R & R – Recruitment and R & R – Recruitment and Retention of Nursing Retention of Nursing

Faculty Faculty

Bennie L. Marshall, Ed.D., RN, NE-BCBennie L. Marshall, Ed.D., RN, NE-BCProfessor/Chair Professor/Chair

Norfolk State University Norfolk State University Norfolk, Virginia Norfolk, Virginia

Objectives Objectives

• Why is recruitment and retention of nursing Why is recruitment and retention of nursing faculty so important to the health of all? faculty so important to the health of all?

• What are some of the factors contributing What are some of the factors contributing to the nursing faculty shortage? to the nursing faculty shortage?

• What are the role expectations of the 21What are the role expectations of the 21stst Century nursing faculty member? Century nursing faculty member?

• How can we ensure a highly qualified How can we ensure a highly qualified education workforce that is adequate in education workforce that is adequate in number to educate the nursing workforce number to educate the nursing workforce required for the future? (quality, diversity, required for the future? (quality, diversity, and quantity)and quantity)

State of the Nursing State of the Nursing Workforce Workforce • Although the RN workforce grew by 24% Although the RN workforce grew by 24%

from 2008 – 2010 from 2.28 million to from 2008 – 2010 from 2.28 million to 2.82 million nurses, there is a shortage 2.82 million nurses, there is a shortage of nurses that is predicated to increase. of nurses that is predicated to increase.

• Approximately 55% of RN workforce Approximately 55% of RN workforce hold a BS or higher degreehold a BS or higher degree

• Approximately 25% of RN workforce are Approximately 25% of RN workforce are non-white; 9% are male.non-white; 9% are male.

• One-third of RN workforce is older than One-third of RN workforce is older than 5050

HRSA, April 2013

State of the Nursing Faculty Workforce

• Despite the shortage of nurses, Despite the shortage of nurses, schools of nursing are denying schools of nursing are denying admission for many qualified admission for many qualified applicants because of a shortage of applicants because of a shortage of nursing faculty. nursing faculty.

• The shortage of nursing faculty is The shortage of nursing faculty is expected to increase as the Baby expected to increase as the Baby Boomers retire (usual age – 62.5) Boomers retire (usual age – 62.5)

““Never before have we Never before have we had so had so little timelittle time in which to do in which to do

so much.”so much.”

Franklin Delano Franklin Delano RooseveltRoosevelt

““Never before have nurses had so Never before have nurses had so

MANY INCENTIVES MANY INCENTIVES

to Lead Change and Advance to Lead Change and Advance HealthHealth.”.”

Bennie L. MarshallBennie L. Marshall

Our time is now!!Our time is now!!

2010 IOM Report on the Future of Nursing – Education • Increase the proportion of nurses with aIncrease the proportion of nurses with a

baccalaureate degree to 80 percent by baccalaureate degree to 80 percent by 2020 2020

• Double the number of nurses with a Double the number of nurses with a doctorate by 2020doctorate by 2020

• Ensure that nurses engage in lifelong Ensure that nurses engage in lifelong learninglearning

• Implement nurse residency programsImplement nurse residency programs

Factors contributing to Faculty Shortage

• Nursing education is expensive for allNursing education is expensive for all• Insufficient funds for faculty hire Insufficient funds for faculty hire • Limited pool of doctorally prepared Limited pool of doctorally prepared

educators; Introduction of the DNP, educators; Introduction of the DNP, primarily for advanced clinical practiceprimarily for advanced clinical practice

• Competition for limited pool of masters Competition for limited pool of masters prepared nurses and/or many masters prepared nurses and/or many masters prepared nurses have a non-nursing prepared nurses have a non-nursing masters masters

Factors contributing to Faculty Shortage

• Salary disparity when compared to Salary disparity when compared to masters prepared clinical nurse masters prepared clinical nurse educators and advanced practice educators and advanced practice nursesnurses

• Job dissatisfaction with faculty roles Job dissatisfaction with faculty roles • Aging nurse faculty population and Aging nurse faculty population and

emerging retirement boom emerging retirement boom • Generational and cultural gapsGenerational and cultural gaps

Factors contributing to Faculty Shortage

• Workload inequities compared to Workload inequities compared to other faculty in academia and faculty other faculty in academia and faculty evaluation criteria evaluation criteria

• Methods used to calculate efficiency Methods used to calculate efficiency and productivity do not favor nursing and productivity do not favor nursing faculty faculty

• Lack of demographic diversity Lack of demographic diversity • Challenges in providing adequate Challenges in providing adequate

nurse faculty educational preparation nurse faculty educational preparation specific to teaching.specific to teaching.

Factors contributing to Faculty Shortage

• Challenges in providing adequate Challenges in providing adequate nurse faculty educational nurse faculty educational preparation specific to teaching.preparation specific to teaching.– Science of Teaching and LearningScience of Teaching and Learning– Outcomes Assessment (student, Outcomes Assessment (student,

faculty, and program)faculty, and program)– Program EvaluationProgram Evaluation– Curriculum Development Curriculum Development

Role expectations of Role expectations of 21st Century Nursing Faculty21st Century Nursing Faculty

Advisor Teacher – didactic/clinical

Scholar (research, grantsmanship, author)

Servant

Tutor

Mentor (Student and Peer)

Curriculum Developer Program Assessor

Peer Counselor

Practitioner

Leader

Policy Advocate

Strategies to ensure a highly Strategies to ensure a highly qualified nurse education qualified nurse education workforceworkforce• Address faculty salary disparitiesAddress faculty salary disparities

– Salary increases Salary increases – Weekend/evening differentials for adjuncts Weekend/evening differentials for adjuncts

• Provide support for loan repayment/loan Provide support for loan repayment/loan forgiveness and scholarship programsforgiveness and scholarship programs

• Establish exemplary Faculty Orientation and Establish exemplary Faculty Orientation and Mentoring Programs Mentoring Programs

• Increase the diversity of the facultyIncrease the diversity of the faculty– Seek younger faculty (prepare for challenges) Seek younger faculty (prepare for challenges) – Diverse ethnic/racial backgrounds Diverse ethnic/racial backgrounds

• Encourage the retirees to return or stay more Encourage the retirees to return or stay more productive productive

Strategies to ensure a highly Strategies to ensure a highly qualified nurse education qualified nurse education workforceworkforce• Conduct public awareness campaigns to Conduct public awareness campaigns to

increase interest in nurse educator careersincrease interest in nurse educator careers– Health and Science Summer Academy for Health and Science Summer Academy for

middle and high school students middle and high school students – Speakers’ Bureau Speakers’ Bureau

• Engage alumni in program as tutors, Engage alumni in program as tutors, mentors, and members of advisory boards mentors, and members of advisory boards

• Share achievements of faculty; Share achievements of faculty; • Reward and recognize full time faculty and Reward and recognize full time faculty and

adjuncts; adjuncts;

Strategies to ensure a highly Strategies to ensure a highly qualified nurse education qualified nurse education workforceworkforce• Identify and recommend young, mid-Identify and recommend young, mid-

career faculty for fellowships and career faculty for fellowships and faculty scholars programs, such as the faculty scholars programs, such as the RWJF Program, the AACN Policy Fellows, RWJF Program, the AACN Policy Fellows, – Assess their potential; build upon it! Assess their potential; build upon it!

Challenge them! Challenge them!

• Seek external funding for faculty Seek external funding for faculty positions positions

Strategies to ensure a highly Strategies to ensure a highly qualified nurse education qualified nurse education workforceworkforce• Establish educational partnerships for dual Establish educational partnerships for dual

appointments; special assignments, etc. appointments; special assignments, etc. strive for hybrid/blended models of strive for hybrid/blended models of education and clinical practice (APRNs)education and clinical practice (APRNs)

• Market expertise of faculty, particularly in Market expertise of faculty, particularly in areas of research and outcomes areas of research and outcomes assessmentassessment

• Invite clinical partners to this Leadership Invite clinical partners to this Leadership Institute and similar forumsInstitute and similar forums

Evaluating Innovations Evaluating Innovations In Nursing EducationIn Nursing Education

Addressing the Nurse Faculty Shortage by Supporting Evaluations, Generating Evidence and Disseminating Findings

NuFAQs is a web-based tool that guides you in exploring the workload, job

characteristics, and attitudes toward work-life among

full-time nurse faculty in the U.S.

Recruitment and Retention Recruitment and Retention Plan Plan • Assess your faculty to better Assess your faculty to better

understand them and their needsunderstand them and their needs

• Compare faculty perceptions with Compare faculty perceptions with those of the National Survey (Nthose of the National Survey (NUUFFAAQs)Qs)

• Develop a more informed and school-Develop a more informed and school-specific strategic plan for the specific strategic plan for the Recruitment and Retention of Nursing Recruitment and Retention of Nursing Faculty. Faculty.

RWJF Nurse Faculty Scholars RWJF Nurse Faculty Scholars

ProgramProgram • Goal: develop the next generation of leaders in Goal: develop the next generation of leaders in

academic academic nursingnursing through career development through career development awards for diverse, outstanding awards for diverse, outstanding juniorjunior nursingnursing faculty. faculty.

• Program aims: strengthen the academic productivity Program aims: strengthen the academic productivity and overall excellence of and overall excellence of nursingnursing schools by schools by providing: mentorship, leadership training, and providing: mentorship, leadership training, and salary and research support to young faculty. salary and research support to young faculty.

• Scholars in the program are supported for 60 percent Scholars in the program are supported for 60 percent time for each of the three years they are in the time for each of the three years they are in the program.program.

Future of Nursing Scholars Future of Nursing Scholars

• Funded by the RWJF ($20 million) and the Funded by the RWJF ($20 million) and the Independence Blue Cross Foundation ($450,000) ($450,000)

• Goal: help nurses to become “transformational Goal: help nurses to become “transformational leaders in education, research and policy.”leaders in education, research and policy.”

• Program Office: University of PennsylvaniaProgram Office: University of Pennsylvania

• Will support up to 100 doctorate nursing Will support up to 100 doctorate nursing candidates during its first two years.candidates during its first two years.

• The first scholars will begin their doctorate The first scholars will begin their doctorate studies in 2015. They will receive scholarships, studies in 2015. They will receive scholarships, stipends, mentoring, leadership development and stipends, mentoring, leadership development and dedicated post-doctoral research support. dedicated post-doctoral research support.