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The mission of Mohave Community College is to be a learning-centered college, serving all constituencies, inspiring excellence through innovative learning methodologies and empowering students to succeed.
MCC Academic Program Review Report Program or Department Goals and Objectives
The current mission of the MCC Nursing Department has been updated and approved by
nursing staff and faculty in October 2011. The updated mission states: “The mission of the MCC Nursing Department is to inspire, promote and empower students in learning the art and science of nursing, leading to excellence and success in professional practice”.
The goals and objectives of the MCC Nursing Department include: 1. Prepare graduates for safe and effective clinical practice.
Objectives:
• Follow MCC, National League of Nursing Accreditation Commission (NLNAC) and Arizona State Board of Nursing standards (rules and regulations) in all program content and delivery to students.
2. Maintain seamless articulation agreements among rural community colleges and universities.
Objectives:
• Participate in “Healing Community” meetings.
• Collaborate with rural community college & university personnel to keep updated on curriculum changes, obligations.
• Maintain active membership and participation in the Nursing Articulation Task Force.
• Review articulation agreements yearly and update as needed.
3. Provide ongoing assessment and evaluation of the organizing framework and curriculum.
Objectives:
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• Review and implement program evaluation plan and update as recommended. • Request Institutional Information to perform an annual graduate and employer
survey and provide results.
• Track graduation rates and NCLEX pass rates.
• Continue curriculum mapping with NCLEX test plan and accordingly update lecture manuals.
4. Maintain ongoing communication and collaboration between and among community college faculty and university faculty.
Objectives:
• Maintain active participation in “Healing Communities” meetings. • Maintain active participation in Nursing Articulation Task Force. • Maintain active participation on MCC committees.
• Director and/or faculty will attend regional workshops/seminars. 5. Attain 95% pass rate on RN – NCLEX examination.
Objectives:
• Continue with face-to-face instruction between faculty and students. • Continue utilizing the “Sim Man” as well as other technologies for student
education.
• Establish approved bank of test questions originating from text test banks, NCLEX review tests and faculty written.
• Faculty utilize testing educational programs on disk for faculty usage.
• Ensure that laboratory and library services continue to be available on all campuses with equal access.
6. Maintain National League for Nursing Accrediting Commission (NLNAC) accreditation. Objectives:
• Director of Nursing is on the Hiring Committee
• Director of Nursing maintain active participation on various MCC committees, including the Curriculum Subcommittee, the Management Council and the Nursing Articulation Task Force.
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• Maintain/increase the number of full-time faculty members to achieve a faculty/student ratio of 1/22.
• Continue with online educational support for faculty through “Nurse Tim”.
• Investigate and possibly utilize appropriate educational support for faculty through National League of Nursing resources.
These goals align with and support the college’s mission in the following areas:
• Safe and effective practice requires excellence in nursing, empowers students to practice nationalized standards of care, and serves all constituencies.
• Seamless articulation agreements ensure all constituents will be served equally and will continue to empower students to succeed to higher levels of education.
• Ongoing assessment and evaluation of the framework and curriculum provides faculty with up-to-date, effective learning methodologies.
• Maintaining communication and collaboration with both college and university faculty provides an avenue for continual learning by all constituents.
• A high NCLEX pass rate is one way of assuring that students have been successful in their nursing program and inspires confidence that they can provide competent care and continue their education with confidence.
• NLNAC accreditation allows the community, students and faculty to know that the nursing program meets stringent national requirements. This provides confidence that the nursing program utilizes appropriate learning technology and strives to achieve excellence in nursing.
Data
Admission and Retention Data – January – December 2009
Total # of students enrolled in MCC’s pre-licensure nursing program (students attending our program and either are placed or guaranteed placement into nursing clinical courses as of October 15, 2009)
252
All Pre-Licensure Admissions for the Entire Year 2009
Total # of students offered placement into nursing program 141
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Total # of pre-licensure students readmitted to the nursing major 38 Total # of applicants who declined a placement into the nursing program 23 Graduation Rate
Total # of RN pre-licensure graduates 126
Total # of RN pre-licensure graduates who graduated within 100% of the allotted program time – 90% graduated on time.
114 Total # of RN pre-licensure graduates who took more than 100% of the allotted
program time but within 150% of the allotted time
9 Total # of RN pre-licensure graduates who took more than 150% of the allotted time to graduate
3
Attrition – RN – 92% retention
Total # of pre-licensure RN students admitted to the cohorts that graduated in 2009 138 # of pre-licensure RN students originally admitted into a 2009 graduating cohort
who dropped back for a period but are still enrolled in the program or graduated with a later cohort in 2010
11
# of pre-licensure RN students originally admitted into a 2009 graduating cohort that dropped out and are lost to the program
13
Admission and Retention Data – January – December 2010
Total # of students enrolled in MCC’s pre-licensure nursing program (students attending our program and either are placed or guaranteed placement into nursing clinical courses as of October 15, 2010)
242
All Pre-Licensure Admissions for the Entire Year 2010
Total # of students offered placement into nursing program 143
Total # of students officially registered for the first course of the nursing program 120 Total # of pre-licensure students officially register for the first course who did not
attend
0 Total # of open placements in the first nursing course on first day of class 4 Total pre-licensure admission capacity (1st session only – not advanced placement) 119 Total # of advanced placement LPN and Transfer pre-licensure student admissions 11 Total # of qualified pre-licensure applicants who were not admitted to the session in which they applied
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Total # of RN pre-licensure graduates 95
Total # of RN pre-licensure graduates who graduated within 100% of the allotted program time – 87% graduated on time.
83 Total # of RN pre-licensure graduates who took more than 100% of the allotted
program time but within 150% of the allotted time
10 Total # of RN pre-licensure graduates who took more than 150% of the allotted time to graduate
2
Attrition – RN – 87% retention
Total # of pre-licensure RN students admitted to the cohorts that graduated in 2010 133 # of pre-licensure RN students originally admitted into a 2010 graduating cohort
who dropped back for a period but are still enrolled in the program or graduated with a later cohort in 2010
27
# of pre-licensure RN students originally admitted into a 2010 graduating cohort that dropped out and are lost to the program
23
NCLEX Program Report April 2010-March 2011 (Mountain Measurement)
The report documents increase in NCLEX RN passing rate from 76% April 2009-March 2010 to 81% April 2010-March 2011. Percentile ranks of graduates have increased from 2010 graduates in the following areas: safety and infection control, health promotion and maintenance,
psychosocial integrity, basic care and comfort, pharmacology, reduction of risk and
physiological adaptation. All portions of nursing process increased percentile rank as well. Areas of human functioning and health alterations either increased or maintained status quo. Content dimensions all increased in percentile ranks. Adolescence in stages of maturity is noted as a concern. Role function and interdependence are noted as concerns in stress,
adaptation and coping. Our graduates are still taking more time and more questions when they fail which indicates they are close to passing. Passers are scoring above the minimum passing percentages.
Historical/Current NCLEX RN Passing Rates • April 2008-March 2009 82%
• April 2009-March 2010-76% • April 2010- March 2011 81% • Year to date 2011 83.84 %
Page 6 of 10 American Indian or Alaskan Native Asian or Pacific Islander
Black/Hispanic Hispanic White/Non-Hispanic Other/Unknown O.5% 1% 0.5% 6% 89% 3% 25 and Younger 26-30 31-40 41-50 51-60 60 and older 24% 23% 30% 16% 7% 0% Female Male 84% 16%
Strengths, Weaknesses, Opportunities, Challenges Analysis Strengths:
• The RN nursing program has retained NLNAC accreditation.
• Graduates of the nursing program had a 95% success rate on the NCLEX exam for Spring 2011.
• The Director of Nursing is actively involved in several MCC committees and regional meetings involving “Healing Communities”, the Nursing Articulation Task Force, and the AZ Nurse’s Association and the Arizona board of Nursing.
• Faculty has access to on-line educational support for development/improvement of nursing program materials.
• Test development and analysis has been strengthened in various areas in order to achieve program outcomes.
• The Program of Study has moved several co-requisites to pre-requisites for NUR 121. This move has been achieved in order to incorporate stand alone pharmacology courses in the curriculum.
• The Lake Havasu City Nursing Laboratory has moved to a different site and the North Mohave Campus Nursing Laboratory has been enlarged to ensure that learning resources are equitable and equally accessible to students at each campus. • Each NLNAC criterion is being evaluated and updated yearly.
• The RN nursing program has initiated strategies to increase the return rate on program satisfaction data from graduates and employers.
Weaknesses:
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• The number of clinical instructor members who are master’s prepared in nursing needs to be increased in order to continue NLNAC accreditation.
• An approved bank of test questions originating from text test banks, NCLEX review texts and faculty written needs to be developed.
• Nursing faculty needs to tape lectures as a back-up for faculty absence or supplemental instruction on a routine basis.
• Technical support is needed to implement streaming concept so that lecture hours scheduled can be used for alternative teaching strategies. Faculty will need technical support and guidance in the use of teacher tube and instruction in how to implement. • Library resources are not current within the nursing discipline.
• There is little feedback from graduate nursing students & their employers regarding how/if they believe the MCC nursing program prepared them for the “real world” of nursing.
• Lecture manuals need to be updated in some areas.
• Director of Nursing has no faculty assistance in summer months to coordinate clinical placements, provide documentation for clinical facilities, advisement as well as with other general work of the department.
In the past, one faculty member has donated many hours in the summer to coordinating clinical facilities (hospitals in NV, UT and AZ, clinics, home health and hospice agencies) in addition to determining where the approximately 250 nursing students will be placed for each rotation. During the academic school year this is a paid three-credit position, but no accommodation has been made for it during the summer (to prepare for fall semester). The faculty member who has been donating time will no longer be doing this.
In summer 2011, there were 110 nursing students taking various nursing
courses, both in person and online. As a result, Director continues to have all the problems/responsibilities during the summer that occur during the normal academic year.
Opportunities
• Continued and strengthened relationships with MCC committee members and regional/national nursing bodies.
• Strengthen and support existing faculty and clinical faculty members in pursuing continuing and advanced education.
• Work with the Dean of Libraries to write a policy outlining updates and replacements of learning resources for students.
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• To obtain feedback from graduate RN’s and their employers regarding their successful transition into the health care field.
Challenges
• Hiring full-time faculty member for the southern MCC campuses.
• Hiring clinical instructor members who have a Master’s of Science in Nursing. These are requirements of the NLNAC in order to continue accreditation. However, due to the rural nature of Mohave County and the demographics of the population, it is extremely difficult to employ enough master-prepared RN’s. Hospitals and other agencies are competing for the same qualified candidates.
• Many graduates who have passed NCLEX boards and have obtained employment, especially outside of Mohave County, do not keep in touch with the college or nursing program and the ability to follow-up with them regarding their experience with the program is extremely limited.
• Budgetary support for assistance with Director of Nursing duties in summer and academic year.
Action Recommendation
Increase the number/percentage of clinical instructor members to at least 50% by Fall 2012. Timeline
• December 2011 – For Spring 2012, advertise locally and nationally through state association newsletters, state board of nursing quarterly magazines, Internet, MCC website and other avenues for clinical faculty credentialed with a minimum of a master’s degree in nursing.
• January 2012 – If there are not enough qualified applicants, ask currently employed and qualified clinical instructors to agree to extra student groups for clinical rotations. Clinical instructors can do two groups of clinical rotations one semester and one the next semester and still remain under the 20 week rule).
• Encourage clinical instructors with a bachelor’s degree in nursing to enroll in an education of higher learning to obtain their master’s.
• Summer 2012 – Continue advertising and recruiting for qualified applicants. Identified Needs
• Adequate budget to accommodate salary increase for master’s prepared registered nurses and support of the Director of Nursing position in summer months and throughout the academic year.
Page 9 of 10 Supporting Data
ATF Attendance
• The nursing department was represented at the Fall 2010 ATF meeting. The Director of Nursing attended the Fall 2011 ATF meeting and the Associate Dean of Instruction is chairing.
Overdue Course Packages
• The nursing department has no overdue course packages. Program Review Data Elements (enrollments, degrees, retention, etc.)
• This is noted in the “Admission and Retention Data” seen above. CCSSE student satisfaction data
• Not applicable.
Jobs and Salaries by occupation code
Job Title Code Yearly Salary
Director of RN Program PF 6 $58,500.00-$87,750.00
Nursing Lab Coordinator PF 4 $48,500.00-$72,750.00
Nursing Lab Assistant RF $33,500.00-$50.250.00
Nursing Clinical Instructor Temporary $30.00-$40.00 per hour
Nursing Operations Specialist S $13.66-$22.48 per hour
Nursing Clerk I S $10.36-$17.05 per hour
In addition are full time RN Nursing faculty instructors with various load hours. Financial data FY 2009-10
1. Budgeted personnel increased 2009-2011 due to increase in full time nursing faculty which was necessary to bring the student to faculty ratios in line with the rest of the nursing programs in AZ. We are currently budgeted 10 full time faculty positions with 9 teaching didactics and clinical and 1 managing the simulation experience. If this budget is decreased relative to current student levels, our ratios will again not be acceptable to the Arizona Board of Nursing.
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3. It is extremely important not to decrease travel allotment for the nursing faculty. Sim Man needs transportation and a rental van is dangerous to the equipment. Faculty is paid mileage to transport. Also, if we cannot find clinical instructors from Las Vegas, transportation costs to Las Vegas must be assumed as well as hotel cost and per diem food. Continuing education costs come from this budget as well.
4. Through receiving many community donations of consumable supplies, we have been able to operate 4 nursing labs within budget.
Assessment of student learning report Spring 2011 – The Sample
The Interim Dean of Instruction requested of the resident faculty at the beginning of the spring semester to conduct an assessment of student learning in their spring semester courses. The faculty measured 65 different embedded assignments in 37 course sections across 12
disciplines. The number of student artifacts was not available as the faculty submitted their data in the aggregate; reporting the percentage of students that successfully completed the embedded assignment.
• The percentage of nursing students that answered the question or prompt correctly was 88%.
• The percentage of nursing students that failed/did not answer the question or prompt correctly was 12%.
Jobs by occupation report for Mohave County
The Bureau of Labor Statistics (BLS) released 2010 occupational employment data on May 17, 2011. This document provides several summaries with respect to registered nurses and other nursing or related occupations. These RN data relate to RNs working in jobs classified as RNs. It does not include the self-employed or those working as owners, managers, or supervisors. Nursing instructors are not counted as RNs but as nursing instructors. (And their average wage is lower.)
In 2010 there were an estimated 2,655,020 RNs working in RN jobs. This is an increase of nearly 3% in estimated employment or 71,250 more jobs. The estimated average wage for RNs in 2010 was $67,720, an increase of $1,190 over 2009. That increase was 1.8% over the prior year. RN jobs represented 2% of all employment in the U.S. in 2010 and 36% of all employment in the category “Healthcare practitioners and technical occupations.”
Below are the number of nurses in Arizona actively practicing, and the average salary: Number: 41,730
