DELTA STATE UNIVERSITY: ACADEMIC ANNUAL REPORT Academic Year

Transcription

1 DELTA STATE UNIVERSITY: ACADEMIC ANNUAL REPORT Academic Year I. Unit Title: Nursing School or College: School of Nursing Unit Administrator: Lizabeth L. Carlson, DNS, RNC

2 Table of Contents I. Unit Title...1 II. Educational Program Learning Outcome Assessment Plan..4 III Division/Department Goals & Outcomes Assessment IV. Data & Information for Department Overview...21 Accreditation Structure & Governance Figure 1: Organizational Structure Figure 2: Programs/Committee Organizational Structure.25 Purpose V. Personnel VI. Degree Program Addition/Deletions..50 VII. Division/Department Goals for

3 Tables IA: Educational Program Learning Outcome Assessment Plan...4 IA1: NCLEX Results 4 IA2: BSN Graduate Employment 17 IA3: MSN Graduate Employment IA4: FNP Certification Results 19 IA5: Retention Rates 20 IIA: Mission.21 IIB: Philosophy 21 IIC: BSN Outcomes.22 IID: MSN Outcomes 22 IIE: Governance Structure & Correlation with the University 26 IIF: Enrollment 28 IIG-1: Goals & Congruency with the University 29 IIG-2: School of Nursing QEP Learning Goals congruency IIG-3: The Delta Health Initiative, Health Education Project s Congruency.39 IIIA: Faculty & Staff IIIB: Faculty Activities & Accomplishments.43 IIIC-1: New Position(s)..48 IIIC-2: Open Position(s).49 IIID: Promotion & Tenure Status

4 II. Educational Program Learning Outcome Assessment Plan Learner Outcomes identified for the current year. A. Learning Outcome What should a graduate in the major know, value, or be able to do at graduation and beyond? BSN 1 st write NCLEX-RN pass rate B. Data Collection and Analysis 1. What assessment tools and/or methods will you use to determine achievement of the learning outcome? 2. Describe how the data from these tools and/or methods will be/have been collected. 3.Explain the procedure to analyze the data. Annual Report from the National Council of State Boards of Nursing to Schools of Nursing (SON) re 1 st write of NCLEX-RN pass rates. The NCLEX-RN is a licensure exam. C. Results of Evaluation What were the findings of the analysis? NCLEX 1 st write pass rate % 89% 94% 75% 85% *N/A *The pass rate is not yet available (N/A). New graduates will not be able to schedule NCLEX-RN test dates until mid-june at the earliest. D. Use of Evaluation Results 1.List any specific recommendations. 2. Describe changes in curriculum, courses, or procedures that are proposed or were made/ are being made as a result of the program learning outcome assessment process. The NCLEX-RN was revised to increase the difficulty level in 2004 and revised again this spring Students graduating in 2005 were given full scholarships to a professional NCLEX review course offered in house at the SON and self-study requirements for NUR 408 were increased. In 2006, the Placement of NUR 408 Nursing Synthesis (formerly NUR 492) was changed to the final (5 th ) semester plan of study 3

5 instead of the 4 th semester. HESI testing was initiated for each clinical nursing course due to high correlations with HESI test scores and NCLEX-RN 1 st write success. Hours were maintained for independent NCLEX-RN review with individualized study plans during NUR 406 Nursing Preceptorship for students identified with learning needs (based on HESI RN Exit scores 4 A professional (student arranged) NCLEX review course was offered on campus by Hurst Review Services after the end of the spring semester (May 15-18, 2007). The majority of the graduating seniors students (23/25) attended the review. Continue to demonstrate continued compliance with CCNE

6 accreditation standards through periodic reporting and reaccreditation selfstudy and site visit scheduled for fall of Specific baccalaureate program (student learning) outcomes (PO) (based on Commission on Collegiate Nursing Education accreditation criteria: 1. Apply nursing, natural and behavioral science concepts to the practice of nursing (clinical concepts or CC). 2. Deliver care to the client system using critical thinking (CT), appropriate communication (AC), therapeutic nursing interventions (TNI), and cultural awareness/human diversity (CA) within the nursing process The SON Master Plan for Evaluation (MPE) is based on CCNE criteria for accreditation and continues to be used for program evaluation. HESI testing continues to be used to evaluate student competency on each of 6 different program outcomes HESI exit testing report of results downloaded from online exit exam (X3) testing during the last semester of the program. DSU SON mean HESI score/national mean HESI score (national percentile rank) Exam 1: 757/856 (23.42) Exam 1: 771/835 (30.79) Exam 2: 864/856 (50.88) Exam 2: 815/835 (42.56) Exam 3: 854/856 (48.01) Exam 3: 816/835 (42.85) 1. Clinical Concepts Mean 2006 Mean 2007 Exam 1: = 770 Exam 1: = Exam 2: = 845 Exam 2: = Exam 3: = 833 Exam 3: = Mean 2006 Mean 2007 Exam 1: Exam 1 : CT = 755 CT = 771 AC = 788 AC = 717 TNI = 761 TNI = 783 CA = 594 CA = 443 NP = 1032 NP = SOC = 716 SOC = 750 Exam 2: Exam 2: CT = 879 CT = 808 AC = 873 AC = All testing in NUR 408 conducted using HESI RN Exit Exam. First HESI Test administered initial class session to determine individual areas of weakness; Test 2 administered midterm following class review sessions & independent review (as stipulated by test 1 scores). Final HESI RN Exit Exam administered following completion of NUR 406 when seniors returned to campus the end of April HESI scores were predictive of improvement or continued weakness from test 1 through test 3. Scores and percentile ranks increased dramatically between exams 1 and 2, and then dropped slightly on exam 3. Recommend students take any

7 (NP) and standards of care (SOClegal/ethical considerations). 3. Practice leadership as a self-directed professional who is accountable to self, society, and the evolving nursing profession. 4. Participate in research to enhance health care delivery. 5. Improve health care delivery through interdisciplinary collaboration, coordination, and consultation (safe, effective, care environment or SECE). 6. Provide nursing care TNI = 876 TNI = 803 CA = 819 CA = 998 NP = 884 NP = SOC = 871 SOC = 840 Exam 3: Exam 3: CT = 844 CT = 815 AC = 850 AC = 575 TNI = 855 TNI = 869 CA = 720 CA = 811 NP = 847 NP = SOC = 867 SOC = Mean 2006 Mean 2007 Leadership Exam 1: = 734 Exam 1: = 781 Exam 2: = 909 Exam 2: = 716 Exam 3: = 848 Exam 3: = Mean 2006 Mean 2007 Research/Theory Exam 1: = 311 Exam 1: = 521 Exam 2: = not tested Exam 2: = 998 Exam 3: = not tested Exam 3: = Mean 2006 Mean 2007 SECE Exam 1: = 805 Exam 1: = 765 Exam 2: = 890 Exam 2: = 701 Exam 3: = 880 Exam 3: = Mean 2006 Mean 2007 professional review course(s) closer to graduation and actual writing of the NCLEX- RN. Will evaluate effectiveness of HESI test remediation measures taken at initial Faculty Org. meeting in August 2007 when 1 st write NCLEX-RN pass rates for this class are reported. End of course HESI tests continued this academic year (initiated fall 2005) for each nursing course as the final exam and to identify areas needing remediation. HESI entrance exam implemented as part of admission criteria for the SON starting spring 2007 with scores weighted. Focus on individualized study plans for each course and encourage students to utilize HESI remediation tools for all clinical nursing courses (case studies, studyware) to maximize course success, progression and 1 st 6

8 that assists the client to achieve well-being (Physiological integrity or PI) while respecting individual health care beliefs (Psychosocial Integrity or PsI). Anonymous annual end of program surveys conducted with pencil and scantron sheets in classrooms, scantrons run by faculty secretary and reported as aggregate data by the Program Effectiveness Committee (PEC) to the SON Faculty Organization during monthly meetings as appropriate. Anonymous annual employer/advisory council pencil and paper surveys distributed at the DSU spring health care professions career fair and at the annual fall SON open house. Surveys are distributed and collected by the SON resource assistant and tabulated by the PEC committee. Aggregate results are reported as Exam 1: Exam 1: PI = 747 PI = 715 PsI = 639 PsI = 773 Exam 2: Exam 2: PI = 875 PI = 859 PsI = 924 PsI = 846 Exam 3: Exam 3: PI = 838 PI = 872 PsI = 878 PsI = write NCLEX-RN pass. Faculty are implementing use of HESI case studies as part of course work and grades. Continue to obtain feedback from BSN students, alumni and employers and monitor ratings and recommendations for improvement; revise curriculum as needed. Continue to monitor national education, practice (NCLEX) and MS IHL standards for BSN programs and revise curriculum as needed.

9 compiled to the SON Faculty Organization during monthly meetings as appropriate. BSN student end of program surveys of achievement of program outcomes using a 1-5 Likert scale with 1 being poor and 5 being excellent. BSN End of program surveys Mean 2006 Mean 2007 PO 1: = 3.9 PO 1: = 4.1 PO 2: = 3.33 PO 2: = 4.2 PO 3: = 4.0 PO 3: = 4.2 PO 4: = 3.5 PO 4: = 4.2 PO 5: = 3.4 PO 5: = 4.0 PO 6: = 3.9 PO 6: = 4.1 Master of Science in Nursing (MSN) Family Nurse Practitioner Certification Exam pass rates (No results for Nurse Educator or Nurse Administrator certification due to 1 st cohort coming BSN employer/advisory council annual surveys (N = 16) of employee achievement of program outcomes using a 1-5 Likert scale with 1 being very little extent and 5 being very great extent. Student self-report FNP certification results Q1 under additional information on the surveys-would you recommend DSU s BSN program to a friend? Yes = 92% Yes = 90% No response = 8% No = 10% Employer/advisory council surveys Mean 2006 Mean 2007 PO 1: = 4.5 PO 1: = 4.5 PO 2: = 4.7 PO 2: = 4.8 PO 3: = 4.8 PO 3: = 4.8 PO 4: = 3.4 PO 4: = 4.0 PO 5: = 3.5 PO 5: = 3.9 PO 6: = 4.0 PO 6: = 4.2 FNP Certification 1 st write pass rate % 100% 100% 100% 100% *N/A * data not yet available as certification test dates not yet scheduled. 8

10 through-due to graduate in 2007). MSN Program Outcomes: Specific MSN program outcomes (PO) (based on Commission on Collegiate Nursing Education accreditation criteria: A. Incorporate theories and research in development and implementation of evidence based practice. B. Incorporate information technology in the enhancement of health care. C. Apply principles of leadership to promote effective change in the healthcare delivery system. D. Demonstrate competency in MSN comprehensive exam. Exam at end of program which was word processed and blind Self, study, letter and certificate of accreditation for 10 years received from CCNE dated May 1, all Standards met with no compliance concerns. (Appendix F) 1 st write pass rate % (15/17) 100% (14/14) Continue to demonstrate continued compliance with CCNE accreditation standards through periodic reporting (CIPR due June 30, 2011) and reaccreditation selfstudy (site visit to take place in the fall of 2015). Continue to obtain feedback from graduate students, alumni and employers and monitor ratings and recommendations for improvement. Continue to monitor national education and practice standards for MSN programs for family nurse practitioner (FNP), nurse administers (NA) and nurse educators (NE) and revise curriculum as needed. 9

11 practice through application of advanced nursing knowledge and skills. E. Demonstrate an appreciation of human diversity in the delivery of appropriate, individualized health care. graded by two (2) MSN faculty members (each exam was assigned a code number) Anonymous annual end of program surveys (N = 16) measuring program outcomes conducted with pencil and scantron sheets in classrooms, scantrons run by faculty secretary and reported as aggregate data by the Program Effectiveness Committee (PEC) to the SON Faculty Organization during monthly meetings as appropriate. Annual employer/advisory council pencil and paper surveys (N = 12) distributed at the DSU spring health care professions career fair and at the annual fall SON open house. Surveys are distributed and collected by the SON resource assistant and tabulated by the PEC committee. Aggregate results are reported as compiled to the SON End of program surveys Mean PO 1: = 4.3 PO 1: = 4.5 PO2: = 4.1 PO 2: = 4.5 PO3: = 4.05 PO 3: = 4.5 PO4: = 4.25 PO 4: = 4.0 PO5: = 4.2 PO 5: = 4.5 Q1 under additional information on the surveys-would you recommend DSU s MSN program to a friend? Yes = 94% No = 6% Employer/advisory council surveys Mean PO 1: = 3.75 PO 1: = 4.0 PO2: = 4.0 PO 2: = 4.0 PO3: = 4.7 PO 3: = 4.8 PO4: = 3.6 PO 4: = 3.5 PO5: = 3.6 PO 5: =

12 Faculty Organization during monthly meetings as appropriate. III. Division/Department Goals for the Current Year (This is a report on progress towards goals for the current year. These are operational goals for the unit that are NOT tied directly to student learning outcomes which are reported in the table above. An example might be implementation of a development campaign in conjunction with the DSU Foundation to raise monies for faculty research and travel) Goals Outcomes Assessment: The School of Nursing's goals outcomes assessment is accomplished through the enactment of the Master Plan for Evaluation ([MPE] - Appendix E). A. Goal # 1: Continue to develop and maintain high quality graduate and undergraduate curricula which are sensitive to community health care needs. Rationale: The Profession of Nursing is in continual evolvement to determine the art and science background and skills necessary to provide caring to all persons throughout the lifespan. 1. Institutional Goal which was supported by this goal: Institutional Strategic Goal #1: Enhanced academic programs will ensure that graduates are well prepared for successful careers and ready to contribute to the civic life of their communities. 2. Evaluation Procedures: Utilization of the comprehensive SON Master Plan for Evaluation (MPE, Appendix E) which includes the Community of Interest (COI): students, faculty, agencies, alumni, and the Advisory Council. Evaluation forms for students: course, course instructor, clinical instructor, preceptor clinical; end of program satisfaction, employer satisfaction, one and three year followup for graduates of both programs and survey form for the Advisory Council. 3. Actual Results of the Evaluation: a. Undergraduate Program Continue to assess curriculum, compare to national trends and COI needs and revise as necessary. Refer to Program Report Tracking Form (Appendix A-1). b. Graduate Program Continue to assess curriculum and compare to national trends and societal needs. Accreditation standards and guidelines reviewed and compared to SON curriculum and revisions made (CCNE & NONPF). 11

13 Refer to Program Report Tracking Form (Appendix A-2) 4. Use of Evaluation Results: a. Undergraduate and Graduate Programs Details in Programs Tracking Forms (Appendices A-1; A-2) B. Goal #2 To continue to explore and to evaluate alternative methods of curricula delivery. [SON Priority #3] Rationale: Use of distance learning technology will enable the SON to have an impact on learning that stretches beyond the traditional classroom with walls and will help ensure we maintain a competitive marketing edge with other state nursing programs. 1. Institutional Goal which was supported by this goal: Institutional Strategic Goal #2: Students will enroll in greater numbers and a larger percentage will persist to graduation. 2. Evaluation Procedures: Feedback through the comprehensive SON Master Plan for Evaluation (MPE, Appendix E)--in particular: student course evaluations and enrollment data. 3. Actual Results of Evaluation: BSN 1. On-line efforts will continue and be enhanced as appropriate for course learning activities. 2. Forty-seven (47) students were admitted & enrolled. Students met the academic rigor and expectation demands: retention 92% (43/47). 3. Enrollment increased by > 6% over 2006 admissions (from 44 to 47) by Spring RN-BSN 1.Students continue to be extremely positive regarding course delivery; the combination of limited, optional in-class time & online is a good balance and facilitates academic progress while employed. 2. Enrollment increased by 55 % (from 11 to 20) Fall 2006 MSN 1. On-line efforts will continue as appropriate for course learning activities. 2. Enrollment has remained stable with 49 students sent acceptance letters for fall 2007.Eleven (11) Nurse Administrators, nine (9) Nurse Educators and twenty-nine Family Nurse Practitioners have been accepted. 12

14 4. Use of Evaluation Results: BSN 1. Will continue to integrate and increase the SON s use of nontraditional classroom settings and online delivery of course content. Plan to explore addition of streaming video of lectures to online format, pending server space. 2. Pool of applicants (74+) exceeds the junior I class maximum of Explore alternate sources of funding for faculty positions and to increase physical plant space to accommodate more students to maintain mandated IHL faculty student ratios while increasing admissions. 4. Continue with recruitment efforts (High School Ads, sponsor of MORA golf tournament and MNF functions, Kids Kollege summer nurse camp; & pre-nursing enrichment camp to target future generations of potential nurses. 5. With hire of additional full-time faculty, number of part-time/adjunct faculty needed has stabilized at four (4). RN-BSN 1. First day classes continue to be held on campus with subsequent optional meetings in Greenville & Clarksdale as applicable. 2. Continue with recruitment efforts. MSN 1. Continue with online strategies and seek continued feedback. 2. Three (3) grant applications in process (Robert Wood Johnson PIN project, Delta Health Alliance grant and Title III funding) to increase faculty numbers and facility expansion funding. Continue to explore alternate sources of funding for faculty positions to maintain mandated accreditation agency faculty student FNP ratios while increasing admissions. 3. One (1) full-time doctoral prepared nurse practitioner hired in fall 2005, two (2) faculty members (one FNP, one MSN) in dissertation phase of PhD in nursing. 4. Three (3) FNP faculty hired August 2007; one (1) long time faculty member has completed requirements for a post-masters FNP certificate and passed the AACN certification exam fall However, with a potential 29 students in the FNP MSN program, additional adjunct FNP clinical faculty will likely be needed for academic year in order to maintain NONFP mandated faculty/student ratios. C. Goal # 3: To continue to recruit & retain qualified students. [SON Priority #4] Rationale: Continue to anticipate expanding our capacity to teach and serve through increasing faculty and classroom capacity, student support personnel (Student Navigator), renovation/expansion of the building, technology infrastructure (server space) and online teaching modalities. 1. Institutional Goal which was supported by this goal: Institutional Strategic Goal #2: Students will enroll in greater numbers and a larger percentage will persist to graduation. 13

15 2. Evaluation Procedures: Use of the comprehensive SON Master Plan for Evaluation (MPE). Evaluation forms for students: course, course instructor, clinical instructor, preceptor clinical; end of program satisfaction, employer satisfaction, one and three year follow-up for graduates, survey from for the Advisory Council. Piloted Student Navigator position with Master s student in Counseling doing internship at SON. Pre and Post evaluation forms completed by student nurses validate need for this type of support service. 3. Actual Results of Evaluation: BSN class of 2007 had an overall retention rate of 76% (25/33). Students submitted favorable evaluations with Student Navigator services. Students also submitted very favorable evaluations with on-line /hybrid courses. Students have less required traditional time in classrooms. 4. Use of Evaluation Results: Continue with on-line strategies as appropriate. Explore innovative (and traditional) solutions to expanding faculty numbers and the physical building (expansion of classrooms 129 & 130 to start this summer 2007). Continue to incorporate classrooms without walls. Explore use of streaming video for online delivery of class lecture as server space allows. All three (3) classrooms are smart classrooms (Rooms 101, 129, 130). Recruitment efforts will image both the budget situation and nontraditional funding sources to support increasing faculty and student numbers and the physical plant (classrooms) D. Goal # 4: Support and enhance professional development for faculty and staff members. [SON shared Priority #1] Rationale: National accreditation requires faculty practice, particularly for nurse practitioners. The plan would insure that faculty maintain competence and provide an opportunity for university and community service. Educators and practitioners would have an additional avenue to maintain their skills and provide for students learning. Faculty practice also offers opportunities for health care related research. In addition, the profession of nursing recognizes the doctorate as the terminal degree. With the master s program, doctoral prepared faculty members are needed which will fulfill the SACS guidelines that the majority of graduate faculty are to have the terminal degree in their field. 1. Institutional Goal which was supported by this goal: Institutional Goal #3: The university community will benefit from better communication, effective operational and administrative systems, an optimal work environment, and a performance-responsive reward structure. 2. Evaluation Procedures: Faculty educational plans, annual evaluations (including merit evaluations), productivity, professional portfolios, survey by Faculty Development Committee. 14

16 3. Actual Results of Evaluation: The Faculty Development Committee continues to offer continuing education opportunities for nursing faculty that meets MS IHL requirements of at least 10 contact hours annually. In addition, WebCT development/implementation continues with assistance from the TLC Faculty Institutes. Two faculty members completed doctoral programs (PhD); and an additional faculty member is scheduled for dissertation defense this August, 2007 (PhD in nursing). One part-time faculty member has been accepted into a DNP program and will start classes the fall, The COAP continues to screen applicants for potential new faculty members. Faculty members are encouraged to pursue a doctoral degree in nursing and the advent of the Doctor of Nursing Practice (DNP) programs may offer another opportunity for nursing faculty to obtain an additional advanced/terminal degree in their discipline. All faculty members were evaluated according to the DSU merit document. Five members were rated above benchmark and the rest met benchmark. 4. Use of Evaluation Results: Continue to support faculty as appropriate to accommodate their IHL requirements and personal professional coursework while maintaining excellence in program provisions for the SON. E. Goal #5: Support and enhance the research base of the faculty members to improve health care in the Delta region and the state of Mississippi. [SON Priority #2] Rationale: Teaching and research are inseparably linked. Faculty members continue to need funding to support their efforts in conducting and disseminating finding. 1. Institutional Goal which was supported by this goal: Institutional Goal # 5: The citizens of the region will benefit from increases in university outreach, service, and partnership initiatives. 2. Evaluation Procedure(s): Faculty portfolio, curriculum vitae, annual and merit evaluations, communication from faculty, reports to the Faculty Organization Meetings. 3. Actual Results of Evaluation: Each faculty member has engaged in appropriate scholarly activities (peer reviewed professional presentations or publications) or has submitted a written plan with specific annual goals and a status report on accomplishment of such goals for the previous year. In addition, the SON participated in the fifth year of The Delta Health Initiative (AKA the Delta Health Alliance). Approximately $24,000,000 was granted through HRSA in conjunction with other partners in the Alliance to continue a strong community based curriculum. Research data on dietary factors relationship with diabetes and hypertension was presented at the DSU 3 rd annual faculty research symposium. One other grant application was funded (a collaboration with the Dreyfus Health Foundation for the Robert Wood Johnson PIN program grant to improve retention in both the SON and practice in the 15

17 Delta after graduation). Faculty members have the opportunity to participate in submitting results for publication and/or presentation. 4. Use of Evaluation Results: The outcomes of scholarly productivity justify the time and revenue support that assist faculty to accomplish career goals and enhance classroom and clinical teaching. They also promote the University's mission and excellent reputation. All faculty members (instructors and faculty on the tenure track) will continue to incorporate scholarly activities as a focus of the requirements of University faculty (teaching, service, & scholarship). F. Goal #6: The students will provide the University community with the opportunity to know the benefits of healthy living through a Wellness Program and provide the Delta region with exceptional BSN nurses. Rationale: The benefits of healthy living do not warrant a rationale. This project provides for the students the example and involvement of future nurses in a community service activity. The students perform health assessment and education activities to promote healthy living at various campus and community events, including the annual Delta Health & Wellness Day. 1. Institutional Goal which was supported by this goal: Institutional Goal # 4: Friends of Delta State University, along with the general public, will become more aware and more supportive of the institution. 2. Evaluation procedures: Students, faculty and staff members participate in blood pressure checks, health teaching and recruitment at Octoberfest, Crossties and at multiple other events (see recruitment report, Appendix D). They are also assigned to Colleges and Departments and activity areas at the Delta Health & Wellness Day. A needs assessment is requested. Blood pressures are checked in the fall and spring semesters. Specific months focus on selected health issues (i.e., October is Breast-Cancer Awareness Month) and information is provided at the designated information center for that College or Department. Course faculty members speak with department/division representatives to assess student activities and benefits of the program. 1 & 3 year follow-up and employer and advisory council data helps to track graduate locations. 3. Actual Results of Evaluation: Students, faculty and staff members participated in more than 50 health/recruitment events during This is a 33% increase over The University and regional community continue to provide very positive responses and sincere thanks for the activities and information. Recipients of this health assessment and information can make informed decisions regarding further health care needs. 16

18 BSN Graduate Employment Program Graduates (Year) Employed in Mississippi n (%) 25 BSN 25 (1007) 18 RN-BSN 18 (100) Total = (100) (2007) Employed Elsewhere (%) 0 (0) 0 (0) 0 (0) 4. Use of Evaluation Results: Based upon feedback, additional health information has been provided. Additional assessments are also considered and implemented when feasible. Communication is facilitated through the use of the Pulse (the biannual SON newsletter), Post It Notes, the DSU e-news flyer, the individual information centers in departments and through campus . Graduates working in the Delta serve as an excellent recruitment avenue for future classes. An increase in new BSN nurses will complement the current nurse workforce throughout the Delta. Graduate Program A. Goal #1: The graduate program will prepare students in the advanced practice role of administrator, educator or practitioner to help increase the number of master s prepared nurses working in the Delta area. Rationale: Master s prepared administrators, educators and primary care practitioners are in demand in nursing. The School provides avenues for this preparation to help diminish the shortage of master s prepared nurses in the Delta area. These nurses become nurse administrators/managers in health care facilities, faculty in schools of nursing or client educators in health care agencies and primary health care providers in clinic and hospital settings as nurse practitioners. These nurses assist in the provision of improved health care and consequently, improved quality of life to Delta area residents. 1. Institutional Goal which was supported by this goal: Institutional Goals # 1 & 5: Enhanced academic programs will ensure that graduates are well prepared for successful careers and ready to contribute to the civic life of their communities. The citizens of the region will benefit from increases in university outreach, service and partnership initiatives. 2. Evaluation procedures: 17

19 Surveys from the Mississippi Deans & Directors Council, the Mississippi State Board of Nursing, and the Mississippi Office of Nursing Workforce provide data for statewide nursing needs. The University s Registrar Office provides the data of adequate numbers of qualified nurses. The COAP and graduate program faculty review and consider applicants for admission. The graduates are contacted for employment data and information is systematically retrieved from the graduates at one and three years post graduation. 3. Results of Evaluation: Table IA3: MSN Graduate Employment Employed in Mississippi n (%) Program Graduates n (Year ) Employed elsewhere n (%) 15 (2007) 12 (80%) 3 (20) 4. Use of Evaluation Results: The School will continue to focus recruitment in the approximate counties to promote retention of these nurses staying in the Delta area. Continued recruitment will be conducted for graduate nurses interested in taking the nurse educator-specific courses as a post-master s student. Through the HRSA Advanced Nurse Traineeship grant, currently funded for 2 years and proposal submitted for year 3, February 2007), it has been possible to offer partial tuition scholarship support to twenty-one (21) graduate students to facilitate pursuit of a full-time plan of study since fall The current need from healthcare agencies and educational entities (Associate Degree nursing programs) is for nurse educators and primary care providers. Intensive, comprehensive recruitment and scholarship funding efforts continue. B. Goal #2: All Family Nurse Practitioner (FNP) graduates will pass (on first attempt) the American Nursing Credentialing Center (ANCC) exam for certification. Rationale: Per the Mississippi Laws and Regulations, FNP graduates must be certified by the ANCC to have the privilege to function in the advanced practice role. The National League of Nursing (NLN) now offers (since fall 2005) a Nurse Educator certification exam; two (2) graduates from the nurse educator track plan to take the certification exam this year. 18

20 1. Institutional Goal which was supported by this goal: Institutional Goal # 1: Enhanced academic programs will ensure that graduates are well prepared for successful careers and ready to contribute to the civic life of their communities. 2. Data Collection and Analysis: Currently the notification of certification is by self-report or through an access telephone system at the Mississippi Board of Nursing. This number is public domain via a software service Certification can be electronically received through the telephone with the nurse s social security number. To date, all successful students call their results in to the School. 3. Results of Evaluation: Year Table IA4: FNP Certification Results FNP wrote/passed Unsuccessful Students n (%) n (%) graduated N Pending n /6 (86%) 1 (14%) /7 (88%) 1 (12%) No new graduates during 2004 (revised two year curriculum) /5 (100%) (100%) (100%) Year Table S4E: Nurse Educator (NE) Certification Results NE wrote/passed Unsuccessful Students n (%) n (%) graduated N Pending n (100%)

21 4. Use of Evaluation Results: The first write certification pass rate supports the curriculum. The School will use both internal data from their graduates and external data from the NLN, the Commission for Collegiate Nursing Education, and the National Organization of Nurse Practitioner Faculty (NONPF) for curriculum revisions. School of Nursing Undergraduate & Graduate A. Goal #1: The programs of the School will maintain high retention rates of their highly qualified students. Rationale: By keeping a high retention rate, both programs will continue to graduate full class cohorts: approximately 30 nurses at the professional RN entry level and 20 at the advanced practice level to help meet the health needs of the Delta region. High retention rates are more cost-effective for the taxpayers'dollar that is invested in the School and in the University. 1. Institutional Goal which was supported by this goal: Institutional Goals # 1 & 2: Enhanced academic programs will ensure that graduates are well prepared for successful careers and ready to contribute to the civic life of their communities. Students will enroll in greater numbers and a larger percentage will persist to graduation. 1. Review and update undergraduate and graduate programs to adequately address basic skills, knowledge, and competencies necessary for students to be properly prepared in their chosen fields, to complete licensure requirements, enter the work force, continue advanced study in graduate or professional school and complete certification requirements as available. 2. Attract and retain qualified and diverse students, faculty, and staff. 2. Data Collection and Analysis: Computation of data base: entering, continuing, returning, and completing students. 3. Results of Evaluation: Table IA5: Retention Rates Program Graduates Retention % (graduated/admitted) BSN (2006) 50% 13 /26 BSN (2007) 76% 25/33 RN-BSN (2006) RN-BSN (2007) 69% (9/13) 90% (18/20) 20

22 Table IA5: Retention Rates Program Graduates Retention % (graduated/admitted) MSN (2006) MSN (2007) 88% (15 /17) 88% (15/17) 4. Use of Evaluation Results: Retention rates validate the admission standards. Continue to maintain the quality indicators of success for applicants and the resources within the School that support the students and the programs. The faculty will continue to work closely with the students through advisement and aim for a retention rate of 90% or better. The two-week nursing enrichment camp (K-NEC) that was funded by the Dreyfus foundation and initiated summer 2004 continues to be offered during July of each year. This camp focuses on study, test taking and time management skills and ID of areas of weakness in reading, writing and math with strategies identified to strengthen these areas. The Student Navigator, a position which was piloted this spring, will also be available for assessment and support of campers and admitted students. Faculty support and academic resources continue to be offered to all nursing students as needed. III. Data and information for department: Overview The School of Nursing (SON) is conceptualized as a faculty of the whole with primary assignment to either the graduate or undergraduate programs. This framework fosters maximum utilization of faculty preparation and expertise, and promotes exceptional learning opportunities for all students. In concurrence with a comprehensive evaluation model that addresses all components of the organization, the School mission statement, philosophy, by-laws, and program outcomes are reviewed annually. The current documents are presented in Tables IIA-D. Table IIA: Delta State University School of Nursing Mission The mission of the Delta State University School of Nursing is to prepare students for professional nursing practice in a multi cultural society as either a generalist at the Baccalaureate level or as an advanced practitioner of nursing at the Masters level. The program will prepare graduates to pursue advanced study. Revised 9/26/97 last review 05/14/76 Table IIB. Delta State University School of Nursing Philosophy The philosophy of the faculty of the Delta State University School of Nursing is consistent with the goals and mission of the University. The faculty believes research and theoretical and systematic methods of critical thinking foster the development of the nursing profession. Nursing embodies the art and science of caring which is the nurturing, skillful act of being with another to promote optimum health and derives its mission from societal needs. 21

23 Society is the organizing framework composed of family, group, and community that is governed by morals, ethics and laws. We believe that each person is a unique individual who possesses the right to informed choices in the attainment of health care services. Health is a dynamic state of being influenced by spiritual, cultural, psychological, physical and societal components, which interact with the environment. State of health is influenced by perceptions of the client and society. Nursing seeks to facilitate the health status of the client through interacting with client systems, assisting in the movement toward an optimum level of functioning or peaceful death. Revised 5/14/07 Table IIC: Outcomes for the BSN Program Apply nursing, natural and behavioral science concepts to the practice of nursing. 2. Deliver care to the client system using critical thinking, appropriate communication, therapeutic nursing interventions, and cultural awareness within the nursing process and standards of care. 3. Practice as a self-directed nursing leader who is accountable to self, society, and the evolving nursing profession. 4. Participate in research to enhance health care delivery. 5. Improve health care delivery through interdisciplinary collaboration, coordination, consultation and incorporation of innovative, creative, and technical strategies. 6. Provide nursing care that assists the client to achieve well-being while respecting individual health care beliefs. Revised 5/15/06 Reviewed 5/14/07 Table IID: Outcomes for the MSN Program Evaluate and apply theories and research findings in development and implementation of evidence based practice. 2. Incorporate information technology in the enhancement of health care. 3. Apply principles of leadership to promote effective change in the healthcare delivery system. 4. Demonstrate competency in practice through application of advanced nursing knowledge and skills 5. Demonstrate respect for human diversity in the delivery of appropriate, individualized health care. 22

24 Revised 5/14/07 Accreditation The School has state, regional, and national accreditation recognition by the Mississippi State Board of Institutions of Higher Learning, the Southern Association of Colleges and Schools, and the Commission on Collegiate Nursing Education. CCNE is the only accrediting body devoted exclusively to the evaluation of baccalaureate and graduate degree programs in nursing. Currently more than 600 baccalaureate and master s degree programs in nursing (96%) are accredited by CCNE ( May 2007). The last CCNE accreditation visit for the whole program was October The BSN program received accreditation for the maximum of ten years with the next reaccreditation visit projected for October The MSN program received accreditation for the maximum of five years for a new program, and had a reaccredidation visit October 3-5, 2005 with full accreditation received for the maximum of 10 years. In order to have both programs on the same reaccreditation cycle, a request was made and granted for the next reaccreditation visit for the whole program (BSN and MSN) to be scheduled for fall Structure & Governance The organizational structure of the School consists of the Dean, the Chair of Academic Programs (COAP), the Faculty; and the Staff (see Figure 1). The chain of command follows from the Dean to the Provost/Vice-President for Academic Affairs, the President, and then to the Mississippi State Board of Institutions of Higher Learning (IHL). The Dean chairs the Faculty Organization meetings, which is comprised of the total faculty. The COAP co-chairs the Faculty Organization meeting and is Ex Officio of the three faculty standing committees; Faculty Development, Student Affairs, and Program Effectiveness (see Figure 2). Activities in curriculum, admissions, and resources are functions of all the faculty members (undergraduate and graduate). A nurse practitioner faculty member with a doctoral degree is named the nurse practitioner director in keeping with national guidelines. This faculty member oversees all curriculum matters and is liaison to the COAP. The correlation between the SON's governance structure and DSU Key Performance Areas are shown in Table IIE. President John M. Hilpert, the University s Seventh President (September 2003) identified eleven guiding principles. The third column demonstrates the SON s correlation with the new President s directives. Ad hoc committees are formed as needed. The DSU Faculty & Staff Handbook, the SON Faculty Handbook, and Roberts Rules of Order provide guidelines for governance annual standing committee reports are presented at the end of each spring semester (see Appendices B, C and D). 23

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26 Figure 2 DSU School of Nursing to IHL: Program & Committee Organizational Structure BOARD OF TRUSTEES INSTITUTIONS OF HIGHER LEARNING PRESIDENT Provost and Vice President for Academic Affairs School of Nursing Faculty Organization Dean Program COAP Undergraduate* BSN & RN-BSN Graduate* Administrator, Educator & Practitioner** (*Curriculum, Resource Admissions) (**FNP Track Director oversees all NP curricular matters) Standing Committees COAP Faculty Development Student Affairs Program Effectiveness Lines of Authority _ Working Interaction Table IIE: SON Governance Structure Examples of Correlation with DSU five Strategic Goals 1 Faculty (Undergraduate I. Enhanced academic programs & Graduate) III. Better communication, effective systems V. Benefits to citizens of the region Exa DSU 1. Quality in A 2. Learning, Sc 3. Teaching & 4. Respect for 5. Regional & 6. Encouragem Experimentatio 25

27 Table IIE: SON Governance Structure Examples of Correlation with DSU five Strategic Goals 1 Standing Committees Faculty Development I. Enhanced academic programs III. Better communication, effective systems, performance Student Affairs I. Enhanced academic programs II. Student enrollment numbers and retention III. Increased awareness and support of the institution V. University outreach, service, and partnership Performance Effectiveness Ad hoc Committee Environment (brick plaza with fountain, rose garden, walking track/path) Pinning University Wellness Committee Center Faculty Senate & Committees I. Enhanced academic programs III. Better communication, effective systems, performance. V. University outreach, service, and partnership IV. Friends of DSU will become more aware and supportive of the institution. Exa DSU 7. Student-Cen 8. Support for 9. Health 10. Leadership 11. Institutiona 3. Teaching & 4. Respect for 5. Regional & 6. Encouragem Experimentatio 8. Support for 9. Health 10. Leadership 11. Institutiona 1. Quality in A 4. Respect for 5. Regional & 6. Encouragem Experimentatio 7. Student-Cen 9. Health 10. Leadership 11. Institutiona 1. Quality in A 4. Respect for 5. Regional & 7. Student-Cen 8. Support for 9. Health 10. Leadership 11. Institutiona 7. Student-Cen 9. Health IV. Friends of DSU will become more aware and 7. Student-Cen supportive of the institution Delta State University Governance Structures I-V as appropriate #1-8, 10 & 11 I-V as appropriate #1-11 as appro 26

28 1 DSU Strategic Plan DSU Guiding Principles, Spring 2004, Inauguration Commemorative, pp.4-5 and DSU Strategic Plan Purpose In keeping with the purposes of Delta State University, the School combines study in the liberal arts, life sciences, and behavioral sciences with the study of nursing to offer the Bachelor of Science and the Master s of Science in Nursing Degrees. The School is committed to the preparation of professional registered nurses who will assist in meeting the health care needs of the people of the Delta and of Mississippi (see Table IIF for School enrollment). In addition, the School provides a foundation that supports graduate/post-graduate work beyond the baccalaureate or master s level. Through the program of advanced placement for students who are Associate or Diploma prepared registered nurses, the School offers opportunities for educational mobility, thus further increasing the number of professional nurses in the Delta region. Through the graduate program the School prepares registered nurses to function in advanced practice nursing roles as administrators, educators, or practitioners. The School also offers post-master s work, including post-masters fast tracks, for nurses desiring further education in one of two role preparations--educator or practitioner. Table IIF: School of Nursing Enrollment by Program Program Summer 2006 (n =91) Fall 2006 (n = Undergraduate (BSN) Junior (continuing/new admits) 43 (43/0) 44 (43/1) Senior (generic/rn completion) 35 (26/9) 47 (26/21) Non-degree seeking (RN completion) 0 0 Totals Graduate (MSN) Administrator (continuing/new admits) 8 (8/0) 14(8/6) Educator (continuing/new admits) 3 (3/0) 9 (3/6) Practitioner (continuing/new admits) 7 (7/0) 25 (7/18) Non-degree seeking Totals The faculty members receive direction from their three year goals (Table IIG.1) The goals are appropriate as they promote the University s mission and are supported by the University s goals (DSU FY Strategic Plan). The SON annual goals were reviewed and revised with unanimous approval by the faculty organization (05/14/07) (Table IIG.1) 27

29 Strategic Goals (DSU Strategic Plan ) Examples of Correlation with DSU Eleven Guiding Principles 1 Commitment to: School of Nursing Goals (Three Year Plan) SON Priori I. Enhanced academic programs II. Student enrollment III. Better communication, operational and administrative systems IV. Increased awareness and support of the institution 1. Quality in Academic Programs 2. Learning, Scholarship, & Student Engagement 3. Teaching & Faculty Development 4. Respect for People & Ideas 5. Regional & Economic Development 6. Encouragement of Innovation & Experimentation 7. Student-Centered Campus 8. Support for the Arts 9. Health 10. Leadership 11. Institutional Effectiveness 1. Continue to develop and maintain high quality graduate and undergraduate curricula, which are sensitive to community health care needs. 2 I. Enhanced academic programs II. Student enrollment III. Better communication, operational and administrative systems V. University outreach, service, and partnership 1. Quality in Academic Programs 2. Learning, Scholarship, & Student Engagement 3. Teaching & Faculty Development 2. Enhancement of innovative technology in the recruitment and retention of qualified students. 1 I. Enhanced academic programs II. Student enrollment III. Better communication, operational and administrative systems. IV. Increased awareness and support of the institution V. University outreach, service, and partnership I. Enhanced academic programs II. Student enrollment III. Better communication, operational and administrative 1. Quality in Academic Programs 6. Encouragement of Innovation & Experimentation 7. Student-Centered Campus 8. Support for the Arts 3. Teaching & Faculty Development 4. Respect for People & Ideas 9. Health 10. Leadership 11. Institutional Effectiveness 3. Development of a student retention plan that emphasizes methods to improve student success, such as study skills, time management, test taking skills, and life skills. 4. Continue to support and enhance the professional development

30 (Table IIG.1) Strategic Goals (DSU Strategic Plan ) Examples of Correlation with DSU Eleven Guiding Principles 1 Commitment to: School of Nursing Goals (Three Year Plan) SON Priori systems. I. Enhanced academic programs II. Student enrollment III. Better communication, operational and administrative systems. V. University outreach, service, and partnership V. University outreach, service, and partnership I. Enhanced academic programs V. University outreach, service, and partnership 5. Regional & Economic Development 9. Health 10. Leadership 11. Institutional Effectiveness 4. Respect for People & Ideas 5. Regional & Economic Development 6. Encouragement of Innovation & Experimentation 7. Student-Centered Campus 4. Respect for People & Ideas 5. Regional & Economic Development 6. Encouragement of Innovation & Experimentation. 9. Health 10. Leadership for faculty and staff members as part of faculty and staff evaluations for merit and promotion. 5. Support and enhance the research base of the faculty members to improve health care in the Delta region and the State of Mississippi. 6. Continue to maintain community support for the School of Nursing through partnerships that provide service learning opportunities for faculty and students. 7. Maintain active involvement of the School of Nursing advisory board which consists of members of the community of interest