2013-14 Unit Plan
Nursing Programs

Mission Statement

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, for the vocational nurse and registered nurse at the associate degree 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.  

Program Description

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.  This led to the need to hire additional part-time faculty.  In the Fall of 2012, 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 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.  it is unknown at this time if there will be another cohort beginning in the Fall of 2012.

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.

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.

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 begins in Spring of 2013. This will also increase 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.

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 will return 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 accomodate the increased number of students.  This increase in class size will follow through the program until the students graduate in Fall of 2014.

Currently, the full-time Student Success/Simulation faculty member teaches a heavy two unit theory course in the fourth semester of the RN program.  This important class takes a significant amount of valuable time from this faculty away from student success and simulation.  It is hoped that in the future the department will be able to have another full-time faculty member teach this course, but currently all faculty members are unavailable.  If the Student Success/Simulation faculty member were able to give up this course, it would be able to redirect the attention to student retention and student success.

For Spring of 2013, the CNA/HHA program has 2 part-time faculty, the LVN program has 2 part-time faculty, and the RN program has 6 part-time faculty. It is increasingly difficult to maintain this number of part-time faculty.  As previously stated, most part-time faculty have full-time employment as nurses, and are paid at a much higher rate. To encourage retention and satisfaction of part-time faculty, a formal orientation and mentoring program should be developed.

The Health Occupations office currently has one full-time Program Assistant and two part-time student assistants.  In the Fall 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.

Our total number of nursing students in Spring of 2013 will be approximately 208 students, and in the Fall it will be approximately 188 students.

Future Development Strategy

Strategy 1

Develop comprehensive orientation/mentoring program for part-time faculty.

Initiatives
  • Inspiring passion through collaboration
  • Focusing on student success
  • Valuing a culture of learning
  • Enhancing an innovative, responsive, and accountable culture

  • Supporting Rationale
    By developing a comprehensive orientation/mentoring program for part-time faculty, it will improve satisfaction and retention.

    Supporting Rationale Alignment
  • Supports Changes from Student Learning Outcomes Assessment
  • Maintaining core programs and services
  • Increasing student success
  • Establishing new initiatives that support the Strategic Direction
  • Strategy 2

    Hire a full-time Clerk I for the Health Occupations office.

    Initiatives
  • Inspiring passion through collaboration
  • Focusing on student success
  • Valuing a culture of learning
  • Enhancing an innovative, responsive, and accountable culture

  • Supporting Rationale
    The Health Occupations Office has gone through dramatic changes in the past year. The Managerial Program Assistant, Mike Smith, has retired and not been replaced; the Director of Health Occupations has been promoted to Dean of all Career and Technical programs and the Director position has not been replaced; the Nursing program has lost one of its two Co-Chairs and that position has not been replaced; and the administrative assistant, that we requested part time assistance for the last two years, has been reclassified to Program Assistant and has taken on additional duties to cover the two lost positions and to assist the one RN Chair with her added duties.  In addition, the nursing program has decreased its class size, which has significantly increased the wait time to get in to the RN program and thus students are becoming frustrated and turning significantly more applications in to the RT program. This has created a three to four year wait for acceptance into the RN program and a two to three year wait for acceptance in to the RT program. Both program lotteries must be maintained, without flaw, for the entire duration of a student’s application process. The Nursing department has also taken on CNA courses each semester and has been working collaboratively with community organizations to pay for student costs which have significantly increased clerical need and coordination, further taxing an already strained system.  Student Assistants that are not reliable, accountable nor permanent are constantly being trained and retrained so there is coverage for the Health Occupations office.  This has created a need for the Program Assistant to systematically collect comp time to ensure the Health Occupations Programs do not fall out of contractual obligation and expose the programs to liability and/or loss of funding.  The Health Occupations Program Assistant is currently the only Program Assistant at Butte College that does not currently have any clerical support.

    Supporting Rationale Alignment
  • Supports Previous Program Review Recommendations
  • Supports Changes from Student Learning Outcomes Assessment
  • Resolving health, life, and safety issues
  • Maintaining core programs and services
  • Increasing student success
  • Establishing new initiatives that support the Strategic Direction
  • Strategy 3

    Hire a full-time Masters prepared tenure track faculty to replace retired faculty member Macy Kelly.

    Initiatives
  • Focusing on student success
  • Valuing a culture of learning
  • Enhancing an innovative, responsive, and accountable culture

  • Supporting Rationale
    Replacement of a full-time faculty memebr would allow for continued consistency within the program, therefore increasing student success and retention.

    Supporting Rationale Alignment
  • Supports Previous Program Review Recommendations
  • Maintaining core programs and services
  • Increasing student success
  • Maintaining the appropriate program and service mix between the main campus and outlying centers
  • Strategy 4

    Hire one full-time Bachelors or Masters prepared faculty member for the LVN program.

    Initiatives
  • Inspiring passion through collaboration
  • Focusing on student success
  • Valuing a culture of learning
  • Enhancing an innovative, responsive, and accountable culture

  • Supporting Rationale
    Hiring a full-time faculty member for the LVN program will improve consistency and reduce fragmentation of instructors due to lack of part-time faculty availability.  The workload for one full-time faculty memeber is overwhelming and student success woudl be increased with an additional full-time faculty.

    Supporting Rationale Alignment
  • Supports Previous Program Review Recommendations
  • Supports Changes from Student Learning Outcomes Assessment
  • Maintaining core programs and services
  • Increasing student success
  • Establishing new initiatives that support the Strategic Direction
  • Strategy 5

    Transfer three grant funded full-time positions to District funded tenure tract positions.

    Initiatives
  • Focusing on student success
  • Valuing a culture of learning
  • Enhancing an innovative, responsive, and accountable culture

  • Supporting Rationale
    Grant funding has been very helpful in recent years to be able to fund two full-time faculty members.  The grant has been tentatively approved for the 2013-2014 academic year, however, it may not be continued in the future. One of the enrollment grants has been discontinued after June of 2013.

    Supporting Rationale Alignment
  • Supports Previous Program Review Recommendations
  • Supports Changes from Student Learning Outcomes Assessment
  • Maintaining core programs and services
  • Increasing student success
  • Establishing new initiatives that support the Strategic Direction
  • Strategy 6

    Replace all faculty computers over 5 years old.

    Initiatives
  • Focusing on student success
  • Modelling sustainability

  • Supporting Rationale
    The Nursing Department is requesting replacement of faculty computers graeter than 5 years old. Newer software running on older computers has caused significant reduction in computer productivity.

    Supporting Rationale Alignment
  • Supports Previous Program Review Recommendations
  • Maintaining core programs and services
  • Strategy 7

    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.

    Initiatives
  • Inspiring passion through collaboration
  • Focusing on student success
  • Valuing a culture of learning
  • Enhancing an innovative, responsive, and accountable culture

  • Supporting Rationale
    Develop simulations for 4th semester nursing students, respiratory students, along with 2nd semester paramedic students regarding 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 will benefit all students involved and prepare them for "the real world". The nursing department woudl like to receive a stipend of $2,000 to provide to a faculty member who will be collaborating with the respiratory and paramedic instructors in the development of these  extensive clinical simulations.

    Supporting Rationale Alignment
  • Supports Changes from Student Learning Outcomes Assessment
  • Maintaining core programs and services
  • Increasing student success
  • Establishing new initiatives that support the Strategic Direction
  • Strategy 8

    Purchase 8 Notebook computers for use by students to complete proctored testing. 

    Initiatives
  • Inspiring passion through collaboration
  • Focusing on student success
  • Valuing a culture of learning

  • Supporting Rationale
    All of the nursing courses utilize the kaplan Integrated Testing sysytem.  Every course has students take a proctored exam.  The computer lab that we have in AHPS only has 24 computer stations.  An additional 16 are need to allow the entire class to test at the same time.  The Respiratory Care program also does testing.  Both programs would like to be able to purchase 6 Notebook computers each for student use during proctored testing.  These computers would be shared between the two programs, and would allow a full class of 40 take exams at the same time (24 stations in AHPS + 16 Notebooks).

    Supporting Rationale Alignment
  • Supports Changes from Student Learning Outcomes Assessment
  • Maintaining core programs and services
  • Increasing student success
  • Strategy 9

    Transfer the Dean of Career and Technical Education to 100% District Funded (currently, 30% of this posotion is funded from the Enrollment Growth Grant). 

    Initiatives
  • Inspiring passion through collaboration
  • Enhancing an innovative, responsive, and accountable culture

  • Supporting Rationale
    The Dean of Career and Tech nical Education no longer will be managing the Grants for the Nursing Department.  The Department Chair and Program Assistant will be managing the grants.  Because the future of grant funding is questionable, decreasing the amount of money paid for salaries makes sense.  The increase in grant funding will allow the money to be used for other departmental needs. In the future, The Program Assistant should be 100% District funded, due to the uncertaintly of the future of grants.

    Supporting Rationale Alignment
  • Maintaining core programs and services
  • Required Resources

    Return Simulation/Student Sucess faculty to 100%. Return 4th semester Advanced Medical/Surgical Theory Course (NSG 77) to 4th semester faculty.

    Develop comprehensive orientation/mentoring program for new faculty.  The Nursing Department would like to recieve a stipend to allow a full-time faculty member to develop this program.

    Hire a full-time Clerk I for the health Occupations office.  60% would be paid by Nursing, 40% woudl be paid by Respiratory.

    Hire a full-time tenure track Masters prepared faculty to replace retired faculty member Macy Kelly.

    Hire one full-time Bachelors or Masters prepared faculty member for the LVN program.

    Transfer two grant funded full-time faculty positions to District funded tenure track positions.

    Replace all faculty computers over 5 years old.

    The nursing department would like to receive a stipend for a faculty member to develop simulations in cpollaboration with respiratory and paramedics.

    Purchase 8 Noteboook computers for proctored student testing.

    Transfer Dean of Career and Technical Education to 100% District funded. 

    Current Revenue Stream

    WIA (Workforce Initiative Act) Augmentation Grant  (12-110-007) - will be spent down until February, 2014 only and then will not be renewed.  Total 2012-2013 budget $190,000.

    2012 -2013 Enrollment Growth Grant (12-116-003) will be renewed.

    2012-2013 Enrollment Growth Grant (10-116-003) will not be renewed.

    Hospital match will be renewed for $65, 588 only.

     

     

     

    Augmentation Requests

    Original Priority Funded Program, Unit, Area Resource Type Description Account Number Object Code One-Time Augment Ongoing Augment Supporting Rationale
    1 Yes Nursing Personnel Full-time tenure tract faculty position 11-000-517-1-123010 51000 $0.00 $98,801.00 Replace full-time faculty member who is retiring as of June 30, 2013. This will allow us to keep our regular staffing, and not try to hire more part-time faculty.
    2 Yes Personnel Full-time Clerk I for Health Occupations office 11-000-517-1-123010 51000 $0.00 $28,278.00 This amount covers 60% of the salary for a Clerk I. The remaining 40% will be requested by Respiratory.
    3 Yes Personnel Transfer 3 grant funded full-time faculty positions to District funded 11-000-517-1-123010 51000 $0.00 $148,202.00 Grant funding is unpredictable, without these faculty members, it would extremely difficult to continually find part-time faculty.
    4 Yes Nursing Personnel Hire one full-time faculty for LVN program 11-000-517-1-123-020 51000 $0.00 $86,084.00 To increase efficiency and continuity in the LVN program an additional full-time faculty member would be of value.
    5 Yes Nursing Personnel Transfer Dean of Career and Technical Education to 100% District funded. 11-000-517-1-123010 51240 $0.00 $37,328.00 The Dean of Career and Technical Education no longer manages the grants for the nursing department.
    6 Yes Nursing Equipment Computer replacement (five) 11-099-517-1-123010 56611 $5,358.00 $0.00 All computers over five years old have old software, reducing efficiency and speed of computers, and may not allow new programs to run efficiently.
    7 Yes Nursing Equipment 8 Notebook Computers 11-099-517-1-123010 56611 $0.00 $3,412.00 The computer lab in AHPS only has 24 computer stations. Each nursing course utilizes a proctored test in their class. The maximum size of our classes is 40, leaving 16 students without computer stations. We would like to purchase 8 Notebooks, and the Respiratory Care department would like to purchase 8 as well. This will bring us to the 40 computers needed for proctored testing.
    9 Yes Nursing Personnel Provide a stipend for a faculty member to develop a comprehensive orientation/mentoring program for faculty 11-000-517-1-123010 51000 $1,000.00 $0.00 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.
    9 Yes Nursing Personnel Stipend to devlop simulations in collaboration with paramedic and respiratory instructors 11-000-517-1-123010 51000 $2,000.00 $0.00 4th semester nursing students, respiratory students, and 2nd semester paramedic students would be managing care of a simulated patient from the pre-hospital scene (paramedic students) to the emergency department (nursing and respiratory students) of a hospital and beyond. The development of clinical simulations that involve so many facets of clinical care will require extensive time to plan, build and implement outside the faculty's normal workloads.
    Total(s) $8,358.00 $402,105.00