recruitment School Visits Promote Extern program, Intern program, and now our restructured Student Nurse Academy HR and Nursing representatives in attendances at visits Glitz and Glamour Events for hiring graduates We have had exemplary retention rates for those in the Extern and Intern programs

7 Methods and Procedures New Targeted strategies Focus further on ADN/BSN Student Nurse recruitment aspect through enhancing extern/intern programs into a Student Nurse Academy program Developed by Nursing and Human Resource Departments Goal: Increase BSN proportions Hire student nurses and new interns, including those in ADN programs who are often more grounded within our community and remain after earning their BSN Program was promoted early in the BSN and ADN programs for students to build relationships and experiences for future employment. ADNs sign an agreement to achieve a BSN within 5 years of employment. Local universities with BSN bridge programs to accept credits from the ADN programs for transition into BSN programs are utilized.

8 Major Outcomes A 90% retention rate of BSN and ADN intern hires Contributed to a 50% total nursing BSN level in December 2013 Will re-evaluate in December 2014 for BSN level

9 Conclusions and Implications Further re-structuring of the Student Nurse Academy will potentially accelerate BSN proportions and address the IOM 80% 2020 goal Levels and Elements - from Extern to Intern to Graduate Level 1: Academy Student Nurse Extern student in an accredited RN program Level 2: Academy Student Nurse Extern 12 week summer program; eligible after one semester of clinical in nursing school Level 3: Academy Student Nurse Intern in their final year/semester of nursing school Continue to offer Nurse Network sessions to obtain real time feedback from those in the Student Nurse Academy what is working well, what needs improvement Promote Student Nurse Academy and other student nurse roles University recruitment sessions Conference exhibit tables when hosted at university settings Benefits Confidence and Competence = increased retention

10 Conclusions and Implications Further proposed changes: Student Nurse Academy Final semester, prior to graduation for those we hire: 8 hour day (several times through semester) Setting expectations, review standards of practice, P&Ps, etc. After graduation, as a Graduate Nurse Specialist transitioning to RN in Nurse Residency Program 8 hour day/week for 6 weeks (orientation) Standards of practice check off on skills (standards of practice) Then for remainder of first year, 8 hour day once a month Leadership development, Nursing Network, further skills development, etc. Preceptors attend a class for updates on expectations, standards of practice, what being instructed in Student Nurse Academy, Nurse Residency Program

11 Questions To recruit the best nursing students early in their education align them with Deaconess and provide them opportunities for a successful transition to the RN role

12 References Anderson, G., Hair, C., & Todero, C. (2012). Nurse residency programs: An evidence-based review of theory, process, and outcomes. Journal of Professional Nursing, 28(4), Institute of Medicine The Future of Nursing: Leading Change, Advancing Health. Washington D.C.: The National Academies Press Institute of Medicine. (2010, October). The future of nursing focus on education (Report Brief). Washington, DC: National Academy of Sciences. Retrieved from Nursing/Nursing%20Education%202010%20Brief.pdf National Center for Health Workforce Analysis. (April 2013). The U.S. Nursing Workforce: Trends in Supply and Education. HRSA. Zimmermann, D. T. (2011, March). A more highly educated workforce. A model for the future. PowerPoint presentation at meeting of the Virginia Magnet Consortium, Roanoke, VA.

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