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Texas Center for Nursing Workforce Studies Update Report

Texas Center for Nursing Workforce Studies Update Report. Deans & Directors Meeting October 15, 2010 Presented by Aileen Kishi, PhD, RN, TCNWS Program Director www.dshs.state.tx.us/chs/cnws/. Texas Center for Nursing Workforce Studies Introduction of Staff. Dr. Mary Benton

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Texas Center for Nursing Workforce Studies Update Report

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  1. Texas Center for Nursing Workforce Studies Update Report Deans & Directors Meeting October 15, 2010 Presented by Aileen Kishi, PhD, RN, TCNWS Program Director www.dshs.state.tx.us/chs/cnws/

  2. Texas Center for Nursing Workforce Studies Introduction of Staff Dr. Mary Benton Pamela Wiebusch Michelle Kim Please stop by to see the TCNWS exhibit and to talk with the TCNWS staff

  3. 2010 Board of Nursing’s RN, VN and APRN NEPIS & CANEP • Deadline dates to remember: • October 15, 2010: all RN, VN, APRN NEPIS & CANEP surveys due. • December 15, 2010: deadline for making corrections and changes to the data. • Be careful who you delegate the completion of the surveys. Important that the NEPIS & CANEP be completed accurately. • Required to report admission of new enrollees and graduation data to the Coordinating Board. • This data will be used to calculate funds to SONs and college & university presidents will be notified. • Prior to December 15th, TCNWS staff will be involved in identifying discrepancies and validating data. • After December 15th no correctionsor changes will be made.

  4. Where Are We on Supply of Nurses? • 93 professional nursing programs in Texas for AY 2009: • 2 diploma, 61 ADN (includes 9 LVN to ADN programs), 29 BSN, and 1 alternate entry MSN programs • An increase of 2 generic ADN programs from AY 2008 Border Counties (32)

  5. Where Are We on Supply of Nurses?Qualified Applicants • Number of qualified applicants decreased by 1% in AY 2009 (21,137). • Highest number of qualified applicants were offered admission in AY 09 than any year since 2001 (12,443). • In AY 09, QANA was 41% - similar to AY 07 & AY 08.

  6. Where Are We on Supply of Nurses?First Year Enrollment Trends 2001 - 2009 • 1st year enrollment increased 2.7% for all programs from AY 08 to AY 09. • BSN 1st year enrollment increased 5.7% and ADN increased 2.7% from AY 08 to AY 09. • 1st year enrollment increased 61% from AY 01 to AY 09.

  7. Where Are We on Supply of Nurses?Graduation Trends 2001 - 2009 • Number of graduates increased 6.8% for all programs from AY 08 to AY 09. • Annual increase in graduates was 8.2% in BSN programs and 7.1% in ADN programs. • The number of graduates increased 81.2% from AY 01 to AY 09. • Total of 55,694 graduates over this 9 year period.

  8. Where Are We on Supply of Nurses?Projected Supply of RN Graduates 2007 - 2020 Adjusted Projection of Supply of Graduates 1 Texas Center for Nursing Workforce Studies, The Supply of and Demand for Registered Nurses and Nurse Graduates in Texas, November 1, 2006, Electronic Publication No. E25-12513, http://www.dshs.state.tx.us/chs/cnws/SB132rep.pdf. 2 Texas Team Addressing Nursing Education Capacity, Texas Nursing: Our Future Depends On It, A Strategic Plan for the State of Texas To Meet Nursing Workforce Needs of 2013, December 2008, accessed on January 9, 2009 at http://www.dshs.state.tx.us/chs/cnws/TexasTeam/TexasStrategy.pdf.

  9. Where Are We on Supply of Nurses?Projected Supply of RN Graduates 2007 - 2020 Based upon the 8,211 graduates in AY 09: • Need to double the number of AY 09 graduates to meet target goal of 15,199 new graduates in 2013. • Need to triple the number of AY 09 graduates to meet target goal of 24,870 new graduates in 2020.

  10. Where Are We on Demand for Nurses?Recruitment of Nurses & the Economic Recession • 2010 Hospital Nurse Staffing Study • 53% (188) hospitals reported recession had no effect on staffing and hiring of newly licensed RNs. • 11.8% (42) hospitals reported recession made hiring of newly licensed RNs easier due to: • Increased number of applicants • Increased number of newly licensed RNs from out of state • Fewer available positions

  11. Where Are We on Demand for Nurses?Recruitment of Nurses & the Economic Recession • 2010 Hospital Nurse Staffing Study (con’t) • 16% (57) hospitals reported hiring fewer newly licensed RNs due to fewer applicants or budget cuts. • Hospitals in metro counties reported easier time recruiting newly licensed RNs compared to those in non-metro counties. • Majority of hospitals in all regions reported difficulty in recruiting experienced RNs.

  12. Where Are We on Demand of Nurses?Recruitment of Nurses & the Economic Recession • 2010 Hospital Nurse Staffing Study (con’t) • 51% (181) hospitals reported an increase in budgeted RN FTEs. • 11% (40) hospitals reported a decrease in budgeted RN FTEs. • 38% (134) hospitals reported no change in budgeted RN FTEs. (n = 355 hospitals who responded)

  13. Where Are We on Demand for Nurses?Vacancy and Turnover of RNs • 2010 Hospital Nurse Staffing Study (con’t) • Demand for RNs in hospitals have decreased from 2008 to 2010 as evidenced by: • Texas’ RN position vacancy rate 11.2% in 2008 as compared to 6.8% in 2010. • Florida’s RN vacancy rate is 4.6%. • California’s RN vacancy rate is 3.3%. • Texas statewide vacancy rates were high in long term care and public health facilities in 2008: • Long term care RN vacancy rate: 22.4%. • Public health RN vacancy rate: 22.6%.

  14. Where Are We on Demand for Nurses?Vacancy and Turnover of RNs • 2010 Hospital Nurse Staffing Study (con’t) • Median turnover rates in Texas hospitals • 20% for RNs. • 20% for LVNs. • 26.7% for nurse aides. • Other states’ turnover rates: • Florida’s RN turnover rate is 16.3%. • California’s RN turnover rate is 2.2%. • The high hospital turnover rates indicate retention of nurses continues to be an issue. • It is also an economic issue: 283 hospitals report at least $451.2 million spent to provide 11.6 million hours of interim staffing coverage.

  15. 93 Professional Nursing Programs in AY 2009 • 75% FT faculty and 25% PT • Median budgeted FTE positions per program = 17 in AY 2009 & 2008 • Very little change in median budgeted FTEs in AY 2007 and 2006 Data source: 2009 Nursing Education Survey done in collaboration with Texas Board of Nursing

  16. Faculty Vacancy & Turnover • In AY 2009, faculty vacancy rate was 5.3% as compared to 5.9% in AY 2008. • ADN vacancy rates higher than BSN programs in all reported years except 2002. • In AY 2009, faculty turnover rate was 13% as compared to 12.1% in AY 2008. • 74 of 87 programs (85.1%) indicated non-competitive salary as one of the major barriers to recruitment of faculty.

  17. Faculty Demographics: Age • In AY 2009, faculty age (n=2369) ranged from 24-87 years. • Median age was 52; mean age = 54. • 22.8% were under age of 45. • 65% of faculty are 50 or older and will be eligible for retirement now and during the next 12 years.

  18. Educational Preparation of Faculty • 78.1% (1,886) of nursing faculty have MSNs. An increase of 5% points from 2008 to 2009. • There is an increase of 76 more faculty with Doctoral degrees from 2008 (371) to 2009 (447). • 334 of the 447 (74.7%) faculty with a Doctoral degree teach in a BSN program.

  19. Educational Pipeline Trends 2007 2009

  20. Is There Still a Nursing Shortage? • Buerhaus et al. (2009) reports that while the recession is providing an ease in the current shortage of RNs in many areas of U.S., this provides an opportunity to strengthen the current nursing workforce and expand the long-term supply of nurses.

  21. Is There Still a Nursing Shortage? • With the increase in the aging population; the number of uninsured and underinsured citizens needing health care; the level of care needed for those who are critically and chronically ill; a greater need for primary care, health promotion and disease prevention to a diverse population in underserved areas of Tx; as well as the impact that implementation of Health Care Reform legislation will have, the demand for more RNs, APRNs & nursing faculty will increase.

  22. Is There Still a Nursing Shortage? • We now have the opportunity to strengthen the current nursing workforce and expand the long-term supply of nurses by: • Removing structural & social barriers to increase capacity & number of graduates including the need to preserve nursing education budgets. • Improving work & practice environments through recruitment & retention measures. • Addressing safety & quality issues. • Opening educational pipelines & removing barriers for nurses to continue their education.

  23. For further information or questions can contact: Aileen Kishi, PhD, RN (512) 458-7111, Ext. 6723 aileen.kishi@dshs.state.tx.us

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