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Elsevier Foundation www.Elsevier foundation.org

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N urse Faculty Migration ± a story to watch

N ational Press Foundation June 9, 2011

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O verview of the N ursing shortage

S upply of practicing nurses in many low-income and h igh -income countries isfailing to keep pace wit h increasing demand.

� 1.5 million nurses needed in Africa

� 800k to 1 million nurses needed in t h e US

� Migration impact well documented

� Pus h -pull factors ± compensation

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T he nurse faculty shortage

Th e supply of nurse faculty is bot h a result of th e global nursing s h ortageand a potential barrier to overcoming t h at s h ortage

� A deart h of data, but strong indications: nursing sc h ools are turning awayqualified applicants because of faculty s h ortages

� It¶s a global s h ortage ± h igh and low income countries

� Average age of nurse faculty is h igh er t h an ot h er clinicians ± an agingpopulation

� Opportunities to remain in practice are substantial

� Compensation in clinical settings may be h igh er t h an for faculty

� Lack of capacity to equip and train faculty /clinical settings

N urse faculty, who ensure the continued production of new nurses, arethemselves one of the categories of nurses that are at greatest risk for

migration

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N urse faculty ± what are the drivers of migration?

D emand- Aid agencies commitment to rapid scale up of nursing workforces in lowincome countries-Pressure to maintain student numbers in t h e face of a nursing s h ortageand growing h ealt h care needs in h igh income countries

C ompensation ± h igh er pay opportunities from migration

C areer opportunities ± post-basic education, access to researc h funding,opportunity to work wit h expert peers

Elimination of barriers ± trade in services agreements

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N urse Faculty Migration Summit - 2010

21 experts from 12 countries

International Council of NursesHonor Society of Nurses InternationalWorld Healt h OrganizationInternational Labour OrganizationInternational Organization for MigrationUniversities, national nursing councils

O verarching goal is to make a significantcontribution to ensuring sound understanding of faculty migration so as to proactively manage thelooming crisis and avoid catastrophic failure of healthcare delivery caused by an inability toproduce sufficient numbers of next generationnurses.

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W hat is the impact of global migration on nursefaculty ± an unanswered question

Summit identified the need for data to determine:

Wh at are t h e current emerging patterns of nurse facultymigration? Country to country, institution to institution, rural tourban, clinical to education

Wh

o is migrating? Level of experience, level of education,specialty

Wh at are t h e causal and contributing factors? Impact of sabbaticals, researc h and teac h ing collaborations

Wh at is t h e expected impact of a rapid scale-up in facultymigration and h ow could t h e adverse consequences beameliorated?

Solutions? et h ical migration; policy & investment focus; new modelsand tec h nology/distance learning; recruitment and retentionstrategies

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N ursing faculty contact

D avid C Benton

Ch ief Executive Officer International Council of Nurses3 place Jean Marteau1201 Geneva SwitzerlandTel: +41 22 908-0100Fax: +41 22 908-0101

Email: benton@icn.ch

Web: www.icn.c h

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A ppendix: Shortage of nurse faculty ± well studied inthe US

In the U S : A growing s h ortage of qualified faculty severely limits t h e ability of nursingsc h ools to expand to keep pace wit h th e demand for nurses

Underlying factors driving t h e nurse faculty s h ortage include, but are not limited to:�aging faculty�time to complete graduate education

h eavy faculty workload�low faculty wages and�lack of a robust faculty pipeline

Success variables for developing and retaining nurse educators:�job satisfaction

mentoring�organizational commitment and�leaders h ip be h aviors

Source: B lowi n g Ope n t h e B ottle n e ck: Desig n i n g New Appro ac h es to I nc re a se Nurse E d uca tion C a p ac ity (May 2008) ±joint report from t h e AARP, U.S.D epartment of Labor and t h e Robert Wood Jo h nson Foundation ±

Th ey concluded t h at faculty with mentors scored significantly higher on organizational commitment than those without mentors .