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Wisconsin s Statewide Clinical Placement Summit: Meeting the Challenge of Expanding Clinical Nursing Opportunities Roberta Gassman, Secretary – PowerPoint PPT presentation

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Title: Wisconsin


1
Wisconsins Statewide Clinical Placement Summit
Meeting the Challenge of Expanding Clinical
Nursing Opportunities
  • Roberta Gassman, Secretary
  • Department of Workforce Development

2
Wisconsins Economy
3
Wisconsins Economy
  • Fiscal house in order and economy on track
  • Jobs up, unemployment down -Gained 187,400
    jobs 9,000 employers since Jan 03
  • Natl Honor Roll twice -1 of 6 states Corp for
    Enterprise Dev.
  • Exports up 60 since 2003

4
Governors Opportunity Budget for Working Families
  • Fiscally Responsible
  • Invests in Shared Priorities
  • Creates Opportunities
  • Tax Relief for Middle Class Families-Health
    Insurance, Child Care, Tuition, Social Security
  • Create Jobs
  • Save Taxpayers 1.7B in 4 yrs
  • Helps Communities and Businesses

5
Governors Opportunity Budget for Working Families
  • Education
  • Tripling School Breakfast
  • Quality Child Care
  • Funding 2/3 of K-12
  • Special Ed increase by 54M
  • 4 yr old K SAGE
  • 3rd year Math Science
  • Wisconsin Covenant
  • Tech College/Worker Training increased x 4
  • Doubling Youth Apprenticeship

6
Governors Opportunity Budget for Youth
Apprenticeship
  • 30 in Health Care Careers
  • Youth ApprenticeshipFunding Doubled

7
Governors Opportunity Budget for Higher Education
  • To increase nurse capacity
  • 225 M to UW System
  • Covenant Office
  • Financial aid increased by 44M
  • Limited tuition increase to 4
  • 21M UW Growth Initiative
  • Funding for emerging and essential occupations
    nurses, teachers, scientists, engineers

8
Governors Opportunity Budget for Working Families
  • Affordable Health Care
  • Expand BadgerCare Plus
  • -all children
  • -low wage adults, pregnant women
  • Catastrophic coverage
  • Anti-smoking

9
DWD Efforts
  • 2nd Annual WI Health Care Workforce Report
  • This document represents our yearly checkup
  • Defines challenges
  • Provides updates
  • Copies available on-line at dwd.wisconsin.gov/hea
    lthcare

10
Health Care Occupationsin High Demand
  • Nationally - 30.3 growth and 4.7 million new
    jobs by 2014, 3 of every 10 jobs will be in
    health care
  • Wisconsin Specifically for nursing, we will
    need RNs to fill 1,600 new jobs and 1,010
    replacements every year to 2014

11
The Top Jobs by 2014
  • Top jobs in new job growth
  • Health Diagnosing and Treating Practitioners,
    Registered Nurses, Health Technologists and
    Technicians, Nursing/Psychiatric/Home Health
    Aides, Home Health Aides, Other Healthcare
    Support Occupations
  • Top jobs in growth
  • Physician Assistants, Registered Nurses,
    Respiratory Therapists, Dental Hygienists,
    Diagnostic Medical Sonographers, Surgical
    Technologists, Medical Records and Health
    Information Technicians, Home Health Aides,
    Dental Assistants, Medical Assistants
  • Top job growth in overall s
  • Health Diagnosing and Treating Practitioners,
    Registered Nurses, Health Technologists and
    Technicians, Nursing/Psychiatric/Home Health
    Aides, Home Health Aides, Other Healthcare
    Support Occupations

12
Collaboration
  • Health Care stakeholders must work together to
    avoid potential shortages of nurses and other
    health care workers
  • Working together, we can make the health care
    sector more attractive by building career ladders
    and bridges to family supporting jobs

13
Summit Resolution
  • Let us reaffirm our commitment to finding
    solutions to the challenges facing the health
    care sector
  • Please join with me in the signing of this
    Resolution

14
DWD Efforts
  • Select Committee on Health Care Workforce
    Development formed in 2003-key stakeholders
  • ? Health Care Organizations Advocacy
    Groups- home health, nursing homes, long-term
    care
  • ? Labor
  • ? Education
  • ? Other government agencies

15
DWD Efforts
  • Workplace Issues - Developing best practices to
    improve retention rates.
  • Stronger Data for Planning To improve
    projections of health care occupations in demand.
  • Clinical Site Capacity and potentially developing
    an on-line product to assist with placement and
    reservation.

16
DWD Efforts
  • Governor Doyles Safe Lifting Initiative
  • 325,000 WIA funds-18 projects around the state
  • 7,500 nurses other health care workers recd
    training in proper lifting

Employees from Gunderson Lutheran Hospital, La
Crosse, demonstrate a safe lifting device to
Secretary Gassman
  • Bureau of Labor statistics-6 of top 10
    occupations at highest risk for back injuries are
    in health care

17
  • Working together keeps our Health Care Workforce
    1

18
Senator Herb Kohls Health Care Agenda
  • JoAnne Anton
  • State Director
  • Senator Kohls Office

19
Overview of Clinical Placement Issue
  • Nancy Sugden, Director
  • Wisconsin Area Health
  • Education Centers

20
Health Workforce Concerns
  • ?Changing healthcare needs of the population
  • ?Current and projected shortages in the
    healthcare workforce
  • ?Chronic maldistribution of the workforce -
    number of rural and urban underserved areas
    (HPSAs)
  • ?Limited access of students from minority and
    rural backgrounds to health professions careers

21
Initial Statewide Efforts
  • April 2000 -
  • Formation of Health Care Workforce Coalition
  • joint project of WHA, AHEC and many other
    partners
  • April 2002 -
  • WTCS organized conference
  • Taking Action! Creating Healthcare Workforce
    Solutions
  • Spring 2003 -
  • Formation of Governors Select Committee for
    HealthCare Workforce Development

22
Initial Statewide Efforts
  • Health Care Workforce Coalition
  • early conversations about actions needed to
    address anticipated shortages
  • initial focus on health careers
    recruitment/pipeline, career ladders,
    apprenticeship programs and longterm care needs
  • quickly found major roadblock - limited capacity
    of training programs to expand, in part due to
    need for clinical placements
  • WTCS activities
  • standardization of health professions curricula
    and pre-requisites across campuses,
    transferability of courses, development of
    on-line options, expansion of facilities and use
    of sophisticated patient simulators

23
Academic Program Initiatives
  • support for health careers activities and
    pipeline programs in underserved areas and
    populations
  • several grant-funded projects focused on
    increasing the number of masters-prepared nurses
    available to teach in the health professions
    programs, especially nursing
  • NET
  • SWIFT
  • LEAP
  • Other grant-funded initiatives to develop
    capacity of community-based sites and providers -
    to provide learning opportunities for health
    professions students

24
Regional Efforts
  • Development of regional collaborations under
    leadership of several different groups
  • Regional AHECs and academic partners
  • health careers
  • continued effort to develop new community-based
    training sites
  • Local Workforce Boards giving increasing
    attention to health workforce issues
  • Fox Valley Health Care Alliance
  • La Crosse Health Science Consortium

25
Current Status
  • Diminishing federal grant resources available to
    academic programs to address healthcare workforce
    issues (Title VII Health Professions funding)
  • Increasing appreciation of
  • the challenge posed by current and impending
    health workforce shortages
  • the need for a collaborative, regionally-focused
    approach with broad external statewide support to
    get the job done
  • Must expand capacity for clinical placement

26
Clinical Placement
  • What are clinical placements?
  • Coursework involving hands-on, direct care or
    service
  • experience and evaluation of the students
    skills,
  • variously referred to as
  • Clinical
  • Clinical rotation
  • Clerkship
  • Fieldwork experience
  • Community placement
  • Practicum
  • Internship

27
Clinical Placement
  • Why are clinical placements so important?
  • Couldnt we fill the need through expanded use of
    manikins, clinical simulators and standardized
    patients?
  • Students need experiences outside the formal
    classroom, in community and patient care settings
    under the supervision of skilled practitioners,
    to develop their critical thinking and clinical
    judgment skills and learn to use those skills in
    a dynamic work environment.

28
Clinical Placement
  • What kind of students?
  • Technical college associate degree and technical
    training programs
  • Undergraduate health professions degree programs
  • Advanced degree programs
  • What fields?

Medicine Dentistry Nursing Physician Assistant Pharmacy Respiratory Therapy Radiologic Technology Nutrition Social Work Physical Therapy Mental Health -and many others-
29
Clinical Placement
  • What kind of facilities?
  • direct patient care (inpatient or ambulatory)
  • technical and support services such
    as pharmacy radiology dietetics social
    work
  • long-term care facilities
  • mental health facilities
  • hospice
  • home health
  • other community agencies
  • schools and public health agencies

30
Clinical Placement
  • How scheduled?
  • Time blocks of 2 hours to a full day
  • A few days a week, integrated into a general
    education curriculum and a regular campus course
    schedule
  • or
  • A full-time block of several weeks when students
    may be engaged in the field experience full time

31
Clinical Placement
  • Who teaches and supervises the students?
  • faculty from the academic program who accompany
    students to the site
  • or
  • staff at the clinical site in consultation with a
    faculty clerkship director who makes occasional
    site visits
  • On-site staff are often called preceptors,
    mentors
  • or community faculty and may have volunteer
  • appointments with the academic program.

32
Clinical Placement
  • What are the expectations of the student?
  • The student may be merely observing, or may be
    participating directly in patient care or service
    delivery.
  • The independence expected of the student in
    carrying out assigned tasks evolves as the
    students training progresses.
  • Sites and preceptors must be prepared to evaluate
    the students progress and permit increasing
    responsibility appropriate to the students level
    of development.

33
Focus on Nursing
  • Summer of 2006 survey of health professions
    programs indicated a need for more clinical
    placements in many disciplines.
  • Why initial focus on nursing?
  • nursing shortage affects so many different care
    settings and agencies
  • training site requirements so varied within just
    one discipline
  • expectation that lessons learned and regional
    collaborations developed will speed efforts for
    other disciplines.

34
Nursing Curriculum
  • Diverse curricula, but in general
  • ADN and BSN students need 4-5 clinical placements
    - at least one every semester (except BSN
    sophomore entry programs).
  • One clinical placement may involve scheduling
    experience for the student on more than one
    service within a facility.
  • Students spend from 12-24 hours per week at the
    clinical site, in 2-6 hour blocks of time.
  • PN, first year ADN and junior year BSN students
    are taught in groups of 8, usually by a faculty
    member who travels with the students to the site.
  • Second year ADN and most senior year BSN programs
    use preceptors on site for one of the clinicals.
    The transition or practicum experiences
    provide a 11 relationship of student to
    preceptor, and an opportunity for the student to
    exercise more independence.

35
Nursing Clinical Placements Needed
  • Core clinical skills
  • Hospitals
  • Long term care facilities
  • Community health and service learning
  • Public health
  • Community agencies
  • Other
  • School health clinics
  • Mental health facilities

36
Challenges for Nursing Programs in
Arranging Clinical Placements
  • Will the patient or client mix at the site meet
    the needs of the specific component of the
    training program for which a training site is
    needed?
  • Is the site able to provide space for students to
    meet as a group? Will students be able to access
    computers and on-line information resources at
    the site if needed?
  • Are there staff at the site qualified to
    teach/precept/supervise students? Can they get
    release-time for preceptor development
    activities?
  • Is housing available on-site if students will be
    there full time and must travel a distance to the
    site?
  • Does the site understand the role of the student
    as learner, not as an extension of the workforce?
  • Does the site understand its obligation to
    provide emergency care for students who become
    ill or are injured?
  • What are the requirements of the partnership
    agencies regarding documenting students,
    affiliation agreements, and risk management,
    liability and malpractice issues?

37
Challenges for Healthcare Organizations and
Providers
  • Meeting the needs of different occupations,
    educational programs and levels of student.
  • Assuring that the patient to student ratio is
    acceptable and that patients are agreeable to
    student-delivered/observed care.
  • Establishing and verifying both school and
    facility expectations regarding staff role with
    students.
  • Coping with the lack of standardization in record
    keeping processes and expectations among the
    educational programs.
  • Providing clinical time around academic program
    schedules.
  • Clarifying risk management/liability and all
    other variables relating to the relationship.
  • Educating managers and staff regarding their own
    responsibilities, school expectations and student
    abilities.
  • Small or specialty units and facilities far
    removed from the school location may have
    additional special issues to address.

38
Barriers
  • lack of trained community preceptors with time to
    teach
  • barriers of time and distance for students and
    faculty
  • limited scheduling flexibility
  • lack of classroom space and equipment for
    students at smaller facilities
  • administrative burden on smaller facilities
    without an education coordinator
  • some academic programs are proprietary about
    sites
  • unwillingness to change from the way we have
    always done things

39
  • Opportunity to explore these challenges in our
    regional discussions over lunch

40
Update on Nursing Shortage 2007
  • Ann Cook, RN, PhD
  • Board Member,
  • Wisconsin Center for Nursing
  • Professor, Columbia College of Nursing

41
(No Transcript)
42
Nursing Workforce National Picture Overall
Trends
  • Shortage easing somewhat?
  • Latest projection is 340,000 (vs. 1 million)
    shortfall by 2020
  • Health Affairs, Jan/Feb 2007 Auerbach,
    Buerhaus, Staiger
  • Age of entry into profession has increased
  • Vacancy rate 8.5 (Down from 13)
  • Demand continues to increase
  • Salary increases have slowed
  • Aging workforce
  • Looming PMD shortage ? Demand for NPs

43
Current RN WorkforceNational Sample Survey of
RNs 2004
  • 2.9 million registered nurses
  • Increase of 7.9 from 2000
  • 2.4 million (83.2) employed in nursing
  • Increase of 10 from 2000
  • 58 employed full-time
  • 25 employed part-time
  • 16.8 not employed in nursing
  • 56 employed in hospitals
  • Decrease of 3 from 2000
  • 11.5 employed in ambulatory care
  • Increase of 2 from 2000

44
Aging Workforce National Picture
  • Average age of RNs is 46.8 years
  • 26.6 under age of 40
  • 16.6 under age of 35
  • 2000 31.7 under age of 40
  • 1980 40.5 under age of 35
  • 25.5 over age of 54
  • 2000 24.3 over age 54
  • 1980 17.2 over age 54
  • Largest age cohort in 2004 is 45-49

45
Age Distribution of RNs in U.S.
46
Nursing Workforce Wisconsin
  • 73,073 licensed RNs (As of Sept. 2006 Dept of
    Regulation and Licensing)
  • Estimate 60,000 in workforce (based on National
    Sample Survey figure of 83)
  • 41 of RNs work part-time (2004 RN National
    Sample Survey)
  • 54 of RNs work in hospitals (2001 WI RN survey)
  • Average age of RNs is 47.6 years
  • 27 of RNs are under 40 years of age
  • 44 of RNs are 50 years or older
  • Average age of nurse educators is 50.3 years

47
(No Transcript)
48
Will there be enough RNs in 2015 and 2020 to care
for you and your family?
  • Aging Population and Aging RN Workforce
  • Increased demand in outpatient, home health, long
    term care, hospice settings
  • Impact of technology
  • Could make nurses more efficient and able to
    manage more patients
  • Could also increase demand

49
Employment ProjectionsOffice of Economic
Advisors, WI DWD, July 2006
  • RN is one of top 5 occupations with most openings
  • RN is one of top 30 fastest growing occupations
  • RNs are the top occupation with most new jobs
  • From 2004-2014 26,100 jobs (2,610/year)
  • 16,000 new jobs
  • 10,000 replacements
  • Many new jobs are in Ambulatory Health Care
    Services

50
Current State Demand RN Jobs
  • Based on quick web site search 3/26/07
  • Approximately 1000 RN openings
  • Many openings required advanced education or
    specialty area experience
  • Nurse Practitioner
  • Clinical Nurse Specialist
  • Critical Care or ER
  • Hospice and home care
  • Surgery services
  • Behavioral health
  • Floating or PRN pool
  • Management
  • Long term care

51
Contributing Factors Supply
  • Increasing supply now
  • School enrollments increased after 2000
  • Partnerships between clinical settings and
    nursing schools
  • Increasing options for students to enter
    profession
  • Johnson Johnson campaign
  • Decreasing supply in future
  • Aging nursing school faculty
  • Increased average age of nurses
  • Increased number of RNs retiring in next ten
    years

52
Contributing Factors Demand
  • Increasing elderly population
  • Outpatient services
  • Long term care and home-based services
  • Physician office practices
  • Nurse Practitioners Acute care and Community
    Clinics
  • Specialty areas Surgery, Oncology
  • Management
  • Faculty

53
Wisconsin Residents
  • 1 in 8 residents over age 65 in 2005
  • 1 in 6 in 2020, 1 in 5 in 2030
  • Age group 55-64 grew by 27 from 2000-2005
  • Those 64 in 2005 will be 79 in 2020
  • Many nurses in this group
  • Age group 85 grew by 22 from 2000-2005
  • Fastest growing age group
  • (Health Care Wisconsin Report from the
    Governor's Health Care Workforce Shortage
    Committee, 2005 Wisconsin Department of Health
    Family Services)

54
Faculty Shortages National
  • Vacancy rate of 7.9 in BSN and graduate programs
    most positions required a PhD (AACN, 2006)
  • Vacancy rate of 5.6 in associate degree programs
    (NLN, 2006)
  • Nursing schools turned away gt 41,000 qualified
    applicants for baccalaureate and graduate
    programs (AACN, 2006)
  • Insufficient faculty, clinical sites, classroom
    space, clinical preceptors and budget constraints
  • Troubling Trends (NLN, 2006)
  • Increase in part-time faculty
  • Aging of faculty
  • Decrease in doctorally prepared faculty

55
Faculty Shortage WI
  • Vacancy Rate as of October 2006 6
  • BSN and graduate programs 9
  • Associate degree 2.4
  • Projected Retirement in next 5 years
  • Administrative positions 23
  • Faculty positions 18
  • Source Survey conducted by Wisconsin Center for
    Nursing, 2006

56
Nursing Schools Have Responded
  • 2001-2005 National (AACN, 2006)
  • Enrollment increased by 57 in generic entry
    level BSN programs
  • Graduation increased by 37.7
  • 2001-2005 Wisconsin
  • NCLEX first time pass rate increase by 45
  • Associate degree increase 49
  • BSN increase by 39
  • UW Schools by 37

57
Nursing School Strategies
  • Clinical simulations
  • Collaborative learning environments
  • Distance education
  • Sharing of resources
  • Academic-service partnerships
  • More part time, temporary, adjunct faculty,
    faculty overload

58
Question for WI Will SupplyDemand?
  • WI does not have coordinated, systematic method
    of collecting nurse workforce data
  • Supply
  • Demand
  • Without this information - cannot develop a plan
    to meet the needs of the citizens of WI
  • Healthcare marketplace is slow to respond to
    needs
  • Marketplace creates surpluses and shortages that
    do not meet needs of population
  • Specialty areas
  • Geographical areas

59
WI Prepare for the Future
  • Need to answer these questions
  • Is the supply of nurses adequate to meet the
    health needs of the citizens of WI?
  • Does the nurse workforce have the right skills
    and education to provide quality care in the
    right locations and specialties?
  • Does the nurse workforce reflect the cultural and
    racial make-up of the state?
  • WI must have basic nurse workforce data
  • Supply Demographics, Work settings, Education,
    Hours of work
  • Demand Across all settings available positions
    and requirements, turnover and vacancy rates,
    projected needs

60
Break
  • Please be back in 10 minutes

61
Fox Valley Healthcare Alliance (FVHCA)
Retirement and Departure IntentionSurvey Data
Clinical Placement Efforts
Presenters Cheryl Welch and Norma Tirado
62
FVHCA Partners
  • ? Affinity Health System ? Ripon Medical
    Center
  • ? Agnesian HealthCare ? UW-Fond du Lac
  • ? Aurora Health Care ? UW-Fox Valley
  • ? BrightStar Health Care ? UW-Oshkosh
  • ? Circle of Care Co-op ? Winnebago County
    Health Department
  • ? Community Health Network ? Wisconsin Center
    for Nursing
  • Berlin
  • ? Fox Valley Technical College
  • ? Fox Valley Workforce Dev. Board
  • ? Marian College
  • ? Moraine Park Technical College
  • ? Northeast WI AHEC
  • ? Park View Health Center

63
Clinical Placement Efforts of the FVHCA
64
  • From an October 2006 FVHCA Clinical Placement
    Summit, the three top issues surrounding clinical
    placements, were identified by attendees.
  • They centered around the areas of
  • 1) Preceptors
  • Uniformity/Standardization
  • 3) The vast number of clinical placement
    requests (most wanting the same time/place)

65
Three workgroups were formed for each issue and
brainstorming started immediately!
  • During the next 6-9 months, the Preceptor
    Committee (1) will focus their efforts on
  • Preceptor education (What is a preceptor? What
    qualities/skills should someone have? How do we
    promote/market being a preceptor?)
  • Uniform evaluation (of preceptors and of the
    entire experience, so preceptors have a voice)
  • Recognition (reward system, what would a
    preceptor appreciate as a token of thanks?
    Luncheon? Preceptor of the year? Pin for
    nametag? Gift certificates?)

66
Uniformity/Standardization committees (2) areas
of concentration
  • A Universal/Uniform orientation across area
    facilities
  • Development of a Skills Checklist (For precepted
    experiences, will help everyone know what a
    student can really do)
  • Consistency in what area facilities require from
    students (paperwork, healthcare requirements,
    etc.)
  • Development of a concise, collaborative process
    of how to submit and request a clinical.

67
And finally, the Clinical Placement subcommittee
(3) will work on
  • Researching innovative clinical placement models
    that promote thinking outside the box.
  • Data gathering (Need to know what schools and
    healthcare facilities want/need/already do/can do
    to identify matches and mismatches)
  • Securing funding for possible projects
  • Simulation center for all to share
  • On-line clinical placement system

68
Each workgroup meets 1-2 times before each full
FVHCA meeting and reports on its progress, while
also asking for input/ suggestions from all
members.
A Partial List of Successes to date
Development of FVHCA website www.fvhca.org
Job shadow requirements/paperwork has been
standardized with major healthcare systems
involved. Healthcare requirements have been
standardized. Criminal background check group
has been formed as a resource for schools.
69
Retirement and Departure Intentions Survey
  • Our goal was to gather relevant data to identify
    the specific healthcare workforce needs (in all
    areas, not just nursing) for the seven county
    region of the Fox Valley WDA Calumet, Fond du
    Lac, Green Lake, Outagamie, Waupaca, Waushara,
    and Winnebago Counties.

70
Update/Results
  • Survey of nearly 7,800 Fox Valley healthcare
    employees.
  • Six healthcare organizations represented in
    initial data.
  • Averaged 60 response rate.
  • Margin of error /- 0.5 (finite population
    calculation)

71
Respondent Demographics
  • 70 full-time employees
  • Occupational setting
  • 22 Registered Nurses
  • 6 Nursing Aide/Assistant/Attendant
  • 5 Licensed Practical/Vocational Nurse
  • 4 Medical Transcription/Coder
  • 3 Medical Records/Health Information
    Technician
  • Employment Setting
  • 47 work in hospitals
  • 29 work in clinical outpatient
  • 7 long-term care.
  • Years of healthcare employment
  • 25 - 5 years or less
  • 45 - 6 to 20 years
  • 30 - more than 20 years

72
Retirement Intentions
ALL RNs LPNs CNAs
lt 1 year 1 .6 .5 .7
1-5 years 10 8 13 7
6-10 years 15 14.5 22 11
11-15 years 17 20 19 14
Within 10 years 26 23 36 19
Within 15 years 43 43 55 33
73
Major factors in retirement decision
  • Of respondents 5 years or less from retirement
  • Financial security at time of retirement (59)
  • Reaching appropriate retirement age (41)
  • Reaching eligible retirement age (40)
  • Desire to pursue leisure activities (36)
  • Job stress/pressure (34)

74
Departure Intentions
  • Just under 4 plan to leave within 24 months.
  • 2 of RNs
  • 2.9 of LPNs
  • 5.9 of CNAs
  • Major reasons in departure decision
  • 45 insufficient salary and benefits
  • 42.5 desire for a career change
  • 39 job stress / pressure
  • 31 emotional demands of the job

75
Healthcare Staffing Assessmentstill working on
it!
  • These surveys will
  • Assess current number of positions staffed and
    the age ranges of employees at each facility.
  • Assess anticipated staffing level changes over
    the next 5 years.
  • A total of 7 occupational clusters and a
    miscellaneous cluster.
  • These surveys are completed by individual HR
    departments.

76
Any Questions?
  • For more information, please contact
  • Cheryl Welch or
  • Jen Meyer at the Fox Valley Workforce Development
    Board
  • (920) 720-5600
  • or
  • jmeyer_at_fvwdb.com

77
Western Wisconsin Clinical Placement
  • La Crosse Medical Health Science Consortium
  • Mary Lu Gerke, RN, PhD

78
Shortage of Clinical Sites
  • Bring the Stakeholders to the Table
  • Schools of Nursing
  • Western Technical College
  • UW- Western Campus
  • Viterbo University
  • Winona State University
  • Representatives of Clinical Sites
  • Franciscan Skemp
  • Gundersen Lutheran
  • Tomah Memorial
  • VA Medical Center
  • Onalaska Care Center
  • Mile Bluff Medical Center
  • Vernon Memorial Hospital
  • Professional Organization
  • Wisconsin Hospital Association

79
Create the Vision Set the Target
  • Expand the number of clinical sites in the
    regional areas
  • To better facilitate nursing clinical site
    scheduling
  • To increase the amount of nursing faculty
    available

80
Whats the Process
  • Assess/Analyze Capacity Demand Ratio
  • Assure Competent Preceptors
  • Develop a Memorandum of Agreement with
  • Academic and Service Facilities
  • Standardize Contracts
  • Create Software Data House
  • Develop a Clinical Placement Center

81
Assess the Capacity - Demand
  • Created a data base with all hospitals, nursing
    homes, community health agencies, any potential
    clinical site in 20 counties
  • Total 202 potential sites
  • Created a Survey regarding Clinical Site and
    Preceptor Availability (See handout)
  • Mailed out survey 50 completed mail out
    reminders after two weeks 65 to date response

82
On Line Preceptor Training
  • Telehealth grant dollars from the LMHSC
  • 30 students for the Winona online preceptor
    program
  • 30 students for the UW-Madison online preceptor
    program.

83
Create an Agreement
  • Sign by partners academia service
  • To continue to the next steps
  • Human resources to work on development
  • Seeking funding for a Clinical Placement Center

84
Development of a Clinical Placement Website
  • Contract with Web Master Ken Graetz
  • Estimate Cost 16,000 20,000 initial build
    and start up
  • Need to Determine On-going structure cost

85
Status of Software Programming
  • Ken Graetz
  • E-Learning Director
  • Winona State University-Minnesota

86
Supporting Online Collaboration
  • Easy collaboration and coordination are the keys
    to supporting clinical placement
  • The challenge is not as much technical as it is
    human
  • What is needed
  • Flexible online tools that allow partners to
    collaborate and coordinate efforts themselves
  • Build capacity to collaborate at a distance

87
Online Community Pilot
  • 12 partners
  • Tools
  • Microsoft SharePoint
  • Adobe Acrobat Connect Professional (Breeze)
  • Use tools to
  • Allow partners to build the solution that best
    meets their needs
  • Allow partners to support the process themselves
    without hefty license fees or a lot of
    maintenance
  • Provide a framework and capacity for further
    collaboration

88
An Online Communispace
89
Collaborative Documents
90
Meeting at a Distance
91
Clinical Placement On-line Software
  • Elizabeth Biel
  • Program Planning and Development Director
  • Healthcare Education-Industry Partnership-Minnesot
    a

92
Box Lunches
  • Please be back in 25 minutes

93
Small Group Discussion
94
Group Report Outs
95
Next Steps
96
Resolution Signing
97
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