Healthcare Workforce Planning
Board of Higher Education Meeting | December 10, 2013
David Cedrone, Associate Commissioner for Economic and Workforce Development
Strategic Workforce Plan for Massachusetts' Healthcare Sector
Strategic Workforce Plan for Massachusetts' Healthcare Sector
Strengthening and rebalancing the largest component of the health care workforce—nurses—as partners and leaders in reforming Massachusetts’ health care system and improving the delivery of patient-centered care.
Future of Nursing report (2010)—partnership between Robert Wood Johnson Foundation (RWJF) and Institute of Medicine (IOM)
Strategic Workforce Plan for Massachusetts' Healthcare Sector approved by BHE in October 2012
Future of Nursing
Future of Nursing
% of Practicing RNs Holding BS/N+
Future of Nursing calls for
80% by 2020
Strategic Workforce Plan for Massachusetts' Healthcare Sector
Strategic Workforce Plan for Massachusetts' Healthcare Sector
Future of Nursing
% of Practicing RNs Holding BS/N+
MA has 55% as of 2012
Strategic Workforce Plan for Massachusetts' Healthcare Sector
Future of Nursing
% of Practicing RNs Holding BS/N+
MA Strategic Plan calls for
66% by 2020
Strategic Workforce Plan for Massachusetts' Healthcare Sector
0
500
1000
1500
2000
2500
3000
3500
4000
2012 2013 2014 2015 2016 2017 2018 2019 2020
66% Goal
State Level: 66% by 2020
BS/N Graduates Needed in MA From Public and Private Campuses
2388 in 2012
3245 in 2020
Strategic Workforce Plan for Massachusetts' Healthcare Sector
State Level: 80% by 2025?
0
1000
2000
3000
4000
5000
6000
7000
8000
80% Goal
66% Goal
BS/N Graduates Needed in MA From Public and Private Campuses
Meet 66% goal in 2020
Meet 80% goal in 2025?
0
50
100
150
200
250
300
80% Goal
66% Goal
Strategic Workforce Plan for Massachusetts' Healthcare Sector
Campus Level: 66% by 2020, 80% by 2025?
BS/N Graduates Needed from UMass AmherstProduced 3.7% of state total in FY12
88 in 2012
269 in 2025?
120 in 2020
Strategic Workforce Plan for Massachusetts' Healthcare Sector
66% target is attainable, 80% will be a challenge
Facility, laboratory and other campus capacity requirements are manageable
Faculty replacements and retirements are significant concern Future faculty are in MSN, PhD/EdD, DNP programs—
we need a strategy to increase the number of faculty
▪ Academic Progression in Nursing Grant—Faculty Team developing a white paper with recommendations
Campus Feedback on Strategic Plan
Strategic Workforce Plan for Massachusetts' Healthcare Sector
Nursing Plan
Public institutions—43% of FY12 BS/N degree awards
▪ Incorporate BS/N nursing student growth projections in campus and segment strategic plans
▪ Campuses build resource requirements into annual budgets
Private institutions—57% of FY12 BS/N degree awards
▪ DHE engage IHE institution leadership (beyond dean level) regarding the projections within the Nursing Workforce Plan
Next Steps
Nursing Education Transfer Compact
Nursing Education Transfer Compact
Providing AD/N graduates a seamless, cost-effective, timely and transparent pathway to BS/N completion
Nursing Education Transfer Compact
Nursing Education Transfer Compact
Modeled after Early Childhood Education Compact and incorporates elements of the MassTransfer policy
Provides for transfer of AD/N program credits plus the general education MassTransfer block into the BS/N major
Recognizes a bachelor’s degree in another field as meeting the general education requirements for the BS/N degree
Does not change the requirements at either the AD/N or RN to BS/N programs
Benefits
Nursing Education Transfer Compact
Transfer of 72 credits—some institutions have lower cap on # of credits transferred into bachelor’s program
Incorporates MassTransfer—addresses BS/N general education requirements for AD/N graduates and 2nd bachelors degree
No expiration of credits (except specialized ones like sciences)—differs from MassTransfer (one-year restriction), necessary for nurses to secure tuition reimbursement
Financial aid—AD/N graduates declare second associate’s degree while completing MassTransfer Block
Guaranteed admission (2.75 minimum GPA)—may be a challenge for institutions with limited availability of slots
Tuition waiver/reduction (3.0 GPA)—Day School programs vs. Continuing Education
Campus Considerations
Strategic Workforce Plan for Massachusetts' Healthcare Sector
Transfer Compact
Campus feedback being solicited
Full presentation and BHE vote January/March meeting
Next Steps
Discussion