Enacts the "Nurse of Tomorrow Act of 2014" to provide for grants to certain hospitals, schools and other entities for nurse recruitment, education and retention

Summary of specific provisions

Amends the Education Law by adding a new section 3613 to provide for the Nurse of Tomorrow recruitment, education and retention incentive program. Authorizes the commissioner to award grants to public and not-for-profit hospitals and skilled nursing facil- ities to provide: salary bonuses for nurses who make a commitment to work in the hospital or skilled nursing facility for a multi-year peri- od, and who have not been practicing nursing for a period of at least five years; skills training and career development of nurses to become certified in clinical specialty areas experiencing shortages in hospi- tals or skilled nursing facilities; grants to encourage nurses to upgrade their skills to enable them to work in clinical specialty areas experiencing shortages; salary bonuses for non-management nurses who recruit nurses that stay employed at the hospital or skilled nursing facility for at least one year; and other nurse retention and recruit- ment strategies approved by the commissioner. Provides for the commis- sioner to give preference to public and not-for-profit hospitals and skilled nursing facilities applicants in financial need as demonstrated by low or negative operating margins, and to enter into contracts with associate degree-granting schools of nursing, including but not limited to single-purpose degree granting institutions affiliated with not-for- profit or public hospitals, for the purpose of expanding the number of students who are provided basic nurse education at such schools; and provides for the commissioner to give preference to applicants that have demonstrated the ability to recruit and create a multicultural student body; provides remedial education to help students with diverse needs.

Justification

In recent years, it has become increasingly apparent that the nation is suffering from the shortage of nurses. This problem affects all areas, especially the urban and rural regions. The American Association of Colleges of Nursing (AACN) reported that enrollments in bachelor's degree nursing programs have declined consistently over the past five years nationwide, dropping 4.5% in 1999 alone with enrollments dropping even more precipitously in the Northeast. As far back as 1996, before the great decline in the number of qualified nurses was noted, the National Advisory Council on Nursing Education and Practice (NACNEP) predicted a shortage of registered nurses (RNs) beginning around 2010.

The NACNEP further estimated that the shortfall would reach over 10% of supply by 2020. In New York, a 1999 survey done by the Greater New York Hospital. Association showed high nurse vacancy rates, particularly in critical care areas, emergency departments, and operating rooms. In addition, 83% of hospitals reported that more than a third of the direct care RN workforce is between ages 40 and 49, and in 50% of the hospi- tals, more than 20% of the direct care RN workforce is between ages 50 and 59. These data raise the concern that a large number of nurses will be retiring in the near future. Therefore, the aging workforce and low enrollments of young people in the profession indicate that the shortage we currently experience will only get worse.

Prior legislative history

2011-12: S.1145A - Referred to Education 2009-10: S.2542A/A.3575A - Referred to Education 2008-09: S.1983/A.3993 2006-07: S.1181/A.4050 2001-02: A.7730

Fiscal implications

To be determined.

Effective date

This act shall take effect immediately.