Key Message #2: Nurses should achieve higher levels of education and training through an improved education system that promotes seamless academic progression
Co Leaders - Marilyn Schaffner, Ruth Wittmann-Price & Connie Varn
Goal: Increase the proportion of nurses with a baccalaureate degree to 65 percent by 2020
- Move from traditional models to new and different solutions for tomorrow's workforce
- Seek data regarding new educational/training agreement nationally and within South Carolina (SC).
- Create a document outlining these new models for posting on AC website and for distribution.
- Track new models as they are created with successes/challenges highlighted and disseminated.
- Facilitate regional partner activities.
- Work with CHE, the BON, and D/D to approve new and innovative models at the local, regional, and state levels.
- Track successes of these models in SC and disseminate info regarding success and challenges.
- Seek funding to develop grants for SC nursing program partnership pilot projects.
- Market the repository of articulation agreements
- Highlight via CHE, BON, SCNA, SCHA, and SC Center for Nursing Leadership websites.
- Update regularly (perhaps have a set date each semester for new additions and edited changes in existing programs).
- Educate CEO's, CFO's, Boards regarding the value of the BSN degree, connecting Magnet and Pathways to Excellence to this IOM initiative.
- Create a marketing tool for this activity and have select team members or others in D/D Council and SCONL make presentations at key meetings.
- Seek funding to support tool development and team travel for live presentations.
Goal: Double the number of nurses with a doctorate by 2030
- Establish new target to sustain increase for SC.
- Determine current number of doctoral students enrolled in SC.
- Determine trajectory for building required number to increase by 2020.
- Use both DNP and PhD as separate categories so that capacity and demand can be tracked by educational program(s).
- Determine number of doctoral faculty needed by 2020 to meet SC demand.
- Have the Nursing Workforce Office within the Center for Nursing Leadership and the Office for Healthcare Workforce Analysis and Planning create scenarios regarding capacity related to supply and demand for qualified faculty members to support current students and what would be necessary to increase to projected need by 2020 (this could be linked to Carly Eklund's Jonas Scholar project regarding scenario building for supply/demand projection modeling).
- Link required resources to meet the new target(s) for both DNP and PhD programs/graduates.
Goal: Ensure nurses engage in lifelong learning
- Educate nurses about the IOM report and the IFN.
- Market the AHEC, SCONL education opportunities.
- Both of the above two bullet points could be addressed via updated marketing materials on the AC website, and providing current downloadable PowerPoint's and written documents for presentations.
- Campaign blitz around the state needs to be developed to bring and keep nurses and other constituencies up-to-date on the IOM report/IFN initiatives at the SC and national levels (academe and service provider agencies).
- This is a tall order, and one we need to discuss as a group to determine where we put this on the priority list. Should it be combined with Team 1's work on residencies?
- We will be able to include the work of Sheri Webster (current Jonas Scholar from USC PhD programs to retention in their first jobs at a certain employment interval (i.e. 2 years post graduation).