Mississippi Action Coalition Status Report April-July 2013

Transcription

1 Mississippi Action Coalition Status Report April-July 2013 Action Coalition Leadership Co-Leads: Wanda Jones - Executive Director, Mississippi Office of Nursing Workforce, (wjones@monw.org; ) Rita Wray - Deputy Executive Director, Mississippi Department of Finance and Administration, (rwray@dfa.state.ms.us; ) Workgroup Leads: Include name, title, organization, , phone, workgroup area(s) (education, Leadership, practice, data, IPC, Diversity, capacity building). Education o Dr. Elizabeth Mahaffey, Dean Nursing and Allied Health, Hinds Community College, ehmahaffey@hindscc.edu, o Dr. Pat Waltman, Professor and Associate Dean for Academic Affairs and Accreditation, University of Mississippi Medical Center School of Nursing, pwaltman@umc.edu, Leadership o Dr. Marcella McKay, President/CEO of the Mississippi Hospital Association (MHA) Health, Research, and Educational Foundation and COO of the Mississippi Hospital Association (MHA), mmckay@mha.net, o Dr. Kim Hoover, Dean University of Mississippi Medical Center School of Nursing, khoover@umc.edu, Practice o Teresa Malone, Executive Director Mississippi Nurses Association, tmalone@msnurses.org, o Dr. Melinda Rush, Executive Director Mississippi Board of Nursing, mrush@msbn.state.ms.us, IPC o Don Eicher, Director of Office of Health Policy and Planning of the Mississippi State Department of Health, doneicher@msdh.state.ms.us, o Kay Henry, Director of Public Health Nursing of Mississippi State Department of Health, kay.henry@msdh.ms.gov, Communications o Dr. Katherine Nugent, Dean University of Southern Mississippi College of Nursing, Katherine.nugent@usm.edu, o Shannon Coker, Director of Advocacy and Communications of Mississippi Hospital Association, scoker@mhanet.org,

2 Diversity o Rita Wray, Deputy Executive Director of Mississippi Department of Finance and Administration, rita.wray@dfa.ms.gov, o Dr. Linda Godley, Dean Alcorn State University School of Nursing, godley@alcorn.edu, Data o Wanda Jones, Executive Director Mississippi Office of Nursing Workforce, wjones@monw.org, Tell Us About Your AC s Goals and Progress in Pillar Areas: Include as many goals as your AC has identified for each pillar. For each goal, provide significant progress made during the reporting period. If you have a SIP related goals, please report progress of them in the SIP Workplan Report. DO NOT re-list SIP goals in this document. Education 1. AC Education Goal A: Integrate the Mississippi Competency Model into School of Nursing Curricula. Progress made toward goal A this quarter: o June 2013: Presentations were made by adopter schools on the Patient-centered care competency gap analysis and plans of action with input from practice partners. (The Leadership competency had previously been completed.) AC Education Goal B: Implement best practice models for Transition to Practice (TTP). Progress made toward goal B, this quarter: o June 2013: Presentation of TTP strategic plan made to Deans and Directors of Schools of Nursing Summer Retreat. Transition To Practice abstract accepted by the Mississippi Nurses Association (MNA) for oral presentation at the fall annual convention (October 2013), to include a panel of educators and practice representatives. 2. Has your AC enrolled students via one of the four identified promising models of education progression? Yes No If yes, check all that apply: RN to BSN Degrees Awarded by Community Colleges RN to MSN Programs State or Regional Competency Based Programs State or Regional Shared Curriculum Other: 3. Through efforts of your AC, has the state community college association agreed to help inform/recruit ADNs to advance their education? Yes No If yes, briefly explain: The Mississippi Community College Board, a member of the MS-AC via Dr. Debra West, Deputy Executive Director for Programs and Accountability, firmly supports seamless academic progression. As of 7/2013 Page 2

3 Leadership 1. AC Leadership Goal A: Identify core leadership competencies and barriers to effective use. o The AONE manager and executive competencies, as well as the ACHE executive competencies, were identified as the most comprehensive and relevant competencies, and templates will be accessed for use in facilitated leadership development discussions. AC Leadership Goal B: Provide leadership development to foster career-long leadership. Progress made toward goal B, this quarter: o A menu of existing leadership development opportunities is being developed including, but not limited to: LAMP program at UMMC, MNA Emerging Nurse Leaders Program, MHA Rural Hospital Manager Development, and also academic programs such as the MSN (at multiple universities), Healthcare Administration at UMMC, and Healthcare Leadership at the University of Southern Mississippi. Gaps and barriers will be determined and recommendations presented. 2. Has your AC implemented new selected and proven successful leadership program to prepare nurses to lead change to advance health? Yes No If yes, check all that apply: Preparation and process in place for getting nurses on state or local boards (MHA Trustee Development Program) State-wide Leadership Institute (Clinical Leadership Institute in early implementation) 40 Under 40 or an emerging/young leaders recognition program (MNA Emerging Nurse Leader Program) Mentorship Program Collaboration with state or national leadership program (i.e. AONE, ANA, etc.) (both MONE & MNA) Methods to educate the public on the Affordable Care Act 3. What is the number of nurses appointed to a state board as a result of the AC (e.g. hospital boards, task force, commission, committee): _0 Practice & Care 1. AC Practice & Care Goal A: Promote Regulations supporting exploration of new models of Healthcare delivery for all nurses. o The MS Nurses Association (MNA) and the Mississippi State Board of Nursing (MSBN) have worked collaboratively with the Mississippi State Board of Medical Licensure to amend and/or establish separate regulations that improve patients access to care, in consideration of best practices for safe quality care. As of 7/2013 Page 3

4 AC Practice & Care Goal B: Secure the support of policy leaders. Progress made toward goal B, this quarter: o MNA and other AC partners have worked diligently, especially with new committee members of public Health and Welfare, Health and Human Services, and Appropriations, to educate them on the academic and experiential training, role, and outcomes of Advanced Practice Nurses. An extensive survey of APRNs has been conducted by the Mississippi Office of Nursing Workforce (ONW) in collaboration with MNA and the MSBN, and results will be shared with the legislature, nursing community, and other stakeholders. 2. Is your AC working on removing barriers to RN level of care? Yes No If yes, briefly explain: In process. See comments under number 1. Interprofessional Care 1. AC Interprofessional Goal A: Identify and prioritize strategic opportunities for collaboration. o The IPEC team met June 2013, identified additional team members to recruit, agreed on a professional collaborative model to use in strategic planning, and distributed two critical documents that will be used as guides for the development. See additional notes under number 2 below. 2. Does your AC have a strategy on Interprofessional Care? Yes No If yes, briefly explain: The team chose to use the Patient Centered Medical Home Model as the model to develop the MS IPEC committee and plan of action, with two documents as guides: Building a Shared Foundation for Education and Clinical Practice (funded by the Robert Wood Johnson Foundation, the Josiah Macy, Jr. Foundation, and the ABIM Foundation, 2011) and Core Competencies for Interprofessional Collaborative Practice ( an expert panel report sponsored by the Interprofessional Education Collaborative, 2011). Diversity 1. AC Diversity Goal A: Increase the ethnic diversity (African American) by 10% of the nursing student population, nursing faculty, and nursing workforce through targeted educational awareness, recruitment and mentoring. o The Diversity Committee has convened, added more members, developed a draft diversity plan, and delineated accountabilities of various immediate next steps. The committee will finalize the Diversity Plan and present to the next statewide MS-AC team meeting fall 2013 for ratification. As of 7/2013 Page 4

5 2. Does your AC have a diversity Plan? Yes No If yes, briefly explain: The MS Diversity Plan has been developed by the team and is out for final edits among team members. The document will be presented to the full AC team meeting fall Data 1. AC Data Goal A: Engage in Collaborative Healthcare Workforce Planning and Policy. o The Mississippi Office of Nursing Workforce (ONW) continued to conduct annual surveys and report nursing workforce data. The hospital demand survey yielded a 90% response rate, 85% from long term care, and the school of nursing education survey (conducted in collaboration with the Southern Regional Education Board (SREB)) response rate was 100%. The Mississippi State Board of Nursing (MSBN) provides extensive RN/APRN supply demographic data for analysis and dissemination. o For the first time, ONW conducted a survey of Advanced Practice Nurses (APN) in collaboration with the Mississippi Nurses Association and the MSBN. The results of the Survey (37% response rate) will be presented at numerous upcoming conferences and meetings, shared with legislators, and other stakeholders, and will be utilized for workforce planning and policy development. Capacity Building (strategic planning, organizational structure, funding, etc.) Reminder: Please update your AC s attached funding chart with specific instances of cash grants or donations. Capacity Building Goal A: Identify strategies to carry out agreed upon priorities in the MS Strategic Planning Map, developed Spring o The map is revisited at each steering committee meeting for needed updates and edits. The pillar co-leads and committees also identify and recommend amendments that are presented to and ratified by the full team. The Education Redesign pillar group has the most extensive, detailed plan of action which is divided into four subcommittees: Integration of competencies, Transition to Practice (TTP), common prerequisites, seamless academic progression. Other Goals Develop and implement a comprehensive MS-AC communication/marketing plan. o Progress: The team co-leads have been identified and will meet early fall to develop a team member recruitment list and other priorities. As of 7/2013 Page 5

6 Most Significant Success this Quarter The enthusiasm and progress of the Education Redesign Task Force. Most Significant Challenge this Quarter Dealing with issues related to scope of practice with the MS State Board of Medical Licensure and the legislature. Action Coalition Stakeholders (This list indicates stakeholder groups that are represented on the Action Coalition). To check a box: double click the desired box, click checked, then click OK. AARP State Office Asian American/Pacific Islander Other State Officials AACN Members Nurses Association Physicians Area Health Education Centers National Alaska Native RWJF AF4Q Businesses American Indian Nurses Association RWJF Health Policy Fellows/Jonas Scholars Chambers of Commerce National Association of Hispanic RWJF Nurse Executive Fellows Community Colleges Nurses RWJF Nurse Faculty Scholars Community College National Black Nurses RWJF PIN Grantees Associations/Board Association Family Caregiver Organizations State Board of Nursing Foundations National Coalition of Ethnic State League for Nursing Health Plans / Insurers Minority Nurse Associations State Nurses Association Health Systems Philippine Nurses Association of State Org. of Nurse Executives Hospital Association America Unions Human Resource Associations Nursing Students Universities/Colleges of Nursing Legislators/Policy Makers Nursing Workforce Center Workforce Investment Boards Minority Nursing Groups Other Consumer Advocates American Assembly for Men in Nursing Other Health Clinicians As of 7/2013 Page 6