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.
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. 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 students 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. 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. 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 curriculum for the LVN program is being changed to run for one continuous year beginning in the Summer of 2019. 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 will graduate, and a new cohort of 24 students will be admitted in Fall of 2017. Beginning in Summer of 2019, we are planning to 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. We are currently waiting BVNPT board approval to begin this program. Approval has already been given from the college and the college curriculum committee as well as the chancellor's office for this change. 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. 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. 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%. In order to accommodate the increased number of students and the increased number of hours in simulation, will would like to propose two new positions. These positions are a simulation lab assistant and a professional expert. 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. In Spring of 2017, the Lab Assistant was increased to full-time with the help of the Strong Workforce funding that came to the college. With the increase in the number of students in the RN program and the probably increase in the number of students in the CNA program, there is a need 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 occupations program assistant is the only program assistant without a secretary. The Health Occupations Lab Technician is currently a 60% position. Simulation is also used in EMS and at this point, no individual is designated to provide support for simulation for EMS. We would like to propose increasing the Health Occupations Lab Tech position to 100%, 60% for Lab Technician and 40% to support simulation for EMS. 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 is approximately 260 students. By Spring of 2019 there will be approximately 284 students.
Two Sigma pumps
It allows students to practice necessary skills in a non stressful environment to be effective nurses today.
Pulse oximeters
Obtaining a pulse oximeter reading on patients is a required assessment that student nurses need to learn.
One nursing faculty.
We were approved for two district funded positions. It was a failed search. One faculty was that was grant funded got moved to being district funded. We are currently recruiting for an additional two positions.
The Matrix for the nursing program SLO's runs from Fall 2015 and Spring 2021. Several nursing courses are evaluted each semester, and the schedule was determined by each individual instructor. That information was then compiled together into one master docuemnt by the Department Chair.
The SLO Deep Dive" takes place every semester in Faculty Meeting during Institute Week. NSG 23 evaluted SLO's D and E. NSG 28 evaluated SLO's A, B and C. NSG 35 evaluted SLO D. NSG 57 evaluted SLO D. NSG 63 evaluted SLO D. NSG 64 evaluted SLO C. NSG 65 evaluted SLO C. NSG 66 evaluted SLO B. NSG 68 evaluted SLO's F, G, H, I and J. NSG 70 evaluted SLO D. NSG 78 evalutaed SLO R. NSG 100 evaluted SLO D. NSG 101 evaluted SLO C. NSG 102 evaluted SLO B. NSG 105 evaluted SLO C.
The "SLO Deep Dive" was informative and facilitated collaboration and discussion about how individual instructors evaluted specific SLO's.
The CNA instructors discussed activities to help more effectively meet SLO's.
The LVN instructors discussed how the change homework assignments to better meet the SLO's in each course.
The RN first semester instructors discussed the development of new strategies and approaches to further enhance key concept acquisition and long-term retention of fundamental information.
The RN second semester instructors discussed the enhanced activities that were added to classroom instruction and how those changes helped better meet the SLO's in the courses.
The RN thrid semester instructors discussed the improved theory integration assessments and how those assessment and activities helped increase the achievement of SLO's.
The RN fourth semester isntructors discussed the struggle students have meeting SLO's regarding nursing diagnosis. They formed a plan to help better meet these SLO's.
| 2012FA | 96.7% | |
| 2013FA | 93.8% | |
| 2014FA | 97.89% | |
| 2015FA | 99.37% | |
| 2016FA | 99.5% | |
Identify 3 or 4 initiative areas and report what nursing is doing in these areas. * items are the focus of the college this year. If you can talk to some of these, please do.
1 e 1) Meeting standards and working to achieve goals for course success, retention, degree achievement, certificate completion, transfer, and credentialing.
The nursing department has a student success coordinator that helps identify and provide a personalized plan when students are struggling. This early identification helps students successfully complete their coursework. Each semester CSUC Nursing department does a presentation about their BSN program to allow transer to their campus after gradutation from Butte College.
1 i 1) Implementing and, with faculty involvement, refining the Strong Workforce Program.
Strong Workfoce has allowed the RN program to expand from a cohort of 48 to a cohort of 60 full time students. Faculty has been involved in redifining classroom teaching as well as clinical placement to help ensure success.
4 6) Continuing to make progress toward 75% full-time faculty.
The nursing department had a failed search in 2017. A recuriting fair was just concluded, where 39 interested individuals attended. There are currently two positions open and we will continue to request and search for faculty to help achieve an increase in full-time faculty.
6 1) Recruiting, hiring and retaining a diverse workforce.
The nursing department held a recuriting fair in early 2018. There were 39 interested individuals who attended. We will continue to recruit and hire a diverse workforce.
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 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 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.
With the increase of nursing students, there is a need to hire and orient more faculty, both part time and full time. A goal of the department is to grow efficiently and to minimize disruption of daily activities in the nursing department.
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
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 continues to be uncertain, 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 Director
Provide 20% re-assigned time to Assistant Nursing Program Director to fulfill duties of the Nursing Program
The California Board of Registered Nursing (BRN) requries that all nursing programs have a Program Director and Assistant Director to meet all the requirements of the BRN. Currently there is no re-assigned time for Assistantr Director. The BRN required that 50% re-assigned time be given to Director (done) and recommended 20% be given to Assitant Director.
Strategy 6 - The new faculty computers
Purchase computer for faculty member 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.
Strategy 7 - Laptop Computers and Portable Storage Cart
Purchase 20 laptop computers and portable storage cart for student standardized testing
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.
Strategy 8 - Simulation Equipment Maintenance and Updates
$500,000 needs to be set aside for the maintence, upgrading and purchase of new simulation euqipment.
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.
Strategy 9 - Full Time Simulation Technician
Hire full time simulation laboratory technician.
Due to the increased number of students attending simulation a lab technician is needed to set up, maintain, and breakdown all simulation scenarios. In addition, maintenance of the simulation lab itself needs to be performed by a technician rather than full time faculty.
Strategy 10 - Full Time Simulation Faculty
Hire full time simulation faculty
Due to the increased number if studetns 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 11 - Full Time Secretary for Health Occupations
New full time Secretary I position to provide administrative/clerical support to Health Occupations.
The workload in the Health Occupations Office has reached a point where the 1 full time Program Assistant is responsible for six Programs a year ((2)RN, LVN, (2)RT, & Paramedic) + an academic discipline (ALH) and is also perpetually immersed in processing employment applications, managing the budget and paying bills for all of the Departments’ programs. When compared to the Academies who have 2 full time secretaries, each responsible for three academies a year + an academic discipline (either AJ or FSC), and a Program Assistant who manages the Department’s budgets, it is obvious the one assistant for Health Occupations is very heavily over load. The addition of this lower level clerical position would insure that there is receptionist/counter coverage during peak hours and reduce the challenge of trying to find students who can keep up with the pace of the office and provide long overdue relief for the Health Occupations Program assistant that has been asked to do more than any other Program Assistant in the history of Butte College.
Strategy 12 - Omnicell medication administration dispencery
Omicell is a machine that dispenses medication like in the hospital setting.
One of the Nursing Deprtment's industry partner's is changing from Pyxis to Omnicell. Purchase of an Omnicell would allow students to experience this type of machine before entering clinical. It would also be utilized during simulation.
Strategy 13 - Expansion of Simulation Lab
Restructuring simulation lab and AHPS 218 to meet the needs for expanded simulation in nursing curriculum.
Due to curriculum changes which increases simulation to 25% of course hours in both 3rd and 4th semester, expansion of simulation and restructring of AHPS 218 is necessary. This includes purchasing hospitla equipment to furnish the simulation lab and AHPS 218.
Strategy 14 - Nursing Program Expansion
To support Nursing Program expansion previously approved by leadership in Fall 2016 that is partially funded by Strong Workforce.
To increase numbers of students admitted to the Nursing program, funding from Strong Workforce needs to be guarenteed on an ongoing basis. Without this funding, program expansion is not feasible.
Strategy 15 - Remodel for New Simulation Lab
Restructuring simulation lab in AHPS 218 to meet the needs for expanded simulation in nursing curriculum.
Due to curriulum changes which increase simulation to 25% of course hours in both 3rd and 4th semesters, restructuring of AHPS 218 and AHPS 233 is necessary. This includes creating a separate bed space in AHPS 233 and moving simulation equipment into AHPS 218.
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.
Office space is needed for two faculty that are being hired.
2016-2017 Enrollment Growth Grant ($222,400) ends June 30, 2017 and should be renewed every year, pending CCCCO annual funding.
Hospital match has been be renewed for $65,588 annually through June, 2020.
| 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 | Operating Expenses | $0.00 | $495,000.00 | ||
| Nursing Program Expansion | To support nursing expansion previously approved by leadership in Fall 2016 that is partially funded by Strong Workforce |
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| 2 | NSG | 11-000-517-1-123010 | 51000 | $0.00 | $59,915.00 | |
| Full Time Secretary for Health Occupations | The workload in the Health Occupations Office has reached a point where the 1 full time Program Assistant is responsible for six Programs a year ((2)RN, LVN, (2)RT, & Paramedic) + an academic discipline (ALH) and is also perpetually immersed in processing employment applications, managing the budget and paying bills for all of the Departments’ programs. When compared to the Academies who have 2 full time secretaries, each responsible for three academies a year + an academic discipline (either AJ or FSC), and a Program Assistant who manages the Department’s budgets, it is obvious the one assistant for Health Occupations is very heavily over load. The addition of this lower level clerical position would insure that there is receptionist/counter coverage during peak hours and reduce the challenge of trying to find students who can keep up with the pace of the office and provide long overdue relief for the Health Occupations Program assistant that has been asked to do more than any other Program Assistant in the history of Butte College. |
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| 3 | NSG | Personnel | 11-000-517-1-123010 | 51000 | $0.00 | $0.00 |
| Hire full time simulation laboratory technician. | Due to the increased number of students attending simulation a lab technician is needed to set up, maintain, and breakdown all simulation scenarios. In addition, maitenance of the simulation lab itself needs to be performed by a technician rather than full time faculty. |
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| 4 | 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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| 5 | NSG | Personnel | 11-000-517-1-123010 | 51000 | $0.00 | $109,000.00 |
| 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. |
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| 6 | Nursing | Equipment | 11-099-517-1-12310 | 56610 | $174,134.00 | $0.00 |
| Due to curriculum changes which increases simulation to 25% of course hours in both 3rd and 4th semester, expansion of simulation and restructuring of AHPS 218 is necessary. This includes purchasing hospital equipment to furnish the simulation lab and AHPS 218. | Purchase - Linens for Sim lab Hospital bed standard Birthing Hospital bed Sim View Cameras (2) Computer to run simulation Bedside night stands (2) Pyxis medication administration system Sigma IV pumps (2) Bedside medication administration system Hospital supplies misc Pediatric Simulation maniquin Adult Simulation manikin Programable thermometer (2) Replacement Arm for existing manikin - Lucina Simulation scenario faculty resources |
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| 7 | 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. |
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| 8 | 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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| 9 | Nursing | Facilities | 11-000-517-1-123010 | 56220 | $16,000.00 | $0.00 |
| Restructuring simulation lab in AHPS 218 to meet the needs for expanded simulation in nursing curriculum. | Due to curriculum changes which increase simulation to 25% of course hours in both 3rd and 4th semesters, restructuring of AHPS 218 and AHPS 233 is necessary. This includes creating a separate bed space in AHPS 233 and moving simulation equipment into AHPS 218. Move cabinets and contents from AHPS 233 to AHPS 218 Install simview cameras and simulation computers in both sides of AHPS 233 Tall room dividers to designate distinct simulation areas in AHPS 233 |
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| 10 | 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. |
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| 11 | 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. |
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| 12 | NSG | Personnel | 11-000-517-1-123010 | 51000 | $0.00 | $218,000.00 |
| 20% Re-Assigned Time for Assistant Program Director | The California Board of Registered Nursing (BRN) requries that all nursing programs have a Program Director and Assistant Director to meet all the requirements of the BRN. Currently there is no re-assigned time for Assistantr Director. The BRN required that 50% re-assigned time be given to Director (done) and recommended 20% be given to Assitant Director. |
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| 13 | 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. |
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| 14 | 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. |
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| 15 | NSG | Equipment | 11-000-517-1-12310 | 56411 | $5,460.00 | $0.00 |
| Purchase computer for faculty member 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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