604 DIX ROAD / JEFFERSON CITY, MO 65109 / T. 573.635.5355

MISSOURIHIGHLIGHTS

NATIONALNEWS

QUALITYMATTERS

NURSEEDUCATOR UPDATE

UPCOMINGEVENTS

CONTENTS

63rd Annual ConventionPresident and CEO of Goodwill Industries International has been announced as the opening keynote presenter for the Missouri League for Nursing’s 63rd Annual Convention

While MLN’s convention will be its 63rd, the lineup includes an exciting array of new and instantly-relevant offerings to help caregivers and administrators deliver exceptional service.

The 2016 convention will open Wednesday, April 20 with a welcome and opening keynote address from President and CEO of Goodwill Industries International Jim Gibbons. Mr. Gibbons’ address – “Your Quest for Success” – will focus on making the connection between your success and the service you provide to those you serve. Mr. Gibbons has served as president and CEO of Goodwill since 2008. He earned his bachelor’s of science degree in industrial engineering from Purdue University and then attended the Harvard Graduate School of Business Administration where he was the first person who is blind to graduate with a master’s in business administration.On December 14, 2010, President Barack Obama named Gibbons to the newly-established White House Council for Community Solutions, which is committed to social innovation and civic engagement throughout the nation.

This year’s theme “Gateway to Empowered Service” echoes both the convention’s location in historic St. Louis as well as MLN’s focus on helping nurses and administrators chart a path to designing and delivering person-centered care in all settings.

Concurrent sessions will run during the convention and focus on an array of topics. Nursing home administrators will be interested in sessions focused on early identification of condition changes in their home, updates on the ever-changing regulatory climate, avoiding big mistakes in employment practices, infection prevention and more.

The most notable addition to our convention agenda may be the presence of nursing students, who will join attendees for two days of the convention. This will be a remarkable opportunity for the next generation of nurses to interact with experienced professionals and leaders in our line of work. Those professionals in turn will have an unparalleled opportunity to interact with some of the more dynamic and promising young people just entering the field.

MLN strives to make each session as relevant to attendees’ day-to-day work-lives as possible. One attendee last year was impressed by the timeliness of the information being presented, saying, “I will present the regulatory update information to my department heads ASAP.” Another said “all sessions had something I can take away and use daily in my position.”

Direct service staff will benefit from presentations focused on individualizing medication regimens, yoga for residents, and cognitive stimulation therapy for individuals with mild to moderate dementia.“The best ideas were the ones given to help staff relate better to the older population,” one attendee commented last year. “There were many interactive ideas I will put into practice.”

MLN believes that through our commitment to our values of caring, integrity, diversity and excellence we are able to empower you to provide the extraordinary service to our communities, residents and their family-members – all of whom deserve nothing less. Please join us in St Louis, April 20-22, for three days of learning, sharing and building the “Gateway to Empowered Service.”

Organizational members pay one registration fee - $399 – and bring unlimited staff for FREE.For more information go to www.mlnmonursing.org.

MISSOURIHIGHLIGHTS WINTER 2016

“ This year’s theme “Gateway to Empowered Service” echoes both the convention’s location in historic St. Louis as well as MLN’s focus on helping nurses and administrators chart a path to designing and delivering person-centered care in all settings.

WINTER 2016 | No. 007

LEADERSHIPDEVELOPMENT OPPORTUNITIES

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NATIONALNEWSSimulation Education Solutions for Nursing Tailored to Address the Needs of Your Nursing Program

Recently, The Connecticut League for Nursing (CLN) was recognized by The FORUM and was designated as Connecticut’s Nursing Workforce Center. The name of the CENTER will be The Connecticut Center for Nursing Workforce - A Program of the CLN.

This designation will allow CLN and Connecticut to have a direct link with other centers around the country that are doing ground breaking work related to nursing workforce, education and leadership development. “CLN and all organizations in the state can leverage these relationships and benefit from the other Centers’ years of experience, lessons-learned and regional and national sources of dollars to support this work”, noted Marcia Proto, Executive Director of the CLN. Teaching nursing using simulation has been proven to be as effective as traditional clinical methods when faculty have the needed skills and resources. Simulation Education Solutions for Nursing (SESN), developed by the National League for Nursing’s Center for Innovation in Simulation and Technology and Laerdal Medical, helps schools and programs successfully implement highly effective simulation training for nursing students.

Along with NLN and Laerdal expertise, SESN incorporates the Standards of Best Practice: Simulation from the International Nursing Association for Clinical Simulation and Learning (INACSL), the Society for Simulation in Healthcare (SSH) Standards and the guidelines produced by the National Council of State Boards of Nursing (NCSBN) in its landmark simulation study.

Visit Laerdal’s website to learn more about SESN

QUALITYMATTERSTeamSTEPPS for Long-Term Care Settings and Populations

TeamSTEPPS (Strategies & Tools to Enhance Performance and Patient Safety) was developed by The Department of Defense (DoD) and the Agency for Healthcare Research and Quality (AHRQ) to offer a powerful solution to improving collaboration and communication within health care facilities. Teamwork has been found to be one of the key initiatives within patient safety that can transform the culture within health care. Moreover, The Nurse of the Future Competencies have also stressed these areas are critical for providing quality nursing care.

Patient safety experts agree that communication and other teamwork skills are essential for the provision of quality health care and for the prevention and mitigation of medical errors and of patient injury and harm. This version of TeamSTEPPS was created specifically for nursing homes but can be easily adapted and applied to other long-term care settings such as assisted living and continuing care retirement communities.

TeamSTEPPS is an evidence-based program aimed at optimizing performance among teams of health care professionals, enabling them to respond quickly and effectively to whatever situations arise. This curriculum was developed by a panel of experts, incorporating over 25 years of scientific research that has been conducted on teams and team performance.

The core concepts of the TeamSTEPPS program—fostering teamwork and communication skills to improve care quality and patient safety—are showcased through examples, discussions, and exercises, which have been adapted to reflect the unique environment of nursing homes.The curriculum contains not only new examples tailored to the long-term care environment, but also numerous other supplemental teaching materials and Specialty Scenarios that can be used by nursing faculty.

The TeamSTEPPS Instructor Guide is designed to help you develop and deploy a customized plan to educate your students in teamwork skills and showcase a teamwork improvement initiative from initial concept development through to sustainment of positive changes. Comprehensive curricula and instructional guides include short case studies and videos illustrating teamwork opportunities and successes. Supporting materials include a pocket guide (the Essentials Course), DVD, and evaluation tools. Instructor and Trainer workshop materials focus on change management, coaching, and implementation.

To learn more about how to expand your Education Toolbox in post-acute care settings, please visit: http://www.ahrq.gov/professionals/education/curriculum-tools/teamstepps/longtermcare/welcome.html

MLNMONURSING.ORG

WINTER 2016 | No. 007

UPCOMINGEVENTSNURSEEDUCATOR UPDATEWhen a new faculty member joins your team, he or she brings energy, expertise and new ideas. Most times, faculty are seamlessly integrated into the daily working of the department and quickly build positive relationships with colleagues, administrators, students and staff. To insure that this “honeymoon” lasts it is important for all departments to provide a strong foundation for continued support and development. The NLN has many resources to support growth and development of faculty and one key resource is the Mentoring Toolkit.

The Mentoring of Nursing Faculty Tool Kit is comprised of a series of questions to cultivate reflective assessment of mentoring practices in nursing units and includes examples of literature references and online resources that provide further information about mentoring in a variety of areas. Individuals may be interested in using the tool kit as a guide when seeking a mentor, or a protégé, while faculty groups or nursing education administrators may find the tool kit useful in developing and assessing mentoring programs at their institutions. Overall, the tool kit is a resource designed to enhance healthful work environments that support educators in their work and contribute to the recruitment and retention of nurse faculty.

For more information or to download the Toolkit, click here.

RN REFRESHERThe next 100% Online RN Refresher Course begins March 14th. For more information, visit the CLN website.

CLN 26TH ANNUAL NURSING LEADERSHIP CONVENTIONJune 10, 2016That’s Trending Today... Innovations in Education, Practice & Leadership. New Format with 9 Breakout Sessions

The Missouri League for Nursing supports and implements the missionof the National League for Nursing to promote excellence in nursing education to build a strong and diverse nursing workforce to advancethe nation’s health at the constituent level.

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604 DIX ROAD / JEFFERSON CITY, MO 65109 / T. 573.635.5355

As you begin 2016, you may want to think about strategies to enhance your career, including attending one of AACN’s prestigious leadership development programs. Though AACN offers a full menu of conferences, webinars, and programs focused on building essential leadership skills, this month we are highlighting our two flagship programs that are now accepting applications: Leadership for Academic Nursing Program (LANP)This executive leadership fellowship is tailored specifically for aspiring and new deans as well as faculty serving in other academic or clinical leadership positions. Designed to prepare a more diverse pool of leaders for nursing programs, this professional development experience encompasses an assessment and evaluation of leadership skills, opportunities for strategic networking and case study development, consultation to achieve long-term goals, and identification of key partnerships. This year’s LANP will be held July 24-28, 2016 in Annapolis, MD. Registration is limited to 40 participants via a competitive application process. Read more about the application process.

Deadline to apply is April 1, 2016

LEADERSHIPDEVELOPMENT OPPORTUNITIES

WINTER 2016 | No. 007

SEEKING TO ENROLL IN SCHOOL?Visit the Nursing Guide: Your Education SourceMore information @ www.CTNursingGuide.com

NURSING STUDENT CONFERENCEApril 20-21, 2016 Sheraton Westport | St. Louis, MO

63RD ANNUAL MLN CONVENTION April 20-22, 2016Sheraton Westport | St. Louis, Missouri

MIDWEST LEADERSHIP INSTITUTE FOR NURSE EDUCATORS/DEANS & DIRECTORSJune 13-14, 2016Hilton Convention Center | Branson, MO

NURSING HOME ADMINISTRATOR OKTOBERFESTOctober 12-14, 2016Hilton Branson Convention CenterBranson, Missouri

25TH ANNUAL MLN INSTITUTE FOR NURSING HOME ADMINISTRATORSMarch 3-5, 2016Camden on the Lake | Lake Ozark, MO

TECHNOLOGY IN THE CLASSROOM USING A QSENMarch 4, 2016Renaissance St. Louis Airport

DIRECTOR OF NURSING INSTITUTEMarch 15-16, 2016Courtyard by Marriott, Columbia, MO

Draft Propose Statute Language Change for New

Nursing Home Administrators The State Board of Nursing Home Administrators met on February 3 and revised the previous draft statute (section 344.030.2 (1), (2), RSMo) language based on your input received December 2015. The Board determined at the December meeting that the statute language in section 344.030.2 (1),(2), RSMo, needs to be amended due to the current statute language not giving the Board the flexibility to amend the regulation 19 CSR 73-2.020 on the NHA criteria. Below is a rough draft and the Board is requesting your input and thoughts. If possible, please respond with your comments by March 1.

2. No initial license shall be issued to a person as a nursing home administrator unless:

(1)The applicant provides the board satisfactory proof that the applicant is twenty-one years of age or over and of

good moral character;

(2) The applicant applying for nursing home administrator licensure provides the board satisfactory proof that the

applicant has obtained a minimum of an associate degree from an accredited educational institution and has had a

minimum of one year experience in health care and has satisfactorily completed an approved course of instruction

and training prescribed by the board, which includes instruction in the needs properly to be served by licensed long

term care facilities, the protection of the interests of residents therein, and the elements of quality long term care

administration; and

Below is the current language for your information and comparison:

Current language reads, “(1) The applicant provides the board satisfactory proof that the applicant is twenty-one years of age or over, of good moral character and a high school graduate or equivalent; (2) The applicant provides the board satisfactory proof that the applicant has had a minimum of three years' experience in health care administration or two years of postsecondary education in health care administration or has satisfactorily completed a course of instruction and training prescribed by the board, which includes instruction in the needs properly to be served by nursing homes, the protection of the interests of residents therein, and the elements of good nursing home administration, or has pre-sented evidence satisfactory to the board of sufficient education, training, or experience in the foregoing fields to ad-minister, supervise and manage a nursing home.”

We appreciate your patience and all the input/help provided! We can’t do this without you all. Thank you! Sally McKee, Board Coordinator Missouri Board of Nursing Home Administrators Sally.McKee@health.mo.gov

President’s Report by Rebecca Miller, MLN President, MSN, RN

This year promises to be an interesting one, if nothing else with a presidential

election to look forward to or is it to endure? From a more local perspective,

our organization is healthy and engaged in many activities throughout our

state. Sometimes I am lulled into thinking that the MLN just runs itself, but then I come to my senses and realize that it

is really run by a very busy staff of three talented women who are just incredibly well organized for which we as

members are eternally grateful!

On the national level, the National League for Nursing also continues to thrive and be a leader in the world of nursing.

The new president, Dr. Ann Bavier, Dean of the College of Nursing at University of Texas in Arlington was inducted in

the fall of 2015. She will co- lead NLN along with our visionary Executive Director, Dr. Beverly Malone. Our parent

organization contributes much to the professional practice of nursing.

The NLN Commission for Nursing Education Accreditation (NLN CNEA) continues its work toward providing another

avenue for nursing program accreditation at the request of nurse educators. As a constituent league president, I had

the opportunity to respond to a survey regarding the standards. I was pleased to see they were organized according to

the values of NLN which are the same as MLN; caring, integrity, diversity, and excellence. I was also grateful to see

more flexibility in faculty qualifications while still maintaining a level of excellence needed to prepare a caring and

competent workforce. The new NLN accrediting body will review all levels of nursing programs from LPN to PhD.

In Missouri, the Nursing Coalition continues to provide leadership. This group comprised of MLN, MO State Board of

Nursing, MO Center for Nursing, MO Nurse Leaders, Missouri Nurses Association, and Missouri State Association of

Licensed Practical Nurses. Executive directors and presidents meet on a regular basis to stay informed on nursing and

other health related matters in their respective organizations and in the state. MLN Executive Director, Nina Bakke will

coordinate the 2016 meeting. Sharon Burnett, long time representative of the Missouri Hospital Association retired.

The group recently met to celebrate this milestone with her.

The Missouri Center for Nursing, formally known as the Missouri Action Coalition continues to work to implement initiatives of the IOM Future of Nursing report. The Leadership Academy for Direct Care Nurses is being conducted this spring in the western and central part of the state. A new initiative called Healing Minds, Changing Lives began in January. To learn more, visit www.mocenterfornursing.org I hope 2016 is a great year for you and remember to vote in November!!!

CNAs, Charge Nurses, and DONs

A Conference Filled with Leadership and Hands-On Learning

The MLN has arranged educational sessions designed specially CNAs, Charge Nurses, and Directors of Nursing to give them

direction and motivation to better perform their job.

Sharon Thomas, BSN, RN, Clinical Consultant/Quality Educator, MU MDS, and member

of the Quality Research Team at the University of Missouri School of Nursing will help

attendees see the impact of impersonal care, prevent skin problems, and lead sepa-

rate open forums for CNAs, charge nurses, and directors of nursing. The focus for

Thomas is on practical, real-world applications for staff.

“Too often people attend conferences and take their materials back to their workplace

to collect dust, never really implementing anything new,” Thomas explains. “The ‘Skin

Care Fair’ is an interactive session that uses a variety of props to demonstrate the

importance of preventing

pressure ulcers and other skin

issues. When I see attendees long after the training, they tell me

things they remember from it.”

According to Thomas, the forums will be focused on helping

attendees develop a practical

application plan for the information learned at the institute. “I

want people to leave with an idea of how to use what they

learned,” she says.

The major expansion of charge nurse and CNA programming at this

year’s DON Institute is no accident, says Nina Bakke, Executive

Director of MLN. “We heard from our members a desire for more diverse programming. We’re very excited to make the

conference even more responsive to the needs of the nursing community in Missouri.”

While Charge Nurses and CNAs will have more reasons to

register this year, engaging and informative sessions for DONs will also be the focus of the conference.

Download the brochure to view the full agenda, www.mlnmonursing.org.

Here is what last’s years attendees had to say:

● Overall the conference was excellent! I was able to walk away with usable tools that I will

be able to utilize immediately in my home.

● I enjoyed the conference and would recommend it to all long-term care staff.

● I appreciated the opportunity to network with other long-term care employers to our con-

cerns/questions.

The Missouri League for Nursing educates members and others on nursing and health care issues. We take position on issues but not on legislation. We help others find and use their voice rather than define the position they should take. How you use your voice is up to you. Here’s what’s ahead for nursing and health care issues in 2016:

Missouri State Board of Nursing Update

Legislation ● SB 835 (Wasson) – Changes the administrative agency for the nursing education grants from Department of Higher Education to the Board of Nursing ● SB 831 (Wasson) – provides acceptable ways a professional licensee may submit pay-ment, application, requests for extensions and notification of changes. These are changes needed to automate more processes. ● HB 1850 (Franklin) – allows boards to collaborate with DHSS to collect and analyze workforce data and contract with a third-party. ● HB 2043 (Swan) – adopts the revised (enhanced) nurse licensure compact.

Education ● CANE – Consortium on Advancement of Nursing Education – Collaboration of Community College nursing programs to work with a 4-year institutions to get students to BSN in 9 semesters; three full years of school year around. ● Minimum Standards Revision Committee – currently in progress; project recommendations for revision to the Board by the end of 2016. ● 2nd Innovative Best Practice in Nursing Education (IBP) – Nurse Educator’s Conference – cosponsored by the Board of Nursing and State Fair Community College – April 8th, 2016 ● New program administrator and nursing faculty orientation meetings – started last year, great response from nurse educators – did them quarterly last year, now doing two sessions a year – next one scheduled for April 29th, 2016 ● Military Service Member to PN – GateWay Community College model – starting to work with Missouri PN programs to offer this as a pilot project in Missouri – first conference call – May 13th, 2016 ● Transition Seminar – Board sponsored meeting to bring nursing programs together that have made, are making or plan to make transition from ADN to BSN education – meeting planned for May 27th, 2016 – we are seeing a trend of Associate Degree in Nursing programs transitioning to generic BSN education.

Missouri Nurses Association Update

MONA Legislation ● HB 1775 (Redmon) - Allows certain assistant physicians, advanced practice registered nurses, and physician assistants to prescribe all Schedule II medications. ● HB 1866 (Hubrecht) - Changes provisions relating to advanced practice registered nurses. Full Practice Authority Bill. ● SB 826 (Wallingford) - Changes provisions relating to advanced practice registered nurses. Full Practice Authority Bill. ● SB 752 (Munzlinger) - Allows certain assistant physicians, advanced practice registered nurses, and physician assistants to prescribe all Schedule II medications.

Legislation Monitoring ● HB 1465 (Burlison) - Changes the laws regarding collaborative practice arrangements between advanced practice registered nurses and physicians. ● HB 1466 (Burlison) - Establishes guidelines for the regulation of occupations and professions not regulated by the Division of Professional Registration. ● HB 1697 (Rowland) - Modifies laws relating to advanced practice registered nurses in collaborative practice agreements. ● HB 1892 (Rehder) - Establishes the Narcotics Control Act. ● HB 1904 (Lauer) - Changes the laws regarding 911 emergency communication services. ● HB 1918 (Gardner) - Repeals the authorization for licensure of assistant physicians ● HB 1923 (Barnes) - Changes the laws regarding the provision of telehealth services. ● SB 612 (Romine) - Modifies provisions relating to telehealth services. ● SB 835 (Wasson) – Changes the administrative agency for the nursing education grants from Department of Higher Education to the Board of Nursing ● SB 831 (Wasson) – provides acceptable ways a professional licensee may submit payment, application, requests for extensions and notifi-cation of changes. These are changes needed to automate more processes. ● HB 1850 (Franklin) – allows boards to collaborate with DHSS to collect and analyze workforce data and contract with a third-party. ● HB 2043 (Swan) – adopts the revised (enhanced) nurse licensure compact.

Legislative Report

EEOC Proposes Detailed Pay Equity Reporting for 2017

Lowenbaum Law, St. Louis, Missouri Authored by Karen E. Milner February 3, 2016

On January 29, 2016, the seventh anniversary of the Lilly Ledbetter Fair Pay Act, President Obama announced that the

Equal Employment Opportunity

Commission (EEOC) is proposing a pay equity report that will be added to the

currently required EEO-1 report. The pay data is intended to help the EEOC and

the Office of Federal Contract Compliance Programs improve enforcement of

federal pay discrimination laws and support employers’ voluntary compliance

with those laws. An EEOC press release noted that the two agencies “would use

this pay data to assess complaints of discrimination, focus agency investigations,

and identify existing pay disparities that may warrant further examination.”

What this new pay equity report means for employers?

Beginning with the September 30, 2017 EEO-1 reporting deadline, the proposed revision would require all employers with

100 or more employees to submit an annual report on pay data including employees’ total W-2 earnings for a 12-month

period looking back from a pay period of their choice between July 1st and September 30th. W-2 earnings were chosen

because they include not only wages and salaries, but also other compensation such as commissions, tips, taxable fringe

benefits, and bonuses. The current reporting by race, ethnicity, and gender is not proposed to change.

For each of the EEO-1 job categories, the proposed report will utilize the same 12 pay bands as the Bureau of Labor

Statistics in the Occupation Employment Statistics survey. Employers will report the number of employees whose W-2

earnings for the prior 12 months fell within each pay band. For example, an employer could report on the EEO-1 that it

employs 3 African American women who are Professionals in the sixth pay band ($49,920 – $62,919).

The proposal will also account for part-time workers, those who worked fewer than a full 12 months, and workers with

W-2s from multiple employers by collecting the number of hours worked by the employees counted in the pay bands. For

example, an employer would report on the EEO-1 that total hours worked for 11 Hispanic men who are Craft Workers in

the second pay band ($19,240-$24,439) is 10,000 hours.

If you have any questions about Equal Employment Opportunity, EEO-1 Reporting, or any other employment matter,

please do not hesitate to contact Karen Milner or Jamie Mahler.

PO Box 105228

Jefferson City, MO 65110

www.mocenterfornursing.org

Update – February 2016

The Missouri Center for Nursing is a non-profit organization that provides opportunities for collaboration among nursing

and health stakeholders to advance a culture of health for all Missourians. Our work is financed by grants and donations

and is completed and implemented by dedicated volunteers. Below is updated information regarding some of the

Center’s current initiatives. To get involved, complete the “Join Us” box here.

DIRECT CARE NURSES LEADERSHIP ACADEMY:

Three cohorts (Kansas City, Springfield and St. Louis) were completed in December. Over 110 nurses attended the

Academies, plus mentors and facilitators. Registration is now open for the spring cohorts (Kansas City and Columbia)

that will take place March to May. We continue to see growth within and demand for the program which encourages

direct care nurses to lead where they are and assists them in developing those critical skills necessary for successful daily

leadership. Click here to register!

2016 SUMMIT:

The 2016 Summit will be held June 1 and 2 at the Courtyard Marriott in Columbia. The theme is “Navigating a Culture of

Health.” Wednesday, June 1 will be an optional ½ day pre-conference with two tracts – Advocacy and Compassion

Fatigue. Thursday, June 2 will be the full day conference centered around building a culture of health with presentations

on the national, regional and local activities that are underway and are necessary to accomplish this. Registration will

open soon. Be sure to check the website regularly for updates!

NURSES ON BOARDS:

We continue to collect data regarding the number of Missouri nurses currently serving on Boards and are actively

seeking information regarding open board positions and nurses willing to serve. If you are currently serving on a board

or commission, tell us about it here.

NEW INITIATIVES:

HEALING MINDS, CHANGING LIVES – This initiative, in partnership with the Coalition for Community Behavioral

Healthcare, focuses on increasing exposure to behavioral/mental health nursing in order to change perceptions and

encourage nurses to enter the sector of the field. The committee met in person in November, meets monthly via

conference call, and quarterly in person.

MILITARY MEDIC TO BSN – This initiative aims to create a model for military medics to earn their BSN. This committee,

comprised of nursing and military service representatives from both practice and education, met in January for a day-

long work session and meets monthly via conference call.

DIVERSITY MENTORSHIP – Initially focused on creating a mentorship toolkit, the committee is diligently working on

concepts and projects to increase the diversity of the nursing workforce in Missouri. The committee meets monthly and

is in the process of ensuring all of the diverse/minority nursing groups in the state are represented.