Goal 1: In collaboration with other nursing groups, lead the coordination of data collection and analysis and provide recommendations for the future of the nursing workforce
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Strategies |
Outcomes |
Time line |
1.1 Participate in the development of a national minimum data set for nursing
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- Wisconsin nursing workforce data will be compared to national data
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1.2 Participate in the development of an infrastructure to provide timely, accessible and ongoing collection and analysis of Wisconsin nursing workforce data
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- Infrastructure to support the collection and analysis of nursing workforce data will be funded
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1.3 Support and advance legislation to require nurses to provide information to the Board of Nursing |
- Survey of RNs will occur with licensure renewal in 2010
- Survey of LPN data will occur with licensure renewal in 2011
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1.4 Work with Wisconsin DWD to compile and analyze RN and LPN survey data to forecast nurse supply and demand |
- RN and LPN survey data will be analyzed to forecast nursing needs and to make nursing workforce projections
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1.5 Review 2010 RN data and develop recommendations to increase nursing capacity |
- Supply of RNs and LPNs will meet the demand for nurses in Wisconsin
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1.6 Develop a statewide strategic plan for the nurse workforce |
- There will be an adequate, well prepared nursing workforce to meet the health care needs in Wisconsin
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1.7 Develop measures to evaluate the strategic plan |
- Strategic Plan will be evaluated and documented using appropriate measures
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Goal 2: Lead, plan and coordinate the future of nursing education capacity in Wisconsin through collaboration among ANEW, WONE,WNA, WLN, and WLPN, and state agencies and other organizations as appropriate
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Strategies |
Outcomes |
Time line |
2.1 Determine key outcomes and priority focus for the plan. (faculty, enrollment, capacity, diversity, pathways)
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Outcomes and template established
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Dec 2009
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2.2 Work with the Center to Champion Nursing at the national level in an effort to benchmark other state educational capacity plans. Share and review State plans.
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Benchmarking complete
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January 2010
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2.3 Identify key point person for the collaborative state nursing organization
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Members identified and linkages clear.
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February 2010
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2.4 Identify resources (financial and other) to assist with plan development
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Resource plan in place and updated q 6 months
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March 2010
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2.5 Appoint team for initial strategic planning retreat
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Team appointed
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March 2010
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2.6 Work with UW System , vocational and private educational
leaders to collaborate on strategic nursing plans
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Review plans and incorporate key learnings
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2.7 Utilize asset mapping for WCN and Team Wisconsin as part of strategic development. Share example from North Dakota
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key findings incorporated into updated plan
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ongoing
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2.8 Work with regional collaborative and DWD to determine nursing projected RN,LPN, and APN demand
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October 2010
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2.9 Review analysis of results from surveys, retirement surveys, faculty surveys and demand analysis to project and model future RN workforce needs
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Targeted need identified
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October 2010
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2.10 Strategic planning retreat held with key stakeholders for education
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Shared vision and key educational tactics
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Fall 2010
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2.11 Hold statewide leadership meeting to assist in stakeholder support and development of plan based on vision and key educational tactics from retreat
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Statewide meeting complete
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December 2010
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2.12 Complete written strategic plan and implement communication plan for the dissemination of the report
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Report published
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March 2011
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2.13 Implement key strategies to establish integrated network of nursing education through multiple pathways using national best practices including use of dual enrollment
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Increase capacity to meet demand by 2012
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July 2012
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Goal 3: Advance nursing leadership development |
Strategies |
Outcomes |
Time line |
3.1 In collaboration with the Wisconsin Organization of Nurse Executives, create a Wisconsin Nursing Leadership Academy |
- Visible group are committed to succession planning for leaders in Wisconsin
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3.2 Identify and support nurses from rural areas, long term care and underrepresented groups so they may pursue leadership opportunities |
- Access to leadership training is improved
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3.3 Support the development of accessible credit and non-credit leadership courses |
- Number of leadership programs in Wisconsin is increased
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3.4 Develop a web-based clearing house that will serve to connect nurses and educational opportunities, experts and information on leadership development |
- Best practice guidelines on leaders is easily accessible
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3.5 Seek a source of ongoing funding to support leadership development |
- Ongoing operation that supports the development of nurse leaders is sustained
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Goal 4: Develop a sustainable model for the Wisconsin Center for Nursing |
Strategies |
Outcomes |
Time line |
4.1 Determine feasibility of licensure fees and/or state budget allocation to fund operations
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- Funding stream is determined to cover operational budget
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4.2 Solicit donations from nurses and other stakeholders in nurse workforce
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4.3 Identify and apply to appropriate Foundations to fund operations |
- All Wisconsin nurses know about WCN
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4.4 Develop marketing materials for WCN |
- WCN contacted for information regarding nursing workforce
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4.5 Develop communication plan for WCN |
- WCN invited to speak at conferences
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4.6 Write monthly column for Nursing Matters |
- Nursing Matters includes monthly column about WCN
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4.7 Website fully developed and regularly updated |
- Number of "hits" to website increased
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Ongoing |
