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Idaho Nursing Workforce Advisory Council

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Idaho s Nursing Work Force Aligning Idaho s Supply and Demand Idaho Nursing Workforce Advisory Council January 7, 2009 South Central Idaho, Region 4, includes ... – PowerPoint PPT presentation

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Title: Idaho Nursing Workforce Advisory Council


1
Idahos Nursing Work ForceAligning Idahos
Supply and Demand
  • Idaho Nursing Workforce Advisory Council
  • January 7, 2009

2
Who is responsible for this body of work?
  • Governor Otters Nursing Workforce Advisory
    Council

3
What was our charge?
  • Advise Policymakers on Nurse Work force Shortage
  • Develop a Strategic Plan

4
What have we done
  • Set the research agenda
  • Established a strategic plan
  • Charted a course for the future

5
Lets get started
6
A Looming Crisis
  • Idahos population 55 and older will increase 50
    percent by 2016.
  • Idaho nurse-to-citizen ratio is 20 percent below
    the national average.
  • Idahos nurses are aging
  • One in five is younger than 35
  • Two in five are over age 50
  • Idaho has fewer nurses per capita than any
    surrounding state except Nevada.
  • Idaho needs to position itself to deal with what
    many believe is a looming crisis.

7
Hospital Expansions
  • Kootenai Medical Center, Coeur dAlene
  • Southwest Idaho Advanced Care Hospital
  • Portneuf Medical Center, Pocatello
  • Idaho Complex Care Hospital
  • State of Idaho Corrections Mental Health Hospital
  • St. Lukes Hospital, Magic Valley
  • Franklin Medical Center, Preston
  • Harms Memorial, American Falls
  • St. Benedicts, Jerome
  • Benewah Medical Wellness Center, Plummer

10
8
The Future - 2016
Nursing
9
The Future - 2016
Baccalaureate Associate
Registered Nurses
10
On The Education Front
11
A Closer Look at Faculty
12
Nursing Education Facility Expansions
  • Lewis-Clark State College
  • College of Western Idaho
  • College of Southern Idaho
  • Northwest Nazarene University
  • North Idaho College
  • Boise State University
  • Idaho State University
  • Stevens Henagar College
  • Apollo College

9
13
Demand for Idaho Nurses
14
Demand through 2016 Idaho employers are
projected to hire an additional 7,500
15
Graduate-Level Nurses 720 over the next decade
16
Registered Nurses 5,200 over the next decade
17
Licensed Practical Nurses 1,600 over the next
decade
18
Supply through 2013 Idaho institutions will
graduate 9,400 nurses
19
Graduate-Level Nurses 21.3 a year or 300 total
by 2013
20
Registered Nurse Graduates 7 a year or 6,700
total by 2013
21
LPN Graduates Over 1.9 a year or 2,300 total by
2013
22
Gap Analysis When will we reach equilibrium?
23
Gap Analysis Assumptions
Demand
Supply
24
Gap Analysis Graduate-Level Nurses
25
Gap Analysis Registered Nurses
26
Gap Analysis Licensed Practical Nurses
27
Idaho Nursing Workforce Council
  • What weve Learned

28
Idaho Nursing Workforce Council
  • What weve done

29
Idaho Nursing Workforce Council
  • Where were going

30
Coming soon
Idaho Nursing Overview Full Report
Aligning Supply with Demand PowerPoint
Governor Otters Nursing Workforce Advisory
Council Update Talking Points
Summary of Findings Recommendations
Executive Summary
31
Goals and Strategies
32
Goal I Retain and increase nursing faculty to
meet growing demand.
  • Increase capacity in nursing masters and
    doctoral education.
  • Expand nursing masters programs at Idaho
    institutions.
  • Implement nursing doctoral program proposed by
    Idaho State University.
  • Enact legislation to expand opportunities for
    Idaho residents under compact or contractual
    agreements for nursing doctorate programs.
  • Expand access to nursing doctoral and
    masters-level programs for educators through
    scholarships, loan repayment and other
    incentives.
  • Engage practice staff as affiliate faculty
    through use of incentives and common standards
    adopted statewide.
  • Increase current nursing faculty salaries over
    three years to be competitive with industry
    standards.
  • Create opportunities for extended contracts,
    year-round employment and other options to
    increase earning potential and boost retention of
    nursing faculty.

33
Goal II Continue support for increased
educational capacity across the range of nursing
degree options to best meet industry and regional
demand for nurses and improve retention of
graduates.
  • Prioritize investment in postgraduate programs
    which demonstrate the most severe shortages.
  • Devote resources to build the instructional and
    physical infrastructure based on regional demand
    and supply forecasts.
  • Explore opportunities afforded by year-round
    programs to increase access for students,
    expedite student completion, expand opportunities
    for clinical sites and improve efficiency.
  • Expand access to nursing education and advanced
    education by implementing scholarships, loan
    forgiveness, stipends and other financial aid.
  • Establish public-private partnerships to ensure
    nursing education has adequate technology,
    facilities and practice sites.
  • Incorporate innovative practices to enhance
    educational capacity.
  • Establish public-private initiatives to encourage
    work force retention in all sectors.

34
Goal III Sustain the current nursing work force
initiative to ensure the availability of critical
work force data for informed planning.
  • Define the initiative as a center for long-range
    health care work force planning.
  • Expand scope and membership to include additional
    health care disciplines.
  • Extend data sharing agreements to other licensing
    and operating boards.
  • Establish timeline and public-private funding
    mechanism.
  • Provide a compelling collective voice for
    developing and disseminating Idaho nursing work
    force policy initiatives.
  • Develop timely data and share resources to
    promote strategically driven processes for
    nursing work force issues.
  • Develop a strategic plan to implement goals and
    strategies.
  • Provide continued monitoring of progress towards
    goals.
  • Establish effective mechanisms to communicate
    critical information to decision-makers.

35
Questions?
  • Cheryl Brush
  • Idaho Department of Labor
  • (208) 332-3570

36
Regional Gap Analysis
37
Northern Idaho - Region 1 Graduate-Level Nurses
38
Northern Idaho - Region 1 Registered Nurses
39
Northern Idaho - Region 1 Licensed Practical
Nurses
40
North Central Idaho - Region 2 Graduate-Level
Nurses
41
North Central Idaho - Region 2 Registered Nurses
42
North Central Idaho - Region 2 Licensed
Practical Nurses
43
Southwestern Idaho - Region 3 Graduate-Level
Nurses
44
Southwestern Idaho - Region 3 Registered Nurses
45
Southwestern Idaho - Region 3 Licensed Practical
Nurses
46
South Central Idaho - Region 4 Graduate-Level
Nurses
47
South Central Idaho - Region 4 Registered Nurses
48
South Central Idaho - Region 4 Licensed
Practical Nurses
49
Southeastern Idaho - Region 5 Graduate-Level
Nurses
50
Southeastern Idaho - Region 5 Registered Nurses
51
Southeastern Idaho - Region 5 Licensed Practical
Nurses
52
Eastern Idaho - Region 6 Graduate-Level Nurses
53
Eastern Idaho - Region 6 Registered Nurses
54
Eastern Idaho - Region 6 Licensed Practical
Nurses
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