4 Vision Reaffirm the vision Americans have access to high quality, patient-centered care in a health care system where nurses contribute as essential partners in achieving successReaffirm the vision
5 Action Coalition Goals Short and long termField strategy to move key nursing issues forward at local, state and national levelsIn 15 states before moving nationwideCapture best practices, track lessons learned and identify replicable models
6 Campaign for Action: Key Messages LeadershipAccess to CareWorkforce DataEducationInterprofessional CollaborationHigh-quality patient centeredcare
7 Future of Nursing Recommendations Remove scope of practice barriersExpand opportunities for interprofessional collaborationImplement nurse residency programsIncrease proportion of nurses with BSN to 80% by 2020Double the number of nurses with doctoratesEnsure that nurses engage in lifelong learningPrepare and enable nurses to lead change and advance healthcareBuild an infrastructure for data collection
8 How action coalitions got started 2010 Landmark IOM Report: Future of Nursing: Leading Change, Advancing HealthNovember 2010 Campaign for Action Launch SummitRWJ Foundation and AARP Center to Champion Nursing in AmericaState Action Coalitions – 5 pilots, New Jersey, New York, Michigan, Mississippi, California
9 Virginia Action Coalition Co-Leads AARP VirginiaDavid Debiasi , RN, Associate State Director – AdvocacyBill Kallio, State DirectorVNAShirley Gibson, MSHA, RN, FACHE, President
10 Virginia’s Action Coalition Application Submitted February input from more than sixty stakeholdersAwarded designation in March 2011Focuses on technical support and exchange of best practicesCatalyst to convene diverse stakeholder around common themes
11 Virginia Action Coalition Goals Nurses should practice to the full extent of their education and trainingNurses should achieve higher levels of education and training through an improved educational system that promotes academic progress and explore residency programsNurses should be full partners, with all members of the healthcare team in redesigning healthcareNurses should develop strategies to ensure that nursing is skilled to provide leadership at all levelsNurses should ensure effective workforce planning and policy making require better data collection and an improved information infrastructure
12 Virginia Action Coalition Wave II – 10 States – Idaho, Utah, Colorado, New Mexico, Illinois, Indiana, Louisiana, Virginia, Floridaand Washington Awarded designation in March 2011
13 Engagement Five workgroups with many volunteers – April 2011 Kickoff : June 16, 2011 Nursing Roundtableww.vaifn.org websiteBlog and wiki -media training that Chelsea Savage, Lindsey Cardwell-Jones and Linda Ault participated with AARPFeatured articles in the Virginia Nurses Today and media coverage across state
14 Partnerships Funding In-kind-engagement of non nursing partners Virginia Nurses FoundationVirginia Council of Nurse Practitioners,Virginia Nurses AssociationVirginia Partnership for NursingIn-kind-engagement of non nursing partnersPIN Synergy grant awarded to Richmond Memorial Health Foundation and partners
15 AARP PartnershipAARP volunteers including 4 state legislative specialists join VAC workgroupsAARP legislative platform included supervision should be removed from the code of Virginia with regard to Nurse PractitionersTestimony given “on the record” at Department of Health Professions Town Hall Meeting on supervision of APRNs being a barrier to access to care
16 AARP Partnership AARP 2011 Voter Education Pamphlet Questions anyone running for VA General Assembly should answer :If elected/re-elected, how would you ensure advanced practice registered nurses can practice to the full extent of their education and expertise?Do you support or oppose allowing advanced practice registered nurses to practice without physician supervision?
18 Leadership GoalDevelop strategies to ensure nursing is skilled to provide leadership from the bedside to the boardroom
19 Leadership Objectives Continue to determine strategic boards to which nurses could be appointed and work with stakeholders to identify, mentor, and recommend individuals for those appointmentsCollaborate with schools of nursing to ensure the curriculum focuses on leadership skills necessary for today’s complex healthcare environmentRecognize leaders “from the bedside to the boardroom” at the annual Virginia Nurses Foundation Excellence in Nursing gala
20 Leadership Objectives Continue “Nurse Leaders in the Boardroom” program piloted with Robert Wood Johnson and AARP in September, 2009Continue to support the current and expanded Nurse Leadership Institute, a program of the Richmond Memorial Health Foundation and a 2007 Partners Investing in Nursing’s Future (PIN) grantee, by participating on committees, providing scholarships, assisting in encouraging employers to nominate fellows and nurses to serve as faculty
21 OutcomesNetworking and educational event for the nurses identified as 40 under 40Recognized at VNF GalaMentoring event – May 31, 2012Collaboration with:VONELVNAVNF
22 OutcomesUtilizing WikiSpace to facilitate online discussion of objectivesHosting monthly conference calls to update the team on the background of objectives and develop implementation strategies for each objectiveSurvey has been completed to determine boards nurses are serving – regional, state and nationalSurvey also identified those who want to serve on boardsDetermining which boards nurses should be serving
23 The Survey Survey was released in January 2012 Closed in March 2012 344 started the survey282 (82%) completed the survey
24 Do you currently serve on a local board or organization’s board of directors? 142198
26 Local Boards Free Clinics Crisis Pregnancy Centers AORN, VNA, Black Nurses & other professional nursing associationsPublic Health Advisory CommissionsRed CrossAlzheimer’s AssociationChurch Affiliated BoardsPerforming Arts CouncilHistorical CouncilsCounty Board of SupervisorsAARPUniversity & Community College CouncilsYMCA
27 What is your role on the local board you serve? 54.1% of those serving on a local board are board Members45.9% of those serving on a local board are board Officers
28 Do you currently serve on a state-wide board or organization’s board of directors?
30 State Boards Virginia Partnership for Nursing Virginia Board of NursingVirginia Nurses AssociationVirginia Nurses FoundationMultiple professional nurses associationsVirginia Board of HealthVirginia Association of CountiesVCCS Associates Degree Nursing Program HeadsVirginia Association of Colleges of NursingHealth Insurance Exchange Governing Body
31 What is your role on the state board you serve? 36.2% of those serving on a state board are Members63.8% of those serving on a state board are Officers
32 Do you currently serve on a national board or organization’s board of directors?
33 What type of national board are you serving on?
34 National BoardsAmerican Nurses Association & Political Action CoalitionNational eHealth CollaborativeNurses Organization of Veterans AffairsAmerican Midwifery Certification BoardAORN Journal Editorial BoardNational Kidney FoundationAmerican Academy of Nurse PractitionersAmerican Organization of Nurse ExecutivesVarious National Nursing Organizations
35 What is your role on the national board you serve on? 72.4% of those serving on national boards are Members27.6% of those serving on national boards are Officers
36 Experienced Nursing Board Leaders Willing to Mentor New Board Members 64.1 % or 118 Experienced Nurse Board Leaders were willing to mentor other Registered Nurses interested in board leadership
37 Future Nurse Board Leaders Of the Registered Nurses surveyed, 60.3% of those not currently serving on a board, were interested in future board leadership181 Virginia Registered Nurses are future board leaders!
39 Next Steps for the Nurses on Boards Initiative Continue compilation of potential boards for nurse leaders to serve onIdentify key boards that nurses should be present on and facilitate nurse leaders to apply for these positionsIdentify a forum to facilitate mentorship of future registered nurse board leadersProvide resources to current nurse board leaders to advance and mentor new board leadersProvide resources to future nurse board leaders
40 2013 ObjectivesProvide the CCNA Nurse Leaders in Boardroom DVD to targeted groups; facilitate presentationsDevelop a Nurse Leaders in the Boardroom resource toolkit and post this on the VAC and VNA websitesDevelop a mentorship support structureContact survey participants to enlist involvement and continue to identify interested nurses to serve on boards
41 2013 ObjectivesProvide the VAC Nurse Leader in the Boardroom toolkit and mentorship resources to targeted leadersCategorize the targeted Boards list and link to VAC and VNA websitesIdentify 5 associations to target for nursing membership on BoardsDevelop a forum to continue to identify nurses interested in board leadership
42 Linda Ault, BSN, MSN and Cindy Fagan, RN, MSN, FNP-BC Co-LeadsAccess to Care
43 Access to Care Objectives All Nurses should practice to the full extent of their education and training
44 ProgressIdentified barriers to APRN practice in statutory (code) and each facility determines what the practice parameters will be for their institution.Published a series of “Myth Busters” in VNT to educate nurses regarding what the various APRNs are actually licensed to doCollaboration with VCNP and MSV
45 Progress House Bill 346 passed and signed by Governor Eliminates supervisory languageEmphasized collaboration and consultation between NPs (LNP & CNMs) and physicians to practice in teamsIncreased from 4 to 6 number of APRNs physicians can collaborate withJoint Boards of Nursing and Medicine have 280 days from July 1 to develop regulationsHB 346 may not manifest until early 2013
47 ProgressCollaborating with Center for Championing Nursing Diana Mason PhD, RN, FAAN and Andrea Brassard DNSc, MPH, FNP – scope for other RNsBroadening focus on scope for other RNsLinda Ault, RN MSN appointed to national Center for Championing Nursing committee for long term care
48 Next StepsCall for stories: to demonstrate through real practice stories how APRNs were either able to successfully bridge a gap to care or how the current statutes hindered and negatively impact access to care throughout the stateDeveloping an APRN video to educate public on new regulationsPlan to conduct focus groups to identify institutional restriction to practice for RNsPlan to develop tool kit based on results to educate administrative teams, physicians and other stakehoder
49 Next StepsCreate a dashboard on the VAC website to track the speakers and organizations that have been addressed. To date we have visited various APRN meetings in Virginia to educate them on the VAC and recruit future speakers.Secure more support statements for legislative change such as the one obtained by AARP Culminate results of identified RN/APRN barriers into a qualitative research projectLong term goal: Implement legislative strategies to impact statutory and regulatory barriers that prevent nurses from practicing to the full extent of their education and training.This can be done through the development of a white paper in addition to education of professional and consumer groups.
50 Next Steps Publish results of the survey Developing a list of potential emerging leadersMentoring potential leaders to be selected for boards identifiedTargeting boards nurses should be appointedDeveloping a list of leadership programsCollaborate with schools of nursing on curriculum
52 BACKGROUND:Advances in science and increasing patient complexity have accelerated the need for nurses with the skill and knowledge to manage a challenging and increasingly diverse healthcare environment. Researchers have demonstrated a significant relationship between nursing education and improved patient outcomes A Call to Action: Transformation of Nursing EducationAiken et al. 2003, 2008; Benner, Stuphen, Leonard, & Day, 2010; Blegen & Goode, 2009; Estabrooks, et al., 2005; Institute of Medicine, 2011; Tourangeau et al., 2006
53 Institute of Medicine Report High-quality, patient-centered care requires transformation of the health care delivery system
54 Call for Action on Education Achieve 80% BSN workforce by 2020Double doctorally prepared RNsTransform CurriculumInstitute of Medicine The Future of Nursing: Leading Change, Advancing Health. Washington D.C.: The National Academies Press
55 VA Education Coalition Objectives Educate workforce and stakeholders on the importance of education.Support implementation of strategies to achieve a more educated workforce.Convene stakeholders on the implementation of seamless education progression.Consider role of residency programs in the Commonwealth.
57 As Nurse Education Increases, Patient Mortality Decreases Deaths per 1000 patients with complications90deathsin1,000patients8476deathAs Nurse Education Increases, Patient Mortality DecreasesAiken (2003)EducationPercentage of hospital nurses with BS degrees
58 Research supporting education and improved patient outcomes Estabrooks et al. (2005)Tourangeau et al. (2006)Blegen &Goode (2009)
59 More Benefits from Education RNs twice as likely to remain in job with tuition assistanceBS prepared RNs reported higher job satisfaction and lower job stressBS prepared nurses more than ten years of tenureIngersoll et al., 2002; McGinnis & Martiniano, 2008; Megginson, 2008; Rambur et al., 2005
60 NCLEX AD vs BS: Added Value? NCLEX tests for competency of new graduates. Does not test content in:Scholarship for evidence based practiceInformation managementHealth care policy and financeInter-professional communication and collaborationOrganizational and systems leadership, as well as patient safetyDisease prevention and population health
61 Education around the World Countries Requiring BSN:Nurses per capita increased or remained the same following advances in education standardsAustraliaItalyBelgiumNetherlandsCanadaNew ZealandDenmarkNorwayFinlandPhilippinesIrelandSpainOrganization for Economic Cooperation and Development. (2009)
62 A Growing Profession 2,724,570 RNs employed in the U.S. Mean U.S. Salary: $69,110Projected employment 2018: 3,200,20083% all RNs employedBureau of Labor Statistics (2011)U.S. Department of Health and Human Services, HRSA, 2010
63 RN Employment Settings Health and Human Services, 2010
64 Virginia RN Statistics October 2012Virginia NumberRegistered Nurses100,000Nurse Practitioners7,023Clinical Nurse Specialists433Licensed Practical Nurses31,408Nursing ProgramsNumberAssociate Degree45Baccalaureate and Accelerated Masters31Diploma6Total82Virginia Board of Nursing (2012)
65 Virginia State Board of Nursing (2010). http://www.dhp.virginia.gov Virginia GraduatesVirginia State Board of Nursing (2010).
66 Initial education of graduates in VA Year2005200620072008200920102011BSN40%37%38%36%35%AD48%51%45%52%53%54%Diploma12%13%15%8%Total2,9122,9093,2653,2283,4923,5483,686Virginia State Board of Nursing (2012).http://www.dhp.virginia.gov
67 Projected Need for RNs in VA Expected growth in VA population 1 million16% of Virginians will be 65 or olderNeed 30,000 RNs over next 20 years(replace retiring nurses and care for growing, aging population)Virginia Board of Nursing (2010)
68 Future of Nursing Education: Challenge 50% of VA RNs BS preparedOnly 32% of AD and 31% of Diploma grads attain BSN
71 Partners Investing in Nursing’s Future Inspiration for Aspirations Analysis of the Gaps: Interviews with VA Nursing Programs Amy Gillespie, RN, EdD Nancy Langston, PhD, RN, FAANPartners Investing in Nursing’s FutureInspiration for Aspirations
72 Partnerships for Progression: Inspiration for Aspirations Partners Investing in Nursing’s Future (PIN) is a partnership of the NorthwestHealth Foundation and the Robert Wood Johnson Foundation to support thecapacity, involvement and leadership of local foundations to advance thenursing profession in their own communities.Mission: The Partnerships for Progression: Inspiration for Aspiration project is to help regions in Virginia develop a culture of educational progression, where colleagues in associate and baccalaureate institutions work together, side-by-side, to “pull” students into advanced educational preparation and lifelong learning.Goal: Partnerships for Progression: Inspiration for Aspirations will result in sustainable partnerships between and among local community colleges and universities and their community partners to create seamless educational progression programs starting with ADN to BSN.
73 Inspiration for Aspirations Accomplishments Interviews with nursing programs in VAMajor findings: Programs are working to create partnerships, procedures in place to make progression more seamless. Barriers for students center on personal and home life issues – family responsibilities, need to work full time for benefitsCompletion of RN-BSN DirectoryEasy access to information about RN-BSN programsResponse to finding that RN-BSN information is difficult to find and confusing
74 Accomplishments (cont) Survey of current RN-BSN studentsMajor findings: personal issues and family responsibilities cited as primary barriers, tuition support and flexible scheduling listed as vital to successIdentified that “information is not inspiration”Academic Progression Models: What’s Out There, What WorksStatewide conference brought stakeholders together to share partnership and academic progression model information
75 Accomplishments (cont) Inspiration for Aspirations: School AgainVideo of five nurses who returned to school and successfully completed a Bachelors of Science degree in nursing share their experiences.What motivated you to go back to school?What were the challenges?What kept you going?What does having a BSN mean to you?What insights can you offer to other nurses?
76 Future Steps Manuscripts to be developed Creation of Academic Progression ToolkitWebsite with tools to facilitate progressionDevelopment of sustainability planIdentification of agency to maintain, update, and possibly expand the toolkitSpring ConferenceFollow-up to summer conferenceFormat for networking
78 About the Survey Survey sent to all Virginia Hospitals 29 completed surveys were returned from all regions of Commonwealth.Bed size ranged from 25 to >500.Goal of the survey was to explore employer RN support of educational progression.
79 Barriers for Progression 21 Hospitals found barriers that included:Financial support. (12)Distance of schools. (6)Flexibility of the schools. (3)Family Obligations (3)Nurses not receiving additional salary for education progression. (2)Current HR policy. (1)The most common barrier listed was financial concerns. Examples includined lack of tuition reimbursement, nurse having to pay tuition fees upfront and current tuition reimbursement policy not covering entire cost. Second most common was distance of schools. Examples: Community Memorial Healthcare “only AD programs local, must travel long distance” and Centera Southside Community listed lack of local affiliation for RN to BSN bridge program.
80 Tuition Assistance for Full-Time Employees 100% responded “YES” to offering tuition assistance for full-time employees.Only 3 Hospitals offer tuition waiver: VCU, HealthSouth Northern VA, Carilion (no limits on amount).28 offer tuition reimbursement and 15 scholarships.Tuition reimbursement ranged from $750 to $5,500. With an average being $3,700. VCU listed 18 credit hours.Sentara RMH Healthcare offers tuition reimbursement but in comments “not for RN to BSN”Sentara Princess Anne Hospital $2300 for full time and employed more than 10 years
82 Tuition Assistance for Part-Time Employees 16 of the hospitals offer part-time employees tuition assistance.Most hospitals prorated their full-time tuition assistance in half for part-time employees.Tuition assistance varied from $750 to $2,500.Definition of part-time varies: 1040 hours per year, hours per pay period, 20 hours per pay period and 16 hours per pay period.Sentara Princess Anne Hospital prorated based on years of service: 6 months – 3 years $700, 3 years – 10 years $1,000.
83 Does your hospital offer any of the following supports to nurses returning to school? Flexible Scheduling 21 – most self schedule or by management discretionSupport Study Groups 7 – based on requestWeekend Incentive Programs 5 – Halifax Regional 32 hours equal full timeLoan Repayment 4Full health benefits while working reduced hours 3 – Lewis Gale Hospital Pulaski full health benefits at 32hrsOn-Site RN-BSN program 2 – Martha Jefferson (Sentera) partnered with Old Dominion provided via satellite on Monday evenings in conference rooms.
84 Do you hire new RN’s who graduated from schools that are not NLNAC or CCNE accredited? Community Memorial Healthcenter – “our local community college is not currently accredited but is in the process.”Pioneer Health Services – “never come across that situation, probably would if the nurse look like a good employee.”Other 5 included: Sentera Health Care, Lewis Gale Hospital, Centera Southside Community, Halifax Regional, Southern Virginia Regional Medical Center,
85 Do you hire unlicensed assistive personal who are RN students enrolled in schools not accredited by NLNAC or CCNE?Community Memorial Healthcenter – “usually only a summer position”
86 Do you allow schools who are not accredited by NLNAC or CCNE to bring students to your organization for clinical or observational experience?Lewis Gale Hospital “we allow new non accredited technical program clinical rotation if space available.”Community Memorial Healthcenter – “our local community college is not currently accredited but is in the process.”Other Restrictions placed on Schools of Nursing:Sentara Healthcare - Instructors must go through our system orientation and be onsite whenever students on site.Community Memorial Healthcenter – not internet or proprietary programs except for Master’s or Doctorate projects.Martha Jefferson – within our geographic location so as to provide a pool of candidates for hire
87 Degree requirements with clinical ladder? 21 of the hospitals have a clinical ladder in place.16 of the 21 require a particular degree in nursing in order to attain a certain level.Most requiring a BSN at level 4And a MSN at level 5
88 Does your organization have a plan if place to attain an 80% BSN workforce by 2020? 14 Hospitals answered Yes11 Hospitals answered No3 stated plans under developmentCommon PlansForecasting – BSN must be attained within 3 – 5 years of hire (5)Hiring only BSN (4)Changing job description to BSN requirementInova Loudoun Hospital – “Bedside RNs will be required to have a BSN in the next 5 years if they are going to utilize tuition reimbursement or scholarship funds.”Inova Health System – “Established steering committee of system staff nurses to develop plan for how current non BSN staff will attain their BSN.”
89 Does your health system have a defined relationship with a school of nursing that provide you with innovative solutions for increasing your BSN prepared RNYES – 14NO – 12
90 Know where you are to best determine the course you need to follow Analyze GapsThenForecast Outcomes with potential policy changes
91 Forecasting Model - Background American Association of Colleges of Nursing (September 2009)Virginia Board of Nursing (January 2010)Virginia Department of Health Professions, Healthcare Workforce Data Center (November 2010)U.S. Bureau of Labor Statistics (March 2011)U.S. Census Bureau (2011)U.S. Department of Health and Human Services, HRSA (March 2010)
92 RN Education Cadres Non-BSN # and % BSN or Higher Current Workforce Projected CompletionsNew GraduateNew HiresExperienced RNTerminationsAcquisitions
93 What Changes Will Lead to Your Success? Policy changes:In hiringIn tuition assistanceIn student affiliationsIn contractsCollaboration:Seamless transitionOnsite educationElimination of barriers
94 The DecisionDon’t make it aloneMake it in Public
95 Example Education Progression Standard Effective January 1, 2012, ALL New hires without BS(N) sign agreement to:Enroll in an RN-BS(N) or RN-MS(N) accredited program within 24 months of hireGraduate from an RN-BS(N) program within 5 years of hireFailure to meet either term results in separation from organizationIncludes employees in school
96 Wording in Letter of Hire As a [diploma prepared; associated degree prepared] nurse, please be aware that continuation of employment in your position as a registered nurse is contingent upon the following requirements:Enrollment in an accredited RN to BSN program within 24 months of your hire date (i.e., no later than [mm/dd/yyyy])Successfully obtain your BSN no later than 5 years or 60 months from your hire date (i.e., [mm/dd/yyyy])Failure to enroll in the RN to BSN program by the date specified or failure to obtain your BSN by [specify date] will result in the termination of your employment as a registered nurse. Employee tuition assistance benefits may be available to assist you in achieving this expectation after you have successfully been employed for twelve months in a continuous benefit-eligible role.
97 Example of Governance Decisions New RNs HiredMust be a graduate of an NLN-AC or CCNE accredited school of nursingStudent WorkersMust be enrolled in an accredited NLN-AC or CCNE accredited programTuition ReimbursementRestricted to NLN-AC or CCNE accredited programsContractsOnly NLN-AC or CCNE accredited schools eligible for clinical experiences in the health system
98 Communication State Board of Nursing Schools of Nursing in Region Community College PresidentsVA Magnet ConsortiumVA Nurses Association, VONELHealthcare Leaders in Region
99 Progress Summary of all RN to BSN in VA posted on VNA website Magnet Consortium CNO’s lead VA Education Action Coalition with academic leadersSurvey of schools, CNO’s & students completedTestimonial video completed
100 ProgressRegional meetings with clinicians, leaders, and academe are underway.A forecasting & strategy tool was developed , piloted, and available for predictive modeling.Directory of RN to MS programs almost completeVirginia’s CNO’s committed to academic progression
101 Future PlansSecond meeting on education progression and innovative modelsCompletion of Comprehensive Tool kitCollaboration on curriculum and articulation agreements
102 Future PlansDevelopment of a FAQ page on “What to look for and questions to ask when choosing a Nursing School.” Will be located on the VAC and VNA websitesDevelopment of a list of all Virginia Nursing Schools - displaying all programs and concentrations offered by each school
103 Future PlansSubmission of a grant proposal to NCSBN to study level of RN Education and relationship to BON action and type of action taken on a license – Collaborative study between VCU and Va BON
104 A Profession United In Purpose Can Change the World If not now, then when, if not us, then who?A Profession United In Purpose Can Change the World
105 ReferencesAiken LH, Clarke SP, Cheung RB, Sloane DM, Silber JH. (2003). Educational levels of hospital nurses and surgical patient mortality. JAMA, 290(12),Benner P, Sutphen M, Leonard V, Day L. (2010). Educating nurses: A call for radical transformation.. Stanford, CA: The Carnegie FoundationBureau of Labor Statistics, U.S. Department of Labor. (2011). Occupational outlook handbook: May-2011 Edition, registered nurses. Retrieved fromEstabrooks CA, Midodzi WK, Cummings GG, Ricker KL, Giovannetti P. (2005). The impact of hospital nursing characteristics on 30-day mortality. Nursing Research, (2),74-84.Goode CJ, Blegen MA. The link between nurse staffing and patient outcomes. ANCC National Magnet Conference; October 2, 2009; Louisville, KY. Available atIngersoll GL, Olsan T, Drew-Cates J, DeVinney BC, Davies J. (2002). Nurses job satisfaction, organizational commitment, and career intent. Journal of Nursing Administration. 32(5),Institute of Medicine The Future of Nursing: Leading Change, Advancing Health. Washington D.C.: The National Academies PressInstitute of Medicine. (2010, October). The future of nursing focus on education (Report Brief). Washington, DC: National Academy of Sciences. Retrieved from
106 McGinnis S, Martiniano R. (2008) McGinnis S, Martiniano R. (2008). The hospital workforce in New York: Findings from a survey of hospital registered nurses. Rensselaer, NY: Center for Health Workforce Studies, School for Public Health, SUNY Albany.Megginson LA. (2008). RN-BSN education: 21st century barriers and incentives. Journal of Nursing Management, 15,NetMBA Business Knowledge Center. (2010). Scenario planning. Retrieved fromOrganization for economic Cooperation and Development. (2009). OECD health data 2009: Statistics and indicators for 30 countries. Retrieved fromRambur B, McIntosh B, Palumbo V, Reiner K. (2005). Education as a determinant of career retention and job satisfaction among registered nurses. Journal of Nursing Scholarship, 37(2),Tourangeau AE, Doran DM, Hall LM, et al. (2007). Impact of hospital nursing care on 30-day mortality in acute medical patients. JAN, August 14,U.S. Census Bureau, Statistical Abstract of the United States: Table 18.Resident Population by Age and State – Projections: 2010 and Washington, D.C.: Author. Retrieved fromU.S. Department of Health and Human Services Administration. (2006). The registered nurse population: Findings of the March, 2004 national sample survey of registered nurses. Washington, DC: U.S. Government Printing Office. Retrieved from
107 U.S. Department of Health and Human Resources, Health Resources and Services Administration. (2010, September). The registered nurse population. Findings from the 2007 national sample survey of registered nurses. Washington, DC: Author. Retrieved fromU.S. Department of Labor, Bureau of Labor Statistics. (2011, March 11). Job openings and labor turnover survey highlights, January Washington, DC: Author. Retrieved fromU.S. Department of Labor, Bureau of Labor Statistics. (2011, March 17). Occupational employment and wages, May 2009: registered nurses. Occupational Employment Statistics. Washington, DC: Author. Retrieved fromVirginia Department of Health Professions, Healthcare Workforce Center. (2010, January). Forecasting nurse supply and demand in Virginia: Richmond, VA: Author. Retrieved fromVirginia Department of Health Professions, Healthcare Workforce Center. (2010, January). The Virginia licensed nursing workforce survey findings and recommendations. Richmond, VA: Author. Retrieved fromZimmermann, D. T. (2011, March). A more highly educated workforce. A model for the future. PowerPoint presentation at meeting of the Virginia Magnet Consortium, Roanoke, VA.
108 Thank You Virginia Magnet Consortium Richmond Memorial Health FoundationVirginia Action Coalition on EducationThe Partners Investing in Nursing's Future program,a collaborative initiative of the Robert Wood Johnson Foundationand the Northwest Health Foundation
109 Lauren Goodloe, PhD, RN, NEA-BC VCU Health System Transitional Care Programs Highlighted by the Center for Championing Nursing.
110 Model Program Highlighted By the Center for Championing Nursing/AARP: Pat Polansky & Jen Cooper Virginia University – Geriatric Services Division: Focus on successful transition, prevention of readmissions and management of highly complex patients:Multiple Programs incorporating extensive use of NPs as equal partners and leaders of the intraprofessional team.House CallsTransitional CareLong Term CareAmbulatory CareIndependence At HCommonwealth ome (CMS Demonstration Project)
111 Nina Beaman, PhD, MS, RN-BC (PMH), RNC-AWHC and Richardean Benjamin, PhD, MSN, MPH, RN Co-LeadsWorkforce Data
112 Workforce Data Objective Improve data collection and information infrastructureDevelop and implement specific geographical demand models for nursing and other health professionals
113 Progress Conducted briefings: Components of minimum data sets Results of recent Nurse Licensure SurveyHRSA plans to discontinue RN Sample SurveyCreated a matrix of supply and demand data to inform members about available data and sources on the workforceDiscussed advantages and disadvantages of data collection and reporting methods
114 ProgressWHITE PAPERCompleted comprehensive white paper- Addressing Nursing Workforce Issues in the Commonwealth of VirginiaFinalizedIn distribution
115 ProgressContinue participation on DHP Healthcare Workforce Data CenterParticipation and dissemination of information from the VA Workforce Development Authority to inform AC workgroupsVHHA Workforce Development
116 Next Steps Serve as data experts to other workgroups Assist VAC with compiling necessary statistics for any grant proposals
117 Interdisciplinary/Team Based Care Delivery Sallie Eissler, MSN, CPNP, RN and Patti McCue Sc.D., RN, MSN, NEA-BCCo-LeadsInterdisciplinary/Team Based Care DeliverySallie/Patti
118 ObjectiveDevelop and deploy best practices in team/inter professional models that promote nurses and other health care professionals in all settings to practice according to their level of education and licensure to improve and transform health care to patients, families and communitiesSallie/Patti
119 ProgressKickoff session hosted by Centra in Lynchburg – September 2011Facilitated by Pamela Cipriano, PhD, RN, NEA-BCDiverse group of participants including nurses, physicians, chaplains, pharmacists & nurse practitionersPresentations: Centra ED model & NP Single Provider modelTwo small workgroups: ambulatoryand inpatient services119
120 Next StepsCommitment from MSV, VHHA, VphA and VNA has been solidified to support the development of a curriculum to educate current healthcare professionals on practicing in team based care delivery modelsDevelop a fundraising strategy to provide on-going financial support for a new leadership institute focused on preparing physician and nurse leaders to engage in and promote inter professional collaboration and team based care delivery modelsGrant request submitted to The Physicians Foundation to fund a pilot in 2013
121 Next Steps Identify 4 models in VA Identify pilot potentials PACEEducation – interprofessionalDefine champions in the modelsAmbulatory and inpatientIdentify pilot potentialsIdentify transitions for education to practice across settings
122 Finance Committee Nina Beaman, Ed.D, MS, RN-BC (PMH), RNC-AWHC and Amy M. Walker, MS, RN, CPHQ, FACHE, NEA-BCCo-LeadsFinance Committee
123 Initial Fundraising Campaign The Virginia Action Coalition does not receive funding or financial support through RWJF or AARP.VNA/VNF must raise at least $50,000 each year for the support of VAC workgroups and volunteers.Public relations/fundraising campaign conducted May to coincide with Nurses Week 2012 (May 6-12)Campaign - “Give $5 for Nursing” - Continuing the work of Florence Nightingale and Nancy Vance raised about $8000 in 30 daysSmall-scale promotion– , VNA Voice, VNT, website
124 Finance CommitteeJuly 30 Strategic Planning Session – Fundraising WorkshopFinance Committee began as a result of this workshopDeveloped marketing one-sheetConversion foundations –VAC members who have connections will solicit fundsDeveloping long-term fundraising initiative
126 Meeting Dates Next steps Workgroups continue work – monthly conference Co-Lead Meetings face to faceFebruary 7, 2012April 9, 2012June 1, 2012July 30, 2012November 5, 2012Over 200 volunteers engagedFunding strategy – RWJF Grants
127 Virginia Action Coalition VNA Education Day – September 29, 2012The JeffersonKeynote - Dr. Linda Aiken, PhD, FAAN, FRCN, RNCollaborative sponsorshipVONELVNAVMC
128 VNF Gala Gala – September 29, 2012 - The Jefferson Hotel Honoring and celebrating the VACHonorary Chair – Bill Hazel, M.D.,Virginia Secretary of Health & Human ServicesMagnet AwardsNancy VanceScholarshipsFriend of Nursing
129 Members of the Virginia Action Coalition honored for their contributions to the nursing profession at the 2012 VNF Gala
130 Pat Polansky speaks at the VNF Gala about the importance of the work of the Virginia Action Coalition.
131 Advocacy OutreachShirley Gibson, Loressa Cole, and Pat Polansky met in November 2011 with Marilyn Tavenner, Acting Administrator Centers for Medicare and Medicaid Services to review the IOM FON recommendations and discuss a role for CMS in facilitating the implementation of recommendations.
132 Advocacy OutreachShirley Gibson and other nursing leaders met with staff from the office of Governor McDonnell, Secretary of Education Laura Fornash, and Secretary of Health and Human Resources, Bill Hazel, MD, to gain a commitment to collaborate with our statewide nursing community to further education progression.As a part of this commitment, Secretary Fornash spoke at VNA’s Annual Meeting on September 28, 2012
133 Outreach with CCNA and RWFJ Sue Hassmiller visited the VAC on July 30, 2012 and facilitated a strategic planning sessionPat Polansky and Jennifer Cooper of the Center to Champion Nursing in America held a planning session with VAC leadership on November 5, 2012
134 Research Presentation The Leadership Workgroup presented the results of their Nursing Leadership Survey to over 300 attendees at VNA’s Education DayThe poster will also be on display at VNA’s Annual Nurses Day at the General Assembly, attended by nurses and nursing students.
139 2013 Promotion and Marketing VAC promotion and marketing needs will be a major part of the 2013 Strategic Communications plan.Social media developmentDedicated VAC sections in quarterly VNT and biweekly VNA Voice,Development of a stand-alone sister website hosted by VNA for VACNew long-term fundraising initiative built upon “Give $5” from 2012
140 Campaign for Action Pillars Advancing Education TransformationRemoving Barriers to Practice and CareNursing LeadershipSo what Advancing Education TransformationRemoving Barriers to Practice and CareNursing LeadershipInterprofessional collaboration and diversity are threads woven through each pillar.And the foundation is data.Interprofessional CollaborationDiversityDATA