1. Wisconsin Action Coalition May 29, 2013 Taking the LEAD for Nursing in Wisconsin: Welcome and Introduction Barbara Pinekenstein MSN, RN-BC, CPHIMS President -WCN

2.  Provide overview of the Lead grant work plan, teams, and roles  Connect recommendations from the Future of Nursing IOM report with implications for Wisconsin  Provide time for each team to meet and determine critical next steps  Network and share the wisdom in the room Objectives for the Day

3.  Assure an adequate, well- prepared and diverse nurse workforce to meet the needs of the people of Wisconsin Mission

4. WCN Partnerships  Administrators of Nursing Education of Wisconsin  AARP Wisconsin  Faye McBeath Foundation  Healthier Wisconsin Partnership Program – Medical College of Wisconsin  Milwaukee Chapter National Black Nurses Association  Nurses Foundation of Wisconsin  Oscar Rennebohm Foundation  Rural Wisconsin Health Cooperative  SEIU Healthcare Wisconsin  Wisconsin Associate Degree Nursing Educators & Administrators  Wisconsin Association of Colleges & Schools of Nursing  Wisconsin Association of Licensed Practical Nurses  Wisconsin Association of School Nurses  Wisconsin Area Health Education Centers  WI Chapter-American Assembly of Men in Nursing  Wisconsin Department of Economic Advisors  Wisconsin Department of Health Services  Wisconsin Department of Safety & Professional Services  Wisconsin Department of Workforce Development  Wisconsin Division of Public Health  Wisconsin Healthcare Workforce Data Collaborative  Wisconsin Hispanic Nurses Association  Wisconsin Hospital Association  Wisconsin League for Nursing  Wisconsin Nurses Association  Wisconsin Nursing Coalition  Wisconsin Organization of Nurse Executives  Wisconsin Public Health Association  Wisconsin State Board of Nursing

5. Strategic Priorities:  Critically analyzing & disseminating nursing workforce data  Strengthening our capacity to bring together nursing interests into coherent platform & message around workforce issues  Leading the Wisconsin response to the Institute of Medicine (IOM) report, The Future of Nursing Wisconsin Center for Nursing

6.  Growing elderly populations  Increased diversity of population served  Aging nursing and healthcare workforce  Potential impact of healthcare reform Trends impacting nursing workforce

7. Co-Leads: WI Center for Nursing & Rural WI Health Coop Activities to date:  Engage & mobilize nurses around state; regional meetings, statewide conferences  Engagement of nursing stakeholder groups  Stakeholder Council for consensus for action plan and to unify state efforts for initiative  2/1/13 RWJF State Implementation Program (SiP) grant award: “Taking the LEAD for Nursing in Wisconsin: Leadership, Educational Advancement & Diversity” Wisconsin Action Coalition

8. Table 1. Wisconsin Projected Population by Age Group, 2000-2035 Age Group Census 2000Projected 2015 Projected 2035Percent Change 0-171,368,7561,349,0901,448,2005.8 18-643,292,4063,739,1603,720,20013.0 18-24520,629553,530577,80011.0 25-441,581,7241,547,3801,570,350-0.7 45-641,190,0531,638,2501,572,05032.1 65 & over702,553900,1701,485,570111.5 65-84606,928764,7101,263,020108.1 85 & over95,625135,460222,550132.7 Source: Egan-Robertson, D., Harrier, D. & Wells, P. (2008). Wisconsin projected population growth 2000-2035

9. 2010 Wisconsin RNs and Projected Demand Change by Work Setting 2010 RNs% Change 2010-2035 Nursing Home/Extended Care 7,29188 Home Health3,00882 Inpatient21,48441 Emergency3,06816 Surgery5,70036 Ambulatory8,93930 Public Health2,96317 Other8,66417 Nurse Educators1,84438 Total62,96241 Source: 2010 OEA RN Forecasting Model Projections by work setting

10. RN 84.6% working as an RN  53.5% hospitals  17.3% ambulatory care  10.7 % nursing homes LPN 86% live and works in Wi 36.7% nursing home 20.7 %ambulatory care 8.9% hospital Employment status and location

11. Snapshot Median RN age-48

12. Caucasian African American HispanicOther WI RN 93.52.01.43.0 WI LPN 88.16.01.74.1 WI Population 88.46.56.13.5 US Population 78.113.116.76.4 Race/Ethnicity RNs & LPNs in Wisconsin Source: 2012 RN & 2011 WI LPN At-a-Glance

13. New Graduates needed annually to close the projected demand 2010 Observation2,700 2015 Scenario Estimate4,500 2020 Scenario Estimate7,500 2025 Scenario Estimate11,300 2030 Scenario Estimate14,100 2035 Scenario Estimate15,500 Source: DWD, OEA, 2010 RN Forecasting Model, Broad Nursing Workforce - Head Count Closing the gap

14. New graduate RN pipeline

15.  Within 9 years 59.5% LPN’s leave the workforce (northern region-63.3%)  Next 2 years- 3000 RN will leave  Next 4 years 9,622 holding direct care positions will leave (retirement, job stress, physical demands)  Within 5-9 years another 22.3% of RN direct care providers expressed intent to leave ( total 41.1% in 9 years)  Significant shortages projected at same time as physician shortages and other health professionals Intent to leave

16. Staggering Potential Impact

17. 1.Nurses should practice to the full extent of their education & training 2.Nurses should achieve higher levels of education & training through an improved education system that promotes seamless academic progression 3.Nurses should be full partners with MDs and other health professionals, in redesigning health care in the U.S. 4.Effective workforce planning & policy-making require better data collection & and an improved information infrastructure IOM Future of Nursing Report

18. 1.Remove scope of practice barriers 2.Expand opportunities for nurses to lead & diffuse collaborative improvement efforts 3.Implement nurse residency programs 4.Increase proportion of BSN’s to 80% by 2020 5.Double number of doctorates by 2020 6.Ensure that nurses engage in lifelong learning 7.Prepare & enable nurse to lead change to advance health 8.Build infrastructure for collection & analysis of inter- professional healthcare workforce data Provides framework to guide activities in WI to address our unique nursing workforce needs Report Recommendations