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 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 indefinately.

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.

There will be an increased need for CNA's beginning in the Summer of 2017. The nursing department is beginning a new LVN curriculum that will require a CNA certification in able to be admitted to the program. To assist stduents in achieving this goal, in the Spring of 2016, there will be two CNA programs (8 weeks each) and no HHA or Acute Care CNA courses.  An additional CNA course will be 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. 

We have applied for an additional grant for the 2016-2017 academic year. This will cover student scholarships, live-scan fees and testing fees.

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.  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 curriculum for the LVN program is being changed to run for one continuous year beginning in the Summer of 2017.  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.

Beginning in Summer of 2017, we will begin a re-vamped LVN program that will run continuously for one year for 24 students at a time.  With this program, we will graduate 24 LVN students every year, meeting community demands for LVN's.

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 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. Currently, we admit 12 LVN to RN students every semester, 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.  In Fall of 2014, and continuing in the future, 36 RN students were admitted, with an additional 12 Transition students to be added in the third semester.  We will graduate 48 each semester.

The full-time Student Success/Simulation faculty member had been teaching a heavy two unit theory course in the fourth semester of the RN program.  She has now been returned to full-time Student Success/Simulation and is able to redirect the attention to student retention and student success. This faculty member is retiring at the end of Spring 2016, therefore it is imperative that we receive a replacement faculty member for this position.

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 near future, the plan is to increase that time to 50%.  This will increase the work load of the simulation faculty. Therefore, we would like to increase the simulation position to 100%, and transfer the student success to the Department Chair at an additional 25% release time.  We feel that this will improve the simulation education within our department as well as transferring student success to the Department Chair, much of which is already done by that individual.

The department has an additional full-time faculty member that will be retiring at the end of Spring of 2016. She will be taking banked leave for one year from Fall of 2016 to Spring of 2017. We have already been approved for a faculty hire for this position.

The Health Occupations office currently has one full-time Program Assistant and two part-time student assistants.  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 Lab Technician is currently a 60% position. Simulation is also used in EMS and at this point, no individual is designated to provide simulation for EMS. The current Lab Technician is a Paramedic and they would be an ideal individual to pick up simulation for EMS. We would like to propose increasing that position to 100%, 60% for Lab Technician and 40% for simulation for EMS. 

The total number of nursing students in the Spring of 2016 is approximately 184 students.

Accountability for Previously Funded Items

Student Learning/Administrative Unit Outcomes

The Matrix for the nursing program was updated and revised in the Fall of 2015 to include all nursing programs on one document. CNA, HHA, LVN, Transition and RN programs are now all on one document.That document was submitted to the SLO Coordinator, but has not been uploaded onto the site at this time.  If needed that new matrix can be re-submitted.
The Matrix goes from Fall of 2015 to Spring of 2021.  Several nursing courses are evaluated each semester, and the schedule was depeermined by each individual instructor.  That information was then compiled together and one master document was developed by the Department Chair.
All instructors scheduled for Student Learning Outsome evaluation completed the module in Curricunet effectively.  Several changes are now planned based on the SLO evaluations.
The "Deep Dive" for Fall, 2015's SLO's that were evaluated was completed during the Institutre week faculty meeting.  NSG 18 evaluated SLO 3. NSG 47 evaluated SLO C & D. NSG 50 evaluated SLO A, C, E & F. NSG 54 evaluated SLO F. NSG 61 evaluated SLO D. NSG 62 evaluated SLO B. NSG 63 evlauted SLO A. NSG 64 evaluated SLO A. NSG 65 evlauted SLO A. NSG 71 evaluated SLO A, B, C & D. NSG 81 evaluated SLO G. NSG 200 evaluated SLO A. NSG 201 evaluated SLO A. NSG 202 evaluated SLO A. NSG 205 evaluted SLO A. 
The "Deep Dive" meeting was very informative and it created great coversation and discussion about how individuals went about evaluted the specific SLO. Everyone came well prepared, with good data and explanations.  This infomation was recorded and documented in our meeting minutes by our Program Assistant.

Standards/Goals for Student Achievement (OSLED Departments)

			College			Program
Indicator	Source	2013-2014 Performance	Standard	Five Year Goal	Fall 2014 Performance	Standard	Five Year Goal
Course Success
-          Overall	PDR	71.1%	70%	73%
-          Transfer/GE	PDR	71.5%		73%
-          CTE	PDR	75%		77%	RN: 97.9% LVN: 95.7%	RN: 95% LVN: 90%	RN: 98% LVN: 98%
-          Basic Skills	PDR	51.7%		55%
-          Distance Ed (all)	PDR	62.5%		64%
Persistence (Focused).  Note:  The Persistence (Focused) that is included in the PDR is a different indicator than the three-primary term persistence indicator, from the state Student Success Scorecard, that is used to measure institutional persistence.  The Focused Persistence indicator measures the percentage of students that took a second course in a discipline within one year. There is no relationship between the college and program standards in this area.	PDR	72.6%    (Three-Term) Scorecard	67% (Three-Term) Scorecard	75% (Three-Term) Scorecard	RN: 98.3% LVN: 90.9%	RN: 95% LVN: 90%	RN: 99% LVN: 95%
Degrees	PDR	1,455		1,600	RN: 84 LVN: 2	RN: 70 LVN: 2	RN: 100 LVN: 20
Certificates	PDR	366		475	LVN: 0	LVN: 0	CA: 20
Developmental Strand Completion
-          English	State	42%		45%
-          Math	State	30.7%		33%
-          ESL	State	25%		28%
Licensure Pass Rates
-          Registered Nursing	SC	85%	86%	90%
-          Licensed Vocational Nursing	SC	85%	86%	90%
-          Respiratory Therapy	SC
-          Paramedic	SC
-          Cosmetology	SC
-          Welding	SC
Job Placement Rates (Nursing)	PIV	96%	80%	98%

                                                  The Nursing Department is in compliance with the standard. Success rates for the RN and LVN programs always continues to be high at 97.0% and 95.7% respectively.  Attrition rate continues to be low, primarily due to student motivation, as they have waited quite some time to get into their program. Maintaining success in these programs will be done by continuous curriculum review and evaluation.  NCLEX (state licensure test) success will also be evaluated to assure that students will be successful in the workforce.  Implementation of a new NCLEX test prep plan was started in Fall of 2015.  NCLEX success for this group of students will be evaluted during Spring of 2016 to determine if the new plan was beneficial for the graduates. During 2014-2015, the degrees were high for the RN program due to the fact that the RN program graduates a new cohort each semester. The LVN program only graduates a new group every three semesters. The group from 2014-2015 didn't graduate until December 0f 2015, although all 21 received a degree. Focused Persistence in these programs is very high at 90.9% - 100%.  The reason for this is that students are in a three or four semester cohort, so they take Nursing courses consecutively for that period of time. Job placement continues to be high at above 96%. The department will continue to hold job fairs as well as posting fliers for open nursing positions. In addition, during their last semester of the program, they are given assitance with writing their resume and with interview skills and practice.  

Standards/Goals for Student Achievement (All Other Departments)

Strategic Direction

1.  Enhancing a Culture of Completion and Academic Achievement
Connection - Once a month the department holds an"All About Nursing" inservice on campus to provide information about our programs and requiremens for entrance. There is a Health Occupation page on the Butte College website that also provides descriptions about the programs available and requirements before and during the program.
Entry - The counseling and advising office on campus is very knowledgeable about pre-requisites for nursing and appropriately advises students on which courses to take. This information is also provided on our web-page.The department has a Student Success Coordinator that provides advising and will connect them to appropriate support services on campus.
Progress - As stated above, our Student Success Coordinator assists with support of student success in the programs. The department also hold an annual Advisory Meeting, that collaborates with industry in determining the needs of the facilities in our service area.
Completion - the Department continues to have a very high completion rate, and a very low attrition rate. In addition, job placment is very high at over 96%.
Strategic Scheduling - all RN students complete in four semesters, all LVN sttudents complete in 3 semesters. Currently, the nursing programs do not offer online courses.
Technology - continuous upgrading of simulation manikins occurs. The department recently purchased an $80,000 new high fidelity simulation manikin for training. We also utilize real life medication administration modules in out skills lab.
Facilities - no additional requirements are needed at this time in relation to facilties.
Workforce and Community Developmment - as previously stated, the department has annual Advisory Meetings. The CCCCO provides the department with an annual Enrollment Growth grant which helps to fund faculty salaries.
2.  Supporting Student, Faculty and Staff Success
Student Engagement - the department has a chapter of the National Student Nurse's Association, and all nurisng students, CNA, LVN and RN students, as well as pre-nursing students are encouraged to join. Faculty continuously communicate with their students directly on a weekly basis as well as through Butte College's My BC e-mail service.
Employee Development - Professional Devleopment Opportunites are numerous at Butte College which consistently creates a positive campus culture. Collaboration with other departments is very beneficial. Programs such as Great Teachers and the Instructional Skills Workshop are invaluable to faculty.
Wellness - ongoing workshops and classes on wellness as well as the Wellness Center provide opportunities for both student and staff to participate in wellness programs.
Collaboration and Decision Making - collaboration with other departments in the college is outstanding. Committee opportunities are vast and highly encouraged.
3.  Using Data-Informed Processes for Continuous Improvement
Increasing the use of meaningful data - the Report Server provides excellent resources to evaluate student success, demographics and attrtion rates.  These reprots are very easy to understand and interpret and are used every year on our RN and LVN Annual Reports that are sent to the state.
Training Faculty and Staff - training opportunites for things like SLO's and MyBC are utilized frequently by our nursing faculty. These opportunities are offered frequently and at varied times to allow for participation.
Using Data and technology for continuous improvement - the newly revised automated unit planning process is easy to understand and frequent in-services were provided to Department Chairs to understand the process. An automated Program Review would be outstanding.
4.  Maximizing Resources to Support Student Learning 
Student Success is maximized by our Student Success Coordinator.
5.  Modeling Sustainability
Providing educational opportunites in the area of sustainability - when they are in their nursing program there is little

Program Review

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.
Clinical evaluation tool be evaluated and improved - 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.
Exapand 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 CNA 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 Healthe 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.
 

Department Goals

The Department Goals are directly related to the stretegies chosen for the Nursing Department. 
The primary goal is to attain approval for a 100% Simulation Coordinator (previously 60% Simulation and 40% Student Success), and transfer the Student Success portion to another faculty member at 25% release time. Simulation is increasingly used as approved clinical time, therefore this position needs to be expanded.
The second priority is to transfer our current grant funded position (CCCCO Enrollment Growth) to District funded full-time tenure track position. The Enrollment Growth grant will probably be reneweed for 2016-2017, but funding at this time is unsure,
The next priority would be to increase the Helath Occupation Laboratory Technician position from 60% to 100%. This position is extremely valuable, and increasing the allotment of time will be very important for the nursing, respiratory and EMT/Paramedic programs.
The next priority wouls be to hire a full-time CNA instructor. It is very difficult to find qualified CNA instructors, and two part-time faculty are needed for each semester. This is difficult to fill each and every semester.
Currently, the Allied Health Program Assistant is funded 60% from the Enrollment Growth garnt and 40% from District funding. The Program Assistant is for all three programs: Nursing, EMT/Paramedic and Respiratory. Because the Enrollment Growth grant is structly for nursing, it needs to be 100% funded by the District.
The next priority woudl be to purchase 20 laptop computers with a rolling cart to be used by the nursing and respiratory programs for student standardized testing.
Because minimum wage increased in 2016, we had decreased hours for our student assistants during intersession. We woudl like to fund 2 student assistnats at 20 hours/week each for a full 49 weeks a year.
The next priority would be to fund simulation equipment maitenance, upgrading and purchase of new equipment. This is a long term, continual need that we have. As simulation equipment ages, it needs maitenance and upgrading. As they fail new simulation equipment will need to be purchased.
The last two priorities are to provide a stipend for a faculty member to develop a comprehensive orientation program for new faculty and to provide a stipend to develop a collaborative simulation wirth all three alliedd health programs
These goals will help support Stategic Direction # 1- Enhancing a Culture of Completion and Academic Achievement, # 2 - Supporting Student, faculty and Staff Success, # 3 - Using Data-Informed Processes for Continuous Improvement, # 4 - Maximinzing Resources to Support Student Learning, # 5 - Modeling Sustainability and # 6 - Enhancing a Culture of Inclusiveness.

Future Development Strategies

Requested Non-Financial Resources

Current Financial Resources

Augmentation Requests

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	NSG	Personnel	11-000-517-1-12310	51000	$0.00	$100,000.00
Transfer Simulation/Student Success to 100% Nursing Simulation	Nursing simulation is increasing in nursing education. Currently the Board of Registered Nursing allows that 25% of clinical time can be spent in simulation. That number will soon be going up to 50%. Also, currently simulation is not provided in all semesters of the RN program and not at all in the LVN program. The nursing faculty has committed to utilize simulated clinical experiences in ALL semester of the ALL Nursing programs. Currently the Simulation/Student Success faculty position is 60% Simulation and 40% Student Success. We would like to convert the position to 100% Simulation and transfer the Student Success portion of the position to a faculty member at 25% reassigned time. This will increase the effectiveness and success of simulation across the curriculum and provide consistent clinical experiences for students in a safe learning environment.				Maintaining core programs and services Addressing a shortfall identified during Student Learning (or administrative unit) Outcomes Assessment Directly supporting meeting department standards/goals for student achievement and/or supporting the college in meeting its student achievement standards and/or goals Supports Previous Program Review Recommendations Evaluating standards and goals for course success, retention, degree achievement, certificate completion, transfer, and credentialing annually
2	NSG	Personnel	11-000-517-1-12310	51000	$0.00	$25,000.00
Transfer Student Success to a Faculty Position with 25% Reassigned Time	Currently the Student Success Position is a 40% position combined with the Simulation faculty position. We would like to request that the simulation position be a stand alone 100% position and that Student Success be transferred to a faculty member at 25% reassigned time. These funds currently are funded through the Hospital Match Grant. We would like to request these funds be returned to District Funding.				Maintaining core programs and services Directly supporting meeting department standards/goals for student achievement and/or supporting the college in meeting its student achievement standards and/or goals Supports Previous Program Review Recommendations Evaluating standards and goals for course success, retention, degree achievement, certificate completion, transfer, and credentialing annually Placing students appropriately, advising them effectively, and ensuring that they have educational plans
3	NSG	Personnel	11-000-517-1-123010	51000	$0.00	$100,000.00
Transfer 1 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.				Maintaining core programs and services Directly supporting meeting department standards/goals for student achievement and/or supporting the college in meeting its student achievement standards and/or goals Supports Previous Program Review Recommendations Reaching the Sustainable Continuous Quality Improvement level on the implementation of Student Learning Outcomes Evaluating standards and goals for course success, retention, degree achievement, certificate completion, transfer, and credentialing annually
4	NSG	Personnel	11-000-517-1-123010	52190	$0.00	$40,557.00
Increase Health Occupations Lab Technician from 60% to 100%	The laboratory technician position has been invaluable to our department. Increasing the amount of time for this position will make the lab run even more efficiently. In addition, the Lab Technician would be assisting with EMS Simulation.				Maintaining core programs and services Directly supporting meeting department standards/goals for student achievement and/or supporting the college in meeting its student achievement standards and/or goals Supports Previous Program Review Recommendations Reaching the Sustainable Continuous Quality Improvement level on the implementation of Student Learning Outcomes
5	NSG	Personnel	11-000-517-1-123010	51000	$0.00	$74,280.00
Hire full-time CNA Instructor	Finding qualified instructors for the CNA program is extremely difficult. Hiring 1 full-time instructor will allow for continuity and consistency in the program, and fewer instructors will be needed.				Maintaining core programs and services Addressing a shortfall identified during Student Learning (or administrative unit) Outcomes Assessment Evaluating standards and goals for course success, retention, degree achievement, certificate completion, transfer, and credentialing annually
6	NSG	Personnel	11-000-517-1-12310	52120	$0.00	$58,650.00
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.				Maintaining core programs and services Addressing a shortfall identified during Student Learning (or administrative unit) Outcomes Assessment Directly supporting meeting department standards/goals for student achievement and/or supporting the college in meeting its student achievement standards and/or goals Placing students appropriately, advising them effectively, and ensuring that they have educational plans Reaching the Sustainable Continuous Quality Improvement level on the implementation of Student Learning Outcomes Evaluating standards and goals for course success, retention, degree achievement, certificate completion, transfer, and credentialing annually Using data, research and collaborative efforts among divisions and departments to develop projections of student demand, or appropriate course offerings, locations, and modalities
7	NSG	Equipment	11-099-517-123010	56411	$25,140.00	$0.00
20 Laptop Computers and Storage Cart	Currently the Nursing Programs and Respiratory Therapy Program utilize standardized testing frequently for our students throughout the programs. We can use our current supply of 16 laptops for testing, however with a class size of 48 in third and fourth semesters, we often run out of computers. The additional computers can be used by both programs and would dramatically increase computer availability during testing sessions.		Career and Technical Education - Perkins		Maintaining core programs and services Addressing a shortfall identified during Student Learning (or administrative unit) Outcomes Assessment Directly supporting meeting department standards/goals for student achievement and/or supporting the college in meeting its student achievement standards and/or goals Reaching the Sustainable Continuous Quality Improvement level on the implementation of Student Learning Outcomes Using data, research and collaborative efforts among divisions and departments to develop projections of student demand, or appropriate course offerings, locations, and modalities Improving support services to meet demands for online students and students attending at off-campus centers
8	NSG	Personnel	11-000-517-1-12310	52368	$0.00	$19,600.00
Student Assistants	Due to the increase in minimum wage, the current student assistants were unable to work during Winter Break. We would like to request that we have 2 student assistants at 20 hours per week for 49 weeks per year. Having student assistants greatly improves flow and organization in the Nursing Office.				Maintaining core programs and services Directly supporting meeting department standards/goals for student achievement and/or supporting the college in meeting its student achievement standards and/or goals Using data, research and collaborative efforts among divisions and departments to develop projections of student demand, or appropriate course offerings, locations, and modalities
9	NSG	Equipment	11-099-517-1-123010	56610	$500,000.00	$0.00
Simulation Equipment Maintenance, Upgrade and Purchase	The simulation manikins 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.		Instructional Equipment		Maintaining core programs and services Directly supporting meeting department standards/goals for student achievement and/or supporting the college in meeting its student achievement standards and/or goals Supports Previous Program Review Recommendations Using data, research and collaborative efforts among divisions and departments to develop projections of student demand, or appropriate course offerings, locations, and modalities
10	NSG	Personnel	11-000-517-1-123010	51000	$1,000.00	$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.		Career and Technical Education - Perkins		Addressing a shortfall identified during Student Learning (or administrative unit) Outcomes Assessment Reaching the Sustainable Continuous Quality Improvement level on the implementation of Student Learning Outcomes Evaluating standards and goals for course success, retention, degree achievement, certificate completion, transfer, and credentialing annually
11	NSG	Personnel	11-000-517-1-123010	51000	$2,000.00	$0.00
Stipend to develop simulations in collaboration with paramedic and respiratory instructors	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 workload.		Career and Technical Education - Perkins		Maintaining core programs and services Addressing a shortfall identified during Student Learning (or administrative unit) Outcomes Assessment Reaching the Sustainable Continuous Quality Improvement level on the implementation of Student Learning Outcomes Evaluating standards and goals for course success, retention, degree achievement, certificate completion, transfer, and credentialing annually