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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 Mission/Vision Goals and Objectives
Mission/Vision: The mission of the MCC PN Program is to meet the health care needs of communities of which we serve. We will inspire excellence in a learning centered environment.
1. Prepare PN graduates for safe and effective clinical practice Objectives:
• Follow MCC and Arizona State Board of Nursing standards (rules and regulations) in all program content and delivery to students.
2. Provide ongoing assessment and evaluation of the organizing framework and curriculum.
Objectives:
• Maintain active participation on Curriculum Subcommittee. • Faculty and Director to review/update PN curriculum yearly.
• Review and implement program evaluation plan and update framework as necessary.
• Track graduation rates and NCLEX pass rates.
• Develop curriculum mapping to NCLEX test plan and update lecture manuals as necessary.
3. Maintain ongoing communication and collaboration between and among community college faculty and community members.
Objectives:
• Maintain active participation in “Healing Communities” meetings. • Maintain active participation on MCC committees.
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4. Attain 95% first time pass rate on NCLEX-PN examination. Objectives:
• Maintain face-to-face instruction between faculty and students.
• Develop “Sim Man” as well as other technologies in existing PN curriculum.
• Develop PN test-bank questions originating from text-book test banks, NCLEX review exams 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.
5. Increase the number of qualified Practical Nurses who work within Mohave County; meeting the health care needs of the community
Objectives:
• Follow MCC and Arizona State Board of Nursing standards (rules and regulations) in all program content and delivery to students.
• Develop tracking system to monitor attrition rate, first time pass rate, and drop rate. • Review and maintain PN program admission rates.
• Track and review PN employment rate post-graduation. Data
Admission and Retention Data – August – current
Total # of students enrolled in MCC’s pre-licensure PN program (students attending our program and either are placed or guaranteed placement into nursing clinical courses as of August 2011)
20
All Pre-Licensure Admissions for the Entire Year 2011
Total # of students offered placement into nursing program 20 Total # of students officially registered for the first course of the nursing program 19 Total # of pre-licensure students registered for first course who didn’t attend 0 Total # of open placements in the first nursing course on first day of class 1 Total pre-licensure admission capacity (1st session only – not advanced placement) 20 Total # of qualified pre-licensure applicants who were not admitted to the session in which they applied
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First cohort graduation August 2012
Total # of PN pre-licensure graduates 0
Total # of PN pre-licensure graduates who graduated within 100% of the allotted program time.
0
Attrition – PN – 100% retention to date
Total # of pre-licensure PN students admitted to the cohort scheduled for graduation August 2012
19 # of pre-licensure PN students originally admitted into a 2012 graduating cohort 19 # of pre-licensure PN students originally admitted into a 2009 graduating cohort that dropped out and are lost to the program to date
0
NCLEX Program Report April 2010-March 2011 (Mountain Measurement) No data as first PN program cohort scheduled for graduation August 2012
Historical/Current NCLEX RN Passing Rates
No data as first PN program cohort scheduled for graduation August 2012 Characteristics of Enrolled Students
American Indian or Alaskan Native Asian or Pacific Islander
Black/Hispanic Hispanic White/Non-Hispanic Other/Unknown O% % 0% % 84% 16% 25 and Younger 26-30 31-40 41-50 51-60 60 and older 21% 4 10 %2 37%7 26%5 6%1 0% Female Male 100% 0%
Strengths, Weaknesses, Opportunities, Challenges Analysis Strengths:
• The PN program received provisional approval for 20 PN students from Arizona State Board of Nursing May 2011.
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• The Director of Nursing is actively involved in several MCC committees and regional meetings involving “Healing Communities”, quarterly PACNE meeting, the AZ Nurse’s Association and the Arizona State Board of Nursing.
• Faculty has access to on-line educational support for development/improvement of nursing program materials.
• Experienced RN faculty, staff, director and associate dean are available resources to PN faculty, staff, and director.
• The PN nursing program is developing strategies to ensure return rate on program satisfaction data from student, graduates, clinical facilities, and employers.
• Resident faculty currently holds BSN with both in graduate programs. Weaknesses:
• The PN program director, faculty, and staff are new to academia. • The number of faculty members who are master’s prepared in nursing
• An approved bank of test questions originating from text test-banks, NCLEX review texts and faculty written questions needs to be developed.
• 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. • Lecture manuals need to be developed and updated.
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 Technical Support and the Office of Instruction requesting faculty in-service education to utilize alternative teaching resources.
• To develop and maintain community relationship and support for newly developed PN program
Challenges
• Maintaining support and cooperation with community to meet newly developed PN program and community needs.
• Ongoing curriculum development to meet NCLEX test plan
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• Budgetary support to increase S2 position to Nursing Operation Specialist in 2011/2012 budget.
Action Recommendation
Maintaining support and cooperation with community to meet newly developed PN program and community needs.
• Develop advisory committee with MCC faculty and staff; community members, and clinical facility personal.
• Develop surveys to allow employers to provide feedback on MCC PN students employed at local health care facilities; including data on need for additional PNs.
• Develop and maintain professional relationships with local health care facilities. Identified Needs
• Adequate budgeting to accommodate salary for master’s prepared registered nurses. • Adequate budgeting to increase S2 position to Nursing Operations Specialist.
Supporting Data
Overdue Course Packages
• The PN program 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 PN Program PF 6 $58,500.00-$87,750.00
Nursing Clinical Instructor Temporary $30.00-$40.00 per hour
Nursing Clerk I SF 2 $11.18-$18.40 per hour
Page 6 of 6 Financial data FY 2009-10
1. Minimal budget expenditures for 2009-10 due to new program development.
Assessment of student learning report Fall 2011
ATI testing will be used to assess student learning as compared nationally and locally standards. 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 licensed practical nurses and other nursing or related occupations. These PN data discusses the rapid growth of PN jobs in the years to come with an estimation of over 150,000 new positions in the year 2018. According the BLS this is a 21% increase in positions from 2008. The BLS projects many of these new job openings will be in rural areas.
In 2008 the BLS indicated the median annual wages ranged from $35,000 to $44,500 based on the area of employment. Such areas the LPN can practice include employment services, nursing care facilities, home health care, acute care settings, and physician offices.
