TCC Site Visit
December 18 – 19, 2012
Richmond, VA
Objectives
 To participate in the RWJF evaluation
process
 To define the Virginia Action Coalition
 To describe the workgroups
 To review next steps
IOM Future of Nursing
Campaign for Action
Vision
Americans have access to high
quality, patient-centered care in
a health care system where
nurses contribute as essential
partners in achieving success
Action Coalition Goals
Short and long term
•Field strategy to move key nursing issues
forward at local, state and national levels
•In 15 states before moving nationwide
•Capture best practices, track lessons learned
and identify replicable models
Campaign for Action:
Key Messages
Interprofessional Collaboration

Education
Leadership
Access to Care
Workforce Data
High-quality
patient
centered
care
Future of Nursing Recommendations
1.
2.
3.
4.
5.
6.
7.
Remove scope of practice barriers
Expand opportunities for interprofessional collaboration
Implement nurse residency programs
Increase proportion of nurses with BSN to 80% by 2020
Double the number of nurses with doctorates
Ensure that nurses engage in lifelong learning
Prepare and enable nurses to lead change and advance
healthcare
8. Build an infrastructure for data collection
How action coalitions got started
 2010 Landmark IOM Report: Future of Nursing:
Leading Change, Advancing Health
 November 2010 Campaign for Action Launch Summit
 RWJ Foundation and AARP Center to Champion
Nursing in America
 State Action Coalitions – 5 pilots, New Jersey, New
York, Michigan, Mississippi, California
Virginia Action Coalition
Co-Leads
AARP Virginia
 David Debiasi , RN,
Associate State Director –
Advocacy
 Bill Kallio, State Director
VNA
 Shirley Gibson, MSHA,
RN, FACHE, President
Virginia’s Action Coalition Application
 Submitted February 2011 - input from more than sixty
stakeholders
 Awarded designation in March 2011
 Focuses on technical support and exchange of best
practices
 Catalyst to convene diverse stakeholder around
common themes
Virginia Action Coalition Goals
 Nurses should practice to the full extent of their education and
training
 Nurses should achieve higher levels of education and training
through an improved educational system that promotes
academic progress and explore residency programs
 Nurses should be full partners, with all members of the
healthcare team in redesigning healthcare
 Nurses should develop strategies to ensure that nursing is skilled
to provide leadership at all levels
 Nurses should ensure effective workforce planning and policy
making require better data collection and an improved
information infrastructure
Virginia Action Coalition
 Wave II – 10 States – Idaho, Utah, Colorado, New
Mexico, Illinois, Indiana, Louisiana, Virginia, Florida
and Washington
Awarded designation in March 2011
Engagement




Five workgroups with many volunteers – April 2011
Kickoff : June 16, 2011 Nursing Roundtable
ww.vaifn.org website
Blog and wiki -media training that Chelsea Savage,
Lindsey Cardwell-Jones and Linda Ault participated
with AARP
 Featured articles in the Virginia Nurses Today and
media coverage across state
Partnerships
 Funding




Virginia Nurses Foundation
Virginia Council of Nurse Practitioners,
Virginia Nurses Association
Virginia Partnership for Nursing
 In-kind-engagement of non nursing partners
 PIN Synergy grant awarded to Richmond Memorial
Health Foundation and partners
AARP Partnership
 AARP volunteers including 4 state legislative
specialists join VAC workgroups
 AARP 2012 legislative platform included supervision
should be removed from the code of Virginia with
regard to Nurse Practitioners
 Testimony given “on the record” at Department of
Health Professions Town Hall Meeting on supervision
of APRNs being a barrier to access to care
AARP Partnership
 AARP 2011 Voter Education Pamphlet
Questions anyone running for VA General Assembly should
answer :
 If elected/re-elected, how would you ensure advanced
practice registered nurses can practice to the full extent
of their education and expertise?
 Do you support or oppose allowing advanced practice
registered nurses to practice without physician
supervision?
Lindsey Jones-Cardwell, BSN, RN and Loressa Cole DNP, MBA, RN
Co-Leads
Leadership
Leadership Goal
Develop strategies to ensure nursing
is skilled to provide leadership from
the bedside to the boardroom
Leadership Objectives
 Continue to determine strategic boards to which nurses
could be appointed and work with stakeholders to identify,
mentor, and recommend individuals for those
appointments
 Collaborate with schools of nursing to ensure the
curriculum focuses on leadership skills necessary for
today’s complex healthcare environment
 Recognize leaders “from the bedside to the boardroom”
at the annual Virginia Nurses Foundation Excellence in
Nursing gala
Leadership Objectives
 Continue “Nurse Leaders in the Boardroom” program
piloted with Robert Wood Johnson and AARP in
September, 2009
 Continue to support the current and expanded Nurse
Leadership Institute, a program of the Richmond Memorial
Health Foundation and a 2007 Partners Investing in
Nursing’s Future (PIN) grantee, by participating on
committees, providing scholarships, assisting in
encouraging employers to nominate fellows and nurses to
serve as faculty
Outcomes
 Networking and educational event for the nurses
identified as 40 under 40
 Recognized at VNF Gala - 2011
 Mentoring event – May 31, 2012
 Collaboration with:
 VONEL
 VNA
 VNF
Outcomes
 Utilizing WikiSpace to facilitate online discussion of
objectives
 Hosting monthly conference calls to update the team on
the background of objectives and develop
implementation strategies for each objective
 Survey has been completed to determine boards nurses
are serving – regional, state and national
 Survey also identified those who want to serve on boards
 Determining which boards nurses should be serving
The Survey




Survey was released in January 2012
Closed in March 2012
344 started the survey
282 (82%) completed the survey
Do you currently serve on a local
board or organization’s board of
directors?
142
198
What type of local board are you
serving on?
Local Boards
 Free Clinics
 Crisis Pregnancy Centers
 AORN, VNA, Black Nurses
& other professional
nursing associations
 Public Health Advisory
Commissions
 Red Cross
 Alzheimer’s Association




Church Affiliated Boards
Performing Arts Council
Historical Councils
County Board of
Supervisors
 AARP
 University & Community
College Councils
 YMCA
What is your role on the local
board you serve?
 54.1% of those serving on a local board are board
Members
 45.9% of those serving on a local board are board
Officers
Do you currently serve on a statewide board or organization’s board
of directors?
What type of state board are you
serving on?
State Boards
 Virginia Partnership for
Nursing
 Virginia Board of Nursing
 Virginia Nurses
Association
 Virginia Nurses
Foundation
 Multiple professional
nurses associations
 Virginia Board of Health
 Virginia Association of
Counties
 VCCS Associates Degree
Nursing Program Heads
 Virginia Association of
Colleges of Nursing
 Health Insurance
Exchange Governing
Body
What is your role on the state
board you serve?
 36.2% of those serving on a state board are Members
 63.8% of those serving on a state board are Officers
Do you currently serve on a national
board or organization’s board of
directors?
What type of national board are
you serving on?
National Boards
 American Nurses
Association & Political
Action Coalition
 National eHealth
Collaborative
 Nurses Organization of
Veterans Affairs
 American Midwifery
Certification Board
 AORN Journal Editorial
Board
 National Kidney
Foundation
 American Academy of
Nurse Practitioners
 American Organization of
Nurse Executives
 Various National Nursing
Organizations
What is your role on the national
board you serve on?
 72.4% of those serving on national boards are
Members
 27.6% of those serving on national boards are Officers
Experienced Nursing Board Leaders
Willing to Mentor New Board
Members
 64.1 % or 118 Experienced Nurse Board Leaders were
willing to mentor other Registered Nurses interested
in board leadership
Future Nurse Board Leaders
 Of the Registered Nurses surveyed, 60.3% of those
not currently serving on a board, were interested in
future board leadership
 181 Virginia Registered Nurses are future board leaders!
Next Steps for the
Nurses on Boards Initiative
 Continue compilation of potential boards for nurse
leaders to serve on
 Identify key boards that nurses should be present on and
facilitate nurse leaders to apply for these positions
 Identify a forum to facilitate mentorship of future
registered nurse board leaders
 Provide resources to current nurse board leaders to
advance and mentor new board leaders
 Provide resources to future nurse board leaders
2013 Objectives
 Provide the CCNA Nurse Leaders in Boardroom DVD
to targeted groups; facilitate presentations
 Develop a Nurse Leaders in the Boardroom resource
toolkit and post this on the VAC and VNA websites
 Develop a mentorship support structure
 Contact survey participants to enlist involvement and
continue to identify interested nurses to serve on
boards
2013 Objectives
 Provide the VAC Nurse Leader in the Boardroom
toolkit and mentorship resources to targeted leaders
 Categorize the targeted Boards list and link to VAC
and VNA websites
 Identify 5 associations to target for nursing
membership on Boards
 Develop a forum to continue to identify nurses
interested in board leadership
Linda Ault, BSN, MSN and Cindy Fagan, RN, MSN, FNP-BC
Co-Leads
Access to Care
Access to Care Objectives
 All Nurses should practice to the full extent of their
education and training
Progress
 Identified barriers to APRN practice in statutory
(code) and each facility determines what the practice
parameters will be for their institution.
 Published a series of “Myth Busters” in VNT to
educate nurses regarding what the various APRNs are
actually licensed to do
 Collaboration with VCNP and MSV
Progress
 House Bill 346 passed and signed by Governor
 Eliminates supervisory language
 Emphasized collaboration and consultation between
NPs (LNP & CNMs) and physicians to practice in teams
 Increased from 4 to 6 number of APRNs physicians
can collaborate with
 Joint Boards of Nursing and Medicine have 280
days from July 1 to develop regulations
 HB 346 may not manifest until early 2013
Progress
 APRN Video has been completed
Progress
 Collaborating with Center for Championing Nursing
Diana Mason PhD, RN, FAAN and Andrea Brassard
DNSc, MPH, FNP – scope for other RNs
 Broadening focus on scope for other RNs
 Linda Ault, RN MSN appointed to national Center for
Championing Nursing committee for long term care
Next Steps
 Call for stories: to demonstrate through real practice stories
how APRNs were either able to successfully bridge a gap to
care or how the current statutes hindered and negatively
impact access to care throughout the state
 Developing an APRN video to educate public on new
regulations
 Plan to conduct focus groups to identify institutional
restriction to practice for RNs
 Plan to develop tool kit based on results to educate
administrative teams, physicians and other stakehoder
Next Steps
 Create a dashboard on the VAC website to track the
speakers and organizations that have been addressed. To
date we have visited various APRN meetings in Virginia to
educate them on the VAC and recruit future speakers.
 Secure more support statements for legislative change
such as the one obtained by AARP
 Culminate results of identified RN/APRN barriers into a
qualitative research project
 Long term goal: Implement legislative strategies to impact
statutory and regulatory barriers that prevent nurses from
practicing to the full extent of their education and training.
Next Steps
 Publish results of the survey
 Developing a list of potential emerging leaders
 Mentoring potential leaders to be selected for boards
identified
 Targeting boards nurses should be appointed
 Developing a list of leadership programs
 Collaborate with schools of nursing on curriculum
Deb Zimmermann, DNP, RN, NEA-BC, Amy Gillespie, RN, MSN,
EdD, Nancy Langston, PhD, RN, FAAN, Lauren Goodloe, PhD, RN,
NEA-BC, Linda Dedo, RN, MSN, MHA
Co-leads
Education Advancement
BACKGROUND:
Advances in science and increasing patient complexity
have accelerated the need for nurses with the skill and
knowledge to manage a challenging and increasingly
diverse healthcare environment.
Researchers have demonstrated a significant
relationship between nursing education and improved
patient outcomes
A Call to Action: Transformation of Nursing Education
Aiken et al. 2003, 2008; Benner, Stuphen, Leonard, & Day, 2010; Blegen &
Goode, 2009; Estabrooks, et al., 2005; Institute of Medicine, 2011;
Tourangeau et al., 2006
Institute of Medicine
Report
High-quality, patientcentered care
requires
transformation of
the health care
delivery system
Call for Action on Education
Achieve 80% BSN workforce by 2020
Double doctorally prepared RNs
Transform Curriculum
Institute of Medicine. 2011. The Future of Nursing: Leading Change, Advancing Health. Washington D.C.: The National Academies Press
VA Education Coalition Objectives
 Educate workforce and stakeholders on the
importance of education.
 Support implementation of strategies to
achieve a more educated workforce.
 Convene stakeholders on the implementation
of seamless education progression.
 Consider role of residency programs in the
Commonwealth.
The Evidence Supporting BS
Education
As Nurse Education Increases,
Patient Mortality Decreases
Aiken (2003)
95
90
85
80
90
deaths
in
1,000
patients
75
84
deaths
in
1,000
patients
70
65
20%
40%
76
death
in
1,000
patients
60%
Education
Percentage of hospital nurses with BS degrees
57
Research supporting education and
improved patient outcomes
Estabrooks et al. (2005)
Tourangeau et al. (2006)
Blegen &Goode (2009)
More Benefits from Education
 RNs twice as likely to remain in job with tuition assistance
 BS prepared RNs reported higher job satisfaction and lower
job stress
 BS prepared nurses more than ten years of tenure
Ingersoll et al., 2002; McGinnis & Martiniano, 2008; Megginson, 2008; Rambur et al., 2005
NCLEX
AD vs BS: Added Value?
 NCLEX tests for competency of new graduates. Does not
test content in:
• Scholarship for evidence based practice
• Information management
• Health care policy and finance
• Inter-professional communication and collaboration
• Organizational and systems leadership, as well as patient
safety
• Disease prevention and population health
Education around the World
Countries Requiring BSN:
Nurses per capita increased or remained the same
following advances in education standards
Australia
Italy
Belgium
Canada
Denmark
Finland
Ireland
Netherlands
New Zealand
Norway
Philippines
Spain
Organization for Economic Cooperation and Development. (2009)
A Growing Profession
 2,724,570 RNs employed in
the U.S.
 Mean U.S. Salary: $69,110
 Projected employment 2018:
3,200,200
 83% all RNs employed
U.S. Department of Health and Human Services,
HRSA, 2010
Bureau of Labor Statistics (2011)
RN Employment Settings
Health and Human Services, 2010
Virginia RN Statistics
October 2012
Registered Nurses
Nurse Practitioners
Clinical Nurse Specialists
Licensed Practical Nurses
Virginia Number
100,000
7,023
433
31,408
Nursing Programs
Number
Associate Degree
45
Baccalaureate and
Accelerated Masters
31
Diploma
Total
6
82
Virginia Board of Nursing (2012) http://www.dhp.state.va.us/nursing/nursing_reports.htm
Virginia Graduates
Virginia State Board of Nursing (2010). http://www.dhp.virginia.gov
Education
Initial education of graduates in VA
Year
2005
2006
2007
2008
2009
2010
2011
BSN
40%
37%
38%
40%
36%
35%
38%
AD
48%
51%
48%
45%
52%
53%
54%
Diploma
12%
12%
13%
15%
13%
12%
8%
2,912
2,909
3,265
3,228
3,492
3,548
3,686
Total
Virginia State Board of Nursing (2012).http://www.dhp.virginia.gov
66
Projected Need for RNs in VA
 Expected growth in VA population 1 million
 16% of Virginians will be 65 or older
 Need 30,000 RNs over next 20 years
(replace retiring nurses and care for growing, aging population)
Virginia Board of Nursing (2010) www.dhp.virginia.gov
Future of Nursing Education:
Challenge
 50% of VA RNs BS prepared
 Only 32% of AD and 31% of Diploma grads attain BSN
Where to Begin?
Regional Groups
 Eastern:
 Grace Meyers, RN, MS, Karen Karlowicz, EdD, RN
 Central
 Lauren Goodloe, PhD, RN, Susan Bodin, EdD, RN
 Northwest:
 Amy Black, MSN, RN, NEA-BC, Katherine Ganske, PhD, RN
 North:
 Robin Remsburg, PhD, RN, Maureen Swick, PhD, RN, MSN, NEA-BC,
Joyce Hahn, PhD, APRN-CNS, NEA-BC
 Southwest:
 Carolyn Webster, BSN, MBA, RN, Kimberly Carter, PhD, RN, Ava
Porter, DNP, RN, Charlotte Ramsey, RN, MSN
Analysis of the Gaps:
Interviews with VA Nursing Programs
Amy Gillespie, RN, EdD
Nancy Langston, PhD, RN, FAAN
Partners Investing in Nursing’s Future
Inspiration for Aspirations
Partnerships for Progression:
Inspiration for Aspirations
Partners Investing in Nursing’s Future (PIN) is a partnership of the Northwest
Health Foundation and the Robert Wood Johnson Foundation to support the
capacity, involvement and leadership of local foundations to advance the
nursing profession in their own communities.
Mission: The Partnerships for Progression: Inspiration for Aspiration project
is to help regions in Virginia develop a culture of educational
progression, where colleagues in associate and baccalaureate
institutions work together, side-by-side, to “pull” students into
advanced educational preparation and lifelong learning.
Goal: Partnerships for Progression: Inspiration for Aspirations will result in
sustainable partnerships between and among local community colleges
and universities and their community partners to create seamless
educational progression programs starting with ADN to BSN.
Inspiration for Aspirations
Accomplishments
 Interviews with nursing programs in VA
 Major findings: Programs are working to create
partnerships, procedures in place to make
progression more seamless. Barriers for students
center on personal and home life issues – family
responsibilities, need to work full time for benefits
 Completion of RN-BSN Directory
 Easy access to information about RN-BSN programs
 Response to finding that RN-BSN information is
difficult to find and confusing
Accomplishments (cont)
 Survey of current RN-BSN students
 Major findings: personal issues and family
responsibilities cited as primary barriers, tuition
support and flexible scheduling listed as vital to
success
 Identified that “information is not inspiration”
 Academic Progression Models: What’s Out There, What
Works
 Statewide conference brought stakeholders
together to share partnership and academic
progression model information
Accomplishments (cont)
Inspiration for Aspirations: School Again
Video of five nurses who returned to school and
successfully completed a Bachelors of Science degree
in nursing share their experiences.





What motivated you to go back to school?
What were the challenges?
What kept you going?
What does having a BSN mean to you?
What insights can you offer to other nurses?
http://youtu.be/iT0ygHn4CYg
Future Steps
 Manuscripts to be developed
 Creation of Academic Progression Toolkit
 Website with tools to facilitate progression
 Development of sustainability plan
 Identification of agency to maintain, update, and possibly
expand the toolkit
 Spring Conference
 Follow-up to summer conference
 Format for networking
Survey of Chief Nursing Officers
2012
Lauren Goodloe, PhD, RN, NEA-BC
About the Survey
 Survey sent to all Virginia Hospitals
 29 completed surveys were returned from all regions
of Commonwealth.
 Bed size ranged from 25 to >500.
 Goal of the survey was to explore employer RN
support of educational progression.
Barriers for Progression
 21 Hospitals found barriers that included:





Financial support. (12)
Distance of schools. (6)
Flexibility of the schools. (3)
Family Obligations (3)
Nurses not receiving additional salary for education
progression. (2)
 Current HR policy. (1)
Tuition Assistance for Full-Time
Employees
100% responded “YES” to offering tuition assistance for fulltime employees.
30
25
20
15
10
5
0
Tuition Waiver
Tuition Reimbursement
Scholarships
At what point do tuition benefits
begin?
10
9
8
7
6
5
4
3
2
1
0
Upon Hire
3 Months
6 Months
1 Year
Tuition Assistance for Part-Time
Employees
 16 of the hospitals offer part-time employees tuition
assistance.
 Most hospitals prorated their full-time tuition
assistance in half for part-time employees.
 Tuition assistance varied from $750 to $2,500.
Does your hospital offer any of the following supports
to nurses returning to school?
Flexible Scheduling
Support Study Groups
Weekend Incentive
Programs
Loan Repayment
Do you hire new RN’s who graduated from
schools that are not NLNAC or CCNE accredited?
NO
YES
18
7
Do you hire unlicensed assistive personal who are RN
students enrolled in schools not accredited by NLNAC or
CCNE?
NO
YES
15
11
Do you allow schools who are not accredited by
NLNAC or CCNE to bring students to your
organization for clinical or observational
experience?
NO
YES
17
9
Degree requirements with clinical
ladder?
 21 of the hospitals have a clinical ladder in place.
 16 of the 21 require a particular degree in nursing in
order to attain a certain level.
 Most requiring a BSN at level 4
 And a MSN at level 5
Does your organization have a plan if
place to attain an 80% BSN workforce
by 2020?
 14 Hospitals answered Yes
 11 Hospitals answered No
 3 stated plans under development
 Common Plans
 Forecasting – BSN must be attained within 3 – 5 years of
hire (5)
 Hiring only BSN (4)
 Changing job description to BSN requirement
Does your health system have a
defined relationship with a school
of nursing that provide you with
innovative solutions for
increasing your BSN prepared RN
 YES – 14
 NO – 12
Know where you are to best determine
the course you need to follow
Analyze Gaps
Then
Forecast Outcomes with
potential policy changes
Forecasting Model - Background
 American Association of Colleges of Nursing (September
2009)
 Virginia Board of Nursing (January 2010)
 Virginia Department of Health Professions, Healthcare
Workforce Data Center (November 2010)
 U.S. Bureau of Labor Statistics (March 2011)
 U.S. Census Bureau (2011)
 U.S. Department of Health and Human Services, HRSA
(March 2010)
RN Education Cadres
Non-BSN
# and %
Current Workforce
Projected
Completions
New Graduate
New Hires
Experienced RN
New Hires
Terminations
Acquisitions
BSN or Higher
# and %
What Changes Will Lead to Your
Success?









Policy changes:
In hiring
In tuition assistance
In student affiliations
In contracts
Collaboration:
Seamless transition
Onsite education
Elimination of barriers
The Decision
Don’t make it alone
Make it in Public
Example
Education Progression Standard
 Effective January 1, 2012, ALL New hires without BS(N) sign
agreement to:




Enroll in an RN-BS(N) or RN-MS(N) accredited
program within 24 months of hire
Graduate from an RN-BS(N) program within 5
years of hire
Failure to meet either term results in
separation from organization
Includes employees in school
Wording in Letter of Hire

As a [diploma prepared; associated degree prepared] nurse, please be
aware that continuation of employment in your position as a registered nurse is
contingent upon the following requirements:
• Enrollment in an accredited RN to BSN program within 24 months of your
hire date (i.e., no later than [mm/dd/yyyy])
• Successfully obtain your BSN no later than 5 years or 60 months from your
hire date (i.e., [mm/dd/yyyy])

Failure to enroll in the RN to BSN program by the date specified or failure to
obtain your BSN by [specify date] will result in the termination of your
employment as a registered nurse. Employee tuition assistance benefits may be
available to assist you in achieving this expectation after you have successfully
been employed for twelve months in a continuous benefit-eligible role.

Example of Governance Decisions
 New RNs Hired
 Must be a graduate of an NLN-AC or CCNE accredited school
of nursing
 Student Workers
 Must be enrolled in an accredited NLN-AC or CCNE
accredited program
 Tuition Reimbursement
 Restricted to NLN-AC or CCNE accredited programs
 Contracts
 Only NLN-AC or CCNE accredited schools eligible for clinical
experiences in the health system
Communication






State Board of Nursing
Schools of Nursing in Region
Community College Presidents
VA Magnet Consortium
VA Nurses Association, VONEL
Healthcare Leaders in Region
Progress
 Summary of all RN to BSN in VA posted on VNA
website
 Magnet Consortium CNO’s lead VA Education
Action Coalition with academic leaders
 Survey of schools, CNO’s & students completed
 Testimonial video completed
Progress
 Regional meetings with clinicians, leaders,
and academe are underway.
 A forecasting & strategy tool was developed ,
piloted, and available for predictive modeling.
 Directory of RN to MS programs almost
complete
 Virginia’s CNO’s committed to academic
progression
Future Plans
 Second meeting on education progression and
innovative models
 Completion of Comprehensive Tool kit
 Collaboration on curriculum and articulation
agreements
Future Plans
 Development of a FAQ page on “What to look for and
questions to ask when choosing a Nursing School.”
Will be located on the VAC and VNA websites
 Development of a list of all Virginia Nursing Schools displaying all programs and concentrations offered by
each school
Future Plans
 Submission of a grant proposal to NCSBN to study
level of RN Education and relationship to BON action
and type of action taken on a license – Collaborative
study between VCU and Va BON
If not now, then when, if not us,
then who?
A Profession United In Purpose Can Change the World
References
1. Aiken LH, Clarke SP, Cheung RB, Sloane DM, Silber JH. (2003). Educational levels of hospital
nurses and surgical patient mortality. JAMA, 290(12), 1617-1623.
2. Benner P, Sutphen M, Leonard V, Day L. (2010). Educating nurses: A call for radical
transformation.. Stanford, CA: The Carnegie Foundation
3. Bureau of Labor Statistics, U.S. Department of Labor. (2011). Occupational outlook handbook:
May-2011 Edition, registered nurses. Retrieved from
http://www.bls.gov/oes/current/oes291111.htm
4. Estabrooks CA, Midodzi WK, Cummings GG, Ricker KL, Giovannetti P. (2005). The impact of
hospital nursing characteristics on 30-day mortality. Nursing Research, (2),74-84.
5. Goode CJ, Blegen MA. The link between nurse staffing and patient outcomes. ANCC National
Magnet Conference; October 2, 2009; Louisville, KY. Available at
http://softconference.com/ancc/sessionDetail.asp?SID=153876.
6. Ingersoll GL, Olsan T, Drew-Cates J, DeVinney BC, Davies J. (2002). Nurses job satisfaction,
organizational commitment, and career intent. Journal of Nursing Administration. 32(5), 250263.
7. Institute of Medicine. 2011. The Future of Nursing: Leading Change, Advancing Health.
Washington D.C.: The National Academies Press
8. Institute of Medicine. (2010, October). The future of nursing focus on education (Report Brief).
Washington, DC: National Academy of Sciences. Retrieved from
http://www.iom.edu/~/media/Files/Report%20Files/2010/The-Future-ofNursing/Nursing%20Education%202010%20Brief.pdf
9. McGinnis S, Martiniano R. (2008). The hospital workforce in New York: Findings from a survey of
hospital registered nurses. Rensselaer, NY: Center for Health Workforce Studies, School for
Public Health, SUNY Albany.
10. Megginson LA. (2008). RN-BSN education: 21st century barriers and incentives. Journal of
Nursing Management, 15, 47-55.
11. NetMBA Business Knowledge Center. (2010). Scenario planning. Retrieved from
www.netmba.com/strategy/scenario/
12. Organization for economic Cooperation and Development. (2009). OECD health data 2009:
Statistics and indicators for 30 countries. Retrieved from
http://www.oecd.org/health/healthdata.
13. Rambur B, McIntosh B, Palumbo V, Reiner K. (2005). Education as a determinant of career
retention and job satisfaction among registered nurses. Journal of Nursing Scholarship, 37(2),
192-195.
14. Tourangeau AE, Doran DM, Hall LM, et al. (2007). Impact of hospital nursing care on 30-day
mortality in acute medical patients. JAN, August 14, 32-44.
15. U.S. Census Bureau, Statistical Abstract of the United States: 2011. Table 18.Resident
Population by Age and State – Projections: 2010 and 2015. Washington, D.C.: Author. Retrieved
from http://www.census.gov/compendia/statab/2011/tables/11s0018.pdf
16. U.S. Department of Health and Human Services Administration. (2006). The registered nurse
population: Findings of the March, 2004 national sample survey of registered nurses.
Washington, DC: U.S. Government Printing Office. Retrieved from
http://bhpr.hrsa.gov/healthworkforce/msurvey04.
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Administration. (2010, September). The registered nurse population. Findings from the 2007
national sample survey of registered nurses. Washington, DC: Author. Retrieved from
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turnover survey highlights, January 2011. Washington, DC: Author. Retrieved from
http://www.bls.gov/jlt
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employment and wages, May 2009: 29-111 registered nurses. Occupational Employment
Statistics. Washington, DC: Author. Retrieved from
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Forecasting nurse supply and demand in Virginia: 2008-2028. Richmond, VA: Author. Retrieved
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21. Virginia Department of Health Professions, Healthcare Workforce Center. (2010, January). The
2007-2008 Virginia licensed nursing workforce survey findings and recommendations. Richmond,
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22. Zimmermann, D. T. (2011, March). A more highly educated workforce. A model for the future.
PowerPoint presentation at meeting of the Virginia Magnet Consortium, Roanoke, VA.
Thank You
Virginia Magnet Consortium
Richmond Memorial Health Foundation
Virginia Action Coalition on Education
The Partners Investing in Nursing's Future program,
a collaborative initiative of the Robert Wood Johnson Foundation
and the Northwest Health Foundation
Lauren Goodloe, PhD, RN, NEA-BC
VCU Health System Transitional Care Programs
Highlighted by the Center for Championing
Nursing.
Model Program Highlighted By the Center for
Championing Nursing/AARP:
Pat Polansky & Jen Cooper
 Virginia University – Geriatric Services Division: Focus on
successful transition, prevention of readmissions and
management of highly complex patients:
 Multiple Programs incorporating extensive use of NPs as equal
partners and leaders of the intraprofessional team.





House Calls
Transitional Care
Long Term Care
Ambulatory Care
Independence At HCommonwealth ome (CMS Demonstration
Project)
Nina Beaman, PhD, MS, RN-BC (PMH), RNC-AWHC and
Richardean Benjamin, PhD, MSN, MPH, RN
Co-Leads
Workforce Data
Workforce Data Objective
• Improve data collection and information
infrastructure
• Develop and implement specific geographical
demand models for nursing and other health
professionals
Progress
Conducted briefings:
 Components of minimum data sets
 Results of recent Nurse Licensure Survey
 HRSA plans to discontinue RN Sample Survey
 Created a matrix of supply and demand data to inform members
about available data and sources on the workforce
 Discussed advantages and disadvantages of data collection and
reporting methods
Progress
WHITE PAPER
 Completed comprehensive white paper- Addressing
Nursing Workforce Issues in the Commonwealth of
Virginia
 Finalized
 In distribution
Progress
 Continue participation on DHP Healthcare Workforce
Data Center
 Participation and dissemination of information from
the VA Workforce Development Authority to inform
AC workgroups
 VHHA Workforce Development
Next Steps
 Serve as data experts to other workgroups
 Assist VAC with compiling necessary statistics for any
grant proposals
Sallie Eissler, MSN, CPNP, RN and Patti McCue Sc.D., RN, MSN, NEA-BC
Co-Leads
Interdisciplinary/Team Based
Care Delivery
Objective
Develop and deploy best practices in team/inter
professional models that promote nurses and other
health care professionals in all settings to practice
according to their level of education and licensure to
improve and transform health care to patients, families
and communities
Progress
 Kickoff session hosted by Centra in Lynchburg –
September 2011
 Facilitated by Pamela Cipriano, PhD, RN, NEA-BC
 Diverse group of participants including nurses,
physicians, chaplains, pharmacists & nurse
practitioners
 Presentations: Centra ED model & NP Single
Provider model
 Two small workgroups: ambulatory
and inpatient services
Next Steps
 Commitment from MSV, VHHA, VphA and VNA has been
solidified to support the development of a curriculum to
educate current healthcare professionals on practicing in
team based care delivery models
 Develop a fundraising strategy to provide on-going
financial support for a new leadership institute focused on
preparing physician and nurse leaders to engage in and
promote inter professional collaboration and team based
care delivery models
 Grant request submitted to The Physicians Foundation to
fund a pilot in 2013
Next Steps
 Identify 4 models in VA




PACE
Education – interprofessional
Define champions in the models
Ambulatory and inpatient
 Identify pilot potentials
 Identify transitions for education to practice across
settings
Nina Beaman, Ed.D, MS, RN-BC (PMH), RNC-AWHC and
Amy M. Walker, MS, RN, CPHQ, FACHE, NEA-BC
Co-Leads
Finance Committee
Initial Fundraising Campaign
 The Virginia Action Coalition does not receive funding or
financial support through RWJF or AARP.
 VNA/VNF must raise at least $50,000 each year for the
support of VAC workgroups and volunteers.
 Public relations/fundraising campaign conducted May to
coincide with Nurses Week 2012 (May 6-12)
 Campaign - “Give $5 for Nursing” - Continuing
the work of Florence Nightingale and Nancy Vance raised
about $8000 in 30 days
 Small-scale promotion– email, VNA Voice, VNT, website
Finance Committee
 July 30 Strategic Planning Session – Fundraising
Workshop
 Finance Committee began as a result of this
workshop
 Developed marketing one-sheet
 Conversion foundations –VAC members who have
connections will solicit funds
 Developing long-term fundraising initiative
Planning, Promotion and
Outreach
Meeting Dates
 Next steps
 Workgroups continue work – monthly conference
 Co-Lead Meetings face to face
February 7, 2012
 April 9, 2012
 June 1, 2012
 July 30, 2012
 November 5, 2012
 Over 200 volunteers engaged
 Funding strategy – RWJF Grants
Virginia Action Coalition
 VNA Education Day – September 29, 2012
 The Jefferson
 Keynote - Dr. Linda Aiken, PhD, FAAN, FRCN, RN
 Collaborative sponsorship
 VONEL
 VNA
 VMC
VNF Gala
 Gala – September 29, 2012 - The Jefferson Hotel
 Honoring and celebrating the VAC
 Honorary Chair – Bill Hazel, M.D.,
Virginia Secretary of Health & Human Services
 Magnet Awards
 Nancy Vance
 Scholarships
 Friend of Nursing
Members of the Virginia Action Coalition honored for their contributions
to the nursing profession at the 2012 VNF Gala
Pat Polansky speaks at the VNF Gala about the importance of the work of
the Virginia Action Coalition.
Advocacy Outreach
 Shirley Gibson, Loressa Cole, and Pat Polansky met in
November 2011 with Marilyn Tavenner, Acting
Administrator Centers for Medicare and Medicaid
Services to review the IOM FON recommendations and
discuss a role for CMS in facilitating the implementation
of recommendations.
Advocacy Outreach
 Shirley Gibson and other nursing leaders met with
staff from the office of Governor McDonnell,
Secretary of Education Laura Fornash, and Secretary
of Health and Human Resources, Bill Hazel, MD, to
gain a commitment to collaborate with our statewide
nursing community to further education progression.
 As a part of this commitment, Secretary Fornash
spoke at VNA’s Annual Meeting on September 28,
2012
Outreach with CCNA and RWFJ
 Sue Hassmiller visited the VAC on July 30, 2012 and
facilitated a strategic planning session
 Pat Polansky and Jennifer Cooper of the Center to
Champion Nursing in America held a planning session
with VAC leadership on November 5, 2012
Research Presentation
 The Leadership Workgroup presented the results of
their Nursing Leadership Survey to over 300
attendees at VNA’s Education Day
 The poster will also be on display at VNA’s Annual
Nurses Day at the General Assembly, attended by 7001000 nurses and nursing students.
RWJF Human Capital Blog
Virginia Nurses Today
Virginia Nurses Today
Virginia Nurses Today
2013 Promotion and Marketing
 VAC promotion and marketing needs will be a major
part of the 2013 Strategic Communications plan.
 Social media development
 Dedicated VAC sections in quarterly VNT and biweekly
VNA Voice,
 Development of a stand-alone sister website hosted by
VNA for VAC
 New long-term fundraising initiative built upon “Give
$5” from 2012
Advancing Education
Transformation
Removing Barriers to
Practice and Care
Interprofessional Collaboration
Diversity
DATA
Nursing Leadership
Engage!