2012 PN Program Review
Part I. Quantitative Indicators
Overall Program Health: Cautionary
Majors Included: PRCN Program CIP: 51.3901
Demand Indicators / Program Year / Demand Health Call10-11 / 11-12 / 12-13
1 / New & Replacement Positions (State) / 72 / 78 / 70 / Unhealthy
2 / *New & Replacement Positions (County Prorated) / 7 / 6 / 5
3 / *Number of Majors / 80.5 / 88 / 76.5
3a / Number of Majors Native Hawaiian / 11 / 8 / 13
3b / Fall Full-Time / 58% / 54% / 74%
3c / Fall Part-Time / 42% / 46% / 26%
3d / Fall Part-Time who are Full-Time in System / 4% / 0% / 0%
3e / Spring Full-Time / 78% / 66% / 77%
3f / Spring Part-Time / 22% / 34% / 23%
3g / Spring Part-Time who are Full-Time in System / 6% / 3% / 1%
4 / SSH Program Majors in Program Classes / 1,936 / 1,917 / 1,895
5 / SSH Non-Majors in Program Classes / 87 / 147 / 58
6 / SSH in All Program Classes / 2,023 / 2,064 / 1,953
7 / FTE Enrollment in Program Classes / 67 / 69 / 65
8 / Total Number of Classes Taught / 19 / 11 / 12
Efficiency Indicators / Program Year / Efficiency Health Call
10-11 / 11-12 / 12-13
9 / Average Class Size / 31.7 / 37.7 / 36 / Healthy
10 / *Fill Rate / 86% / 94.3% / 90.7%
11 / FTE BOR Appointed Faculty / 10 / 10 / 7
12 / *Majors to FTE BOR Appointed Faculty / 8 / 8.8 / 10.9
13 / Majors to Analytic FTE Faculty / 36.2 / 43.2 / 38.3
13a / Analytic FTE Faculty / 2.2 / 2.0 / 2
14 / Overall Program Budget Allocation / $614,401 / $628,284 / Not Yet Reported
14a / General Funded Budget Allocation / $548,901 / $364,912 / Not Yet Reported
14b / Special/Federal Budget Allocation / $0 / $0 / Not Yet Reported
14c / Tuition and Fees / $0 / $263,372 / Not Yet Reported
15 / Cost per SSH / $304 / $304 / Not Yet Reported
16 / Number of Low-Enrolled (<10) Classes / 1 / 0 / 0
*Data element used in health call calculation / Last Updated: October 3, 2013
Effectiveness Indicators / Program Year / Effectiveness Health Call
10-11 / 11-12 / 12-13
17 / Successful Completion (Equivalent C or Higher) / 97% / 87% / 94% / Cautionary
18 / Withdrawals (Grade = W) / 17 / 9 / 13
19 / *Persistence Fall to Spring / 82.9% / 95.5% / 85.7%
19a / Persistence Fall to Fall / 8%
20 / *Unduplicated Degrees/Certificates Awarded / 202 / 66 / 72
20a / Degrees Awarded / 0 / 0 / 0
20b / Certificates of Achievement Awarded / 76 / 66 / 72
20c / Advanced Professional Certificates Awarded / 0 / 0 / 0
20d / Other Certificates Awarded / 126 / 0 / 0
21 / External Licensing Exams Passed / 100% / N/A
22 / Transfers to UH 4-yr / 5 / 1 / 5
22a / Transfers with credential from program / 0 / 0 / 0
22b / Transfers without credential from program / 5 / 1 / 5
Distance Education:
Completely On-line Classes / Program Year
10-11 / 11-12 / 12-13
23 / Number of Distance Education Classes Taught / 0 / 0 / 0
24 / Enrollments Distance Education Classes / N/A / N/A / N/A
25 / Fill Rate / N/A / N/A / N/A
26 / Successful Completion (Equivalent C or Higher) / N/A / N/A / N/A
27 / Withdrawals (Grade = W) / N/A / N/A / N/A
28 / Persistence (Fall to Spring Not Limited to Distance Education) / N/A / N/A / N/A
Perkins IV Core Indicators
2011-2012 / Goal / Actual / Met
29 / 1P1 Technical Skills Attainment / 90.00 / 100.00 / Met
30 / 2P1 Completion / 50.00 / 88.89 / Met
31 / 3P1 Student Retention or Transfer / 74.25 / 99.01 / Met
32 / 4P1 Student Placement / 60.00 / 63.64 / Met
33 / 5P1 Nontraditional Participation / 17.00 / 15.45 / Not Met
34 / 5P2 Nontraditional Completion / 15.25 / 14.71 / Not Met
Performance Funding / Program Year
10-11 / 11-12 / 12-13
35 / Number of Degrees and Certificates / 72
36 / Number of Degrees and Certificates Native Hawaiian / 11
37 / Number of Degrees and Certificates STEM / 72
38 / Number of Pell Recipients / 58
39 / Number of Transfers to UH 4-yr / 5
*Data element used in health call calculation / Last Updated: October 3, 2013
Part II. Analysis of the Program
Demand Indicators. The number of majors reflected in Banner for the final course of PN program in F12 and SS13, was 69. Of those 69, 62 went straight into their ADN year.
The number of new and replacement PN jobs woefully under reported, plus the fact that only 7 of the students actually went out into the PN job market, makes this gap completely disappear.
Need for Nurses in Maui County
The UHMC Nursing Program is the primary source for nurses in all Maui County health care facilities. The Career Ladder format of the nursing program makes it possible for students to work at Nurse Aides, Licensed Practical Nurses while they continue in the Associate Degree Registered Nurse program. It also allows them to accept employment in an agency even if there are not vacant Registered Nurse positions. This advantage has been important over the 2012-2013 academic years. Employment of the graduates is summarized in the attached table. Several factors have slow the employment of Registered Nurses:
- The primary employer, Maui Memorial Medical Center has been in discussion with the State Legislator regarding funding and with several organizations about a proposed “Public/Private partnership.”
- The Affordable Care Act has created confusion in the health care community about numbers of patients and care locations. As a result both acute care and community based care have maintained current staffing until the needs are more clearly identified.
- Older nurses have remained employed after normal retirement age to support family and ensure benefit.
Two factors clearly predict a major increase in need for health care workers at a variety of levels.
- The recent funding of the West Maui Hospital and Medical Center predicts a major need in late 2016-2017 (see attached email from Brian Hoyle, Developer, Newport Hospital Corp president).
“Acute Care Hospital: 35 RNs, 9 LPNs, 8 NAs, 11 OR Tech”
“Skilled Nursing/Assisted Living Facility 7 RNs, 10 LPNs, 20 NAs”
See Appendix pp. 1-2.
- The major increase in the number of individuals with health insurance due to implementation of the Affordable Care Act in 2014. Statewide predications are an increase in the State of Hawaii of 43,400 in 2014.Projected increase in insured patients in Maui County is 4,947 based on Maui being 11.4% of the State’s population (See attached email from Beth Giesting, Healthcare Transformation Coordinator, Office of the Governor).
It is anticipated that the increase will require additional Primary Care Providers (MD, NP), to RNs, LPN, NAs, Community Health Workers, and medical office staff.While the goal of the ACA is to increase community based care and avoid acute care, the large visitor industry in Maui County will result in a continued need for acute care.Currently 40% of patients at MMMC are visitor who injury themselves or experience a medical emergency while on vacation.
UHMC Allied Health Department Program Offerings
Total Jobs / Median SalaryState of Hawaii / 588,210 / $36,350
Registered Nurses / 10,060 / $85,200
Licensed Practical Nurses / 1,270 / $44,490
Nursing Assistants / 5,080 / $30,190
Dental Hygienists / 1,010 / $69,610
Dental Assistants / 1,640 / $31,750
Pharmacy Technicians / 1,260 / $36,780
Medical Assistants / 3,190 / $34,830
Jobs Explorer, Looking at Occupations in Hawaii by Median Salary
May 2012 State Occupational Employment and Wage Estimates Hawaii
The volatility of hiring in the Health Care environment is demonstrated by the recent Honolulu Advertiser announcement.
“Queen's to recruit more than 200 workers at 2 job fairs By Star-Advertiser staff 10/25/2013 Queen's Health Systems will host two job fairs to recruit more than 200 workers for its West Oahu and downtown Honolulu campuses. The company anticipates many current employees to transfer to the Queen's Medical Center-West Oahu and intends to fill positions at both facilities. The openings are in nursing, clinical/technical and support services and will include full-time, part-time and call-in positions. The company will be accepting applications at the University of Hawaii-West Oahu (91-1001 Farrington Highway) on Nov. 2 from 9 a.m. to 2 p.m. and at Manoa Elementary School (3155 Manoa Road) on Nov. 9 from 9 a.m. to 1 p.m. Resumes required. Applicants also can apply online at
Effectiveness Indicators. The persistence from fall to fall must be measured by counting how many of the 69 graduating PNs went directly into the ADN year: 62. This is a 90% persistence rate for these cohorts.
Response to CASLO Summary Report 2013
In the PN CASLO Summary Report for Written Communication, 100% of reviewers said the "minimally passing" writing sample demonstated student achievement at the level of skill appropriate for the degreee. See Appendix pp.3-5.
Major Writing Assignments in Nursing Programs AY 2012-13
Goal for AY 2013-14 is to discuss and consider development of common Rubrics for WI writing in the Nursing Program
Practical Nurse Program
Course / Assignment
Created/Reviewed / Modifications
N210 / Health Across the Lifespan / yes
Health Fair Written Assignment* / Created Fall 10
reviewed each semester / Created template for data
Determinants of Health / Created Fall 10 reviewed each semester / Created template & hyperlink model
UHMC Student –Directed Portfolio / Created Fall 10
reviewed each semester / Draft submitted at Midterm
Adult Health Promotion Case Study / Created Fall 10
reviewed each semester / Template using Doenges Health Patterns
Child Health Promotion Case Study / Created Fall 10 reviewed each semester / Revise concepts Sp 14
N211 / Professionalism in Nursing I / no
N212 / Pathophysiology / no
N220a / Health & Illness Ia / no
Concept Paper / To be introduced Sp 14
N220b / Health & Illness Ib / no
Concept Map & Brief Paper / Created Sp 11
N230 / Clinical Immersion / no
Concept Map / Created SS 11
Thanatology Scholarly Paper / Created SS 11 / Discontinued F13
Lifelong Learning / Created SS 11
Revised SS 13 / Evidence Based Practice EBP add to assignment+
Part III. Action Plan
“University of Hawaii Maui College is a learning-centered institution that provides affordable, high quality credit and non-credit educational opportunities to a diverse community of life-long learners.” The Career Ladder Nursing Program provides these educational opportunities in health care, affording the graduates of the program a lifelong career with meaningful contribution to the health of our community, and an above average income for them and their families.
The strategic action plans for the Associate Degree in Nursing Program in 2011 and progress during 2012:
Continue Implementation of the HSNC curriculum in collaboration with UHM, Kauai and Kapiolani CC.
We have done much internal analysis, but the funding for the faculty to gather at UHM with all the faculty teaching the statewide curriculum was unavailable. Hence, course groups from UHMC andKauaui CC were unavailable to consult with the course groups from UHMN and Kapiolani. The department chairs attended and communicatied the high level issues, but the specific shared expereince teaching each course was lost. Though we have more expereince with this curriculum on our own campus, the synergy of numerous perspectives was lost. This has resource implications.
Standardize course documents throughout the program.
Syllabi and learning guides have been templated, as have the clinical remediation documents. This year we are aiming at Laulima standardization.
Mentor faculty in concept based teaching, and testing and evaluation.
Measurable strides have been made in all categories. We have integrated concepts into the learning guides, and we are integrating them into the test blueprints. The standardized testing and the course level testing have both been more closely linked with the program and course SLOs so we can more clearly identify areas of strength and weakness. This is an ongoing process involving categorizing exam questions and blue printing exams maps to achieve objective evaluation of each category. It is an additional workload item that can only be accomplished by the faculty with expertise in the topic being tested. The faculty has been firmly supportive of the project and the department is clear about keeping expectation realistic. By the end of 2014, we should have the project well in hand. There are big resource implications to license the software tools to do this.
Grow the simulation program in step with local and national best practices and regulatory initiatives.
We have developed several new simulations that address areas highlighted in last year’s employer evaluations: communication, prioritization and organization. We will pull this through this year and have alrady expanded to another course. We also acquired a educational electronic medical record for the simulation lab. Staff training and beginning student training was accomplished in spring and summer 2013. This year we will roll it out progressivesly so the student in simulation lab will have a bedside computer with all the required pateint data embedded to care for a patient expereincing a crisis. It will also be used to teach and practice documentation, and for clinical preparation. This is resource heavy.
Part IV. Resource Implications
Funding for the faculty to travel to UHM once per semester is dearly needed. We are pioneers in the whole country with what were are doing as a state with nursing education, and not to be at the table is a huge loss.
We still need specific funding for a lab coordinator. It is either lecturer funds or overload for teaching faculty. In 2012, we centralized all supplies and standardized the ordering procedures. The financial analysis is not complete, but we are able to take full advantage of superquotes, have saved valuable faculty time in securing needed supplies for the labs and simulations, and all inventory for 5 labs is accounted for so there are no wasted supplies.
The implementation of the educational Electronic Medical Record (EMR) has been very exciting, and absolutely essential, butcostly. The amount of “at the elbow” support required for both faculty and students is measurable and mission critical. We have gotten grant money from 4 different sources to employ a nurse informaticist to get students and faculty quickly up to a working knowledge of the softwares, so they can concentrate on the teaching and learning! We have gotten $33,000 donated for this from May 2013-June 2014. This role needs a permanent funding source. The licensing of the EHR is about $50 per student per semester, for a program cost of ~$12,000 per academic year.
The standardized testing package which includes 9 exams mapped to NCLEX and benchmarking our students with the performance of the rest of the country, the NCLEX prepartion course, case studies used through out the program and numerous practice tests, is ~$145 per student each semester, for a total program cost of ~$35,000 per academic year. At the same time, we cancelled our contract with Kaplan Testing , which saved the program ~$38K annually.
We have also spent $50/student for Exam soft, or $8000 per year. This was for 160 licenses. We have now decreased our admission class to 30 (from 40) so we will only need 120 licenses. In addition, the rest of the HSNC is adopting ExamSoft spring 2014, and our price will drop to $35/student as a part of that, bringing our annual cost down to $4200.
In the future, we may need to pass these costs back to the students (~$235 per semester in addition to tuition, books and a $500 a semester professional fee) but for the F13/Sp14 AY, these are department costs. Passing the costs to the students may be at odds with our mission: “University of Hawaii Maui College is a learning-centered institution that provides affordable, high quality credit and non-credit educational opportunities to a diverse community of life-long learners.”
Comprehensive Review Information[edit]
Please provide some information about the last comprehensive review for this program.
Web address to the on-line location of the last comprehensive review:
Last comprehensive review completed: February 2007. The written report is in the Nursing Office. Next review will be Spring 2015.
Description
Graduates of the University of Hawai’i Maui College Career Ladder Second Level (ADN) nursing program are educated to provide nursing care in agencies that provide appropriate orientation, on-going staff development opportunities, and professional guidance. They are primarily educated to function as members of the multidisciplinary health care team in direct nursing care roles with adult and pediatric clients on general medical/surgical, obstetrical, newborn nursery and psychiatric nursing units. They have been introduced to the concepts of nurse leader/manager and the role of the Registered Nurse in the physician’s office, clinics, long term care facilities and home health.
Graduates are eligible to take the National Council for Nursing Licensure Examination for Registered Nurses (NCLEX-PN), and upon demonstration of satisfactory performance, will be awarded a license to practice as an R.N.
The University of Hawai’i Maui College Career Ladder is a member of the Hawai’i State Nursing Consortium (HSNC). This is a standardized statewide curriculum which allows our graduates automatic admission to UH Manoa to complete their BSN year from here on our campus. We utilize a concept-based approach to teaching and learning, as well as employ practice level information systems and simulations to support preparation for practice.
The PN graduate will assume responsibility for maintaining current evidence-based practice, ongoing professional growth, and life-long learning.
Assessed? / Program Student Learning Outcomes / ActionsWas this P-SLO assessed this year? To change, click on the "Yes/No" boxes below / The description of the P-SLO / Re-order, edit,
or remove the P-SLO
1 / Yes / Written Communication / / Top of Form
Bottom of Form
2 / Yes / Ethics / / Top of Form
Bottom of Form
3 / Yes / Leadership / / Top of Form
Bottom of Form
4 / No / Clinical Judgment/Critical Thinking / / Top of Form
Bottom of Form
5 / No / Evidenced Based Practice / / Top of Form
Bottom of Form
6 / No / Oral communication / / Top of Form
Bottom of Form
7 / No / Quantitative Reasoning / / Top of Form
Bottom of Form
8 / No / Information Retrieval / / Top of Form
Bottom of Form
9 / No / Health Care Systems / / Top of Form
Bottom of Form
10 / No / Relationship-Centered Care / / Top of Form
Bottom of Form
11 / No / Collaboration with members of the healthcare team / / Top of Form
Bottom of Form
12 / No / Reflection on Practice / / Top of Form
Bottom of Form
Add P-SLO
Evidence of Industry Validation
Of the 68 students who earned the certificate as an Practical Nurse last year, all but 4 of them went on the the ADN program. As such, there is no specific PN employer evaluations. the students are evaluated by employers upon their hire as RNs. The RN evaluations for this program year are as follows:
Employer Surveys / EXCELLENT / ABOVE AVERAGE / AVERAGE / % excellent or above averagePlease rate the graduate in the following areas: / 4 / 3 / 2
Ability to
1. Apply the nursing process / 11% / 78% / 11% / 89%
2. Communicate effectively / 27% / 64% / 9% / 91%
3. Demonstrate professional attitude / 33% / 50% / 17% / 83%
4. Work effectively as a team member / 18% / 73% / 9% / 91%
5. Problem solve/Think critically / 9% / 73% / 18% / 82%
6. Provide basic care / 25% / 58% / 17% / 83%
7. Perform clinical assessments / 12% / 63% / 25% / 75%
8. Perform clnical skills / 11% / 67% / 22% / 78%
9. Administer medications / 22% / 56% / 22% / 78%
10. Document care / 9% / 73% / 18% / 82%
11. Organize care / 18% / 73% / 9% / 91%
Compared to new graduates from other
nursing programs, please rate this UHMC / 14% / 71% / 14% / 85%
Graduate’s preparation.
Expected Level of Achievement
HSNC Nursing Competencies: 1st Level1. A competent nurse’s professional actions are based on core nursing values, professional standards of practice, and the law.
2. A competent nurse develops insight through reflective practice, self-analysis, and self care
3. A competent nurse engages in ongoing self-directed learning and provides care based on evidence supported by research
4. A competent nurse demonstrates leadership in nursing and health care
5. A competent nurse collaborates as part of a health care team
6. A competent nurse practices within, utilizes, and contributes to the broader health care system
7. A competent nurse practices client-centered care
8. A competent nurse communicates effectively
9. A competent nurse demonstrates clinical judgment/critical thinking in the delivery of care of clients while maintaining safety
Courses Assessed
The PN SLOs were evaluated in NURS 230: Clinical Immersion I. This is the final PN course and represents exit level performance.