The mission of the nursing department at Butte Community College is to provide a comprehensive, accessible, state-of-the-art curriculum that prepares students from diverse backgrounds to be competent, caring, entry-level practitioners in a variety of settings. The vocational nurse and registered nurse at the associate degree level and the certified nursing assistant at the certificate level. Student learning, based on national standards of practice, will be facilitated by instructors using adult learning principles and role modeling of professional behaviors, attitudes and client advocacy. Inherent in the mission is the preparation of graduates that are eligible for certificates, degrees and state licensure.
Certified Nursing Assistant/Home Health Aide program: The Certified Nursing Assistant/Home Health Aide (CNA/HHA) program prepares the student for State Certification as a nursing assistant/home health aide. Students complete a minimum of 190 hours of instruction: 82 hours of theory and 108 hours of supervised clinical instruction in a nursing facility. Upon successful completion of this program the student is eligible to take the written and skills tests for State certification. In Spring of 2012, the CNA/HHA program began with a total of 30 students and was funded by the Health Workforce Initiative grant and county funds (Cal Works). This program was run by a full-time faculty and a part-time faculty member. This pulled a valuable resource away from the ADN program and led to the need to hire additional part-time faculty. In the Fall of 2012 through Fall of 2013, the CNA/HHA program admitted a total of 15 students. This program was funded by the Alliance for Workforce Development (AFWD) and was taught by two part-time faculty. The full-time faculty member was allowed to return to teaching in the RN program. In Spring of 2015, the full-time faculty was pulled back into the CNA program, and will remain there indefinitely. In the Spring of 2013, we admitted 30 additional students to begin the CNA/HHA program. This class is funded by AFWD, and has the same two part-time faculty teaching. In the Fall of 2013, one of the part-time faculty had to leave on a medical leave, which returned one of our Full-time faculty to the CNA program. This individual has now returned and again, two part-time faculty will teach 15 students. In the Spring of 2014, two part time faculty taught 15 students. In Fall of 2014, the nursing department received an Arthur Rupe Foundation grant for $34,000 for new equipment and student scholarships for the 2014-2015 academic year. With this grant , the department was able to purchase $10,000 worth of new equipment, and provide the students a $400 scholarship each for assistance with expenses for the program. The department was also able to add a four week Acute Care CNA section to the program. This was added at the request of the acute care hospitals in our service area. The goal is to continue this program indefinitely, admitting 24 students every semester. For Fall of 2014, one full-time faculty, and two part time faculty managed the program. In Spring of 2015, the full-time faculty must be pulled back into the RN program due to staffing reasons, therefore it will be necessary to hire two, possibly three additional part-time faculty to manage this program. In the Fall of 2015, we received an additional grant from the Arthur Rupe Foundation for $40,000, for student scholarships and to pay for testing, fingerprinting and certification through the California Department of Public Health. In Fall of 2015, 19 CNA's completed the program. We have applied for an additional grant for the 2017-2018 academic year. This will cover student scholarships, live-scan fees and testing fees. An additional CNA course was added in Summer of 2016. Due to the lack of qualified CNA instructors, a full-time CNA instructor is imperative for the success of our students. A full-time CNA instructor was approved and hired. This instructor has been instrumental in the increased success rate in the CNA program. The CNA program also received a grant from the Arthur Rupe Foundation for $40,000. This grant was used to improve the equipment in the skills lab the CNA's use for training. We are currently in discussion with several local skilled nursing facilities to secure a contract education agreement that could substantially increase the number of 8 week rotations in the CNA program. In Fall 2018 the California Chancellor's office allowed programs to apply for a grant to expand their CNA programs. We applied and were granted $45,000. We expanded our CNA program to allow an additional 15 students in Spring 2019 as well as Fall 2019. We also changed our process of admitting students. It used to be a selection process, starting in Spring 2019, it was changed to open enrollment. As a result of this change, there have been a slight increase in the number of students who complete the CNA course. In Spring 2020 we again applied for the Rupe Grant of $40,000. These funds if received will be utilized, as mandated, for student supplies and and fees not for instructor salaries or support. Spring of 2019 brought the pandemic which created a challenge to find clinical site in long-term care facilities. Licensed Vocational Nurse (LVN) program: The LVN program provides the necessary curriculum for a student to qualify to sit for the state board examination for licensure as a vocational nurse. The curriculum includes three prerequisite courses and the equivalent of three academic semesters of nursing theory and supervised clinical experience. Upon successful completion of the program, students will be able to qualify for examination leading to licensure by the California Board of Vocational Nursing and Psychiatric Technicians (BVNPT). In Fall of 2012, we graduated 22 LVN students. This cohort began with 24 students, and had a retention rate of 92%, significantly improved from the graduating class of Spring of 2011 (63%). The full-time faculty teaching in this program, as well as the high caliber of students has been credited with the student's success. In the past this program had two full-time faculty members teaching in the program. Because of lack of availability in the RN program, faculty were switched to that program, so currently there is only one full-time faculty. This has resulted in significant program fragmentation with several part-time faculty teaching in both theory and clinical courses. It is difficult to find part-time faculty, as most individuals also have full-time employment as nurses. In addition, the full-time faculty had a significant amount of overload for the entire year, making it difficult to teach at the optimal level due to increased workload. An LVN class will graduate in the Spring of 2014, and a new class of 24 will begin in Fall of 2014. In Fall of 2014, a new class of 24 students was admitted into the LVN program. During faculty prioritization, one full-time LVN faculty was approved to be hired in Fall of 2015. That individual began as a full-time tenure track faculty in Fall of 2015.This will significantly improve continuity and will also provide less fragmentation, thus improving student success. In the Fall of 2015, the LVN class graduated 21 students. The nursing department was able to hire a full-time nursing instructor in the LVN program starting in Fall of 2015. This has been a tremendous asset to our LVN program and our students. In the Fall of 2015, the LVN program graduated 21 students. In May of 2017, 21 LVN students graduated, in Fall 2017 a new cohort of 24 students was admitted and all 24 students graduating in December 2018. We have started another cohort of 24 students in the LVN program in Spring 2019. We had one of the full-time instructors retire in Spring 2019 and were able to replace that instructor with another full-time instructor. The current LVN cohort will graduate in Spring 2020 with 22 students. 2 students dropped from the LVN program because they were admitted to an RN program. One student to a non-Butte program and the other to the Butte RN program. In Fall of 2020 we increased the number of students that we allowed to start the LVN from from 24 to 30. Butte College was already approved by the BVNPT to have 30 students in the program. LVN to RN program: The Licensed Vocational Nurse to Registered Nurse (Associate Degree) program prepares currently licensed LVN's for examination and licensure as RN's at the Associate Degree level. Training as an LVN and prerequisite classes replace the first year of the traditional two-year Associate Degree RN program. Two additional semesters of clinical and theory provide the necessary nursing content required for RN licensure. In Spring of 2012, we reduced the number of students entering the two-year ADN program to 24 students per semester rather than 48. This change allows the program to admit 16 LVN-RN students each semester rather that 12 in the past. This increase in cohort size for the LVN-RN students began in Spring of 2013. This also increased the size of our Transition to ADN Nursing courses (Nursing 64 and Nursing 65) from 12 to 16 per semester, making the courses more cost effective. In Fall 2017 we again increased our RN program and allowed 48 students per semester, thus we reduced the number of LVN to RN students back to 12, and that number does not plan on being changed. Registered Nurse program (Associate Degree Nurse or ADN): The two-year, traditional RN program prepares the student for licensure as an RN at the Associate Degree level. The four semester program provides theory and clinical content required for RN examination and licensure. Upon completion of the program the student is eligible to sit for the National/State licensure examination for Registered Nursing. Beginning in Spring of 2012, the department began the reduction process for admissions to the two-year ADN program. We admitted 24 students for Spring and 24 for Fall of 2012. The nursing department received a Workforce Initiative Act (WIA) grant for Spring of 2013. Part of this grant allowed for increased admission to the RN program for veterans. The department has admitted 36 students for Spring of 2013. The program returned to admitting 24 student in Fall of 2013. Due to the increased number of students, new part-time faculty needed to be hired. One faculty member was converted to temporary full-time, and one full-time, currently employed grant funded position is needed to accommodate the increased number of students. This increase in class size will follow through the program until the students graduate in Fall of 2014. At the request of the District, the program admitted 36 students into the Spring 2014 cohort. Beginning in Fall of 2014, 36 RN students were admitted, with an additional 12 Transition students to be added in the third semester. Beginning in Fall of 2017, after receiving Board of Registered Nursing approval, the nursing department began admitting 48 students into the first semester and then will add an additional 12 into third semester starting Fall 2018. This increase was made possible through Strong Workforce funding. This will allow for 60 students to graduate every semester. Spring 2019 was the first cohort to graduate with 60 students. Even with the pandemic and the challenge of finding clinical placement the Nursing Program continued to allow 48 RN students into 1st semester. While clinical placement is a challenge due to COVID, there has been no reduction of cohort size. Butte Nursing has increased the skills lab hours in 1st semester to 100%. Simulation education continues to grow in the health care industry. Currently the Board of Registered Nursing allows 25% of clinical time to be provided through simulation. In the future, the hope is to be able to increase that time to 50%. In Fall of 2016, the Nursing Department was able to hire a 100% full time Simulation faculty member. This has been an incredible asset to the program, and the plan will be to include simulation in all clinical courses including LVN and RN programs. Starting fall 2018, Simulation will be a clinical rotation in 3rd and 4th semester of the RN program. This will increase the number of days that a student spends in simulation from four days to eight days. The students will have simulation experiences that integrate learning across the theory courses in the nursing program. In 3rd and 4th semester this will achieve the maximum number of hours of simulation currently allowed by the BRN, which is 25%. This is only accomplished because of the full-time lab technician for simulation. During the pandemic that started in Spring of 2020, we relied heavily on the simulation department to help meet the required clinical hours. The Board of Registered Nursing expanded the allowed simulation hours and thus the Nursing department was able to meet the required hours in large part because of the simulation department. The Health Occupations office currently has one full-time Program Assistant, one full-time Administration Secretary III that started in Spring 2017 and one part-time student assistant. With the increase in the number of students in the RN program and with the increased the number of students in the CNA program, is the reason for a full-time secretary to Program Assistant. Each student in any health care occupation course of study requires an application process, pre-screening of a litany of vaccinations and trainings and then follow-up to ensure the completion of the pre-screening requirements. Program assistants throughout the college have secretaries and currently, the health. In the Spring of 2012, the Director of Health Occupations was transferred to the Dean of Career and Technical Education. Many responsibilities of the Director were then transferred to the Department Chair and to the Program Assistant in the nursing department. This has increased the workload and responsibilities for each position significantly. Thankfully, in Fall of 2014, a Lab Tech for Health Occupations was hired to assist with the nursing programs, as well as Respiratory Therapy, and Paramedic Programs. The Health Occupations Lab Technician is currently a full-time position. 60% of the funding comes from Nursing and the other 40% comes from Strong Workforce monies. The total number of nursing students in the Spring of 2017 was approximately 215. The total number of nursing students in the Spring of 2018 was approximately 260 students. The total number of nursing students in Spring of 2019 is approximately 312 students. The total number of nursing students in Spring of 2021 is approximately 288.
RN - Provide comprehensive assessments with a holistic view of the client using the functional health assessment.
Transition - Provide comprehensive assessments with a holistic view of the client using the functional health assessment.
CNA - Provide comprehensive assessments with a holistic view of the client using the functional health assessment.
The nursing department general has a very low attrition rate and faiulre rate. This translates into a high percentage of nursing graduates or certificates earned. Each instructor is invested in helping students succeed. The nursing departments meets with students individually, counsels with them individually and even sets up individual learning plans if necessary
1. Enhancing a Cullture of Completion and Goal Achievement
Support Student Progress and CompletionThe nursing department has a pathway for entry into the nursing program by completeing necessary and requrired pre-requisites. The CNA program which has no pre-requisties has reached out to high school students to enroll as a entry point into a nursing career.
The nursing instructors take supporting students and helping them complete personally. Each studetns is important. Instructors make time to meet one on one and help students succeed.
The demand for nurses - RN, LVN and CNA is increasing. By keeping cohort numbers high, the nursing department is supporitng the workfroce demand.
4. Maximizing Resoources to Support Student Learning
Through the pandemic we have utilized the simulation department and virtual simulation programs to meet the requried clinical hours. Simulation has been invaluable to student learning.
Recommendations -
Complete implementation of SLO's and PLO's - the department has developed a comprehensive plan for evaluation of SLO's and PLO's and plans on a "Deep Dive" at every Institute Week Tuesday faculty meeting.
Use of surveys and how they can be used for program evaluation and improvement - the dpertment has recently implemented the use of a student and facility tracking tool, which includes surveys for students, facilities and advisory committee members to provide feedback on our program and how it can be improved. The feedback and suggestions will be presented and discussed at faculty meetings and implemented as appropriate.
Evaluate and improve the clinical evaluation tool - a new clinical evaluation tool was implemented in Spring of 2014. It is a running, living document that is passed on from instructor to instructor throughout the program. This tool has been significantly improved and provides excellent ongoing feedback to students.
Better social integration of LVN graduates into the step up RN Program - currently, we provide an all department potluck at beginning of each semester. We also provide opportunities for socialization at the orientation for third semester (which is an all day orientation).
Purchase of eight laptop computers for student testing - 8 laptops were purchased through Perkins funding for Nursing and 8 were purchased for Respiratory Therapy. Those laptops are shared and housed on a rolling cart and are utilized frequently for student testing.
Expand the RN program from admitting 24 in 1st and 40 in 3rd semesters - currently, and indefinately, there are 36 admits in 1st semester, an an additonal12 are added in third semester for a total of 48 students garduating each semester.
Increase in LVN program - We currently admit 24 CNA students every semester.
Convert two Grant funded faculty to District funded - one position has been converted to District Funding, the other is still funded by the CCCCO Enrollment Growth grant.
Lab Tech Position - the Allied Health Department hired a 60% Lab Technician. This position has been invaluable for our department and we are hopeful that it will become a full time 100% position.
Professional Experts - at this time, we do not have funding for Professional Experts in our Nursing Programs.
Standardized testing as a predictor for student success in the LVN program - at this time a standardized predictor test has not been implemented in the LVN program but is still being researched.
Kaplan implementation - Kaplan has now been thoroughly imbedded throughout the RN and LVN programs. We have a designated Kaplan faculty that assists with the program and student success in the program an ultimatley NCLEX success.
Workforce demand for LVN program - currently, LVN's are in increasing demand around the state. Because health care is moving to more of an outpatient basis, the employment of LVN's in clinics and Dr's offices is dramatically increasing.
Campus Wide Dissemination of information about Allied Health Programs - we hold a monthly "All About Nursing" information session on campus, and EMS will be implementing the same this semester. The Health Occupation Webpage on the Butte College Website provides extensive informationabout all Allied Health Programs.
Providing information about job opportunites - we hold a job fair every semester, as well as posting fliers on available jobs.
Continue to support students learning.
Keep the attrition rate low.
Continue to foster student success on NCLEX.
Strategy 1 - Orientation/Mentoring Program
Develop comprehensive orientation/mentoring program for part-time faculty.
By developing a comprehensive orientation/mentoring program for part-time faculty, it will improve satisfaction and retention.
Providing a formal orientation/mentoring program will foster inclusiveness within the department, and provide consistency of information between part-time faculty.
The nursing department would like to be able to provide a $1000 stipend for a faculty member to develop this program.
Strategy 2 - Grant Funded Position
Move one grant funded full-time position to District funded tenure track position.
Grant funding has been integral in recent years to be able to fund full-time faculty members. There is currently still one full time nursing instructor funded through grants. The Enrollment Growth grant has been approved for the 2015 -2016 academic year, and another RFA will possibly be released in March, 2016. This RFA would be for 1 years(2016-2017) but the grant will only be offerred one year at a time.
It is critical to the nursing program that this position be funded through the District when this grant funding ends.
Strategy 3 - Collaborative Simulation
Provide a stipend for a nursing faculty member to, in collaboration with Respiratory and Paramedic programs, develop clinical simulations that involve students from each of these programs.
Develop simulations for 4th semester nursing students, 4th semester respiratory students, and 2nd semester paramedic students related to management of simulated patients on a continuum, beginning with a prehospital scene to the emeregency department of a hospital and beyond. The development of clinical simulations that involves so many facets of clinical care, specifically related to collaboration and interdisciplinary care, will benefit all students involved and prepare them for "the real world".
A stipend of $2,000 would be provided to a nursing faculty member to develop these extensive clinical simulations in collaboration with faculty from the respiratory and EMS departments.
Strategy 4 - Program Assistant Funding
Transferring funding for Program Assistant to 100% District Funding
Currently, the Nursing Program Assistant is funded by The Enrollment Growth Grant at 60% and 40% from District Funding. Because the Enrollment Growth Grant is reducing, we would like to request that funding for this position be transferred to 100% District Funding.
Strategy 5 - 20% Re-Assigned Time for Assistant Program Directors
Provide 20% re-assigned time to both Assistant Nursing Program Directors to fulfill duties of the Nursing Program
The California Board of Registered Nursing (BRN) requires that all nursing programs have a Program Director and Assistant Directors to meet all the requirements of the BRN. Currently there is no re-assigned time for Assistant Directors. The BRN required that 50% re-assigned time be given to Director (done) and recommended 20% be given to Assistant Directors.
Strategy 6 - The new faculty computers
Purchase two computers for faculty members. One faculty member has a computer keeps shutting down. The other faculty member has a computer that is not fuctioning effectively. Both computers are over five years old.
To be able to function as a full-time faculty, instructors need a functional office computer.
Strategy 7 - Simulation and Skills Lab Equipment and Computer Maintenance and Updates
$500,000 needs to be set aside for the maintence, upgrading purchasing warrenties and purchase of new simulation and skills lab euqipment and computers.
The simulation manikins and skills lab manikins and computers are used constantly in the nursing programs. These manikins are expensive to maintain and upgrade, and even more expensive to purchase. Becasue the nursing department has expanding it's simulation program, funding for new equipment is imperitive. Becuase the nursing department has expanded it's program, skills lab equipment and computers are necessary to keep current and in working order.
Strategy 8 - Full Time Simulation Faculty
Hire full time simulation faculty
Due to the increased number if students attending simulation an additional simulation instructor is needed to coordinate and deliver simulation to students assigned simulation. The number of students in simulation at any given time is increasing four fold.
Strategy 9 - BRN fee for RN Curriculum Change
$5,000 for required curriculum changes
The Board of Registered Nursing (BRN) is requiring that the RN program reduce the number of units. Even though the BRN is requiring the change, the college is assessed a $5,000 fee to change the curriculum.
Strategy 10 - Simulation Coordinator Funding
Transferring funding for Simulation Coordinator to 100% District Funding
Currently, the Nursing Simluation Coordinator is funded by by The Enrollment Growth Grant at 75% and 25% from District funding. Because the Enrollment Growth Grant funds continue to dwindle, we would like to request that funding for this position be transferred to 100% District Funding.
Strategy 11 - Simulation Lab Technician
Transferring funding for Simulation Lab Tech to 100% District Funding
Currently, the Nursing Simluation Lab Tech is funded by by The Enrollment Growth Grant at 60% and 40% from District funding. Because the Enrollment Growth Grant funds continue to dwindle, we would like to request that funding for this position be transferred to 100% District Funding.
Strategy 12 - CNA Program Director
CNA Program Director recieve 10% reassigned time and a $1,500 stipend
There has been an expansion of the CNA program requiring more of the Program Director, including program review, management of grants and curriculum changes. The required qualification of the CNA program director are very narrow and few nursing instructors quality.
Strategy 13 - Sufficient Instructional Space NEEDED
The Allied Health Programs (RT, EMS, Nursing) are requesting approximatley 2.5 million dollars for the remodel of any additional space for instruction.
Currently the Allied Health/Public Service building has a shortage of the necessary lecture and lab room space to accommodate the Allied Health programs currently lodged here. In the fall of 2017, the ADN program expanded their enrollment from 48 students to 60 students; this change has significantly impacted room availability in the building. Currently every classroom and most of our lab space in this building is scheduled all day for every day of week; faculty are using storage rooms and the hallways to conduct skills check offs due to our lack of space. Moving the all of the nursing programs (ADN, LVN and CNA) to another space would give the RT and EMS programs the space they need to conduct their programs and open large lecture classroom space for large general education courses.
Strategy 14 - Budget Augmentation to support nursing expansion not covered by SWP
The nursing program expanded from 249 nursing students to 312 nursing students. There are not enough SWP funds to cover this expansion.
The nursing program expanded with SWP funds with the intention of have it be a self-sustaining with FTES funds. This is the first phase of that transtion. There is already decreasing SWP funds.
Strategy 15 - RN/LVN Program Director Role split
The Program Director is a required position by both the BRN and BVNPT.
The Program Director is a required position by both the BRN and BVNPT. There is increasing workload on these positions. These roles really should be two distinct people because of exponentially increasing demand for reporting, clinical site visits, and approvals required by the BRN and BVNPT. The director for the BRN currently receives 50% release time. The BVNPT director also needs 50% release time to make the mandated visits and complete the mandated reporting and approvals.
Strategy 16 - Professional Development for Simulation Faculty
Simulation scenario faculty resources and Professional Development
Due to curriuculum changes which increase simulation to 25% of course hours, increasing faculty numbers and faculty training specific to teaching simulaiton in nursing is necessary.
Strategy 17 - Student Training Videos Mental Health
Mental health experiences are very difficult to have by students.
These videos enrich Mental Health Clinical experiences which is required by the BRN. EMS utilizes these videos as well.
Office space is needed for full-time. With the expansion of the nursing program, we have more instructors and already we were experiencing a office space shortage. Meeting with students in the hallway to discuss strategies for their success is unacceptable.
More classroom space is needed for nursing classes. There is a constant battle for classroom space and skills lab space. This ongoing challenge and battle is leading to deparment frustration, irritation and anger. Student mastery tests and simulation is taking place in closets and in the hallways. This does NOT maximuze student success. The learning is disrupted and disjointed. More classroom space is required to meet the increased program sizes.
2016-2017 Enrollment Growth Grant ($222,400) ends June 30, 2017 and should be renewed every year but at a reducing rate, pending CCCCO annual funding.
2017 - 2018 Enrollment Growth Grant ($217,156) was reduced but renewed. With increasing salaries and beneifts these decreasing funds are magnified.
2018-2019 Enrollment Grown Grant ($215,166) was again reduced, but renewed. With increased students, salaries and benefits decreasing funds were felt exponentially as a loss.
Hospital match has been be renewed for $65,588 annually through June, 2020.
2020 - 2021 - Enrollment Growth has stayed relatively the same. Hosptial match is also the same.
| Original Priority | Program, Unit, Area | Resource Type | Account Number | Object Code | One Time Augment | Ongoing Augment |
| Description | Supporting Rationale | Potential Alternative Funding Sources | Prioritization Criteria | |||
| 1 | Nursing | Facilities | $2,500,000.00 | $0.00 | ||
| Sufficient Instructional Space NEEDED | The Allied Health Programs (RT, EMS, Nursing) are requesting approximately 2.5 million dollars for the remodel of any additional space for instruction. Currently the Allied Health/Public Service building has a shortage of the necessary lecture and lab room space to accommodate the Allied Health programs currently lodged here. In the fall of 2017, the ADN program expanded their enrollment from 48 students to 60 students; this change has significantly impacted room availability in the building. Currently every classroom and most of our lab space in this building is scheduled all day for every day of week; faculty are using storage rooms and the hallways to conduct skills check offs due to our lack of space. Moving the all of the nursing programs (ADN, LVN and CNA) to another space would give the RT and EMS programs the space they need to conduct their programs and open large lecture classroom space for large general education courses. |
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| 2 | NSG | Personnel | 11-000-517-1-123010 | 51000 | $0.00 | $16,000.00 |
| 20% Re-Assigned Time for Assistant Program Director | The California Board of Registered Nursing (BRN) requires that all nursing programs have a Program Director and Assistant Directors to meet all the requirements of the BRN. Currently there is no re-assigned time for Assistant Directors. The BRN required that 50% re-assigned time be given to Director (done) and recommended 20% be given to Assistant Directors. |
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| 3 | NSG | Personnel | 11-099-517-1-123010 | 566100 | $0.00 | $11,500.00 |
| CNA Program Director to receive 10% reassigned time and a $1,500 stipend | There has been an expansion of the CNA program requiring more of the Program Director, including program review, management of grants and curriculum changes. The required qualification of the CNA program director are very narrow and few nursing instructors quality. |
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| 4 | NSG | Operating Expenses | 11-000-517-1-123010 | 51000 | $5,000.00 | $0.00 |
| BRN fee for RN Curriculum Change - $5,000 for required curriculum changes | The Board of Registered Nursing (BRN) is requiring that the RN program reduce the number of units. Even though the BRN is requiring the change, the college is assessed a $5,000 fee to change the curriculum. |
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| 5 | NSG | Equipment | 11-000-517-1-12310 | 56411 | $10,920.00 | $0.00 |
| Purchase computer for faculty members whose computer keeps shutting down. Computer is over five years old. In addition, purchase two new computers for two new anticipated faculty members. | To be able to function as a full-time faculty, instructors need a functional office computer. |
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| 6 | Nursing | Operating Expenses | $0.00 | $0.00 | ||
| Budget Augmentation to support nursing expansion not covered by SWP | The nursing program expanded from 249 nursing students to 312 nursing students. There are not enough SWP funds to cover this expansion. The nursing program expanded with SWP funds with the intention of have it be a self-sustaining with FTES funds. This is the first phase of that transtion. There is already decreasing SWP funds. |
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| 7 | NSG | Equipment | 11-099-517-1-123010 | 56610 | $500,000.00 | $0.00 |
| Simulation and Skills Lab Equipment and Computer Maintenance, Upgrade and Purchase | The simulation and skills lab manikins and computers are used frequently in the nursing programs. These manikins are expensive to maintain and upgrade, and even more expensive to purchase. Becasue the nursing department is expanding it's simulation program, funding for new equipment is imperitive. |
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| 8 | Nursing | Personnel | $0.00 | $10,000.00 | ||
| RN/LVN Program Director Split | The Program Director is a required position by both the BRN and BVNPT. There is increasing workload on these positions. These roles really should be two distinct people because of exponentially increasing demand for reporting, clinical site visits, and approvals required by the BRN and BVNPT. The director for the BRN currently receives 50% release time. The BVNPT director also needs 50% release time to make the mandated visits and complete the mandated reporting and approvals. |
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| 9 | NSG | Personnel | 11-000-517-1-12310 | 52120 | $0.00 | $60,284.00 |
| Program Assistant | Currently, the Nursing Program Assistant is funded by The Enrollment Growth Grant at 60% and 40% from District Funding. Because the Enrollment Growth Grant continues to be uncertain, we would like to request that funding for this position be transferred to 100% District Funding. |
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| 10 | NSG | Personnel | 11-000-517-1-123010 | 51000 | $0.00 | $109,000.00 |
| Transfer one grant funded full-time faculty position to District funded | Grant funding is unpredictable, without these faculty members, it would extremely difficult to continually find part-time faculty. |
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| 11 | NSG | Personnel | 11-000-517-1-123010 | 51000 | $0.00 | $109,000.00 |
| Full Time Simulation Faculty | Due to the increased number if students attending simulation an additional simulation instructor is needed to coordinate and deliver simulation to students assigned simulation. The number of students in simulation at any given time is increasing four fold. |
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| 12 | Nursing | Personnel | 11-000-517-1-123010 | 555200 | $0.00 | $98,000.00 |
| Simulation Coordinator Funding | Transferring funding for Simulation Coordinator to 100% District Funding |
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| 13 | NSG | Personnel | 11-000-517-1-123010 | 555200 | $0.00 | $109,000.00 |
| Simulation Lab Tech - Transferring funding for Simulation Lab Tech to 100% District Funding | Currently, the Nursing Simulation Lab Tech is funded by by The Enrollment Growth Grant at 75% and 25% from District funding. Because the Enrollment Growth Grant funds continue to dwindle, we would like to request that funding for this position be transferred to 100% District Funding. |
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| 14 | Nursing | Operating Expenses | 11-000-517-1-123010 | 555200 | $8,340.00 | $7,400.00 |
| Professional Development for Simulation Faculty - Simulation scenario faculty resources and Professional Development | Due to curriculum changes which increase simulation to 25% of course hours, increasing faculty numbers and faculty training specific to teaching simulation in nursing is necessary. Training for faculty Simulation at Rural Simulation Center Annual Simulation Conference for Simulation Coordinator - required to run simulation |
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| 15 | Nursing | Operating Expenses | 11-000-517-1-12310 | 51000 | $2,000.00 | $0.00 |
| Provide a stipend for a nursing faculty member to, in collaboration with Respiratory and Paramedic programs, develop clinical simulations that involve students from each of these programs. | Develop simulations for 4th semester nursing students, 4th semester respiratory students, and 2nd semester paramedic students related to management of simulated patients on a continuum, beginning with a prehospital scene to the emeregency department of a hospital and beyond. The development of clinical simulations that involves so many facets of clinical care, specifically related to collaboration and interdisciplinary care, will benefit all students involved and prepare them for "the real world". A stipend of $2,000 would be provided to a nursing faculty member to develop these extensive clinical simulations in collaboration with faculty from the respiratory and EMS departments. |
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| 16 | NSG | Personnel | 11-000-517-1-123010 | 51000 | $1,500.00 | $0.00 |
| Provide a stipend for a faculty member to develop a comprehensive orientation/mentoring program for faculty | Developing a comprehensive orientation program for faculty, especially part-time faculty, will improve efficiency within the department by ensuring consistency among faculty. This will also provide part-time faculty a sense of complete inclusiveness in the department. |
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| 17 | Nursing | Operating Expenses | $3,000.00 | $0.00 | ||
| Student Training Videos Mental Health | Mental health experiences are very difficult to have by students. These videos enrich Mental Health Clinical experiences which is required by the BRN. EMS utilizes these videos as well. |
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