Objectives. Organizational Structure. Mission. Workforce Planning: It s all about choices Use a Rubber Duckie approach. Another choice?

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1 Objectives Charting the Course with Data: Nursing Workforce Update Judith Hansen, MS, RN WCN Executive Director Navigating the C s: Collaborative Care Coordination WCN Annual Conference June 12, 2015 Describe role of Wisconsin Center for Nursing Apply nursing data based on 2014 Wisconsin RN Survey Report Understand Wisconsin Action Coalition & progress to date on implementing IOM Report Be familiar with outcomes from RWJF grant: Taking the LEAD for Nursing in Wisconsin Become knowledgeable on activities planned for the RWJF grant: Wisconsin Nursing LEADs the PACC Mission Assure an adequate, well prepared and diverse nurse workforce for the people of Wisconsin Organizational Structure Board of Directors Stakeholders 2006 Not for profit 501(c)(3) 2009 WI Stat Chap RN & LPN $4 surcharge for re licensure WI Dept of Safety & Professional Services WI Dept of Workforce Development Data Funds DSPS DWD WCN Funds thru contract w/ DWD Purpose Workforce Planning Workforce Planning: It s all about choices Use a Rubber Duckie approach Another choice? Sitting on the dock of the bay, watching the tide roll in ~ Otis Redding 1

familiar with outcomes from RWJF grant: Taking the LEAD for Nursing in Wisconsin Become knowledgeable on activities planned for the RWJF grant: Wisconsin Nursing LEADs the PACC Mission Assure an

2 Another choice? Act like the Titanic; be unprepared & then try to turn it on a dime IF something happens.. The best choice: Use Data! I can't change the direction of the wind, but I can adjust my sails to always reach my destination. ~ Jimmy Dean Data based Workforce Planning WI population projections 1.5 million increase by % increase people % increase people 85+ Changing demographics; increasing diversity Complex health needs, changing systems Aging workforce Aging educators WCN Data Model DWD Forecasting Models RN and LPN Diversity IOM Report Recommendations 2011 Institute of Medicine (IOM) Report: The Future of Nursing: Leading Change, Advancing Health Workforce Report Products The Eye of the Storm! DWD Workforce Projections 2

5 million increase by 2034 24% increase people 65+ 133% increase people 85+ Changing demographics; increasing diversity Complex health needs, changing systems Aging workforce Aging

3 Research team: Rachel Schiffman, PhD, RN, FAAN, College of Nursing University of Wisconsin Milwaukee Susan J. Zahner, DrPH, RN, FAAN, School of Nursing University of Wisconsin Madison Judith Westphal, PhD, RN, College of Nursing University of Wisconsin Oshkosh Susan Breakwell, DNP, RN, APHN BC, College of Nursing Marquette University Statistician: Jeffery B. Henriques, PhD, Department of Psychology University of Wisconsin Madison # License Renewals 83,918 # Valid Responses: 73,136 = nurses living & working in Wisconsin Registered Nurses by Age (n=73,136) 12.9% 11.6% 13.8% 11.7% 10.4% 9.7% 10.5% 9.9% 5.6% 1.5% 1.9% 0.5% < % 50.0% 40.0% 30.0% 49.5%(53) % RNs 55 & Older by Work Setting (w/average age) 31.9%(47) 32.7%(47) 22.9%(43) 31.4%(46) 39.8% (49) 43.5%(41) Highest Nursing Degree Earned % 44.1% 37.0% 36.2% 20.0% 10.0% 0.0% 9.4% 7.8% 11.1% 9.2% 0.6% 0.6% Diploma ADN BSN MSN Doctorates % Race Ethnicity Caucasian African American Hispanic Asian Other % Gender Female Male WI Regional Differences WI RNs South Southeast Northeast West North Median Age % Female % White % Unemployed % ADN % BSN

Nursing Marquette University Statistician: Jeffery B.

4 Plans to Leave Direct Patient Care (DCP) 58.0% 6.4% 13.7% 21.9% Less than 2 years 2 4 years 5 9 years 10 or more years Report Recommendations Funding for researchers to extend utility of findings. Funding for more admissions, higher levels of education & nurse faculty preparation. Support for students of diverse backgrounds. Increase capacity & flexibility to access education pathways. Mentor new grads to retain in workplace. Define role of DNP in practice & education to support ongoing professional development. Increase # APNs across the state to provide primary care. Increase leadership opportunities for nurses, including diverse nurses in leadership roles, presence on boards Wisconsin LPN Survey Data analysis in process Lead researcher : Josie Veal, PhD, APNP, RN Associate Dean, School of Health Sciences, Milwaukee Area Technical College Statistician : Jeff Henriques, PhD, University of Wisconsin Madison 2013 Wisconsin LPN Survey Plans to Leave Direct Patient Care (DCP) Downward trend in LPN license renewals = 11, 751 online renewals & 1,237 paper surveys. Total 12,988 LPNs 2013 = 12,067 online renewals & 1,020 paper surveys Total 13,087 LPNs Fall, 2015 LPN At a Glance brochure; full report Spring Wisconsin Action Coalition Goal: Implement IOM Future of Nursing Report Co leads: WCN & Rural WI Health Cooperative Coalition of stakeholders National level partners: CCNA, AARP & RWJF RWJF State Implementation Program Grants IOM Report: Wisconsin Progress 121 responses All 5 phone area codes of state Educators, hospital & clinic systems, LTC facilities, C/PH agencies, school districts, nursing associations, etc. Over 500 comments One of kind report in nation: Implementation of the IOM Future of Nursing Report: A Wisconsin Profile 4

Mentor new grads to retain in workplace. Define role of DNP in practice & education to support ongoing professional development. Increase # APNs across the state to provide primary care.

5 IOM Report: Wisconsin Progress Hospitals Clinics Nursing Other Is your organization n=51 n=43 n=27 n=121 taking action to: Remove scope ofpractice barriers? 63% 70% 41% 60% Expand opportunities for nurses to lead improvement efforts? Implement nurse residency programs? Increase proportion of nurses with BSN to 80% by 2020? 80% 56% 52% 65% 76% 30% 11% 45% 80% 88% 48% 76% All Results: Wisconsin IOM Progress Is your organization taking action to: Double number of nurses with doctorate by 2020? Ensure nurses engage in lifelong learning? Prepare & enable nurses to lead change to advance health? Hospitals Clinics Nursing Other All n=51 n=43 n=27 n=121 31% 56% 19% 37% 78% 88% 78% 82% 76% 70% 59% 70% Results: Wisconsin IOM Progress Is your organization taking action to: Build infrastructure for collection & analysis of interprofessional health care workforce data? Enhance models of interprofessional education & practice? Hospitals Clinics Nursing Other All n=51 n=43 n=27 n=121 47% 74% 30% 53% 39% 70% 19% 45% Increase nursing diversity? 59% 86% 41% 64% Report Recommendations Indicators for continuing work in Wisconsin: 1. Double #nurses w/ a doctorate by Implement more nurse residency programs, including community based residencies. 3. Increase diversity in the nursing workforce & nursing faculty. 4. Enhance models of interprofessional education & practice. 5. Standardize data collection for all healthcare professionals Taking the LEAD for Nursing in WI RWJF SIP # Leadership, al Advancement & Diversity 1. Advancing nursing education 2. Increase readiness for leadership & presence of nurses on boards 3. Increase diversity & representation from underrepresented groups Grant period 2/1/13 1/31/15 Taking the LEAD for Nursing in WI RWJF SIP # Advisory Council Learning Collaboratives based on focus areas Funders Network Website Wisconsin Action Coalition & grant Wisconsin Dashboard metrics All grant products at Grant.html 5

80% 56% 52% 65% 76% 30% 11% 45% 80% 88% 48% 76% All Results: Wisconsin IOM Progress Is your organization taking action to: Double number of nurses with doctorate by 2020?

6 Taking the LEAD for Nursing in WI RWJF SIP # Multiple grant products: 2013 & 2014 Wisconsin Infographics, newsletters Steller Students & Professional Profiles Toolkits: Leadership, Recruitment & Retention of Minorities & al Advancement Rural Urban Models for BSN Completion Undergraduate Leadership Curricular Review Nurses on Boards Nurses on Boards trainings Wisconsin Diversity Assessment Tool (WI DAT) National recognition & second grant award! Partnerships in Action for Community Care 1) Sustain infrastructure for advancing goals from IOM Future of Nursing Report 2) Advance nursing education to include BSN completion & enhanced leadership training. 3) Develop regional partnerships to enhance interprofessional collaboration & community based approaches to care 4) Promote systematic assessment & activity to increase nursing diversity in Wisconsin. Grant period 2/1/15 1/31/17 STAFF Project Director: Judith Hansen, MS, BSN Project Manager: Carol Sabel, PhD, RN, CNE Diversity Coordinator: Barbara Nichols, DNSc (hon.)ms, RN, FAAN Administrative Assistant: Molly Gottfried Advisory Council, Learning Collaboratives, Funders Network Organizational recognition program for systems committed to 80% BSN by 2020 Media campaign for BSN completion Statewide conference on Care Coordination 2014 & 2015 Wisconsin Nursing & Nurse Faculty In person board service & philanthropy trainings w/ approved contact hours. Web based modules for online nursing board service training Mentor repository for executive coaching for board leadership on WCN website. Statewide plan for ADN retention to increase numbers graduating in collaboration w/ WTCS & ANEW Convene employer/educator coalition in SE WI to include interprofessional approaches to community based care Host Summit to create strategic plan al events based on regional needs and/or competency areas. Compile report for statewide dissemination 6

Tool (WI DAT) National recognition & second grant award!

7 Compile exemplars of existing diversity programs Develop new chapters of AAMN in Wisconsin nursing schools Convene stakeholders to pilot Wisconsin Diversity Assessment Tool Pilot WI DAT in 3 settings: Health or health related system al setting Non health system of business Compile report for dissemination Project Strengths Focus on collaboration, inclusive excellence Use of evidence based strategies Leverage strengths of partnerships Commitment to employer/educator alliances Deliberate, intentional focus on diversity Reach beyond nursing to other professions Achieve impact to transform healthcare: Improve care coordination Increase access & decrease disparities Inform policy decision making Improve population health Thank YOU Donors! Administrators of Nursing in Wisconsin (ANEW) Aurora Health Care Bader Philanthropies Bellin Health Care Systems Faye McBeath Foundation Katharyn May, PhD, RN, FAAN Dean, UW Madison Meriter UnityPoint Health Rural Wisconsin Health Cooperative Wisconsin Nurses Association & Nurses Foundation Wisconsin Department of Workforce Development And many other associations & private individuals! The Power of Data The pessimist complains about the wind; the optimist expects it to change, the realist adjusts the sails. ~ William Arthur Ward Websites Wisconsin Center for Nursing Wisconsin Action Coalition actioncoalition.html Future of Nursing Campaign for Action Contact Info Judith M. Hansen, MS, RN 1921 East Hartford Ave. PO Box 413 Milwaukee, WI NURS (6877) judi@wicenterfornursing.org Like us on FaceBook! 7

based strategies Leverage strengths of partnerships Commitment to employer/educator alliances Deliberate, intentional focus on diversity Reach beyond nursing to other professions Achieve impact to

Emerging Challenges for Nursing & Healthcare. Judith Hansen, MS, BSN, RN Executive Director Wisconsin Center for Nursing, Inc.

Emerging Challenges for Nursing & Healthcare Judith Hansen, MS, BSN, RN Executive Director Wisconsin Center for Nursing, Inc. Goal Describe the work of Wisconsin Center for Nursing Identify funding priorities