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Idaho’s Nursing Work Force
Aligning Idaho’s Supply and Demand
Idaho Nursing Workforce Advisory Council
January 7, 2009
Who is responsible
for this body of work?
Governor Otter’s Nursing Workforce Advisory Council
What was our charge?
• Advise Policymakers on Nurse
Work force Shortage
• Develop a Strategic Plan
What have we done…
• Set the research agenda
• Established a strategic plan
• Charted a course for the future
Let’s get started
A Looming Crisis
• Idaho’s population 55 and older will increase 50 percent by 2016.
• Idaho nurse-to-citizen ratio is 20+ percent below the national average.
• Idaho’s nurses are aging
– One in five is younger than 35
– Two in five are over age 50
• Idaho has fewer nurses per capita than any surrounding state except
Nevada.
• Idaho needs to position itself to deal with what many believe is a
looming crisis.
Hospital Expansions
• Kootenai Medical Center, Coeur d’Alene
• Southwest Idaho Advanced Care Hospital
• Portneuf Medical Center, Pocatello
• Idaho Complex Care Hospital
• State of Idaho Corrections Mental Health
Hospital
• St. Luke’s Hospital, Magic Valley
• Franklin Medical Center, Preston
• Harms Memorial, American Falls
• St. Benedicts, Jerome
• Benewah Medical & Wellness Center, Plummer
The Future - 2016
Highest
Paying
Most
Abundant
Fastest
Growing
The Future - 2016
#1 HOT
JOB
2 out of 3
nursing
openings
Median
450 per hourly
year wage
$25.00+
On The Education Front
Faculty
shortage
Lack of
facilities
Funding Constraints and
equipment
Too much
competition
for clinical
sites
A Closer Look at Faculty
Faculty
Constraints
Master’s-level Two full-time
faculty earn 65% teachers needed
of private sector for every 10
counterparts students
26% expected 50%
to retire by 2013 over age 50
10%
under age 40
Nursing Education Facility Expansions
• Lewis-Clark State College
• College of Western Idaho
• College of Southern Idaho
• Northwest Nazarene University
• North Idaho College
• Boise State University
• Idaho State University
• Stevens Henagar College
• Apollo College
Demand for Idaho Nurses
Net Growth =
replacements 4,200
= 2,400
Chronic
vacancies
= 900
7,500
Demand through 2016
Idaho employers are projected to hire an additional 7,500
Graduate-Level Nurses
720 over the next decade
Registered Nurses
5,200 over the next decade
Licensed Practical Nurses
1,600 over the next decade
Supply through 2013
Idaho institutions will graduate 9,400 nurses
Graduate-Level Nurses
21.3% a year or 300 total by 2013
Registered Nurse Graduates
7% a year or 6,700 total by 2013
LPN Graduates
Over 1.9% a year or 2,300 total by 2013
Gap Analysis
When will we reach equilibrium?
Graduate
Nurses • ????
RNs • 2012
LPNs • 2008
Gap Analysis
Assumptions
Projected
growth
2006-16 Projected
graduates
2007-13
LTC
vacancy
Projected
rate
replace-
14.2% Demand ments
applied to
2006-16
12% of
nurses
RN = 60%
Supply
IHA Account
vacancy LPN = 80%
for only
rate Graduate =
6.4%
funded
applied to 60%
88% of
nurses
Gap Analysis
Graduate-Level Nurses
Gap Analysis
Registered Nurses
Gap Analysis
Licensed Practical Nurses
Idaho Nursing Workforce Council
What we’ve Learned…
Supply
& Education Faculty
Demand Demand Capacity Workload
Vacancy Rates Programs Recruitment
Clinical Sites Earnings
Projected
Graduations &
Wages
Idaho Nursing Workforce Council
• What we’ve done…
Survey of Idaho Nursing Programs,
Spring 2008
Survey of Idaho Nursing Programs
Follow-up, Fall 2008
Presentation to the Idaho State
Board of Education
Presentation to the University
Presidents’ Council
Idaho Nursing Workforce Council
• Where we’re going…
Develop an
online database
Vacancy & Refine graduate Expansion
for collecting
turnover survey cross-match survey
annual program
data.
Coming soon…
Idaho Nursing Summary of Aligning Supply with Governor Otter’s
Overview Findings & Demand Nursing Workforce
– Recommendations – Advisory Council
Full Report – PowerPoint Update
Executive Summary –
Talking Points
Goals and Strategies
Goal I: Retain and increase nursing faculty to meet
growing demand.
A. Increase capacity in nursing master’s and doctoral education.
Expand nursing master’s programs at Idaho institutions.
Implement nursing doctoral program proposed by Idaho State University.
Enact legislation to expand opportunities for Idaho residents under compact or contractual
agreements for nursing doctorate programs.
B. Expand access to nursing doctoral and master’s-level programs for
educators through scholarships, loan repayment and other incentives.
C. Engage practice staff as affiliate faculty through use of incentives and
common standards adopted statewide.
D. Increase current nursing faculty salaries over three years to be competitive
with industry standards.
E. Create opportunities for extended contracts, year-round employment and
other options to increase earning potential and boost retention of nursing
faculty.
Goal II: Continue support for increased educational capacity across
the range of nursing degree options to best meet industry and regional
demand for nurses and improve retention of graduates.
A. Prioritize investment in postgraduate programs which demonstrate the most
severe shortages.
B. Devote resources to build the instructional and physical infrastructure based on
regional demand and supply forecasts.
C. Explore opportunities afforded by year-round programs to increase access for
students, expedite student completion, expand opportunities for clinical sites
and improve efficiency.
D. Expand access to nursing education and advanced education by implementing
scholarships, loan forgiveness, stipends and other financial aid.
E. Establish public-private partnerships to ensure nursing education has adequate
technology, facilities and practice sites.
F. Incorporate innovative practices to enhance educational capacity.
G. Establish public-private initiatives to encourage work force retention in all
sectors.
Goal III: Sustain the current nursing work force initiative to
ensure the availability of critical work force data for informed
planning.
A. Define the initiative as a center for long-range health care work force
planning.
Expand scope and membership to include additional health care disciplines.
Extend data sharing agreements to other licensing and operating boards.
Establish timeline and public-private funding mechanism.
B. Provide a compelling collective voice for developing and disseminating
Idaho nursing work force policy initiatives.
Develop timely data and share resources to promote strategically driven processes
for nursing work force issues.
Develop a strategic plan to implement goals and strategies.
Provide continued monitoring of progress towards goals.
Establish effective mechanisms to communicate critical information to
decision-makers.
Questions?
Cheryl Brush
Idaho Department of Labor
(208) 332-3570
Regional Gap Analysis
Northern Idaho - Region 1
Graduate-Level Nurses
Northern Idaho - Region 1
Registered Nurses
Northern Idaho - Region 1
Licensed Practical Nurses
North Central Idaho - Region 2
Graduate-Level Nurses
North Central Idaho - Region 2
Registered Nurses
North Central Idaho - Region 2
Licensed Practical Nurses
Southwestern Idaho - Region 3
Graduate-Level Nurses
Southwestern Idaho - Region 3
Registered Nurses
Southwestern Idaho - Region 3
Licensed Practical Nurses
South Central Idaho - Region 4
Graduate-Level Nurses
South Central Idaho - Region 4
Registered Nurses
South Central Idaho - Region 4
Licensed Practical Nurses
Southeastern Idaho - Region 5
Graduate-Level Nurses
Southeastern Idaho - Region 5
Registered Nurses
Southeastern Idaho - Region 5
Licensed Practical Nurses
Eastern Idaho - Region 6
Graduate-Level Nurses
Eastern Idaho - Region 6
Registered Nurses
Eastern Idaho - Region 6
Licensed Practical Nurses
