Goal 1 — Leadership: Lead the coordination of data collection and analysis regarding the nurse workforce and advance nurse leadership in healthcare system design and health policy.
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Strategies |
Outcomes |
Time line |
1.1 Determine method and accountability for collection and analysis of nursing workforce data (include supply and demand).
- Meet with stakeholders to develop plan for 2007 survey
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Nursing workforce data will be collected biannually. RN data will be collected in 2007-08 and LPN data 2008-09.
2007-08 survey will have response rate of 70% |
Third Quarter 2007 |
1.2 Create a database of nurse leaders and their involvement on community or state boards. Distribute and publicize this list.
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Increase the number of nurses appointed to community and state boards |
Second Quarter 2007
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1.3 In partnership with W-ONE, develop strategies to positively influence nurse’s attitudes toward pursuing nursing leadership positions. |
Strategies developed in partnership with W-ONE |
First Quarter 2007
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Goal 2 — Nurse Education: Assure the right mix and appropriate number of faculty and graduates from nationally accredited nursing programs.
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Strategies |
Outcomes |
Time line |
2.1. Administer survey of faculty supply and demand
2.1.2 Write report
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Survey completed, results compiled and distributed as part of Nurse Educator Task force report. Publish results in “white paper” and on the website.
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October 2006
December 2006
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2.1.3 Implement recommendations from Nurse Faculty Shortage Task Force
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Task force assignments are completed.
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First Quarter 2007
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2.2. Conduct survey every four years of all employers of nurses to determine workplace demand by type of education preparation and specialty.
2.2.1 Use survey information to assist nursing school programs in planning curriculum and preparing nurses for the positions available in the workplace.
2.2.3 Hold joint planning session with educators and practice leaders
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Employer survey conducted and information and shared with ANEW and practice leaders.
Survey information used by schools for curriculum planning.
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Second Quarter 2007
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Goal 3 — Practice: Nursing care will be delivered in all settings using evidence-based practice and innovative care delivery models that improve patient safety and health outcomes, enhance the work environment and improve nurse satisfaction. |
Strategies |
Outcomes |
Time line |
3.1 Create a Professional Development Leadership Institute for staff nurses that develops competency in the implementation of EBP practice in care settings.
- Identify faculty and create curriculum
- Held in all regions of the state
- SE WI first region
- Revise content and move to other regions
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Increase number of staff nurses knowledgeable re: implementation of EBP.
Educational offerings in all regions of the state |
Third Quarter 2007
First Quarter 2008 |
3.2 Identify innovative models of care delivery or partnerships across the state (i.e. Planetree hospitals, ANEW faculty collaboration |
Data base of innovative models is developed.
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First Quarter 2007
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3.2.1 Identify outcomes of models or partnerships |
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3.2.2 Disseminate and promote adoption of innovative models with excellent outcomes |
Models highlighted on website. |
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Goal 4a — Recruitment: The nurse workforce will represent gender, ethnic and racial diversity of the communities we serve. |
Strategies |
Outcomes |
Time line |
4a: Recruitment:
4.1 Collect data on current activities in the area of recruitment of young people to nursing by:
- AHEC
- Mount Mary
- Marquette
- Eau Claire
- Columbia - St. Mary’s
- DWD
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An inventory of current recruitment activities will be developed and shared via the WCN website.
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Second Quarter 2007
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4.2 Identify and inventory other recruitment plans:
- Boot camps for guidance counselors
- In Roads
- High school youth options programs
- Youth volunteer programs
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4.3 Identify how success of programs is measured and create data base of best practices. |
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Goal 4b — Retention: Health care environments will demonstrate characteristics to support satisfaction and retention of nurses. |
4b: Retention: |
Best practices will be identified and replicated.
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4.4 Conduct survey of turnover rates in health care facilities including long-term care, hospitals, and home care
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Best Practices for Retention document will be developed
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Third Quarter 2007
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4.5 Facilitate staff nurse focus groups to identify reasons they remain at facility.
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4.6 Identify employers with good retention rates and identify best practices. Examples:
- Magnet hospitals
- Organizations who “live” their philosophies
- Servant Leadership organizations
- Communication strategies
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4.7 Identify characteristics/reasons for staff turnover at:
- 1-2 years
- > 5 years
- > Long term employees
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Retain nurses of retirement age
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Determine average age of retirement
Identify organizations who have strategies to retain nurses in bedside care near retirement age |
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Goal 5: Develop a sustainable model for the Wisconsin Center for Nursing |
Strategies |
Outcomes |
Time line |
5.1 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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5.1.2 Solicit donations from nurses and other stakeholders in nurse workforce
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5.1.4 Identify and apply to appropriate foundations to fund operations.
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All WI nurses know about WCN
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Fourth Quarter 2006
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5.1.5 Develop marketing materials for WCN
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WCN contacted for information re: nursing
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Fourth Quarter 2006
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5.1.6 Develop communications plan for WCN
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WCN invited to speak at conferences
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5.1.7 Monthly column in Nursing Matters |
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5.1.8 Web site fully developed and regularly updated |
Number of “hits” to website |
Ongoing |
