Future of Nursing Q&A. Have more questions, ask them here.
The IOM’s Future of Nursing report has been called “groundbreaking,” “a revolutionary call to action,” and “an evidence-based road map.” Recently, over 100 AAMC nurses gathered at Nursing Grand Rounds to learn more about a topic that is making health care headlines all over the nation: “The future of Nursing Report: What is nursing’s role in this revolutionary health care reform.” The key message?
-Nurses should practice to the full extent of their education and training.
-Nurses should achieve higher levels of education and training through an improved education system that promotes seamless academic progression.
-Nurses should be full partners, with physicians and other health care professionals, in redesigning health care in the United States.
-Effective workforce planning and policy making require better data collection and an improved information infrastructure.
Nurses were invited to write down questions for an open mic session at the end of the presentation. Answers are posted here. If you have questions not addressed here, add them to the comments section below.
I recall a previous effort to encourage BSNs, about 12 years ago, that did not seem to come to fruition. Why wasn’t that initiative effective and what will be different about this current initiative?
Past discussions to promote a BSN at the educational requirement for entry into nursing practice have been stalled for many reasons. Chiefly because of the efforts may have been promoted by factions within the nursing profession and were not inclusive of all the variables. This creates substantial barriers to the effort, even today. The IOM effort has the support of academia, healthcare providers, and policy makers. It is a well thought out list of recommendations that have been passed on to state coalitions. The recommendations take into account the need for ADN nurses, yet offers evidence for the need to encourage the continued education of the nurse to the BSN level. The recommendation places ownership to encourage nurses toward lifelong learning on all stakeholders in the healthcare industry. –Irma Holland, MSN, RN (Director of Clinical Education & Professional Development)
Will tuition reimbursement for AAMC employees’ children be coming soon as part of our partnership with AACC? At this time, tuition reimbursement for employee’s children is not available. –Nancy Lutrell (Vice President Human Resources) and Beth Batturs, MSN, RN (Director of Nursing & Healthcare Initiatives, Anne Arundel Community College)
Are there tuition reimbursement benefits for nursing instructors at AACC? Yes, tuition is waived for AAMC staff who work as adjunct faculty at AACC and also take courses at AACC. –Beth Batturs, (Director of Nursing & Healthcare Initiatives, Anne Arundel Community College)
There are very few options for MSN preceptors at AAMC. What goals are in place to help facilitate an MSN residency/practicum? Our MSN prepared nurses are widely dispersed and growing in number every year. We are in the process of putting together a list of possible MSN preceptors and will post this on the nursing web site by the beginning of May. Until then, contact Monica Mewshaw at x1535 if you are seeking a practicum placement. –Sandy Fox, MSN, RNC and Monica Mewshaw, MSN, MPH, RN (Clinical Education and Professional Development)
Can you expand on what the recommendations and processes for a nurse residency entails? The recommendation for residency programs entails hospitals providing Nurse Graduates with a standard program for orientation and integration into the profession. This is an evidence-based clinical, professional and personal support system that helps new nurses transition from student to confident nursing professional. –Irma Holland, MSN, RN (Director of Clinical Education & Professional Development)
What is the difference between a nurse residency program and orientation? A nurse residency program is equivalent to AAMC’s Nursing Graduate Internship program. The goal of this 18 month internship program is to provide support to new graduate nurses as they enter into practice, preparing them with skills they need to be successful members of the nursing profession and of the health care team. Mentors are paired with new graduates during these 18 months to provide support and advice from an experienced nurse off the unit. The orientation is a part of the internship and starts on the date of hire and last 12-16 weeks. During orientation, a unit preceptor (an experienced competent nurse) works with new graduates to teach and fine-tune the fundamental skills her or she needs at the bedside. –Irma Holland, MSN, RN (Director of Clinical Education & Professional Development).