Presentation on theme: "R & R – Recruitment and Retention of Nursing Faculty"— Presentation transcript:
1R & R – Recruitment and Retention of Nursing Faculty Bennie L. Marshall, Ed.D., RN, NE-BCProfessor/ChairNorfolk State UniversityNorfolk, Virginia
2ObjectivesWhy is recruitment and retention of nursing faculty so important to the health of all?What are some of the factors contributing to the nursing faculty shortage?What are the role expectations of the 21st Century nursing faculty member?How can we ensure a highly qualified education workforce that is adequate in number to educate the nursing workforce required for the future? (quality, diversity, and quantity)
3State of the Nursing Workforce Although the RN workforce grew by 24% from 2008 – 2010 from 2.28 million to 2.82 million nurses, there is a shortage of nurses that is predicated to increase.Approximately 55% of RN workforce hold a BS or higher degreeApproximately 25% of RN workforce are non-white; 9% are male.One-third of RN workforce is older than 50HRSA, April 2013
4State of the Nursing Faculty Workforce Despite the shortage of nurses, schools of nursing are denying admission for many qualified applicants because of a shortage of nursing faculty.The shortage of nursing faculty is expected to increase as the Baby Boomers retire (usual age – 62.5)
5“Never before have we had so little time in which to do so much. ” “Never before have we had so little time in which to do so much.” Franklin Delano Roosevelt
6MANY INCENTIVES to Lead Change and Advance Health.” “Never before have nurses had soMANY INCENTIVESto Lead Change and Advance Health.”Bennie L. Marshall
82010 IOM Report on the Future of Nursing – Education Increase the proportion of nurses with abaccalaureate degree to 80 percent byDouble the number of nurses with a doctorate by 2020Ensure that nurses engage in lifelong learningImplement nurse residency programs
9Factors contributing to Faculty Shortage Nursing education is expensive for allInsufficient funds for faculty hireLimited pool of doctorally prepared educators; Introduction of the DNP, primarily for advanced clinical practiceCompetition for limited pool of masters prepared nurses and/or many masters prepared nurses have a non-nursing masters
10Factors contributing to Faculty Shortage Salary disparity when compared to masters prepared clinical nurse educators and advanced practice nursesJob dissatisfaction with faculty rolesAging nurse faculty population and emerging retirement boomGenerational and cultural gaps
11Factors contributing to Faculty Shortage Workload inequities compared to other faculty in academia and faculty evaluation criteriaMethods used to calculate efficiency and productivity do not favor nursing facultyLack of demographic diversityChallenges in providing adequate nurse faculty educational preparation specific to teaching.
12Factors contributing to Faculty Shortage Challenges in providing adequate nurse faculty educational preparation specific to teaching.Science of Teaching and LearningOutcomes Assessment (student, faculty, and program)Program EvaluationCurriculum Development
13Role expectations of 21st Century Nursing Faculty AdvisorLeaderTeacher – didactic/clinicalServantPractitionerScholar (research, grantsmanship, author)TutorMentor (Student and Peer)Peer CounselorCurriculum DeveloperProgram AssessorPolicy Advocate
14Strategies to ensure a highly qualified nurse education workforce Address faculty salary disparitiesSalary increasesWeekend/evening differentials for adjunctsProvide support for loan repayment/loan forgiveness and scholarship programsEstablish exemplary Faculty Orientation and Mentoring ProgramsIncrease the diversity of the facultySeek younger faculty (prepare for challenges)Diverse ethnic/racial backgroundsEncourage the retirees to return or stay more productive
15Strategies to ensure a highly qualified nurse education workforce Conduct public awareness campaigns to increase interest in nurse educator careersHealth and Science Summer Academy for middle and high school studentsSpeakers’ BureauEngage alumni in program as tutors, mentors, and members of advisory boardsShare achievements of faculty;Reward and recognize full time faculty and adjuncts;
16Strategies to ensure a highly qualified nurse education workforce Identify and recommend young, mid-career faculty for fellowships and faculty scholars programs, such as the RWJF Program, the AACN Policy Fellows,Assess their potential; build upon it! Challenge them!Seek external funding for faculty positions
17Strategies to ensure a highly qualified nurse education workforce Establish educational partnerships for dual appointments; special assignments, etc. strive for hybrid/blended models of education and clinical practice (APRNs)Market expertise of faculty, particularly in areas of research and outcomes assessmentInvite clinical partners to this Leadership Institute and similar forums
18Evaluating Innovations In Nursing Education Addressing the Nurse Faculty Shortage by Supporting Evaluations, Generating Evidence and Disseminating FindingsNuFAQs is a web-based tool that guides you in exploring the workload, job characteristics, and attitudes toward work-life amongfull-time nurse faculty in the U.S.
19Recruitment and Retention Plan Assess your faculty to better understand them and their needsCompare faculty perceptions with those of the National Survey (NUFAQs)Develop a more informed and school-specific strategic plan for the Recruitment and Retention of Nursing Faculty.
20RWJF Nurse Faculty Scholars Program Goal: develop the next generation of leaders in academic nursing through career development awards for diverse, outstanding junior nursing faculty.Program aims: strengthen the academic productivity and overall excellence of nursing schools by providing: mentorship, leadership training, and salary and research support to young faculty.Scholars in the program are supported for 60 percent time for each of the three years they are in the program.
21Future of Nursing Scholars Funded by the RWJF ($20 million) and the Independence Blue Cross Foundation ($450,000)Goal: help nurses to become “transformational leaders in education, research and policy.”Program Office: University of PennsylvaniaWill support up to 100 doctorate nursing candidates during its first two years.The first scholars will begin their doctorate studies in They will receive scholarships, stipends, mentoring, leadership development and dedicated post-doctoral research support.