CAPACITY: FACULTY SHORTAGES: UTILIZING HOSPITAL FACULTY KAREN M. SOLT, MEd ASSOCIATE DEAN, HEALTH SCIENCES COLLEGE OF DUPAGE
BACKGROUND Health Care Summit, October 2003 Formation of HealthCare Leadership Council, February 2004 Address issues that impact area acute, sub-acute, post-acute and long-term care facilities Nursing shortage
FIRST INITIATIVE Expansion of COD’s nursing program ADN program was admitting 117 students/year High numbers of applicants in 2002 and 2003 Accommodate additional qualified students
FIRST INITIATIVE (con’t) Maintain pipeline of nurses for area employers Attempt to address projected future shortages of RNs
RESOURCE ISSUES Classroom space Laboratory space Adequate numbers of clinical sites FACULTY TO TEACH !! HLC formed sub-committees to address resource issues
GOAL & EXPECTED OUTCOMES Goal: pilot an expansion of the nursing program by developing a model to allow hospital staff to serve as faculty for COD students Outcomes: –Outline of program –Job description for faculty –Template contract between hospitals & COD
PROPOSED MODELS Model #1: Hospital nurses (MSNs) are employed by hospital AND employed by COD. Employee paid by both entities (traditional adjunct model) Model #2: College of DuPage contracts with hospital to supply MSNs as faculty
MODEL #2 DETAILS College contracts with hospital to supply MSN faculty Job requirements, job description and orientation defined Nurses remain hospital employees, with current title, rate of pay, benefits, etc Hospital provides release time for teaching
DETAILS (con’t) Number needed varies by term and need Reimbursement: –Fixed –No variations by employee hourly rates or organization –Paid by COD at conclusion of term for actual hours worked –Hospital may pay their employee extra for prep
RISKS/LEGAL ISSUES Need to be clearly stated Hospital vs. college teaching hours must be clearly defined College will “indemnify and hold hospital harmless” Contracts agreed to with COD and 5 area hospitals
PILOT PROGRAM Impetus to move ahead came about with application for and receipt of ICCB CSSI grant monies Partnership among COD, Joliet Junior College and South Suburban Community College for grant
USE OF FUNDS Faculty (leased MSNs) salaries Supplies for students lab activities Payment for full-time faculty member’s oversight of leased faculty
FIRST STEP: RECRUITMENT October 2004: Invitation to area nurses: “If You Ever Wanted To Teach” for kick-off reception 75+ RSVPs; 40+ attendees Presentations: –Faculty and library resources –Adjunct vs. “leased” options –Course syllabi reviewed –Testimonials –Endorsement –Q & A –Sign-ups
SECOND STEP: SELECTION Over 30 MSNs signed-up Telephone pre-screening 20+ personal interviews Many qualified candidates “I want to give back to the profession” Began with 10 leased faculty
THIRD STEP: PILOT BEGINS Additional cohort of 27 students offered admission in January 2005 10 leased faculty assigned and oriented –Library resources –Teaching resources –Texts and lecture materials –Separate sessions for lecture, lab, clinical
WHERE WE ARE TODAY 27 students offered admission 24 accepted 21 to graduate in May 2006 All clinical MSNs remain All lab MSNs remain Highest turnover with lecture/classroom
BARRIERS & CHALLENGES Culture differences Communication Time involved in class preparation Standardization of curriculum Mentoring program Increased clinical hours in second year
SUCCESSES We went ahead and did it !! Additional 21 students will graduate in May Successful model Partnerships with facilities/working together
NEXT STEPS Use model to implement evening/weekend program for Fall 06 Possibly admit additional students to traditional program Consider same model for LPN program
Questions?