1. Roberta Gassman, Secretary Department of Workforce Development
Wisconsin’s Statewide Clinical Placement Summit: Meeting the Challenge of Expanding Clinical Nursing Opportunities
Roberta Gassman, Secretary
Department of Workforce Development

2. Wisconsin’s Economy
April 11, 2007

3. Wisconsin’s Economy Fiscal house in order and economy on track
Jobs up, unemployment down -Gained 187,400 jobs & 9,000 employers since Jan ’03
Nat’l Honor Roll twice -1 of 6 states Corp for Enterprise Dev.
Exports up 60% since 2003
April 11, 2007

4. Governor’s Opportunity Budget for Working Families
Fiscally Responsible
Invests in Shared Priorities
Creates Opportunities
Tax Relief for Middle Class Families -Health Insurance, Child Care, Tuition, Social Security
Create Jobs
Save Taxpayers $1.7B in 4 yrs
Helps Communities and Businesses
April 11, 2007

5. Governor’s Opportunity Budget for Working Families
Education
Tripling School Breakfast
Quality Child Care
Funding 2/3 of K-12
Special Ed increase by $54M
4 yr old K & SAGE
3rd year Math & Science
Wisconsin Covenant
Tech College/Worker Training increased x 4
Doubling Youth Apprenticeship
April 11, 2007

6. Governor’s Opportunity Budget for Youth Apprenticeship
30% in Health Care Careers
Youth Apprenticeship Funding Doubled
April 11, 2007

7. Governor’s Opportunity Budget for Higher Education
To increase nurse capacity
$225 M to UW System
Covenant Office
Financial aid increased by $44M
Limited tuition increase to 4%
$21M UW Growth Initiative
Funding for emerging and essential occupations: nurses, teachers, scientists, engineers
April 11, 2007

8. Governor’s Opportunity Budget for Working Families
Affordable Health Care
Expand BadgerCare Plus
-all children
-low wage adults, pregnant women
Catastrophic coverage
Anti-smoking
April 11, 2007

9. DWD Efforts 2nd Annual WI Health Care Workforce Report
This document represents our yearly checkup
Defines challenges
Provides updates
Copies available on-line at: dwd.wisconsin.gov/healthcare
April 11, 2007

10. Health Care Occupations in High Demand
Nationally % growth and 4.7 million new jobs by 2014, 3 of every 10 jobs will be in health care
Wisconsin – Specifically for nursing, we will need RNs to fill 1,600 new jobs and 1,010 replacements every year to 2014
April 11, 2007

11. The Top Jobs by 2014 Top jobs in new job growth Top jobs in % growth
Health Diagnosing and Treating Practitioners, Registered Nurses, Health Technologists and Technicians, Nursing/Psychiatric/Home Health Aides, Home Health Aides, Other Healthcare Support Occupations
Top jobs in % growth
Physician Assistants, Registered Nurses, Respiratory Therapists, Dental Hygienists, Diagnostic Medical Sonographers, Surgical Technologists, Medical Records and Health Information Technicians, Home Health Aides, Dental Assistants, Medical Assistants
Top job growth in overall #s
April 11, 2007

12. Collaboration
Health Care stakeholders must work together to avoid potential shortages of nurses and other health care workers
Working together, we can make the health care sector more attractive by building career ladders and bridges to family supporting jobs
April 11, 2007

13. Summit Resolution
Let us reaffirm our commitment to finding solutions to the challenges facing the health care sector
Please join with me in the signing of this Resolution
April 11, 2007

14. DWD Efforts
Select Committee on Health Care Workforce Development formed in 2003-key stakeholders:
 Health Care Organizations & Advocacy Groups- home health, nursing homes, & long-term care
 Labor
 Education
 Other government agencies
April 11, 2007

15. DWD Efforts
Workplace Issues - Developing best practices to improve retention rates.
Stronger Data for Planning – To improve projections of health care occupations in demand.
Clinical Site Capacity and potentially developing an on-line product to assist with placement and reservation.
April 11, 2007

16. DWD Efforts Governor Doyle’s Safe Lifting Initiative
$325,000 WIA funds-18 projects around the state
7,500 nurses & other health care workers rec’d training in proper lifting
Employees from Gunderson Lutheran Hospital, La Crosse, demonstrate a safe lifting device to Secretary Gassman
Bureau of Labor statistics-6 of top 10 occupations at highest risk for back injuries are in health care
April 11, 2007

17. Working together keeps our Health Care Workforce #1
April 11, 2007

18. Senator Herb Kohl’s Health Care Agenda
JoAnne Anton
State Director
Senator Kohl’s Office
April 11, 2007

19. Overview of Clinical Placement Issue
Nancy Sugden, Director
Wisconsin Area Health
Education Centers
April 11, 2007

20. Health Workforce Concerns
Changing healthcare needs of the population
Current and projected shortages in the healthcare workforce
Chronic maldistribution of the workforce - number of rural and urban underserved areas (HPSAs)
Limited access of students from minority and rural backgrounds to health professions careers
April 11, 2007

21. Initial Statewide Efforts
April
Formation of Health Care Workforce Coalition
joint project of WHA, AHEC and many other partners
April
WTCS organized conference:
Taking Action! Creating Healthcare Workforce Solutions
Spring
Formation of Governor’s Select Committee for HealthCare Workforce Development
April 11, 2007

22. Initial Statewide Efforts
Health Care Workforce Coalition
early conversations about actions needed to address anticipated shortages
initial focus on health careers recruitment/pipeline, career ladders, apprenticeship programs and longterm care needs
quickly found major roadblock - limited capacity of training programs to expand, in part due to need for clinical placements
WTCS activities
standardization of health professions curricula and pre-requisites across campuses, transferability of courses, development of on-line options, expansion of facilities and use of sophisticated patient simulators
April 11, 2007

23. Academic Program Initiatives
support for health careers activities and pipeline programs in underserved areas and populations
several grant-funded projects focused on increasing the number of masters-prepared nurses available to teach in the health professions programs, especially nursing
NET
SWIFT
LEAP
Other grant-funded initiatives to develop capacity of community-based sites and providers - to provide learning opportunities for health professions students
April 11, 2007

24. Regional Efforts
Development of regional collaborations under leadership of several different groups
Regional AHECs and academic partners:
health careers
continued effort to develop new community-based training sites
Local Workforce Boards giving increasing attention to health workforce issues
Fox Valley Health Care Alliance
La Crosse Health Science Consortium
April 11, 2007

25. Current Status
Diminishing federal grant resources available to academic programs to address healthcare workforce issues (Title VII Health Professions funding)
Increasing appreciation of
the challenge posed by current and impending health workforce shortages
the need for a collaborative, regionally-focused approach with broad external statewide support to get the job done
Must expand capacity for clinical placement
April 11, 2007

26. Clinical Placement What are “clinical placements”?
Coursework involving hands-on, direct care or service
experience and evaluation of the student’s skills,
variously referred to as:
Clinical
Clinical rotation
Clerkship
Fieldwork experience
Community placement
Practicum
Internship
April 11, 2007

27. Clinical Placement Why are clinical placements so important?
Couldn’t we fill the need through expanded use of manikins, clinical simulators and standardized patients?
Students need experiences outside the formal classroom, in community and patient care settings under the supervision of skilled practitioners, to develop their critical thinking and clinical judgment skills and learn to use those skills in a dynamic work environment.
April 11, 2007

28. Clinical Placement What kind of students? What fields?
Technical college associate degree and technical training programs
Undergraduate health professions degree programs
Advanced degree programs
What fields?
Medicine
Dentistry
Nursing
Physician Assistant
Pharmacy
Respiratory Therapy
Radiologic Technology
Nutrition
Social Work
Physical Therapy
Mental Health
-and many others-
April 11, 2007

29. Clinical Placement What kind of facilities?
direct patient care (inpatient or ambulatory)
technical and support services such as: pharmacy radiology dietetics social work
long-term care facilities
mental health facilities
hospice
home health
other community agencies
schools and public health agencies
April 11, 2007

30. Clinical Placement How scheduled? Time blocks of 2 hours to a full day
A few days a week, integrated into a general education curriculum and a regular campus course schedule or
A full-time block of several weeks when students may be engaged in the field experience full time
April 11, 2007

31. Clinical Placement Who teaches and supervises the students?
faculty from the academic program who accompany students to the site or
staff at the clinical site in consultation with a faculty clerkship director who makes occasional site visits
On-site staff are often called preceptors, mentors
or community faculty and may have volunteer
appointments with the academic program.
April 11, 2007

32. Clinical Placement What are the expectations of the student?
The student may be merely observing, or may be participating directly in patient care or service delivery.
The independence expected of the student in carrying out assigned tasks evolves as the student’s training progresses.
Sites and preceptors must be prepared to evaluate the student’s progress and permit increasing responsibility appropriate to the student’s level of development.
April 11, 2007

33. Why initial focus on nursing?
Summer of 2006 survey of health professions programs indicated a need for more clinical placements in many disciplines.
Why initial focus on nursing?
nursing shortage affects so many different care settings and agencies
training site requirements so varied within just one discipline
expectation that lessons learned and regional collaborations developed will speed efforts for other disciplines.
April 11, 2007

34. Nursing Curriculum Diverse curricula, but in general:
ADN and BSN students need 4-5 clinical placements - at least one every semester (except BSN sophomore entry programs).
“One clinical placement” may involve scheduling experience for the student on more than one service within a facility.
Students spend from hours per week at the clinical site, in 2-6 hour blocks of time.
PN, first year ADN and junior year BSN students are taught in groups of 8, usually by a faculty member who travels with the students to the site.
Second year ADN and most senior year BSN programs use preceptors on site for one of the clinicals. The “transition” or “practicum” experiences provide a 1:1 relationship of student to preceptor, and an opportunity for the student to exercise more independence.
April 11, 2007

35. Nursing Clinical Placements Needed
Core clinical skills
Hospitals
Long term care facilities
Community health and service learning
Public health
Community agencies
Other
School health clinics
Mental health facilities
April 11, 2007

36. Challenges for Nursing Programs in Arranging Clinical Placements
Will the patient or client mix at the site meet the needs of the specific component of the training program for which a training site is needed?
Is the site able to provide space for students to meet as a group? Will students be able to access computers and on-line information resources at the site if needed?
Are there staff at the site qualified to teach/precept/supervise students? Can they get release-time for preceptor development activities?
Is housing available on-site if students will be there full time and must travel a distance to the site?
Does the site understand the role of the student as learner, not as an extension of the workforce?
Does the site understand its obligation to provide emergency care for students who become ill or are injured?
What are the requirements of the partnership agencies regarding documenting students, affiliation agreements, and risk management, liability and malpractice issues?
April 11, 2007

37. Challenges for Healthcare Organizations and Providers
Meeting the needs of different occupations, educational programs and levels of student.
Assuring that the patient to student ratio is acceptable and that patients are agreeable to student-delivered/observed care.
Establishing and verifying both school and facility expectations regarding staff role with students.
Coping with the lack of standardization in record keeping processes and expectations among the educational programs.
Providing clinical time around academic program schedules.
Clarifying risk management/liability and all other variables relating to the relationship.
Educating managers and staff regarding their own responsibilities, school expectations and student abilities.
Small or specialty units and facilities far removed from the school location may have additional special issues to address.
April 11, 2007

38. Barriers lack of trained community preceptors with time to teach
barriers of time and distance for students and faculty
limited scheduling flexibility
lack of classroom space and equipment for students at smaller facilities
administrative burden on smaller facilities without an education coordinator
some academic programs are proprietary about sites
unwillingness to change from “the way we have always done things”
April 11, 2007

39. Opportunity to explore these challenges in our regional discussions over lunch
April 11, 2007

40. Update on Nursing Shortage: 2007
Ann Cook, RN, PhD
Board Member,
Wisconsin Center for Nursing
Professor, Columbia College of Nursing
April 11, 2007

41. April 11, 2007

42. Nursing Workforce: National Picture Overall Trends
Shortage easing somewhat?
Latest projection is 340,000 (vs. 1 million) shortfall by 2020
Health Affairs, Jan/Feb 2007: Auerbach, Buerhaus, Staiger
Age of entry into profession has increased
Vacancy rate 8.5% (Down from 13%)
Demand continues to increase
Salary increases have slowed
Aging workforce
Looming PMD shortage = ↑ Demand for NPs
April 11, 2007

43. Current RN Workforce National Sample Survey of RNs: 2004
2.9 million registered nurses
Increase of 7.9% from 2000
2.4 million (83.2%) employed in nursing
Increase of 10% from 2000
58% employed full-time
25% employed part-time
16.8% not employed in nursing
56% employed in hospitals
Decrease of 3% from 2000
11.5% employed in ambulatory care
Increase of 2% from 2000
April 11, 2007

44. Aging Workforce: National Picture
Average age of RNs is 46.8 years
26.6% under age of 40
16.6% under age of 35
2000: 31.7% under age of 40
1980: 40.5% under age of 35
25.5% over age of 54
2000: 24.3% over age 54
1980: 17.2% over age 54
Largest age cohort in 2004 is 45-49
Source: 2004 RN NSSS

45. Age Distribution of RNs in U.S.
Source: National Sample Survey of Registered Nurses: 2004

46. Nursing Workforce: Wisconsin
73,073 licensed RNs (As of Sept. 2006: Dept of Regulation and Licensing)
Estimate 60,000 in workforce (based on National Sample Survey figure of 83%)
41% of RNs work part-time (2004 RN National Sample Survey)
54% of RNs work in hospitals (2001 WI RN survey)
Average age of RNs is 47.6 years
27% of RNs are under 40 years of age
44% of RNs are 50 years or older
Average age of nurse educators is 50.3 years
April 11, 2007

47. Source: WI DWD, Bureau of Workforce Information: 2006
Average in WI = 47.6
46.8 of nurse between ages of 22 and 69
73,073 RNs, 16, 816 LPNs
Statewide employment projections (DWD)
RN is in the top 5 occupations with most job openings
RN is one of top 30 fastest growing occupations
RN are top occupation with most new jobs
Many new jobs in area of Ambulatory Health Care services (medical offices, outpatient clinics and home care services)
Milw Metro area survey: May 2006
RNs had largest number of openings (1,316 – 766 full time – 550 part time
High demand for college educated for specialty, executive and managerial positions
Demand for bi-lingual
Low demand for LPNs
Demand for nurse assistants
Source: WI DWD, Bureau of Workforce Information: 2006

48. Aging Population and Aging RN Workforce
Will there be enough RNs in 2015 and 2020 to care for you and your family?
Aging Population and Aging RN Workforce
Increased demand in outpatient, home health, long term care, hospice settings
Impact of technology
Could make nurses more efficient and able to manage more patients
Could also increase demand
April 11, 2007

49. Employment Projections Office of Economic Advisors, WI DWD, July 2006
RN is one of top 5 occupations with most openings
RN is one of top 30 fastest growing occupations
RNs are the top occupation with most new jobs
From : 26,100 jobs (2,610/year)
16,000 new jobs
10,000 replacements
Many new jobs are in Ambulatory Health Care Services
April 11, 2007

50. Current State Demand: RN Jobs
Based on quick web site search – 3/26/07
Approximately 1000 RN openings
Many openings required advanced education or specialty area experience:
Nurse Practitioner
Clinical Nurse Specialist
Critical Care or ER
Hospice and home care
Surgery services
Behavioral health
Floating or PRN pool
Management
Long term care
April 11, 2007

51. Contributing Factors: Supply
Increasing supply now
School enrollments increased after 2000
Partnerships between clinical settings and nursing schools
Increasing options for students to enter profession
Johnson & Johnson campaign
Decreasing supply in future
Aging nursing school faculty
Increased average age of nurses
Increased number of RNs retiring in next ten years
April 11, 2007

52. Contributing Factors: Demand
Increasing elderly population
Outpatient services
Long term care and home-based services
Physician office practices
Nurse Practitioners: Acute care and Community Clinics
Specialty areas: Surgery, Oncology
Management
Faculty
April 11, 2007

53. Wisconsin Residents 1 in 8 residents over age 65 in 2005
1 in 6 in 2020, 1 in 5 in 2030
Age group grew by 27% from
Those 64 in 2005 will be 79 in 2020
Many nurses in this group
Age group 85+ grew by 22% from
Fastest growing age group
(Health Care Wisconsin: Report from the Governor's Health Care Workforce Shortage Committee, 2005; Wisconsin Department of Health & Family Services)
April 11, 2007

54. Faculty Shortages: National
Vacancy rate of 7.9% in BSN and graduate programs – most positions required a PhD (AACN, 2006)
Vacancy rate of 5.6% in associate degree programs (NLN, 2006)
Nursing schools turned away > 41,000 qualified applicants for baccalaureate and graduate programs (AACN, 2006)
Insufficient faculty, clinical sites, classroom space, clinical preceptors and budget constraints
Troubling Trends: (NLN, 2006)
Increase in part-time faculty
Aging of faculty
Decrease in doctorally prepared faculty
April 11, 2007

55. Faculty Shortage: WI Vacancy Rate as of October 2006: 6%
BSN and graduate programs: 9%
Associate degree: 2.4%
Projected Retirement in next 5 years
Administrative positions: 23%
Faculty positions: 18%
Source: Survey conducted by Wisconsin Center for Nursing, 2006
April 11, 2007

56. Nursing Schools Have Responded
– National (AACN, 2006)
Enrollment increased by 57% in generic entry level BSN programs
Graduation increased by 37.7%
– Wisconsin
NCLEX first time pass rate increase by 45%
Associate degree increase 49%
BSN increase by 39%
UW Schools by 37%
April 11, 2007

57. Nursing School Strategies
Clinical simulations
Collaborative learning environments
Distance education
Sharing of resources
Academic-service partnerships
More part time, temporary, & adjunct faculty, faculty overload
April 11, 2007

58. Question for WI: Will Supply=Demand?
WI does not have coordinated, systematic method of collecting nurse workforce data
Supply
Demand
Without this information - cannot develop a plan to meet the needs of the citizens of WI
Healthcare marketplace is slow to respond to needs
Marketplace creates surpluses and shortages that do not meet needs of population
Specialty areas
Geographical areas
April 11, 2007

59. WI: Prepare for the Future
Need to answer these questions:
Is the supply of nurses adequate to meet the health needs of the citizens of WI?
Does the nurse workforce have the right skills and education to provide quality care in the right locations and specialties?
Does the nurse workforce reflect the cultural and racial make-up of the state?
WI must have basic nurse workforce data
Supply: Demographics, Work settings, Education, Hours of work
Demand: Across all settings: available positions and requirements, turnover and vacancy rates, projected needs
April 11, 2007

60. Please be back in 10 minutes
Break
Please be back in 10 minutes
April 11, 2007

61. Fox Valley Healthcare Alliance (FVHCA)
Retirement and Departure Intention Survey Data & Clinical Placement Efforts
Presenters: Cheryl Welch and Norma Tirado
April 11, 2007

62. FVHCA Partners: ▪ Affinity Health System ▪ Ripon Medical Center
▪ Agnesian HealthCare ▪ UW-Fond du Lac
▪ Aurora Health Care ▪ UW-Fox Valley
▪ BrightStar Health Care ▪ UW-Oshkosh
▪ Circle of Care Co-op ▪ Winnebago County Health Department
▪ Community Health Network: ▪ Wisconsin Center for Nursing
Berlin
▪ Fox Valley Technical College
▪ Fox Valley Workforce Dev. Board
▪ Marian College
▪ Moraine Park Technical College
▪ Northeast WI AHEC
▪ Park View Health Center
April 11, 2007

63. Clinical Placement Efforts of the FVHCA
April 11, 2007

64. They centered around the areas of: 1) Preceptors
From an October 2006 FVHCA Clinical Placement Summit, the three top issues surrounding clinical placements, were identified by attendees.
They centered around the areas of:
1) Preceptors
Uniformity/Standardization
3) The vast number of clinical placement requests (most wanting the same time/place)
April 11, 2007

65. Three workgroups were formed for each “issue” and brainstorming started immediately!
During the next 6-9 months, the Preceptor Committee (#1) will focus their efforts on:
Preceptor education (What is a preceptor? What qualities/skills should someone have? How do we promote/market being a preceptor?)
Uniform evaluation (of preceptors and of the entire experience, so preceptors have a “voice”)
Recognition (reward system, what would a preceptor appreciate as a token of thanks? Luncheon? Preceptor of the year? Pin for nametag? Gift certificates?)
April 11, 2007

66. Uniformity/Standardization committee’s (#2) areas of concentration:
A Universal/Uniform orientation across area facilities
Development of a Skills Checklist (For precepted experiences, will help everyone know what a student can really do)
Consistency in what area facilities require from students (paperwork, healthcare requirements, etc.)
Development of a concise, collaborative process of how to submit and request a clinical.
April 11, 2007

67. And finally, the Clinical Placement subcommittee (#3) will work on:
Researching innovative clinical placement models that promote thinking “outside the box.”
Data gathering: (Need to know what schools and healthcare facilities want/need/already do/can do to identify matches and mismatches)
Securing funding for possible projects:
Simulation center for all to share
On-line clinical placement system
April 11, 2007

68. Each workgroup meets 1-2 times before each full FVHCA meeting and reports on its progress, while also asking for input/ suggestions from all members.
A Partial List of Successes to date:
* Development of FVHCA website:
* Job shadow requirements/paperwork has been standardized with major healthcare systems involved.
* Healthcare requirements have been standardized.
* Criminal background check group has been formed as a resource for schools.
April 11, 2007

69. Retirement and Departure Intentions Survey
Our goal was to gather relevant data to identify the specific healthcare workforce needs (in all areas, not just nursing) for the seven county region of the Fox Valley WDA: Calumet, Fond du Lac, Green Lake, Outagamie, Waupaca, Waushara, and Winnebago Counties.
April 11, 2007

70. Update/Results:
Survey of nearly 7,800 Fox Valley healthcare employees.
Six healthcare organizations represented in initial data.
Averaged 60% response rate.
Margin of error +/- 0.5% (finite population calculation)
A total of 7,753 responses were received from nearly 13,200 sent out.
April 11, 2007

71. Respondent Demographics
70% full-time employees
Occupational setting:
22% Registered Nurses
6% Nursing Aide/Assistant/Attendant
5% Licensed Practical/Vocational Nurse
4% Medical Transcription/Coder
3% Medical Records/Health Information Technician
Employment Setting:
47% work in hospitals
29% work in clinical outpatient
7% long-term care.
Years of healthcare employment
25% - 5 years or less
45% - 6 to 20 years
30% - more than 20 years
April 11, 2007

72. Retirement Intentions
ALL
RNs
LPNs
CNAs
< 1 year 1%
.6%
.5%
.7%
1-5 years
10% 8%
13% 7%
6-10 years
15%
14.5%
22%
11%
11-15 years
17%
20%
19%
14%
Within 10 years
26%
23%
36%
Within 15 years
43%
55%
33%
Notice that RNs and CNAs will be retiring at a lesser rate than the general healthcare workforce, while LPNs will be retiring much faster.
April 11, 2007

73. Major factors in retirement decision
Of respondents 5 years or less from retirement
Financial security at time of retirement (59%)
Reaching appropriate retirement age (41%)
Reaching eligible retirement age (40%)
Desire to pursue leisure activities (36%)
Job stress/pressure (34%)
April 11, 2007

74. Departure Intentions Just under 4% plan to leave within 24 months.
2% of RNs
2.9% of LPNs
5.9% of CNAs
Major reasons in departure decision:
45% insufficient salary and benefits
42.5% desire for a career change
39% job stress / pressure
31% emotional demands of the job
April 11, 2007

75. Healthcare Staffing Assessment~ still working on it!
These surveys will:
Assess current number of positions staffed and the age ranges of employees at each facility.
Assess anticipated staffing level changes over the next 5 years.
A total of 7 occupational clusters and a miscellaneous cluster.
These surveys are completed by individual HR departments.
April 11, 2007

76. Jen Meyer at the Fox Valley Workforce Development Board
Any Questions?
For more information, please contact:
Cheryl Welch or
Jen Meyer at the Fox Valley Workforce Development Board
(920) or
April 11, 2007

77. Western Wisconsin Clinical Placement
La Crosse Medical Health Science Consortium
Mary Lu Gerke, RN, PhD
April 11, 2007

78. Shortage of Clinical Sites
Bring the Stakeholders to the Table
Schools of Nursing
Western Technical College
UW- Western Campus
Viterbo University
Winona State University
Representatives of Clinical Sites
Franciscan Skemp
Gundersen Lutheran
Tomah Memorial
VA Medical Center
Onalaska Care Center
Mile Bluff Medical Center
Vernon Memorial Hospital
Professional Organization
Wisconsin Hospital Association
April 11, 2007

79. Create the Vision – Set the Target
Expand the number of clinical sites in the regional areas
To better facilitate nursing clinical site scheduling
To increase the amount of nursing faculty available
April 11, 2007

80. What’s the Process Assess/Analyze Capacity – Demand Ratio
Assure Competent Preceptors
Develop a Memorandum of Agreement with
Academic and Service Facilities
Standardize Contracts
Create Software Data House
Develop a Clinical Placement Center
April 11, 2007

81. Assess the Capacity - Demand
Created a data base with all hospitals, nursing homes, community health agencies, any potential clinical site in 20 counties
Total = 202 potential sites
Created a Survey regarding Clinical Site and Preceptor Availability (See handout)
Mailed out survey – 50 completed – mail out reminders after two weeks 65 to date response
April 11, 2007

82. On Line Preceptor Training
Telehealth grant dollars from the LMHSC
30 students for the Winona online preceptor program
30 students for the UW-Madison online preceptor program.
April 11, 2007

83. Create an Agreement Sign by partners – academia – service
To continue to the next steps
Human resources to work on development
Seeking funding for a Clinical Placement Center
April 11, 2007

84. Development of a Clinical Placement Website
Contract with Web Master – Ken Graetz
Estimate Cost – $16,000 – $20,000 initial build and start up
Need to Determine On-going structure & cost
April 11, 2007

85. Status of Software Programming
Ken Graetz
E-Learning Director
Winona State University-Minnesota
April 11, 2007

86. Supporting Online Collaboration
Easy collaboration and coordination are the keys to supporting clinical placement
The challenge is not as much technical as it is human
What is needed
Flexible online tools that allow partners to collaborate and coordinate efforts themselves
Build capacity to collaborate at a distance
April 11, 2007

87. Online Community Pilot
12 partners
Tools
Microsoft SharePoint
Adobe Acrobat Connect Professional (Breeze)
Use tools to
Allow partners to build the solution that best meets their needs
Allow partners to support the process themselves without hefty license fees or a lot of maintenance
Provide a framework and capacity for further collaboration
April 11, 2007

88. An Online “Communispace”
April 11, 2007

89. Collaborative Documents
April 11, 2007

90. Meeting at a Distance
April 11, 2007

91. Clinical Placement On-line Software
Elizabeth Biel
Program Planning and Development Director
Healthcare Education-Industry Partnership-Minnesota
April 11, 2007

92. Please be back in 25 minutes
Box Lunches
Please be back in 25 minutes
April 11, 2007

93. Small Group Discussion
April 11, 2007

94. Group Report Outs
April 11, 2007

95. Next Steps
April 11, 2007

96. Resolution Signing
April 11, 2007

97. Thank you for your Participation
April 11, 2007