Target Date & Responsible Person Analyze geographic distribution of BSN nurses Q VV* (see key

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Brent Daniel
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1 Nebraska SIP Template: Merging & Education to Implement IOM Recommendations in Nebraska (Diversity Expanded ) Areas of Focus: and Education Project Goal: Increase the percentage of nurses with a baccalaureate degree, including improved participation of traditionally under-represented groups. Objectives Streamline academic progression via development and dissemination of a competencybased Facilitate statewide public, nursing, and employer support for BSN education Target Date Action Steps & Responsible Person Analyze geographic distribution of BSN nurses Q VV* (see key Finalize draft of statewide competency- based Complete review and final approval of competency-based Pilot the implementation and evaluation of the BSN competencies as agreed by NANDD members with 1 public & 1 private BSN school, partnering with the ADN schools represented by RN-BSN student participants Evaluate leadership content in current nursing curricula of ADN and BSN program using leadership competency behaviors to facilitate leveling. Develop report based on pilot evaluation of findings and input from NANDD. Continue piloting the competency-based with two additional BSN programs whose RN-BSN student participants represent a variety of ADN schools. Educate the public (including diverse professional & civic organizations), nurses & employers about IOM Recommendations. Convene regional focus groups of healthcare employers to identify current practices/ barriers/opportunities for educational advancement for nurses (snapshot). Convene NAC leadership with non-nursing leaders to produce a white paper reflective of statewide input and best practices. below) Q AO, MV, LC Q AO, MV, LC Q3/ Q2/ 2014 Q3/ Q2/ 2014 Q2/2014 VV, Exec Comm, Educ Team Q1-Q2/ 2013 Q2 Q3/2013 Q4/2013 leadership, non-nursing leaders Deliverables (18 or 24 months) Final approval of competency-based Report for NANDD on the pilot implementation and evaluation of the competency based to be adopted statewide Percentage of RNs age with a BSN will increase by 10% White Paper reflective of statewide input & best practices published/ disseminated to public professional venues.

Objectives Streamline academic progression via development and dissemination of a competencybased Facilitate statewide public, nursing, and employer support for BSN education Target Date Action Steps

2 Evaluate and remediate diversity gaps in student nurse and RN populations to increase number of BSN nurses in Nebraska Develop a statewide network of champion employers of nursing who will promote and implement policies that incentivize nurses to return to higher education, including flexible work hours, tuition benefits, and pay differential. Evaluate CFN data to determine RN and student distribution and gap analysis by age, ethnicity, gender and geographic location Develop Minority Recruitment Toolkit and sponsor regional conferences to educate nurse employers and educators regarding the need for BSN preparation and best practices in recruiting ethnic minorities. See Addendum A. Three tiered approach to increasing diversity (men, minorities, rural) in education and leadership: 1. Primary/Secondary education - Focus on disadvantaged middle school students from Omaha metro AHEC (Area Health Education Center) Pilot in Omaha and use across outstate AHEC programs matched to NAC regions (N, S, E, W) o Provide opportunities for job shadowing o Speaker's Bureau o Mentorship o Role Modeling o Support writing college applications and for scholarships Support/Initiate organizations that can provide the mentoring and speakers bureau for recruiting and increasing diversity in nursing schools/workforce o OBNA (Omaha Black Nurse Association) o Re-charter NE AHN (NE Association of Hispanic Nurses) o American Assembly for Men in Nursing 2. Higher education BSN and RN-BSN Incorporate the Clarkson College Model o Faculty liaisons o Ongoing communication & support to current students/graduates Q1 leadership, statewide employers Q1-Q2/2013 VV, Regional Team Leaders leadership 10% of the 65 critical access hospitals (CAH) [based on 2011 data] will have initiated support of BSN education in their strategic plans. Best Practices Minority Recruitment Toolkit and regional conferences on BSN preparation/ Best Practices in Minority Recruitment Ethnic diversity of BSN Students and RNs increased by 2%; males increased by 5%** STG: 1) Engage CCNA consultant and/or NAHN in development of State Chapter. 2) Mentor 2-4 interested male BSNs or BSN students to initiate Nebraska Chapter of Men in Nursing. LTG: 1) Establish mentorship programs for middle school/high school students using these groups. 2) Use mentors for recruitment and retention/graduation of students from BSN programs that includes writing support and college applications. LTG: Integrate

Evaluate CFN data to determine RN and student distribution and gap analysis by age, ethnicity, gender and geographic location Develop Minority Recruitment Toolkit and sponsor regional conferences to

3 a. Summer internship b. Monthly update meetings/ s c. Monthly luncheons w/ motivational speakers d. Annual Spring celebration e. Individual mentoring f. Peer to peer support via Facebook o Aureus Medical (partner) - training in resume, selfbranding, and interview skills 3. Professional Development Identify individual students with potential to act as: a. Mentors b. Speakers c. Leaders on decision making bodies/boards based on increasing diversity and findings from the survey results specific strategies i.e. national NAHN webinars on interviewing and resume building, for minority graduates seeking employment that includes education of employers and their employees See addendum for toolkit design Project Goal: Increase the number of nurses active in decision-making bodies, including improved participation of traditionally under-represented groups. Objectives Establish baseline measures and metrics of NE nurses involved in and civic boards and decisionmaking bodies, including need for leadership development. Increase the number of NE Action Steps Survey Nebraska nurses involvement on boards and decision-making bodies, including participation barriers and opportunities for under-represented groups via electronic means and focused data collection. Convene regional focus groups, representing decision-making bodies, to assess participation opportunities, barriers, and desired attributes for nurses seeking leadership on decision-making boards. Evaluate existing leadership programs and resources to provide a repository for Nebraska nurses. Develop & publish white paper detailing current state of nurse leadership in NE with recommendations that include BSN leadership competencies. Develop repository of leadership resources available at Target Date & Responsible Person Q1-2/2013 VV, Exec Comm Q2-3/2013 Q3/2013 VV, NAC Q4/2013 Q1-2/2014 Deliverable (18 or 24 mo) Baseline metrics established White paper inclusive of recommendations published

Professional Development Identify individual students with potential to act as: a. Mentors b. Speakers c.

4 nurses involved in and civic boards and decisionmaking bodies. Create statewide mentoring and leadership development pilot program based on best practices using 40 under 40 honorees. Reflect the Clarkson College Model for developing best practices. Build on the statewide network of champion employers of nursing (identified in Education section) to promote and implement policies incentivizing leadership development. Incorporate leadership development content in the planned regional conferences highlighting BSN preparation and minority recruitment. NAC 10% increase in number of nurses in leadership roles (involved in and civic boards and decision-making bodies). Evaluate and remediate diversity gaps in nurse leadership roles Partner with existing organizations representing traditionally under-represented groups using recommendations from white paper Identify mentoring strategies specific to developing leadership among minority nurses reflecting the Clarkson College Model Enhance NAC infrastructure to facilitate the ability to reach these diverse groups Assign a diversity champion to each of the NAC statewide teams to assure action steps to increase diversity Q1-3/2014 Q2-4/2014 Q1-4/2014 One targeted decision-making body in each NAC region will demonstrate increased minority membership or will have initiated strategic plans to support minority representation. *VV = Victoria Vinton; AO = Aubray Orduna; MV = Marilyn Valerio; LC = Liane Connelly; Exec Comm = Executive Committee; TL = Team Leaders in 4 regions; NAC = Nebraska Action Coalition Exec Committee and Regional Team Leaders, with input from Strategic Advisory Committee when needed. ** Ethnic diversity of NE % compared to U.S %; Males in NE %; within nursing profession 5.4% ADDENDUM A TOOLKIT Design: Four Sections that can be used for multiple purposes*

Build on the statewide network of champion employers of nursing (identified in Education section) to promote and implement policies incentivizing leadership development.

5 I. Introduction to the NAC and the IOM Future of Nursing Report II. Advancing Nursing Education a. Present and discuss Statewide BSN Competencies b. Focus on increasing RN-BSN, BSN, masters, and doctorates based on report recommendations III. Diversity a. Best Practices for recruiting and retaining diverse i.e. ethnicity, gender and rural BSN students i. Identify health care organizations for job shadowing opportunities ii. Identify role speakers through nursing schools and minority focused organizations mindful of 1) expertise 2) availability 3) diversity iii. Gather input from colleges and universities b. Best Practices for employers for recruiting and retaining a diverse BSN prepared nursing workforce (use the survey results gathered from employers and nurses to identify best practices and/or find outside resources that have been successful) IV. Development a. Identify mentors from NAC Survey who expressed interest b. ICAN Voice for Training c. Resources including Mentoring Handbook by AACN/RWJF on website d. Collaborate with NONL districts throughout NE to develop mentor pool that includes mentors for minority nurse leaders *Toolkit designed for use across the state by NAC regional leadership and others as designated and/or requested.

Identify health care organizations for job shadowing opportunities ii.

Nebraska Action Coalition Status Report November 2013 January 2014

Nebraska Action Coalition Status Report November 2013 January 2014 Action Coalition Leadership Co-Leads: Cyndi McCullough - DirectorofClinicalS ervices,hdr Architecture, Inc, (Cyndi.mccullough@hdrinc.com;