Issue link: https://digital.copcomm.com/i/1241832
Robyn M. Nelson, RN, Ph.D., MSN Dean, College of Nursing West Coast University Nurse staffing challenges will increase if academia is unable to pre- pare sufficient new graduate RNs. There's no shortage of applicants: According to the American Association of Colleges of Nursing, bac- calaureate and graduate nursing programs turned away more than 75,000 qualified applicants in the 2018–19 school year. Unfortunately, there are many factors limiting nursing school capaci- ty, including insufficient faculty and clinical sites that are already popping at the seams with students. Schools will need to consider what creative strategies could be used to fill faculty vacancies (there is a significant disparity between the salaries of RNs in service and those in academia), but the clinical site situation could be improved if the BRN would approve the use of simulation for up to 50 percent of clinical practice time (which would NOT impact clinical competency!). Lack of preceptors is also a concern. A clinical preceptor is a valu- able mentor to the nursing student. Service and academia need to look at why there are insufficient preceptors and what can be done to change that. There are many possibilities: reward and recognition for RNs who assume the preceptor role; courtesy titles from academia; or even requiring RNs to serve as preceptors as part of their annual performance review. It's all about math: More preceptors means more graduates, which means more staff. Source: http://lippincottsolutions.lww.com/blog.entry. html/2017 / 11/27/recruiting_retaini-iysQ.html Denise Robinson, RN, DNP, MPH, WOCN Chief Nursing Officer Loma Linda University Medical Center One of the many challenges we face is the growth we've seen in our patient population, which will certainly increase further as we move into our new hospital and attract new patients. California patients are challenging, so maintaining the level of care we provide as our vol- ume increases is key. Irena Zuanic, RN, MSN, NEA-BC Vice President / Chief Nursing Officer PIH Health Good Samaritan Hospital The biggest nurse staffing challenge from my perspective is succes- sion planning, especially for nursing leadership at all levels. As a chief nursing executive, I strive to identify and inspire new leaders who will help us address staffing challenges by creating a healthy work environment. It is essential to be strategic about the future of nursing leadership. We need to recruit and mentor young nursing professionals for those roles. This has multiple benefits because mentorship is bi-directional: While the young leaders learn from our experience, we also learn from their perspectives on nursing, work-life balance, technology and innovation. Lori Burnell, RN, Ph.D., NEA-BC Sr. Vice President / Chief Nursing Officer Valley Presbyterian Hospital Recently, I received a copy of Shining the Light on All the Right: Celebrating the Art of Nursing Around the World by Mark and Bonnie Barnes, cofounders of the DAISY Foundation. After losing their son to an autoimmune dis- ease, idiopathic thrombocy- topenia purpura, Mark and Bonnie channeled their grief into gratitude by creating one of the most prestigious forms of nursing recognition, the DAISY Award. This book chronicles their story and presents several true stories about DAISY honorees across the world As a CNO who implemented the DAISY program in two hospitals, I have experienced the profound significance of this award firsthand. I highly recommend this book. It is heartwarming and helps us remember why we are nurses. CNO READING LIST Q: What is shaping up to be your biggest nurse staffing challenge of the new decade? Staffing Challenges CNO ROUNDTABLE