1. CAPACITY: FACULTY SHORTAGES: UTILIZING HOSPITAL FACULTY KAREN M. SOLT, MEd ASSOCIATE DEAN, HEALTH SCIENCES COLLEGE OF DUPAGE

2. 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

3. 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

4. FIRST INITIATIVE (con’t)  Maintain pipeline of nurses for area employers  Attempt to address projected future shortages of RNs

5. RESOURCE ISSUES  Classroom space  Laboratory space  Adequate numbers of clinical sites  FACULTY TO TEACH !!  HLC formed sub-committees to address resource issues

6. 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

7. 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

8. 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

9. 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

10. 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

11. 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

12. USE OF FUNDS  Faculty (leased MSNs) salaries  Supplies for students lab activities  Payment for full-time faculty member’s oversight of leased faculty

13. 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

14. 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

15. 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

16. 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

17. BARRIERS & CHALLENGES  Culture differences  Communication  Time involved in class preparation  Standardization of curriculum  Mentoring program  Increased clinical hours in second year

18. SUCCESSES  We went ahead and did it !!  Additional 21 students will graduate in May  Successful model  Partnerships with facilities/working together

19. 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

20. Questions?