ASSOCIATE DEGREE NURSING SYSTEMATIC PLAN OF EVALUATION

Victoria College ASSOCIATE DEGREE NURSING SYSTEMATIC PLAN OF EVALUATION Mission & Administrative Capacity Standard 1: The nursing education unit’s mission reflects the governing organization’s core values and is congruent with its strategic goals and objectives. The governing organization and program have administrative capacity resulting in effective delivery of the nursing program and achievement of identified outcomes. PLAN IMPLEMENTATION OF PLAN REVIEW OF PLAN COMPONENT / INDICATOR EXPECTED LEVEL OF ACHIEVEMENT FREQUENCY/ DATE ASSESSED/ NAME OF ASSESOR ASSESSMENT METHODS RESULTS OF DATA COLLECTION & ANALYSIS (including actual level of achievement) ACTIONS FOR PROGRAM DEVELOPMENT, MAINTENANCE OR REVISION FOLLOW-UP / EVALUATION (if needed) 1.1 The mission/philosophy and outcomes of the nursing education unit are congruent with those of the governing organization (old plan: 1a) There is 100% congruency between the mission/philosophy and outcomes of the Victoria College Associate Degree Nursing Program and the Victoria College Frequency: Every 2 years (even years) in September or upon revision of the college or the nursing program’s mission/philosophy .

Date Assessed: February 6, 2012 Assessor: Janet Ley Michelle Ulbrich Include but not limited to: ~Review VC mission statement & values with ADN program philosophy ~Review ADN program outcomes to ensure that they can be accomplished with the current VC mission statement & values & the ADN program philosophy. Actual Level of Achievement: There is 100% congruency between the mission / philosophy and outcomes of the Victoria College Associated Degree Nursing Program and the Victoria College. Results: ~The Victoria College mission statement & values were reviewed and compared with the ADN program philosophy.

The mission statement of the Victoria College pledges to provide educational opportunities and services for the students and the community and the surrounding communities it services. ~The ADN philosophy states that the ADN program is in accord with the mission, philosophy, purpose and values of the Victoria College. The purpose and philosophy of the ADN program reflects a commitment to the success of a culturally diverse population of ADN students and graduates of the nursing program as well as a commitment to meet the nursing care needs of the community and surrounding ~The Victoria College will revise their mission statements and philosophy in February, so follow up evaluation should be planned for May 2012.

May 2012 ~This standard will be reevaluated again in September with the New Evaluation schedule. The revisions that were made to the Victoria College mission statement in February were minor word changes. Michelle Ulbrich MSN, RN ~Evaluation Committee Chair Next Scheduled Review: September 2012

communities. ~ADN Program outcomes reflect a 92% rate of success in the graduate nurses who receive passing NCLEX test scores. The community benefits from having graduate nurses that are well prepared to meet the nursing needs of the community. 1.2 The governing organization and nursing education unit ensure representation of students, faculty, and administrators in ongoing governance activities (old plan: 2a,b) 100% of the time there is representation of students, faculty, and administrators in ongoing governance activities at Victoria College and the Associate Degree Nursing Program Frequency: Annually in September Date Assessed: February 6, 2012 Assessor: Faith Darilek Michelle Ulbrich Include but not limited to: ~Review faculty committee assignments for campus-wide committees & ADN program committees ~Review representation on Faculty Senate ~Review of advisory council, studentfaculty liaison & curriculum committee minutes for student participation ~ Review student participation in Student Government Association ~Review student participation at program level Actual Level of Achievement: 100% of the time there is representation of students, faculty, and administrators in ongoing governance activities at Victoria College and the Associate Degree Nursing Program Results: ~Four ADN faculty members serve on faculty senate, two serving as officers.

Senators participate in Luncheon with the President. ~Ten members (71%) of the nursing faculty are elected members of college committees (forum, special faculty, advisory and hearing, and administrative) ~100% of ADN full-time faculty are assigned to at least one department committee (faculty, curriculum, Selection & retention, studentfaculty Liaison, advisory council, faculty pinning, evaluation, clinical performance review, courtesy, peer review, and SNA) ~SNA President participates in Student Government Association. Faculty members are requested to nominate students for Luncheon with the President each semester.

All full time faculty members are members of the faculty committee. Part-time and adjunct instructors are encouraged to attend. ~No actions needed ~No follow-up needed Next Scheduled Review: September 2012

Students participate in curriculum (level IV), student-faculty liaison Council (levels I-IV), advisory council, (level III & IV), and pinning committee (Level IV). ~Levels I-IV faculty members participate student-faculty liaison and advisory meeting annually. 1.3 Communities of interest have input into program processes and decision making. (old plan: not directly assessed) Communities of interest have input into program processes and decision making. Frequency: Annually in September Date Assessed: February 6, 2012 Assessor: Faith Darilek Michelle Ulbrich Include but not limited to: ~Review advisory council & agency meeting minutes ~Review participation of practice consultants on CPR committees ~ Review student faculty liaison meeting minutes ~Review student representation in curriculum meetings Actual Level of Achievement: Communities of interest have input into program processes and decision making.

Results: ~Advisory Council meets annually in the fall with representation from hospitals (CMC, DeTar, Cuero Community, Kindred, & Warm Springs; Long Term Care Facilities,:Twin Pines and Retama Manor South, Golden Crescent Workforce Solutions, Health Department, Counselor from East and West High Schools, VISD CTE Coordinator, Dean of UH-V SON, a Level IV student representative, and a recent graduate from the ADN program). Recent collaborative efforts included: clinical usage, preceptorship, transition into workplace, changes in high school curriculum for student pursuing medical careers, etc.

Agency meetings are held annually in the spring. Represented are key staff members for each facility to which students are assigned as well as faculty who conduct clinicals at that facility and level coordinators. Recent ~Continue to maintain strong relationships with communities of interest so that program improvement is an ongoing process. ~No action needed Next Scheduled Review: September 2012

collaborative efforts include: computer training, new departments in hospitals, vacancies for graduate nurses, National Safety Standards, etc. ~Two practice consultants (Jeff Payne/CMC and Maggie Barefield/DeTar) contribute to the Clinical Performance Review (CPR) Committee when the committee deems their input necessary.

Student-Faculty Liaison committee meets in the fall and in the spring with student and faculty representatives from each level. Current collaborative efforts include: dress code, parking, simulation days, cross walk across Red River. ~Curriculum Committee meets monthly with a student representative from Level IV. Recent collaborative efforts include: student response programs/clickers, MAP testing, revisions to grading forms e.g. therapeutic communication, curriculum review as needed, etc.

1.4 Partnerships exist that promote excellence in nursing education, enhance the profession, and benefit the community. (old plan: not assessed) Partnerships exist that promote excellence in nursing education, enhance the profession, and benefit the community. Frequency: Annually in September Date Assessed: February 6, 2012 Assessor: Faith Darilek Michelle Ulbrich Include but not limited to: ~Review articulation agreements ~Review participation in SNA, TNA and any other organizations ~Review participation in any grants ~Review affiliation agreements with healthcare agencies used for clinical experiences.

Actual Level of Achievement: Partnerships exist that promote excellence in nursing education, enhance the profession, and benefit the community. Results: ~Articulation agreements are maintained in the Dean’s office. We have a written articulation agreements with UHV last signed in Fall 2011. We have unwritten articulation agreements with TAMU CC and TTU.

Students are able to earn points for Student Nurses Association (SNA) membership and participation in community projects ~Continue to maintain strong partnerships with area schools, organizations, facilities and/or agencies ~No action needed Next Scheduled Review: September 2012

eg: food drives, Habitat for Humanity, assisting with school physicals, attendance at TNA meetings. ~10 faculty members belong to Texas Nurse’s Association (TNA) and the current president is a faculty member. ~Perkins Grants were recently used to purchase five electronic IV pumps in Spring 2012.

The secretary to Dean maintains Affiliation Agreements and reports that the agreements are renewed yearly and the last renewal was August 2011. ~A level 4 ADN graduate is awarded each semester the BJ Peterson Award. The student is nominated by their peers for demonstrating excellence in the nursing profession.

Also, Citizens Medical Center and Texas Nurses Association provide scholarships to our students based on their award criteria. 1.5 The nursing education unit is administered by a nurse who holds a graduate degree with a major in nursing. (old plan:3a) 100% compliance with required qualifications of the nurse administrator for the ADN program (Director of ADN Program). Frequency: Annually in November Date Assessed: March 5, 2012 Assessor: Michelle Ulbrich Include but not limited to: ~Review Texas Board of Nursing requirements for program director ~Review NLNAC requirements for program director ~Review ADN director job description ~Review degree status of current program director Actual Level of Achievement: There is 100% compliance with the required qualifications of the Director of the ADN program.

Results: ~ The Dean, LeAnn Wagner, has the responsibilities of the Director of the ADN program. She has a Master of Science in Nursing from the University of Texas at El Paso. An official transcript is file in the office of the Vice President of Instruction ~No actions needed ~No follow-up needed Next Scheduled Review: November 2012 1.6 The nurse administrator has authority and responsibility for the development and 100% of the time, the nurse administrator has authority and responsibility for the development and administration of the Frequency: Annually in November Date Assessed: March 5, 2012 Include but not limited to: ~Review job description for program director ~Review Actual Level of Achievement: 100% of the time, the nurse administrator has authority and responsibility for the development and administration of the program and has adequate ~No actions needed ~No follow-up needed Next Scheduled Review: November 2012

administration of the program and has adequate time and resources to fulfill the role responsibilities. (old plan: 3b) program and has adequate time and resources to fulfill the role responsibility. Assessor: Michelle Ulbrich organizational chart showing lines of authority and responsibility ~Interview director on his/her ability and resources to fulfill role responsibilities in adequate time time and resources to fulfill the role responsibility Results: ~ The Dean of Allied Health, LeAnn Wagner, has the responsibilities of the Director of the ADN Program. ~The job description of the Dean clearly demonstrates administrative authority over faculty assignments, curriculum evaluation and changes, course scheduling, clinical scheduling, budget development and implementation, liaison with the community and regulatory bodies, overall program policy development and changes, faculty recruitment, as well as program goal setting and total program evaluation.

The Program Director currently conducts evaluation of the faculty members in her role as Division Dean. The Program Chair conducts the evaluation of the program secretary.

The Dean of Allied Health has no assigned teaching duties ;therefore, she has adequate time to fulfill the responsibilities of the Division Dean and Program Director positions. ~The Director, in her role as Dean of Allied Health Division, is responsible for the Vocational Nursing Programs, Medical Laboratory Program, Respiratory Care Program, Physical Therapy Assistant Program, and Allied Health Education Center, in addition to the Associate Degree Nursing Program. Each of these programs/departments, including the ADN Program, has a Chair who is responsible for the day-to-day activities of the program or department.

1.7 With faculty input, the nurse administrator has the authority to prepare and administer the program budget and advocates for equity within the unit and among other units of the governing organization. (old plan:15c) With faculty input, the nurse administrator has the authority to prepare and administer the program budget and advocates the equity within the unit and among other divisions of Victoria College. Frequency: Annually in November Date Assessed: March 5, 2012 Assessor: Michelle Ulbrich Include but not limited to: ~Review budgeting process with ADN director & discuss level of faculty input at faculty meetings Actual Level of Achievement: With Faculty input, the nurse administrator has the authority to prepare and administer the program budget and advocates the equity within the unit and among other divisions of Victoria College.

Results: ~The job description of the Dean of Allied Health states, “The Instructional Deans are the principal academic and budgetary officers for their respective divisions within Victoria College. Instructional deans are empowered with the authority necessary to provide positive leadership regarding academic personnel, curricular, and budgetary decisions that further the academic, programmatic, and scholarly mission of the institution in its service to the community. Such leadership includes the processes of academic personnel policy, participation in budgetary allocations, determination of academic standards and benchmarks, and the acquisition, retention or release of academic programs.” ~Because the day-to-day operation of the ADN Program is the responsibility of the Chair, she collaborates with the Dean of Allied Health to formulate and implement annual budget recommendations and seeks faculty input regarding relevant budgetary matters.

She also assists in procuring external funds for special projects. ~The ADN Program has seldom asked for an essential piece of equipment or personnel that has not been funded. While cuts have been necessary, this program has had no cuts higher than those made in ~The State of Texas has significantly cut funds to community colleges in the state over the next few years. The whole college has had to become creative on how to cut spending. ~Faculty now are in charge of conducting all weekly tutoring sessions when before an adjunct instructor was hired to do tutoring.

Faculty also no longer get paid to substitute for another clinical instructor. ~The division recently received Perkins funds to purchase new IV pumps in the learning lab. ~No follow-up needed Next Scheduled Review: November 2012

other programs. In fact, the ADN Program has the highest budget of the programs at Victoria College because of the enrollment and need for laboratory and technical supplies. 1.8 Policies of the nursing education unit are comprehensive, provide for the welfare of faculty and staff, and are consistent with those of the governing organization; differences are justified by the goals and outcomes of the nursing education unit.

(old plan:4a-j) 100% of policies of Victoria College Associate Degree Nursing Program are comprehensive, provide for the welfare of faculty and staff, and are consistent with those of Victoria College; differences are justified by the goals and outcomes of the nursing program. Frequency: Annually in October Date Assessed: March 5, 2012 Assessor: Tami Hurley Michelle Ulbrich Include but not limited to: ~Comparative analysis of the policies in the Victoria College Employee Handbook, and ADN Faculty Handbook ~Policies to be reviewed include: 1. Non-discrimination 2. Faculty appointment 3. Academic rank 4.

Grievance procedures 5. Promotion 6. Salary & benefits 7. Tenure 8. Rights & responsibilities 9. Termination 10. Workload ~Discuss market scarcity policy & workload policy. ~Any difference s are justified Actual Level of Achievement: 100% of policies of Victoria College Associate Degree Nursing Program are comprehensive, provide for the welfare of faculty and staff, and are consistent with those of Victoria College; differences are justified by the goals and outcomes of the nursing program.-This expected level of achievement cannot be determined until approval of Victoria College Employee Handbook Results: ~The Victoria College Employee Handbook was completely reviewed and taken to the Board of Trustees in February 2012 for approval.

Official notice of approval of the employee handbook is still pending. ~The ADN faculty handbook was last revised summer 2011. ~The Victoria College Mission statement was reviewed after changes and approved by the Board. Changes to the college mission statement were minor wording changes.

Full-time ADN faculty receive a market scarcity stipend to supplement faculty income and make the ADN faculty position more marketable. ~Continue to review handbook yearly to ensure cohesiveness between Victoria College and the ADN program. May 2012 100% of policies of Victoria College Associate Degree Nursing Program are comprehensive, provide for the welfare of faculty and staff, and are consistent with those of Victoria College; differences are justified by the goals and outcomes of the nursing program. -Expected level of achievement met ~Upon review of the newly adopted Victoria College Employee Handbook, the policies found in the VC employee handbook and the ADN faculty handbook were congruent and supported the overall mission of the college.

Michelle Ulbrich MSN, RN ~Evaluation Committee Chair Next Scheduled Review: October 2012

1.9 Records reflect that program complaints and grievances receive due process and include evidence of resolution. (old plan: 20 a,b,c) Program complaints and grievances will receive due process according to the Victoria College process published in the catalog and handbook. Frequency: Annually in October Date Assessed: March 5, 2012 Assessor: Tami Hurley Michelle Ulbrich Include but not limited to: ~Compare VC Student Handbook, ADN Student Handbook, & VC & ADN website for accurate and consistent information on grievance procedure ~Interview Allied Health Dean/ADN director/Chair on any process and any complaints about program ~Explain Clinical performance Review Committee Actual Level of Achievement: Program complaints and grievances receive due process according to the Victoria College process published in the catalog and handbook.

Results: ~When the students’ progress is being reviewed, the faculty offers the student the opportunity for rebuttal comments to be given. This allows the student to voice any concerns they may have or questions. ~A copy of the Victoria College organizational chart is provided to the students in their student handbook. Using the appropriate chain of command is encouraged to all students at the beginning of every semester is any problems of conflicts arise. ~The Victoria College Student Handbook contains student rights related to procedures for academic appeals. The ADN Program utilizes these rules for student concerns.

http://www.victoriacollege.edu/stude nthandbook ~The process outlines specific time lines for the faculty and, as needed, administration to review and make decisions regarding the student’s appeal. The appeals process is explained to a student when the situation is necessary. Students also always have access to that process via the student handbook. ~The ADN program has a clinical performance review (CPR) committee that is composed of ADN faculty members. The committee is utilized to: 1. Assess students’ clinical ~Continue to remind students each semester of the chain of command. Remind students that the appeal process is located in their student handbook and the purpose of the Clinical Performance Review (CPR) committee.

No follow-up needed Next Scheduled Review: October 2012

evaluation and anecdotal records for objective teaching evaluation of students’ ability to meet clinical objectives. 2. Validate accuracy of the clinical performance assessment. 3. Act as a support system to the clinical instructor by offering positive reinforcement when accuracy of clinical performance assessment has been validated and student failure has been determined. 4. Assist clinical instructor in devising alternative methods for evaluating performance when the student is in Jeopardy of failing (example: Having another instructor Observe and evaluate student). ~The resolution to most student concerns can be found in the student’s file.

1.10 Distance Education: Distance education, as defined by the nursing education unit, is congruent with the mission of the governing organization and the mission/philosophy of the nursing education unit. (old plan:1d) The definition of distance education as defined by the Victoria College Associate Degree Nursing Program is congruent with the mission of Victoria College and the philosophy of the Victoria College Associate Degree Nursing Department. Frequency: Every 2 years in September (even years) or upon revision of the college or the nursing program’s mission/philosophy or a revision in the definition of distance education from the Southern Association of Colleges and Include but not limited to: ~ Review VC mission statement & values with ADN program philosophy ~Review SACS definition of distance education: 3.4.12: The institution’s use of technology enhances student learning and is appropriate for Actual Level of Achievement: The definition of distance education as defined by the Victoria College Associate Degree Nursing Program is congruent with the mission of Victoria College and the philosophy of the Victoria College Associate Degree Nursing Department.

Distance Education at Victoria College is defined as: The institution’s use of ~The Victoria College will revise their mission statements and philosophy in February, so follow up evaluation should be planned for May 2012.

May 2012 ~This standard will be reevaluated again in September with the New Evaluation schedule. The revisions that were made to the Victoria College mission statement in February were minor word changes. Michelle Ulbrich MSN, RN ~Evaluation Committee Chair Next Scheduled Review: September 2012

Schools (SACS) Date Assessed: February 6, 2012 Assessor: Debbie Pena Michelle Ulbrich meeting the objectives of its programs. Students have access to and training in the use of technology. ~Review how the RNLVN transition program curriculum is presented to students technology enhances student learning and is appropriate for meeting the objectives of its programs.

Students have access to and training in the use of technology. Results: ~The VC ADN program is congruent with the mission of Victoria College, the philosophy of the Victoria College Associate Degree Nursing Department, and Southeran Association of Colleges and School (SACS).

Online course evaluations are completed at the conclusion of each online course. They are compared with face-to-face evaluations for significant discrepancies and are reported with the level evaluation summaries yearly. Summer 2010 RNSG 1327, 25 online students, 24 retained, 1 W for a 96% retention rate Fall 2010 RNSG 2514, 10 online students, 10 retained Spring 2011 RNSG 2535, 17 online students, 17 retained ~The ADN-LVN curriculum is posted on the VC website and faculty discuss program specifics with interested students.

Victoria College ASSOCIATE DEGREE NURSING SYSTEMATIC PLAN OF EVALUATION Faculty and Staff Standard 2: Qualified faculty and staff provide leadership and support necessary to attain the goals and outcomes of the nursing education unit.

PLAN IMPLEMENTATION OF PLAN REVIEW OF PLAN COMPONENT / INDICATOR EXPECTED LEVEL OF ACHIEVEMENT FREQUENCY/ DATEASSESED/ ASSESOR ASSESSMENT METHODS RESULTS OF DATA COLLECTION & ANALYSIS (including actual level of achievement) ACTIONS FOR PROGRAM DEVELOPMENT, MAINTENANCE OR REVISION FOLLOW-UP / EVALUATION (if needed) 2.1 Fulltime faculty are credentialed with a minimum of a master’s degree in nursing and maintain expertise in their areas of responsibility. (old plan:5a,b,c) 2.1.1.

The majority of parttime faculty are credentialed with a minimum of a master’s degree with a major in nursing; the remaining part-time faculty hold a minimum of a baccalaureate degree with a major in nursing. (old plan:5a) 2.1.2. Rationale is provided for utilization of faculty who do not meet the minimum credential. (old plan:5a) 2.1 100% of fulltime faculty are credentialed with a minimum of a master’s degree with a major in nursing or 6 graduate nursing hours in accordance with the Texas Board of Nursing requirements (Texas BON Rule 215.7.c) and maintain expertise in their areas of responsibility by maintaining a minimum of 20 CEU’s in accordance with the BON licensure requirements (Texas BON rule 2.16.a,b) 2.1.1 Part‐time faculty, adjunct faculty, are credentialed with a minimum of a master’s degree with a major in nursing or 6 graduate nursing hours in accordance with the Board of Nursing requirements; Teaching assistants can hold a Bachelor’s degree in Nursing Frequency: Annually in November Date Assessed: April 2, 2012 Assessor: Faith Darilek Michelle Ulbrich Include but not limited to: ~Interview ADN Chair on credentials of fulltime faculty & get rationale for any faculty member without the minimum credentials ~Review faculty profiles that should include continuing education activities and any activities that demonstrate maintenance of expertise in area.

Interview ADN Chair regarding credentials for part-time faculty & get rationale for any faculty member without the minimum credentials. ~Review Texas Board of Nursing requirements Actual Level of Achievement: As of Spring 2012, 100% of fulltime faculty are credentialed with a minimum of a master’s degree with a major in nursing or 6 graduate nursing hours in accordance with the Texas Board of Nursing requirements (Texas BON Rule 215.7.c) and maintain expertise in their areas of responsibility by maintaining a minimum of 20 CEU’s in accordance with the BON licensure requirements (Texas BON rule 2.16.a,b) Most adjunct faculty, are credentialed with a minimum of a master’s degree with a major in nursing or 6 graduate nursing hours in accordance with the Board of Nursing requirements; Teaching assistants hold a Bachelor’s degree in Nursing 100% of faculty that do not meet above Board of Nursing qualifications are approved to work under a waiver in accordance with Board of Nursing requirements (Texas BON Rule 215.7.d) Results: ~Alison Hewig, ADN Chair, has copies of all current faculty profiles..

With a number of full-time faculty members retiring in the next year, the number of qualified instructors available to teach in the ADN program in the Victoria area is limited. This is a future concern for the program with no clear solution to the problem. As of Spring 2012, we have enough instructors needed to teach the number of students in the program. ~No follow-up needed Next Scheduled Review: November 2012

2.1.2 100% of faculty that do not meet above Board of Nursing qualifications are approved to work under a waiver in accordance with Board of Nursing requirements (Texas BON Rule 215.7.d) She reports: ~ All Full-time faculty meet minimum credentials of a master’s degree with a major in nursing. ~All Adjunct faculty (part time) either hold a master’s degree with a major in nursing or 6 graduate nursing hours or have received a waiver from the Texas Board of Nursing to work as an adjunct instructor ~All teaching assistants (part time) hold a Bachelor’s degree in Nursing. ~ Full-time and part time faculty maintain expertise in their areas of responsibility by maintaining a minimum of 20 CEUs ~TX BON site (accessed 3/30/12 @ http://www.bon.texas.gov/nursingeducat ion/faq_faculty.html) states: A faculty member in a professional nursing education program should:  be licensed as a registered nurse or have privilege to practice in the State of Texas  have teaching experience  have current knowledge and clinical expertise in subject area of teaching responsibility  hold a master’s degree or doctorate, preferably in nursing Spring 2012 ~14 Full Time faculty members all have Master’s Degree in nursing or a Master’s degree with 6 graduate hours

in nursing ~3 adjunct faculty members 2 hold a Master’s Degree in Nursing and 1 adjunct holds a Bachelor’s Degree in Nursing and is currently pursuing a Master’s Degree in Nursing. She plans to graduate within the next year. She has received a waiver from the Texas Board of Nursing. ~1 Teaching assistant She holds a Bachelor’s Degree in Nursing 2.2 Faculty (full and part time) credentials meet governing organization and state requirements. (old plan: 5a 100% of the full and part time faculty will be licensed in the State of Texas to practice nursing and will meet the 3‐year full time equated work experience or related field in the area they are teaching (Texas BON Rule 215.7.c) Frequency: Annually in November Date Assessed: April 2, 2012 Assessor: Faith Darilek Michelle Ulbrich Include but not limited to: ~Interview ADN Chair to get credentials of all faculty members ~Review job description to see if faculty meet minimum qualifications ~Review Texas BON requirements Actual Level of Achievement: 100% of the full and part time faculty are licensed in the State of Texas to practice nursing and meet the 3‐year full time equated work experience or related field in the area they are teaching (Texas BON Rule 215.7.c) Results: ~All full-time faculty are licensed with the State of Texas and meet the 3-year full time equated work experience or related field in the area rule.

Melissa Salinas (telephone communication on 3/30/12, Human Resources) stated that the job descriptions are in the Human Resources Department. ~No actions needed ~No follow-up needed Next Scheduled Review: November 2012 2.3 Credentials of practice laboratory personnel are commensurate with their level of responsibilities. (old plan: 100% of full and part time practice laboratory personnel are commensurate with their level of responsibilities in the practice lab and have appropriate credentials Frequency: Annually in November Date Assessed: April 2, 2012 Assessor: Include but not limited to: ~Review number of lab personnel, job description of lab personnel & highest degree attained Actual Level of Achievement: 100% of full and part time practice laboratory personnel are commensurate with their level of responsibilities in the practice lab and have appropriate credentials Results: ~No actions needed ~No follow-up needed Next Scheduled Review: November 2012

not assessed) Janet Ley Michelle Ulbrich ~Interview lab personnel to confirm their level of responsibility ~The laboratory has two full time personnel. ~One of the lab persons, Mary Kitchens LVN, primary responsibilities is to set up manikins in the lab and to make sure that the lab has adequate supplies for student practice. That person is an LVN with a current Texas license. She has experienced teaching in the nursing assistant program and her nursing knowledge and experience allows her to anticipate the needs of the students and prepare the lab with the supplies needed to facilitate their learning.

The other lab person, Monica Hamilton BSN, RN, is responsible for creating and assisting with simulation experiences. She holds a current Texas license and RN and has a Bachelor Degree in Nursing and is working on her Master of Science in Nursing Degree.

Both individuals are classified as support staff and do not hold a faculty position. 2.4 The number of utilization of faculty (full and part time) ensures that program outcomes are achieved (old plan:6a) Program outcomes are achieved with the number of full time faculty, adjunct faculty, teaching assistants, and lab personnel Frequency: Annually in November Date Assessed: April 2, 2012 Assessor: Janet Ley Michelle Ulbrich Include but not limited to: ~Interview ADN chair on current number of full and part time faculty and any available openings ~Discuss in faculty meeting if current number of faculty allow the program to achieve program outcomes.

Review Texas BON requirement of faculty to student ratios in the clinical setting and confirm compliance Actual Level of Achievement: Program outcomes are achieved with the number of full time faculty, adjunct faculty, teaching assistants, and lab personnel Results: ~Victoria College AND program follows the Texas BON which mandates that clinical groups have no more than 10 students per faculty member or 15 students with a faculty member and a teaching assistant. ~Most full time faculty are responsible for only one clinical group and also have teaching responsibilities in theory. ~The ADN program also uses adjuncts in the clinical setting who have a BSN and completed a minimum of 50% of coursework at the Master’s Degree ~With a number of full-time faculty members retiring in the next year, the number of qualified instructors available to teach in the ADN program in the Victoria area is limited.

This is a future concern for the program with no clear solution to the problem. As of Spring 2012, we have enough instructors needed to teach the number of students in the program. Getting instructors to teach has always been a challenge; however, the program chair has always found enough qualified instructors. Hopefully, this concern will be minimal. ~No follow-up needed Next Scheduled Review: November 2012

(Texas BON Rule 215.10.g,i) Level. A waiver must be granted from the Texas BON to utilize these instructors ~ Teaching assistants must have a BSN as well as experience in the areas they are overseeing in clinical. The number and utilization of full and part time faculty is sufficient to meet the needs of the ADN program at this time. Spring 2012 Level 1: 4 clinical groups  2 full time faculty (MSN) with each instructor having 10 students  1 adjunct instructor (BSN with a waiver) with 10 students  1 full time faculty (MSN) with a Teaching assistant and 15 students Level 2: 4 clinical groups  4 full time faculty (MSN) with each instructor having 9-10 students Level 3: 5 clinical groups  1 full time faculty (MSN) with 10 students.

1 full time faculty (MA in Psych Nursing) had 2 groups of 10 students by choice  2 adjunct faculty (MSN) with 10 students each Level 4: 6 clinical groups  4 full time faculty (MSN) with 10 students  1 full time faculty (MSN) with 2 clinical groups with 10 students in each group ~The Victoria College ADN program continues to maintain a high NCLEX

first time pass rate which demonstrates that program outcomes are being achieved. 2.5 Faculty (full and part time) performance reflects scholarship and evidence based teaching and clinical practices. (old plan:5c, 7a, 8a) 100% of full‐ and part‐ time faculty will participate in continuing education and reflect participation in diversity of scholarship through teaching, application, integration, and discovery as it relates to educational effectiveness in nursing education.

Frequency: Annually in September Date Assessed: February 6, 2012 Assessor: Janet Ley Michelle Ulbrich Include but not limited to: ~Review ADN program’s definition of scholarship by Ernest Boyer ~Have faculty submit faculty profiles which need to contain accomplishments & certifications & demonstrate scholarship ~Discuss with faculty regarding how evidence based practice is incorporated in the classroom & clinical (give examples) Actual Level of Achievement: 100% of full‐ and part‐time faculty participate in continuing education and reflect participation in diversity of scholarship through teaching, application, integration, and discovery as it relates to educational effectiveness in nursing education.

Results: ~Faculty profiles reflect that 100% of ADN faculty participates in continuing education. Faculty profiles also demonstrate participation in diversity of scholarship as defined by Ernest Boyer through teaching, application and integration of evidence based practice into the classroom and a diversity of clinical experience that enriches the nursing education experience. ~See Systematic Plan of Evaluation binder for standard 2.5 list that identifies ways that faculty use evidence based practice as to enhance teaching ~Recommendation was made to change the wording on the concept care map to “evidence based nursing rationale” to correspond with the current terminology.

No follow-up needed Next Scheduled Review: September 2012 2.6 The number, utilization, and credentials of nonnurse faculty and staff are sufficient to achieve the program goals and outcomes. (old plan:16a) The number and utilization of non‐nurse faculty and staff are sufficient to meet the needs of the nursing program and will meet the minimum requirements as defined in the job description Frequency: Annually in September Date Assessed: February 6, 2012 Assessor: Janet Ley Michelle Ulbrich Include but not limited to: ~Discuss faculty perceptions of clerical support at faculty meetings and ability to achieve program outcomes with current support Actual Level of Achievement: The number and utilization of staff are sufficient to meet the needs of the nursing program and meet the minimum requirements as defined in the job description.

The program does not currently employee nonnurse faculty.

Results: ~Faculty perceptions of recent additions to staff are positive and the stated opinions expressed by faculty were that currently staff support is sufficient to achieve the program goals and outcomes. ~In November, a new ADN secretary was hired. She is doing well in her new role but obviously there will be a learning curve with her new position. ~No actions needed ~No follow-up needed Next Scheduled Review: September 2012

Also, a student worker will be hired for the Spring semester. 2.7 Faculty (full and part time) are oriented and mentored in their areas of responsibilities.

(old plan: not assessed) 100% of full‐ and part‐ time faculty are oriented according to the Victoria College Associate Degree Nursing Program orientation policy. Frequency: Annually in October Date Assessed: March 5, 2012 Assessor: Janet Ley Michelle Ulbrich Include but not limited to: ~Review ADN faculty handbooks for orientation policy for new full time faculty and adjunct faculty ~Interview ADN Chair to assess if the orientation process is working ~Interview new faculty members on their perception of their orientation experience and their new role. ~Discuss with faculty regarding any changes that are needed to the orientation policy Actual Level of Achievement: 100% of full‐ and part‐time faculty are oriented according to the Victoria College Associate Degree Nursing Program orientation policy.

Results: ~The full and part time faculty orientation and mentoring is carried out in accordance with the policy guidelines of the Associated Degree Nursing Program. Full time faculty are guided through a structured orientation process and assigned a mentor, which is usually the Course Coordinator, to facilitate the transition into their new position. ~New faculty interviewed reported mentors were very accessible, patient and knowledgeable during the mentoring phase of the orientation. ~Adjunct faculty are also put through a similar process and are then assigned a mentor who reviews their responsibilities.

The policy for the ADN orientation process can be found in the ADN faculty handbook and ADN adjunct handbook.

No actions needed ~No follow-up needed Next Scheduled Review: October 2012 2.8 Systematic assessment of faculty (full and part time) performance demonstrates competencies that are consistent with program goals and outcomes. (old plan: 7a) 100% of full‐ and part‐ time faculty are systematically assessed and performance will demonstrate competencies that are consistent with program goals and outcomes. Frequency: Annually in October Date Assessed: March 5, 2012 Assessor: Janet Ley Michelle Ulbrich Include but not limited to: ~Interview Allied Health Dean regarding number and timeliness of evaluations done and discuss his/her perceptions of competency expectations and consistency with Actual Level of Achievement: 100% of full‐ and part‐time faculty are systematically assessed and their performance will demonstrates competencies that are consistent with program goals and outcomes.

Results ~Faculty and adjunct faculty are evaluated each semester by students and the results of the evaluations are reviewed by the dean.

No actions needed ~No follow-up needed Next Scheduled Review: October 2012

program goals and outcomes. ~Review VC employee handbook & ADN faculty handbook for evaluation process and consistency ~Tenured faculty are evaluated every semester but only meet with the Division Dean every 2 years or as needed according to VC policy. ~ Non–tenured and tenure track faculty are evaluated every semester and required to meet with the Dean every semester to discuss their results. ~Those faculty members seeking tenure meet yearly with a committee that oversees the tenure process.

If major concerns arise, they are reviewed by the Division Dean and plans for improvement in problem areas are discussed or discussions about continued employment are considered. ~The ADN Chair also visits the classroom and/or clinical setting to evaluate faculty members.

The policy for evaluation of nontenured and tenured faculty members is available in the Victoria College employee handbook 2.9 Non-nurse faculty and staff performance is regularly reviewed in accordance with the policies of the governing organization. (old plan: not assessed directly -mentioned in 16) 100% of non‐nurse faculty and staff are systematically reviewed in accordance with the policies of Victoria College. Frequency: Annually in October Date Assessed: March 5, 2012 Assessor: Janet Ley Michelle Ulbrich Include but not limited to: ~Review in VC employee handbook, policy on evaluation of non-nurse faculty and staff ~Interview with ADN Chair on evaluation process of nonnurse staff and timeliness of evaluations Actual level of Achievement: 100% of non-nurse staff are systematically reviewed in accordance with the policies of Victoria College.

Results: ~The ADN program has no non–nurse faculty. The ADN secretary is reviewed in accordance with the college policy. Faculty has informal input into the performance of secretarial staff as part of the evaluation plan. ~ Evaluations are done each spring semester. The evaluation includes the staff member’s selfassessment, the assessment of the supervisor and a discussion of the evaluation between the two. ~No actions needed ~No follow-up needed Next Scheduled Review: October 2012 2.10 Distance Education: 100% of faculty that teach distance Frequency: Annually in April ~Include but not limited to: Actual Level of Achievement 100% of faculty that teach distance ~Continue to encourage faculty to seek ongoing ~No follow-up needed

Faculty (full time and part time) engage in ongoing development for distance education (old plan: not directly assessed -mentioned in 17a) education engage in ongoing development of distance education. faculty meeting Date Assessed: April 2, 2012 Assessor: Debbie Pena Michelle Ulbrich ~Faculty will provide documentation of ongoing development in distance education such as but not limited to blackboard training, Panopto training, computer courses, ITV, etc. education engage in ongoing development of distance education. Results ~All faculty that teach online courses are to receive training in Blackboard by Helen Dvorak and training in Panopto and ITV by Jeremy Gould.

At the beginning of each semester, updates are given as needed by computer technology staff the week of convocation.

The following instructors taught the following online courses: Summer 2010 – RNSG 1327 was taught online by Marty Horecka, MSN, RN Fall 2010 – RNSG 2514 was taught by ITV by Level 3 faculty Spring 2011 – RNSG 2535 was taught online by Level 4 faculty Summer 2011 – RNSG 1327 was taught online by Julie Cordova, BSN, RN (33 graduate hours) Fall 2011 – RNSG 2514 was taught online by Level 3 faculty Spring 2012 – RNSG 2535 was taught online by Level 4 faculty ~The computer technology staff are very accessible when an issue arises. The computer help desk also is helpful if it is after hours. Their hours are: http://www.victoriacollege.edu/index.

php?option=com_content&task=vie w&id=353 Helpdesk Office Hours Fall and Spring Semester Monday - Thursday | 8 a.m. - 4:30 p.m. Friday | 8 a.m. - 4 p.m.

development for distance education. Next Scheduled Review: April 2013

Fall and Spring On-Call Hours Friday | 6 p.m. - 10 p.m. Saturday - Sunday | 6 a.m. - 10 p.m. Summer Sessions Monday - Thursday | 8 a.m. - 7:00 p.m. Friday | Closed Summer Sessions On-Call Hours Friday | 6 p.m. - 10 p.m. Saturday - Sunday | 6 a.m. - 10 p.m. *You will receive a response within 4 hours of your message E-mail Technology Services Helpdesk at helpdesk@victoriacollege.edu

Victoria College ASSOCIATE DEGREE NURSING SYSTEMATIC PLAN OF EVALUATION Students Standard 3: Student policies, development, and services support the goals and outcomes of the nursing education unit.

PLAN IMPLEMENTATION OF PLAN REVIEW OF PLAN COMPONENT / INDICATOR EXPECTED LEVEL OF ACHIEVEMENT FREQUENCY/ DATE ASSESSED/ ASSESSOR ASSESSMENT METHODS RESULTS OF DATA COLLECTION & ANALYSIS (including actual level of achievement) ACTIONS FOR PROGRAM DEVELOPMENT, MAINTENANCE OR REVISION FOLLOW-UP / EVALUATION (if needed) 3.1 Student policies of the nursing education unit are congruent with those of the governing organization, publicly accessible, nondiscriminatory, and consistently applied; differences are justified by the goals and outcomes of the nursing education unit.

(old SPE: 9a-m) 100% of student policies of the Victoria College ADN Program are congruent with those of Victoria College, publicly accessible, and consistently applied; differences will be justified 100% of the time. Frequency: Annually in October Date Assessed: March 6, 2012 Assessor: Debbie Pena Michelle Ulbrich Include but not limited to: ~Comparative analysis of VC Student handbook with the Victoria College Nursing Programs Student handbook ~Review and compare website for accessibility of student policies ~Any differences are discussed Review the following student policies: 1. Non-discrimination 2.

Selection and admission 3. Academic progression 4. Student evaluation and Grading 5. Retention 6. Withdrawal/ dismissal 7. Graduation requirements 8. Financial aid 9. Transfer of credit 10. Recruitment 11. Health requirements Actual Level of Achievement: 100% of student policies of the Victoria College ADN Program are congruent with those of Victoria College, publicly accessible, and consistently applied; differences will be justified 100% of the time. Results: ~100% of nursing student policies addressing items 1-13 is congruent with those of the college.

The college student handbook is accessible at http://www.victoriacollege.edu/studentha ndbook ~The revised college student handbook is accessible at http://www.victoriacollege.edu/images/file s/pubs/handbook_addendum_2011.pdf ~The Victoria College Nursing Programs Student Handbook is given to the student in printed form at the beginning of Level 1. Any revisions to the VC ADN handbook is given to the student throughout the program. The student is given an acknowledgement form to sign stating that they received the addition or change to the handbook.

For a detailed chart of comparisons of ~Continue to review annually as new editions to handbooks are released.

No follow-up needed Next Scheduled Review: October 2012

12. Validation of prior Learning 13. Grievance/ complaints/Appeals handbook policies see the Systematic Plan of Evaluation binder where that comparison is made. 3.2 Student services are commensurate with the needs of students pursuing or completing the associate program, including those receiving instruction using alternative methods of delivery. (old SPE: 10a) Student evaluations reflect that student needs are commensurate with the needs of the students pursuing or completing the ADN program including those students with distance education. Frequency: Annually in February Date Assessed: February 6, 2012 Assessor: Tami Hurley Michelle Ulbrich Include but not limited to: ~ Review Support services that are provided to students through Victoria College and through the ADN program ~Review support services for distance education students Actual Level of Achievement: Student evaluations reflect that student needs are commensurate with the needs of the students pursuing or completing the ADN program.

However, student services for students using distance education as their mode of delivery is difficult to assess since evaluations the last few years have not been conducted separately except in the summer. Results: ~During Fall 2010 and Spring 2011 the results for all four Levels were greater than 98% for the course evaluation questions #14,15 & 16 about library resources, AV resources and the bookstore. Course evaluations regarding services such as Library, Bookstore and Computer services resulted in a mean score of 4.63, 4.63, 4.64 respectively out of 5.

During Summer 2010 (online course for transition students), 100% of students rated library resources, AV resources, computer services and the bookstore as average, food or very good.

This resulted in scores of 4.67, 4.50, 4.67, and 4.58 respectively out of 5. ~College support services contact information is updated for all students each semester and provided in their syllabus (now learning resource packet). ~New systems of Banner, Panopto and turning point clicker technology have all been implemented since Fall 2010 into various levels.

Additionally, administration is currently ~The last few semesters, student evaluations have not been conducted separately in the Fall for the online transition students in level III, and the Spring for the online transition students in level IV. The online and face to face evaluations have not been separated so a comparison could not be made between the two groups. The overall ratings from these levels have been good; however, it is difficult to evaluate between the two different modes of delivery. ~Fall 2010 there was no online course offered. There was an ITV course offered instead. However, the evaluations from the ITV students were not conducted separately.

The ITV students did voice their comments on the evaluations that were conducted. Many negative comments were received about ITV. As a result of the dissatisfied students, the online mode of delivery was put back in place.

The summer May 2012 ~Student evaluations for the transition online students were conducted this semester so the online and face to face students can be evaluated separately when that data becomes available. Michelle Ulbrich MSN, RN ~Evaluation Committee Chair Next Scheduled Review: February 2013

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