Division of Nursing Overview

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Division of Nursing Overview
Technical Assistance Workshops October 11-12,
2007 (Dallas, TX) October 17-18, 2007
(Washington, DC) E. Michele Richardson, MS, BSN,
RN CDR Daniel Reed, MPH U.S. Department of
Health and Human Services Health Resources and
Services Administration Bureau of Health
Professions Division of Nursing

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Title VIII Legislation

• Nursing Education and Practice Improvement Act of
  1998
• Public Law 105-392
• Nurse Reinvestment Act of 2002
• Public Law 107-205
• Amends Public Law 105-392

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Program Administration

• Department of Health and Human Services (DHHS)
• The Department of Health and Human Services is
  the United States government's principal agency
  for protecting the health of all Americans and
  providing essential human services, especially
  for those who are least able to help themselves.

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Program Administration

• The Division of Nursing programs are administered
  by
• Health Resources and Services Administration
  (HRSA)
• Bureau of Health Professions (BHPr)
• Division of Nursing (DN)

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Division of Nursing (DN) Mission Statement

• HRSAs Division of Nursing is the key Federal
  focus for nursing education and practice.
• The Division provides national leadership to
  assure an adequate supply and distribution of
  qualified nursing personnel to meet the health
  needs of the Nation.

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DN Strategic Goals

• Increase access to quality care through improved
  composition, distribution, and retention of the
  nursing workforce
• Increase diversity in the nursing workforce
• Increase cultural competence in the nursing
  workforce

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DN Strategic Goals (cont.)

• Improve the quality of nursing education and
  practice
• Identify and use data, program performance
  measures and outcomes to make informed decisions
  on nursing workforce issues
• Increase the supply, distribution, and retention
  of the nursing workforce through financial
  assistance

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Division of Nursing Senior Staff

• Annette Debisette, Ph.D., ANP, RN, Director
• Joan Weiss, Ph.D., R.N.,Deputy Director
• E. Michele Richardson, MS, BSN, R.N., Chief, DBNE
  Branch
• Irene Sandvold, DrPH, CNM, RN, Acting Chief, ANE
  Branch

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Division of Nursing Programs

• Diversity and Basic Nursing Education Branch
• Nursing Education, Practice and Retention Program
  (NEPR)
• Nursing Workforce Diversity Program (NWD)
• Advanced Nurse Education Branch
• Advanced Education Nursing Program (AEN)

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Division of Nursing Programs Cont.

• Advanced Nursing Education Branch
• Advanced Education Nursing Traineeship Program
  (AENT)
• Nurse Anesthetist Traineeship Program (NAT)
• Nurse Faculty Loan Program (NFLP)
• Faculty Development Integrated Technology

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Division of Nursing Programs Cont.

• Nursing Education Loan Repayment Program Branch
  facilitates the critical shortage of nurses by
  loan repayment for services
• Nurse Scholarship Program provides scholarships
  for individuals to become RNs
• Both programs are administered by the HRSA Bureau
  of Clinician Recruitment and Service

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Submission Requirements

• All HRSA grants must be submitted electronically
• All grantees must register with www.grants.gov
  and HRSA EHB
• Applications can not exceed 10MB or 80 pages when
  printed by HRSA
• All applicants must complete SF 424 RR form and
  signed face page must be uploaded with application

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Healthy People 2010

• Applications must summarize the relationship and
  identify which of the program objectives relate
  to the goals of Healthy People 2010
• The Healthy People 2010 website
• http//www.health.gov/healthypeople/document/

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Linkages

• Include established or planned linkages with
  relevant educational and health care entities
• Signed linkage agreements are preferable

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Funding Preferences

• Statutory Funding Preference
• substantially benefit rural populations, or
• underserved populations, or
• help meet public health nursing needs in state or
  local health departments

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Funding Preferences (cont.)

• Applicants are strongly recommended to request
  the funding preference in their applications
• Applicants should select preference (s) as
  appropriate to their application
• Applicants must describe how they meet the
  preference(s)

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Division of Grants Management Operations

• Please direct questions concerning the fiscal
  aspects of the application to
• Division of Grants Management Operations, OFAM
• Parklawn Building, Room 11A-13
• 5600 Fishers Lane
• Rockville MD 20857
• Phone [phone]
• (See Grants Contact Person on Program Guidance)

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Budget Considerations

• General guidance
• Does the total proposed budget appear consistent
  with the size and scope of the project?
• Does the proposed budget and budget justification
  relate logically to the narrative describing the
  project?
• Does budget flow from objectives?

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Budget Considerations (cont.)

• Are the individual line items in the budget
  clearly defined in terms of what they will pay
  for in the proposed project?
• Are there extraneous items of cost that do not
  appear necessary or reasonable in support of the
  proposed project?
• Does any individual line items appear inflated
  (or under-funded) compared to the overall scope
  or individual tasks proposed?

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Maintenance of Effort

• Must be completed by all applicants
• Grant funds shall not be used to take the place
  of current funding for activities described in
  the application
• Applicants must provide a FY 2008 actual amount
  and FY 2008 estimated amount

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Sustainability of Program/Project

• The applicant must describe a plan to continue
  the program/project after the Federal funding
  period is complete
• The description will include other sources of
  income, the nature of income, future funding
  initiatives and strategies, Federal funding plans
  by year, and a timetable for becoming
  self-sufficient
• In Methodology section of application, discuss
  activities included to assure sustainability

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Sustainability of Program/Project (cont.)

• Documentation may include
• Higher percentage return of student tuition from
  university to SON
• Assurance letter from Dean includes specific
  language for support and future support of the
  program/project

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Sustainability of Program/Project (cont.)

• Partner with other entities corporations,
  hospitals, health departments, etc.
• Reimbursement for faculty services
• Preceptor costs as in-kind contributions to
  organization
• Employ Graduate Teaching Assistants

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Sustainability of Program/Project (cont.)

• Seeking local grants
• Other fund raising activities/efforts
• Completion of Maintenance of Effort Chart

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• Cultural Competence

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Cultural Competence

• DN Definition
• A set of academic and interpersonal skills that
  allow an individual to increase their
  understanding and appreciation of cultural
  differences and similarities within, among, and
  between groups. This requires a willingness and
  ability to draw on community-based values,
  traditions, and customs and to work with
  knowledgeable persons of and from the community
  in developing targeted interventions,
  communications, and other supports.

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Cultural Competence (cont.)

• ANA Code for Nurses
• "Health care that is not sensitive to
  differences in race, specific health practices
  and needs of different groups is not quality care
  and can even be harmful.

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Cultural Competence (cont.)

• Institute of Medicine Report on Unequal Treatment
  (2003)
• Bias, stereotyping, prejudice, and clinical
  uncertainty on the part of the healthcare
  providers may contribute to racial and ethnic
  disparities in healthcare. While indirect
  evidence from several lines of research supports
  this statement, a greater understanding of the
  prevalence and influence of these processes is
  needed and should be sought through research.

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Importance of Cultural Competence

• To respond to demographic changes in the U.S.
• To improve the quality of services and health
  outcomes
• To meet legislative and regulatory mandates
• To gain comprehensive edge in the marketplace
• To reduce the overall health care expenditures
• To decrease medical malpractice cases
• To eliminate long-standing disparities in health
  and mental health

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Becoming Culturally Competent

• Value diversity
• Building awareness of culture differences,
  biases, and racism
• Cultural Competence Assessments
• Integrating cultural competence in education,
  training, and practice

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Assessment Tools

• AAMC. (2005). Tool for Assessing Cultural
  Competence Training TACCT. http//www.aamc.org/med
  ed/tacct/start.htm
• Goode, T. (2000). Promoting cultural and
  linguistic competency. Self-Assessment checklist
  for personnel providing primary health care
  services. National Center for Cultural
  Competence, Georgetown University, Washington,
  D.C. http//www11.georgetown.edu/research/gucchd/n
  ccc/
• Campinha-Bacote, J. (2002). Inventory for
  Assessing the Process of Cultural Competence
  among Healthcare Professionals-revised
• http//www.transculturalcare.net/Cultural_Compete
  nce_Model.htm

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Online Resources

• HRSA's new Web page on cultural competence
• http//www.hrsa.gov/culturalcompetence
• National Center for Cultural Competence
  Georgetown University Center for Child and Human
  Development
• http//gucchd.georgetown.edu/nccc/
• Transcultural Nursing Society
• http/www.tcns.org

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Online Resources (cont.)

• Kaiser Family Foundation -
• www.kff.org/uninsured/6067-index.cfm
• ANA Position Statements
• Cultural Diversity in Nursing Practice (Oct
  22, 1991)
• Discrimination and Racism in Health Care (
  Mar 26, 1998)
• www.nursingworld.org/readroom/position
• Diversity Rx
• http//www.diversityrx.org

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Web Based Training Resources

• Cultural Competency and Patient Care Improve
  Treatment and Comply with the JCAHO-
  AUDIOCONFERENCE ON TAPE OR CD
• http//www.hcmarketplace.com/Prod-839-EZ45758A.htm
  l
• Communicate to Make a Difference Exploring
  Cross-Cultural Communication
• http//www.nynj-phtc.org/cc/home/cc-default.cfm
• National Center for Cultural Competence Curricula
  Enhancement Module Series
• http//www.nccccurricula.info/modules.html

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DIVISION OF NURSING INTERNET
ADDRESS http//www.bhpr.hrsa.gov/nursing THANK
YOU!