Wisconsin Action Coalition May 29, 2013

Taking the LEAD for Nursing in Wisconsin:

Welcome and Introduction

Barbara Pinekenstein MSN, RN-BC, CPHIMSPresident -WCN

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

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

Mission

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

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

Growing elderly populations Increased diversity of population served Aging nursing and healthcare workforce Potential impact of healthcare reform

Trends impacting nursing workforce

Co-Leads: WI Center for Nursing & Rural WI Health CoopActivities 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

Table 1. Wisconsin Projected Population by Age Group, 2000-2035

Age Group

Census 2000 Projected 2015

Projected 2035 Percent Change

0-17 1,368,756 1,349,090 1,448,200 5.8

18-64 3,292,406 3,739,160 3,720,200 13.018-24 520,629 553,530 577,800 11.025-44 1,581,724 1,547,380 1,570,350 -0.745-64 1,190,053 1,638,250 1,572,050 32.165 & over 702,553 900,170 1,485,570 111.565-84 606,928 764,710 1,263,020 108.185 & over 95,625 135,460 222,550 132.7

Source: Egan-Robertson, D., Harrier, D. & Wells, P. (2008).

Wisconsin projected population growth 2000-2035

2010 Wisconsin RNs and Projected Demand Change by Work Setting

  2010 RNs % Change 2010-2035

Nursing Home/Extended Care

7,291 88

Home Health 3,008 82Inpatient 21,484 41Emergency 3,068 16Surgery 5,700 36Ambulatory 8,939 30Public Health 2,963 17Other 8,664 17Nurse Educators 1,844 38Total 62,962 41Source: 2010 OEA RN Forecasting Model

Projections by work setting

RN 84.6% working as an RN 53.5% hospitals 17.3% ambulatory care 10.7 % nursing homes

LPN 86% live and works in Wi36.7% nursing home20.7 %ambulatory care8.9% hospital

Employment status and location

SnapshotMedian RN age-48

Caucasian

African America

n

Hispanic

Other

WI RN 93.5 2.0 1.4 3.0WI LPN 88.1 6.0 1.7 4.1WI Population

88.4 6.5 6.1 3.5

US Population

78.1 13.1 16.7 6.4

Race/Ethnicity RNs & LPNs in Wisconsin

Source: 2012 RN & 2011 WI LPN At-a-Glance

 

New Graduates needed annually to close the projected demand

2010 Observation 2,7002015 Scenario Estimate 4,5002020 Scenario Estimate 7,5002025 Scenario Estimate 11,3002030 Scenario Estimate 14,1002035 Scenario Estimate 15,500Source: DWD, OEA, 2010 RN Forecasting Model, Broad Nursing Workforce - Head Count

Closing the gap

New graduate RN pipeline

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

Staggering Potential Impact

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

1. Remove scope of practice barriers2. Expand opportunities for nurses to lead & diffuse

collaborative improvement efforts3. Implement nurse residency programs4. Increase proportion of BSN’s to 80% by 20205. Double number of doctorates by 20206. Ensure that nurses engage in lifelong learning7. Prepare & enable nurse to lead change to advance health8. 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