InsIde:Murray, associate dean

for academic affairsretires from UW sOn

3Hats of Hope program

combats infantmortality in Tanzania

4nurse residencies come to long-term care nurses

7signe Cooper:

Jane Taylor’s life oneof travel, adventure

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June/July 2014 Volume 25, Number 6-7

Nursingmatterswww.nursingmattersonline.com

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Porth receives Honorary degree from Columbia College of nursing

Columbia College of Nursing (CCON) celebrated its 110th Pinning Ceremony in May. During the ceremony, Dr. Jill Winters, President and Dean of Columbia College of Nursing, presented Dr. Carol Mattson Porth with an hon-orary Doctor of Humane Letters for her outstanding contributions to the welfare and development of nursing science and the practice of nursing. It was truly an exciting and memorable celebration for all who attended this event.

The honorary degree is conferred as a way of honoring a distinguished visitor’s contributions to a specific field, or to society in general. The practice dates back to the Middle Ages, when a conferring university saw fit to grant exemption from usual statutory requirements for award of a degree. Dr. Porth is one such person.

Dr. Porth began her career as a nursing educator at the University of Wisconsin-Milwaukee in 1968.

She has served on the faculty there, and was promoted from Instructor to Assistant, Associate, and finally Full Professor in 1990. Dr. Porth was granted Professor Emeritus status in 1997, but don’t think for a moment that she had completed her career!

She has been the recipient of many awards, including the Milwaukee District Nurses’ Association Education Award, Marquette University College of Nursing Outstanding Alumni Award, and the University of Wisconsin-Milwaukee School of Nursing Person of Influence Award, among others.

Dr. Porth was honored by CCON with this symbolic degree as she exemplifies all the attributes associ-ated with knowing, doing, and being a nurse, the philosophical base of the curriculum at CCON. Knowing is the process of acquiring informa-tion, skills and abilities, attitudes and dispositions that characterize the professional nurse. Doing is the synthesis of knowing and being into practice. Being is the profoundly personal and often intense process of developing one’s identify as self and nurse as inextricably bound in

Students at the Columbia College of Nursing (CCON) celebrate their graduation.PHOTO BY JOHN VOELZ

Dr. Carol Porth (right) receives her doctorate from Dr. Jill Winters.PHOTO BY JOHN VOELZ

continued on page 5

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EDITORIAL BOARD

Bonnie Allbaugh, RN, MSNMadison, WI

Cathy Andrews, Ph.D., RNAssociate Professor (Retired)Edgewood College, Madison, WI

Kristin Baird, RN, BSN, MSHPresident

Joyce Berning, BSNMineral Point, WI

Vivien DeBack, RN, Ph.D.Nurse ConsultantEmpowering Change, Greenfield, WI

Mary Greeneway, BSN, RN-BCClinical Education CoordinatorAurora Medical Center, Manitowoc County

Mary LaBelle, RNStaff NurseFroedtert Memorial Lutheran Hospital

Susan Lanphier Marsh, MS, RNDirector, Midwestern Performance AssessmentCenter, Madison, WI

Claire Meisenheimer, RN, Ph.D.

Steve Ohly, ANPCommunity Health Program Manager

Joyce Smith, RN, CFNPFamily Nurse PractitionerMarshfield Clinic, Riverview CenterEau Claire, WI

Karen Witt, RN, MSNAssociate ProfessorUW-Eau Claire School of Nursing, Eau Claire, WI

© 2014 Capital Newspapers

Nursingmatters

EDITORIALNM

EDITOR’S NOTE: Recently, while searching for Signe Cooper articles, I came across an edito-rial I wrote in 1993, 21 years ago. I wanted to share it with you and would appreciate your com-ments on how things might look in 2040.

In our last issue we asked our contributing authors to add a look into the future on what-ever topic they were discuss-ing. I thought I

should set an example through this editorial.

The year is 2020 AD. The University of Wisconsin still has a very progressive school of nursing. Currently students take basic courses and then choose from three tracks to complete their program. The Primary Track is geared to educate nurses to function outside the realm of direct patient care. The Secondary Track is geared to the many areas involved in commu-nity health. The Tertiary Track deals with patients with acute ill-nesses and long term care needs. A BSN plus an internship is the entry level into the practice of professional nursing.

The June class of 2020 is fin-ishing up their course work and are about to start their intern-ships. Here is what a few of them are doing.

Following the Primary Track:S.L. has a minor in Political

Science along with her nursing degree. She will be interning as a nurse lobbyist with a large lobbying

firm in Geneva, Switzerland.J.K. wants to become a forensic

nurse. She is doing her intern-ship with the Los Angeles District Attorney’s office.

L.M. is going to be researching health in space. She will be get-ting her PhD in research after her internship with the Space Agency in Houston, Texas.

M.R. has a minor in Transpersonal Psychology. She is interning with an architectural firm specializing in community planning. She plans to do work in the area of designing communities which create the greatest potential for physical, emotional and spiritual well-being of the community and of all the individuals within it.

Following the Secondary Track:T.C. majored in Public Health.

He will be interning at Combined Nursing Services in the Eau Claire/ City/County Health Department in Eau Claire, Wisconsin. The depart-ment is charged with improving the health of the community. He will be working in an elementary school where he will be teaching wellness (i.e. chronic disease prevention, accident and injury prevention, cop-ing mechanisms, nutrition, etc.) to students from kindergarten to eighth grade.

K.S. wants to specialize in Adolescent Health. She is interning at a high school nursing center in Miami, Florida.

M.H. is interning at the Boston Women’s Wellness Sphere. She will be in the New Life Sector where eggs are fertilized and nurtured in an artificial uterus. She will be working with the fetuses and couples who are about to realize a child with this method.

And followingthe Tertiary Track:

W.P. is doing his internship at Rush Presbyterian St Luke’s in Chicago on a “Dealing with a Change in Body Image” unit. He Plans to go on for his Masters and become a Clinical Nurse Specialist in this field.

D.P. has his internship at a spe-cialty hospital dealing with the latest disease of the 21st Century, Altered Sensory Brain Wave Syndrome (ASBWS). He plans to work with these patients who have great distor-tions in their sensory abilities, prob-ably due to exposure to computers.

G.V. intends to be a Clinical Nurse Specialist for centenarians, persons 100 years old or greater. She is interning at a nursing home exclusively for centenarians in Montreal, Canada.

These are just a few of the excit-ing careers that could be created by nurses in the 21st Century.

OR the future could take a dif-ferent course. Last month I wrote that if we didn’t create a vision for ourselves someone else would. This month when I opened my American Journal of Nursing (November 1993) I found an article which demonstrated this idea. It is enti-tled “The Newest Layoff Strategy Forcing Nurses to Compete to Keep Their Jobs” (p. 86). The article describes a process used to “reorga-nize’ a hospital. RN positions were reevaluated, shifting some benefitted positions to per diem without ben-efits. All positions were then posted and nurses were required to “bid” for their jobs. New qualifications were required for many positions.

“Example is not the main thing in influencing others, it is the only thing.”– Einstein

R E P R I N T F R O M 1 9 9 3

2020 AD: Compare and Contrast

Kaye Lillesand

continued on page 3

www.nursingmattersonline.com Page 3

The article went on to say, “Morale wasn’t helped by a bul-letin circulated by management. ‘When the winds of change hit your organization, here’s the bot-tom line: Resisting does more harm than good. To begin with you could get nailed for being oppositional. Someone may accuse you of caus-ing trouble, getting in the way of progress; that easily damages your career...Besides, you’re going to lose the battle anyway; even if you do win a skirmish now and then, you’re going to lose the war. Instead of try-ing to hang on to the past, grab hold

of the future.’” Is this the kind of future we

want to “grab hold of?” Is this the kind of future we want to create for ourselves? By allowing this kind to happen, we are creating this kind of future as opposed to the kind in the first part of this editorial.

Compare and contrast. With hard work and commitment we can create the future we want. If we choose to do nothing, someone else will create it for us and it could be pretty grim. It is a lot easier to work hard for something you believe in than it is to work hard in an environment that you don’t believe in. Get involved in creating that future. Let us not just “grab hold of ” one that someone else has created for us.

Mary Ellen Murray, Ph.D., RN, associate dean for academic affairs and professor of nursing, will retire in June of 2014, after 16 years as a faculty member of the University of Wisconsin–Madison School of Nursing.

Performance measures – quantifiable expres-sions of efficiency and effectiveness – have driven Murray’s research centered on the microeconomics of health care. Mindful of the trig-gers in health care reform, specifi-cally quality, cost and sustainability, Murray sought to quantify fiscal and clinical outcomes in patient care that inform health care systems’ processes and policies. Her program of research, which included studies that cross continuum-of-care set-tings (i.e., inpatient, ambulatory, and home health services), produced coordinated patient care strategies that demonstrated cost-benefit.

“In a reformed health care sys-tem,” Murray says, “nurses have a responsibility to the patient to use the most cost-efficient com-bination of resources to maximize health benefit. Understanding

reimbursement systems, costs of care, patients’ health insurance plans – it is all part of fiscal responsibility.”

“Nurses are the larg-est sector of employees in the health care indus-try,” she adds. “They have the potential to decrease health care costs without compro-mising patient care.”

Murray played a key role in the development of the UW–Madison School of Nursing Western Campus, a partnership between the school and Gundersen Lutheran Health Systems in La Crosse, Wisconsin. As director of the Western Campus for Nursing from 2002 to 2006, Murray applied her brand of management strategy to the program, which produced successful growth. When the program ended in 2009, the School of Nursing had met its goals, graduating 133 bacca-laureate-prepared students.

“The best part of the Western Campus initiative was how it brought people together,” Murray says. “It was a teamwork experience with cost-effective use of resources and sustaining benefit.”

In 2007, Murray took on the role of associate dean for academic affairs, putting systems in place that worked for people – a role, she said, that felt very natural. In this position, Murray shepherded web-based solu-tions in support of the research, edu-cation, and administrative needs of the school. She established strategic goals to enhance the use of learning technologies in the school’s research, teaching, and scholarship efforts.

As co- or principal investigator on numerous Robert Wood Johnson Foundation grants, she evaluated innovations in nursing education that increased the number of nurse edu-cators, thereby, shoring up numbers within the nursing workforce. She also explored ways to leverage qual-ity improvement of instruction by applying QSEN (Quality and Safety Education for Nurses) Institute teaching strategies to curriculum

design.Murray maintained a strong alli-

ance with the Wisconsin Center for Nursing. She produced two policy papers adapted from data analy-sis that she led for the Wisconsin Center for Nursing (WCN) on the current state of the nursing work force in Wisconsin. Entitled the Wisconsin Registered Nurse Survey 2010 Report and the Wisconsin Registered Nurse Survey 2012 Report, both will likely direct future strategies for the state’s RN work-force within the larger context of health care reform.

While performance measures informed Murray’s successful tenure in research, scholarship, and educa-tion at the School of Nursing, her vast and sustaining contributions to the School of Nursing are, undisput-edly, immeasurable.

–Kathleen Corbett Freimuth

Associate dean for academic affairs retires from UW–Madison SON

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2020 ADcontinued from page 2

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Nursingmatters

By Karen Klemp, Hope 2 Others Founder and RN, BSN, MA and Rachel Wittrock, Hope 2 Others Public Relations Director

Last month’s Nursing Matters fea-tured Hope 2 Others’ Helping Babies Breathe program. This month’s seg-ment shares how the Sun Prairie-based non-profit has partnered with churches, schools and civic organi-zations to ensure a brighter future for Tanzania’s most vulnerable popu-lation: newborn babies.

A warm and nurturing environ-ment is vital to a child’s survival. The mother-child bond and physical contact is necessary when a baby enters the world and opens its eyes for the first time. Physical con-tact immediately after delivery not only helps establish a healthy bond between mother and child, it also helps keep the baby warm.

As a NICU nurse at Madison Meriter Hospital for more than 30 years, Hope 2 Others Founder Karen Klemp knows how important it is that newborns are kept warm. After a baby is born, the little bundle of joy is placed next to his or her mother, skin-to-skin. A baby hat and blanket ensure the newborn is sur-rounded in warmth.

While making sure a baby is swaddled and warm immediately after birth is common practice in the United States, the importance of it is just being realized in Tanzania. During a recent mission trip to Tanzania, Karen Klemp and nurse midwife Nancy Comello hosted a Helping Babies Breathe workshop at the Youth With a Mission (YWAM) Uzima Mission Clinic in the Mwandege area of Dar es Salaam.

“We teach skin-to-skin. If the baby is healthy and breathing, you can do basic stimulation with the mom. When it (the baby) is whisked off unnecessarily, there is a lot of loss,” Karen Klemp said. “If you keep skin-to-skin and place a little hat to keep their heat in, that makes a huge difference in the outcomes. If a baby gets hypothermic, their blood sugar drops, they can have respira-tory problems and it can snowball

into bigger things.”While there, Karen heard about

a new law that was passed in Tanzania. The law requires babies born in medical centers, hospitals and clinics to have a blanket, hat and booties before being discharged.

Why the law? According to Save the Children, 7 million children die before the age of 5 every year, mostly from preventable causes. According to statistics provided by the World Health Organization, nearly 40 percent of all under-5 child deaths are among newborn infants, babies in their first 28 days of life or the neonatal period.

When you think of Africa, what images pop into your head? Tropical rainforests? Deserts? But during the rainy and winter season, tempera-tures can drop. In early May, tem-peratures dropped to 63 degrees with a 61 dew point in Arusha, Tanzania.

“People don’t think countries along the equator are as cool, but when you are in the mountains and at altitude and in the rainy season, it gets very chilly and it does not take much for a baby to lose its

heat,” Hope 2 Others founder Karen Klemp said.

According to Save the Children, “it takes just two minutes for a wet, newborn baby to lose a danger-ous two degrees in body tempera-ture. Most of this vital heat is lost through soft spots on a baby’s head.” The law addresses a major concern for newborns in Tanzania: infant death from hypothermia during the first 10 days of life.

After the Klemps returned from Tanzania, they discussed the new law with friend and Madison Meriter Hospital neonatologist Dr. Julie Kessel and her 9-year-old daughter, Rachel. After hearing the news, Rachel wanted to help, and decided to ask some of her elemen-tary school friends to help her col-lect items for Tanzania’s most vul-nerable population.

It was from that simple desire to help that the idea to create newborn care kits was borne. Called Hats for Hope, the kits include a knit hat, blanket and booties, two one-sies/undershirts, two sleepers, two cloth diapers, a bar of baby soap

and a newborn teething toy, all in a 2.5-gallon Ziplock bag.

The Klemps shared the idea to create and ship newborn care kits with members of the Hope 2 Others Advisory Board, and before they knew it, the idea had spread, with multiple groups wanting to help.

The Wisconsin Craft Market donated 19 skeins of yarn to knit the booties and hats.

“We are just thrilled to be able to help out in that way,” Paul Zarnikow of Wisconsin Craft Market said, adding that he has the easy part. “The people that come in, whatever creative outlet they choose, I am amazed at the time they put in.”

Misti International Inc. donated more than 100 skeins of its pre-pro-duction baby alpaca yarn. The pre-production yarn is good to knit and crochet with, but not sold in stores. As a result, Misti International Inc. owners Jose Miguel Paz and Lisa Murray-Paz recently approved giving the pre-production yarn to charities, and Hope 2 Others made the list.

But yarn does not weave itself into blankets, booties and hats. That job has been enthusiastically undertaken by a number of crafters, including RSVP of Dane County, whose members have committed to making 200 each of booties, blankets and hats by the fall; the Winona State Knitters; Edgerton United Methodist Church members;

Hats of Hope program combatsinfant mortality in Tanzania

A newborn care kit from Hope 2 Others.

A Tanzanian woman practices newborn resuscitation techniques during a Helping Babies Breathe seminar in Dar es Salaam this past January.

continued on page 5

www.nursingmattersonline.com Page 5

multiple contexts, including culture, learning, and experience. Dr. Porth has been a distinguished nursing leader and role model for all nurses throughout her career.

Dr. Porth has been an outstanding educator, touching lives of countless nursing students. She has published multiple editions of two pathophysi-ology textbooks that have been trans-lated into many different languages, and her name is synonymous with pathophysiology. In addition, Dr. Porth has provided many opportuni-ties for her colleagues and former students to publish chapters in her books, helping to launch and/or advance their professional careers. To show how her work has personally touched our lives, Dr. Winters asked anyone that had read one of Dr. Porth’s books to please stand during the Pinning Ceremony. The majority of the audience stood in recognition of Dr Porth’s significant contribution to nursing and her lifelong work.

CCON is the longest-standing nursing college in the State of Wisconsin, with more than 100 years of rich history in nursing edu-cation, dating back to 1901. CCON provides BSN students with state of the art technologies and instruction in the art and science of nursing to

prepare them for the complexities and challenges of professional nurs-ing and the health care field. CCON is proud to report a 100 percent NCLEX pass rate for the December 2013 graduates.

CCON is an upper division pro-gram, whereby prospective BSN students are admitted to CCON after transferring 62 credits of pre-requisites, where they complete the final two years of nursing education. The College independently grants a Bachelor of Science of Nursing (BSN) and is approved by the Wisconsin State Board of Nursing, and accredited by the Higher Learning Commission (HLC) and the Commission of the North Central Association of Colleges and Schools and the Commission on Collegiate Nursing Education (CCNE). CCON also offers a Master of Science in Nursing (MSN) degree with a focus on the Clinical Nurse Leader (CNL), designed for the working professional RN to com-plete in less than 17 months.

Linda C. Baker, Ph.D., RN, Associate Professor CCON, Glendale, earned her BSN and Ph.D. from University of Wisconsin-Milwaukee. Margaret (Meg) Brethauer, MSN RN-BC, Clinical Assistant Professor CCON, earned her Master’s in Nursing from Cardinal Stritch University.

Porthcontinued from page 1

and retired medical residents at Oakwood Village Prairie Ridge.

The Kids Express Learning Center in Middleton has also embraced the program and held a drive to collect items for the new-born care kits from May 5 to 30 at the school.

The first kits will be taken to Tanzania during this summer’s mis-sion trip in June and July and dis-tributed to Uzima Mission Clinic in Dar es Salaam and the Ngarenaro Health Center in Arusha. Additional kits will be shipped in the fall.

“I think it is a good way to bring awareness of things on a global level,” Karen Klemp said. “They are things that we take for granted that are simple, but it can make a

huge impact on the life and death of an infant that does not have these simple resources.”

To learn more about Hope 2 Others ministries or find out about how you can get involved, visit www.bringinghope2others.com, email Hope 2 Others Founders Karen and Rick Klemp at krklemp@gmail.com, or contact Public Relations Director Rachel Wittrock at hope2others.wit-trockra@gmail.com.

AT RIGHT: Dr. Julie Kessel’s daughter, Rachel (left), displays one of the new-born care kits she put together for Hope 2 Others. After hearing Hope 2 Others Founder Karen Klemp (right) talk about a new law passed in Tanzania requiring all babies born in medical centers, hos-pitals and clinics to have a hat, booties and blanket, Rachel asked some of her friend to help her collect items to create the care kits.

Hats of Hopecontinued from page 4

Assistant Professor of Nursing

The Henry Predolin School of Nursing at Edgewood College announces the opening fortwo full-time tenure track faculty positions beginning with the academic year 2014-2015.Responsibilities include teaching at the undergraduate and graduate (MSN and DNP) levels.Graduate concentrations include Nursing Administration and Leadership.

Qualifications:• Earned PhD in Nursing (preferred), or doctorate in related field with a Master’s degreein Nursing; DNP may be considered

• Eligible for RN licensure in the State of Wisconsin• Evidence of teaching, scholarly and community services potential• Knowledge and skills in contemporary practice issues related to the AACN Essentials• Demonstrated commitment to promoting diversity, inclusion, and multiculturalcompetence

To Apply: Send a letter of application, resume, and references to:Edgewood CollegeHuman Resources – APN11000 Edgewood College DriveMadison, WI 53711www.edgewood.eduE-mail: humanresources@edgewood.edu Equal Opportunity Employer

NursingmattersPage 6

Welcome to the fifth in a series of arti-cles presented by the Wisconsin Center for Nursing (WCN) from its report, “The Wisconsin Nursing Workforce: Status and Recommendations.” Each article presents a unique Wisconsin nursing work force issue, along with recommendations and strategies to address it. In addition, the relevant key message from the IOM Future of Nursing Report is identified. Consider actions your organization can take to address and solve these issues in Wisconsin to avoid a future nursing work force shortage.

Wisconsin Issue #4: Currently 53.5 percent of nurses working

in Wisconsin have a BSN, or higher degree. Wisconsin needs to increase educational capacity of BSN completion programs to sup-port seamless academic progression options to meet the goal of 80 percent BSN by 2020.

Recommendation:

-ing a BSN or higher degree annually by 2020.

progression: funding, access and time con-straints.

-sented populations to achieve BSN or higher degree education.

Strategies:

1. Implement dual track enrollment between technical colleges and 4-year institutions to facilitate students’ ability to attain a BSN, or higher degree.

2. Seek state funding for the expansion of face-to-face and online BSN completion programs.

3. Expand shared curriculum and competencies models and accelerated curriculum options.

4. Evaluate and implement innovative push-

pull models, with established partnerships between ADN and BSN programs to facili-tate students furthering their education, including specific models to identify and support students from underrepresented populations.

5. Develop a one-credit professional course offered during the ADN program to include content on career pathways in nursing and academic requirements.

6. Assess educational status of nursing staff by health care systems by 2014, develop and implement plans by December 2015, and monitor achievement of degree completion progress annually.

7. Foster innovative strategic regional partner-ships between schools and healthcare sys-tems to advance nursing education oppor-tunities, including increased tuition support and flex time options.

8. Seek private dollars from foundations, cor-porations and individuals for scholarships for undergraduate and graduate education to accelerate academic progression.

9. Continue seamless academic progression and support for LPNs to achieve ADN or BSN degree.

Wisconsin’s nursing schools are the critical suppliers of the nursing work force and pre-pare excellent nurses. In 2012, 3,006 graduat-ing nurses passed the NCLEX®RN exam in Wisconsin, with a 91.8 percent first time-pass rate, higher than the national rate. Graduates of Wisconsin nursing programs tend to stay to work in Wisconsin; more than 85 percent of the nurses who are educated in Wisconsin schools of nursing are working in Wisconsin.

The IOM recommendation of 80 percent BSN by 2020 is based on evidence that shows improved outcomes and decreased mortality for patients along with the knowledge base that is needed to meet the demands of chang-ing patient needs. Educational level of nurses

is a key factor in patient safety and qual-ity outcomes. The BSN nurse is also able to practice in a variety of settings with a broader scope and knowledge in leadership, case man-agement and health promotion as roles for nurses expand. If Wisconsin is going to meet 80 percent by 2020, this translates to a current unmet demand for BSN completion programs for nearly 20,000 nurses.

Nursing programs at all WTCS colleges are working to promote Associate Degree Nursing students to pursue BSN and higher educa-tion. Several statewide articulation agreements offer students better advantage at completing BSN. Other innovative programs for comple-tion are also in development. The UWM College of Nursing Flex Option for RNs need-ing additional college credit to earn their BSN degree began this past fall. This unique pro-gram allows students to earn college credits by demonstrating knowledge acquired through coursework, alternative educational activities and professional experiences. Students will progress toward a degree by successfully com-pleting a series of competency assessments that demonstrate mastery of required knowl-edge and skills.

Increasing educational capacity and aca-demic progression are key issues which require time to accomplish. Positive outcomes require public-private partnerships and innova-tive collaboration. Health reform will refocus care on underserved populations, health pro-motion and transitional care between commu-nity and healthcare facilities. Nurse educators, clinicians and administrators will need to work together and with other disciplines and policy makers to align the nursing profession with individual and population health needs.

The complete report is available for free download at http://www.wisconsincenterfor-nursing.org/workforce_report.html.

– Submitted by Yvonne Eide, MS, RN, WCN Board of Directors and Judith Hansen, MS, BSN, WCN executive director.

IOM Report Key Message Nurses should achieve higher levels of education and training through an improved education system that promotes seamless academic progression toward 80 percent of workforce with BSNs and double the number of nurses at the doctoral level by 2020.

The Wisconsin Nursing Workforce: increasecapacity of BSN completion programs

www.nursingmattersonline.com Page 7

By Diane Farsetta, Ph.D.

It’s not surpris-ing that nurse res-idencies-ten-weekto year-long tran-sition to practice programs offering targeted training and mentoring-are increasingly popu-

lar among new nurses and their employers.

By better supporting nursing staff, residencies improve the qual-ity of care and increase nurse reten-tion rates. The clear benefits have led the Institute of Medicine to rec-ommend nurse residency programs across all care settings, and the National Council of State Boards of Nursing to consider a residency requirement for licensure.

For nurses working in long term care, residency programs could be transformational. Long-term care nurses see residents whose multiple chronic conditions and long list of medications complicate routine care and post-acute rehabilitation. These nurses are often faced with chal-lenging quality-of-life and end-of-life situations. Unlike nurses work-ing in hospital settings, long term care nurses often work in relative isolation, are frequently the only RN on site, and lack access to col-leagues with specialty expertise.

Long term care nurse residency programs could address these issues while helping reduce the staff turn-over rate, which is higher in nursing homes than in any other health care setting. But the realities of long-term care also make designing and implementing nurse residencies more complex.

Nearly all established nurse resi-dency programs have been devel-oped for hospital settings. These programs generally assume that a group (or cohort) of new nurses will train at the same time, in the same place, with access to experienced mentors or preceptors, and with support from professional develop-ment departments. Such hospital-

based models don’t work for most nursing homes, which may hire only one nurse at a time, are less likely to have staff with precepting skills or experience, and have fewer resources for professional develop-ment.

To be successful, long term care nurse residencies must cover topics as diverse as dementia care, family interactions, management skills, the independence of the long term care nurse, and the regulatory environ-ment. Providing ongoing access to training, accommodating small and/or geographically dispersed groups of new nurses, training or making experienced mentors available, and keeping costs low are also key.

The good news is that nurse residency programs designed for long term care are now becom-ing available. Developed by the UW-Madison School of Nursing and Oregon Health and Sciences University (OHSU), the Geri-Res curriculum for new nurses and nurses new to long term care cov-ers promoting resident function, geriatric nutrition, end of life care, and communicating with health care teams and families, among other topics.

Geri-Res is now being pilot tested in several nursing homes, and 900 nurses from a cooperative of Minnesota nursing homes are taking part in the mentor training modules. After analyzing and incorporating feedback, the UW/OHSU team will make Geri-Res widely available in early 2015.

While initially targeted to nursing homes, Geri-Res has broad poten-tial. “Home health, assisted living and hospitals have been following us closely, asking for tracks tailored to their care environments,” Kim Nolet, UW-Madison research pro-gram manager, explained. “We’ve also started planning an advanced curriculum for nurses who have worked in long term care for at least six months, but are still developing their geriatric expertise. There’s no shortage of important topics, such

as transitions in care andadvanced dementia care.”

This June, a New Jersey coali-tion will launch a face-to-face long term care nurse residency. Rutgers University College of Nursing and the New Jersey Action Coalition designed the program in response to the Institute of Medicine’s “Future of Nursing” report. “More and more health care will be in the communi-ty and long term care, so preparing people for this setting is a priority,” Susan Salmond, RN, EdD, ANEF, FAAN, and dean of the Rutgers College of Nursing told Nurse.com.

The program’s first two cohorts of 25 nurses will gain experience in a range of settings, including nursing homes, hospitals, home care and hospice, with an empha-sis on transitions of care. Rutgers faculty will provide instruction, in addition to experienced long term

care nurses who have been trained as preceptors. Some 20 partici-pating facilities in northern New Jersey have committed to hiring the trainees.

These first two long term care nurse residencies will hopefully inspire and inform other programs. “Ultimately, a variety of options need to be available for long term care nurses,” said Barbara Bowers, PhD, RN, FAAN, associate dean for research and Rodefer Chair at the UW-Madison School of Nursing. “They have gone so long with such little preparation to become geriat-ric specialists that it’s exciting to see them finally start receiving the support they need.”

Diane Farsetta is the outreach specialist at the Center for Aging Research and Education (CARE), University of Wisconsin-Madison School of Nursing.

Nurse residencies:Now coming to long-term care

Diane Farsetta

45 S. National Ave. l Fond du Lac,WI 54935 l 1-800-2-MARIAN ext. 7650admission@marianuniversity.edu l www.marianuniversity.edu/apply

Inspired to learnto learn

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NursingmattersPage 8

The career of Jane Theresa Taylor reflected her love of travel and adventure. Her papers, on file at the State Historical Society of Wisconsin, reveal that she served as a nurse in Panama, in the Philippines, and as an Army Nurse in France in World War I.

Jane was born June 8, 1874, in Fond du Lac to Arzo Benton Taylor and Jane Woodruff Taylor. She graduated from Fond du Lac High School, and some time after that she entered the St. Luke’s Hospital Training School in Chicago, receiv-ing her diploma in 1896.

The next year she and a friend went to New Orleans to care for patients in a yellow fever epidemic. At that time, the cause of yellow fever and the role of mosquitoes in the transmission were unknown and people were frightened of the dis-ease. When the epidemic hit New Orleans, many people closed their homes and left the city. Because of the epidemic, the train in which

she rode was not allowed to stop in some of the towns along the way. Red and yellow flags marked “yel-

low fever” were flown in front of homes of the stricken, and visi-tors were not allowed to enter.

Taylor worked as a private duty nurse in patient’s homes dur-ing the epidemic, often after the rest of the family had fled. In an article in the Fond du

Lac newspaper, she noted, “Very often the nurse

finds herself alone in a great house and in addition to being a nurse, she is compelled to be cook, laundress, parlor maid, housekeeper and lady of the house all in one.”

She did not succumb to yel-low fever in New Orleans, and in 1904 went to Panama as a nurse employed by the U.S. Civil Service. The United States had taken over the building of the Panama Canal after the French had failed, defeated to a great extent by malaria and yel-low fever.

Taylor spent five years in Panama, but while she was there she developed dengue fever (also car-ried by mosquitoes) and had to take a leave of absence to recover. She resigned in 1909.

Her last assignment had been at the Colon Hospital, Christobel, Canal Zone. The superintendent of the hospital noted that her service had been highly satisfactory. She received a medal from President Theodore Roosevelt in recogni-tion of her service as a government employee in Panama.

She joined the Army Nurse Corps in 1911, only 10 years after it had been established. She served a year at the Presidio in San Francisco and then was sent to Manila for two years. The Philippine Islands were then under the control of the United States.

Taylor must have enjoyed her time in the Philippines, for after leaving the Army in 1916, she served as a missionary nurse in Davao, Mindanao. Here she was usually the only nurse in a small and overcrowded hospital at the mis-sion station, and after two years she succumbed to exhaustion. After she

returned home, she received a let-ter from a friend in Mindanao who wrote, “We trust you are already quite improved ;physically, after all those strenuous months when you had to shoulder the brunt of the responsibility for the care of patients crowded in the little hospital.”

But Taylor recovered, and on July 9, 1918, she rejoined the Army Nurse Corps. After serving at Camp Custer, Battle Creek, Mich. she sailed for Europe in a convoy, arriving in France shortly before the Armistice was declared. As a replacement nurse, she served for none months in military hospitals in various parts of France: at Mars sur Allies; at Angers, near Tours; and at Camp Neucon. She was discharged on July 27, 1919 from Camp Stuart, Newport News, Va.

Her papers include letters she wrote home during six months of travel in South America in 1931 and 1932 and two months in Mexico in 1935. Additional information about Jane Taylor could not be located.

The author thanks the Fond du Lac County Historical society for information about Jane Taylor.

Relections of our HeritageSigne Skott Cooper’s legacyEvelyn C Smith 1893-1986

Reprint in a series written by Signe Cooper and introduced by Laurie Glass in March Nursingmatters

Challenges, adventure took brave nurse to remote locales

Theresa Taylor

Terry Kollenbroich has been selected as Advance Practice Nurse

Practitioner of the Year 2014 for the Wisconsin Chapter of National Association of Pediatric Nurse Practitioners(NAPNAP).

Kollenbroich works in primary

care pediatrics for Aurora Health Care at the East Troy and the Waterford Pediatrics clinics.

Shewas nomi-nated by several of her students whom she pre-cepted. Her stu-dents recognized her for her ability to educate, mentor and role model what an APN role consists of, for her PNP and FNP students. They say she is a profes-sional PNP that holds herself to very high standards. “She took her time to use every patient situation and every downtime moment to help me learn above and beyond just the

surface of what I needed to know as a student,” said one. “She provided me with the confidence to

know I have the knowledge to prac-tice as an advanced nursing provider and she instilled in me the quality of resourcefulness when I did not know the answer.”

“She has endless patience and allows students to take time to inde-pendently formulate a diagnosis and plan for each patient,” said another.

“Her wealth of knowledge is incred-ible. She takes the time to explain her thought process and the resourc-es that can be utilized when caring for patients. This allows students to understand how to treat and care for pediatric patients. “

Other students said, “ She is the most influential preceptor I have worked with,” “ She’s dedicated to providing great experience for her students,” and “She has a pas-sion that she shows each and every day when working with pediatric patients and their families.”

CELEBRATIONSNM

Kollenbroich honored by Association of Pediatric Nurse Practitioners

Terry Kollenbroich

www.nursingmattersonline.com Page 9

Ph.D. student perspective by Ann E. StantonAs a Ph.D. nursing student, my first time at the

Midwest Nursing Research Society’s Annual Conference was eye-opening. I learned how nurses at all educational and skill levels were taking part in research and related practice-improvement projects. The conference rein-forced the idea that everyone can contribute to building a knowledge base that improves the health and well-being of individuals, families, and societies.

The presentations offered great insights into various research designs, data analysis techniques, and real-life challenges. There were workshops on various topics, from issues with publication to future directions of the field. I found that nurse researchers have endless options in regards to whom and what they study, from concept analysis and nursing educa-tion to genetics and global health. I was truly inspired by the idea that now is an important time for nurses to lead the way in advancing health through their commitment and devotion to ongoing learning and practice improvement.

I was able to network with nurses and nursing students from all over the Midwest. I learned about their profes-sional interests and received invaluable feedback on my own. As a new Ph.D. student, their support and encourage-ment went a long way. I heard about how others succeeded through their doctoral programs and beyond to establish themselves as respected nurse scientists. In the professional world of nursing, who we know can be extremely beneficial because they add to what we know and our abilities to apply that knowledge.

Ann E. Stanton is a BSN-prepared Registered Nurse pursuing a research-focused doctorate in Nursing at the University of Wisconsin-Milwaukee.

DNP student perspective by Jennifer KruegerAs a student earning a clinical doctorate in nursing

practice, I attended the MNRS annual conference hop-ing to learn about current research being conducted by nurses in order to better inform my clinical practice. As the nursing profession continues to focus on the importance of using evidence-based practice, the long process of translating research into practice needs to be improved.

There were many benefits to attending the confer-ence, including being able to ask presenters questions about their proj-ects. All of the researchers were excited to see a clinician at the confer-ence. They were also eager to explain how their research findings could be applied to various clinical practice settings.

As is the case with many other advanced practice nurses, research is an important part of my clinical practice. I realized that the presence of practicing clinicians at research conferences is an effective and efficient way to disseminate findings. This is an essential piece of the research process as it allows clinicians the opportunity to apply the latest knowledge in practice.

Jennifer Krueger is a BSN prepared reg-istered nurse, pursuing a clinical Doctorate in Nursing Practice at the University of Wisconsin-Milwaukee, and employed as a staff registered nurse at Aurora Health Care.

Graduate nursing student perspectives: Midwest Nursing Research Society Annual Conference, March 2014

Ann Stanton Jennifer Krueger

Master’s degree in nursing now offered at MSOE

COLLEAGUES CORNERNM

Milwaukee School of Engineering’s School of Nursing will offer a Master of Science in Nursing: Health Care Systems Management beginning in Fall 2014. The demand for well-educated, busi-ness-oriented professional nurses in managerial and leadership roles is growing due to the increasing com-plexity of the health care system.

Nurses at mid-management and

executive levels and nurse entre-preneurs must manage financial resources and human capital, ana-lyze large data sets, understand complex organizational systems, and ensure quality and safety, all through the lens of nursing practice.

The new MSN degree at MSOE meets this need and is unique in that many courses are co-taught. For example, the first half of “Statistical

Thinking and Data Analytics” is taught by faculty in the Rader School of Business. The second half is taught by faculty in the School of Nursing who will then apply the business learning to a health care setting.

The MSN in Health Care Systems Management is best described as a graduate degree in nursing blended with business concepts. The unique

blend of nursing, business and engi-neering concepts will equip gradu-ates with the knowledge and skills necessary to function effectively in the health care environment. Courses are available via blended-Internet format, combining the ben-efits of face-to-face interaction with the convenience of online learning.

More information is available at www.msoe.edu/nursing.

Nursingmatters

By Anne Dressel, Betty Koepsel, and Dalvery Blackwell

The University of Wisconsin-Milwaukee (UWM) College of Nursing and the African American BreastfeedingNetwork of Milwaukee (AABN) recently completed a successful col-laborative project that focused on breastfeeding and environmental health education in the Westlawn community. This project built upon work that has been ongoing since 2008 by the Westlawn Partnership for a Healthier Environment

(WPHE), which the UWM College of Nursing coordinates. Encompassing both overarching goals of Healthiest Wisconsin 2020: improve health across the life span, and eliminate health disparities and achieve health equity, the project addressed infant nutrition and environmental health risks for babies, mothers, and fami-lies living in Westlawn.

Located in Milwaukee, the Westlawn community includes Wisconsin’s largest publicly-subsi-dized housing project, and the sur-rounding neighborhood within the 53218 zip code, which has 43,494 res-idents. Westlawn is a low-income, pre-dominantly African American commu-nity, of which 51 percent are children ages 17 and under, and 93 percent of heads of households are female.

According to the CDC, breastfeed-ing rates for low-income African American women are among the lowest of all groups in the U.S. Breastfeeding initiation rates for low-income African American women are 37 percent compared to 75 percent for the overall U.S. population. The disparities in breastfeeding rates can contribute to other immediate health concerns such as higher infant mor-

tality rates, and to other health dispar-ities that appear later, such as higher rates of obesity, ear infections, and asthma, according to the American Academy of Pediatrics.

These health disparities are read-ily apparent in Westlawn. At the inception of this project, the infant mortality rate in Westlawn was 16.9, which was nearly twice as high as the infant mortality rate for the City of Milwaukee (9.3), and almost triple the rate for the State of Wisconsin (5.7). In addition, asthma rates in Westlawn are among the highest in the state. According to Fight Asthma Milwaukee Allies, children living in the Westlawn neighborhood are four times more likely to visit an emergency room for asthma attacks compared to the rest of the state; and more than three times more likely to be hospitalized for asthma compared to the rest of the state. Thus, increas-ing breastfeeding rates among women in Westlawn could improve the health of women and their babies now, and potentially, improve the health of the children as they grow up.

Supported by a small grant from the UWM Community/University Partnerships program, a series of monthly classes was developed that focused on connections between breastfeeding and the environment. Improving indoor air quality to reduce asthma triggers in Westlawn homes has been an ongoing focus of the WPHE.

Classes were developed by the AABN Program Manager, a UWM College of Nursing Clinical Assistant Professor who also serves as the Project Coordinator for the WPHE, and by 16 undergraduate UWM College of Nursing students. The UWM students also assisted in teach-ing the classes to Westlawn residents. The class topics included informa-tion about the value and benefits of breastfeeding, the health benefits of using “green cleaning” (non-toxic) products, integrated pest management (non-toxic pest-control methods), and the impact of smoking on nursing babies and as an asthma trigger in the home environment. The series of classes was offered in the 2012-2013 academic year, and 33 Westlawn resi-

dents attended the classes. Feedback from and evaluations by residents were very positive, with comments such as, “I expected this class to be boring, but I learned far more than I’d expected to!” and, “The classes have been great – I learned something new at every session!”

In addition to benefitting Westlawn residents, UWM Nursing students gained a first-hand understanding of how the environment impacts health. More importantly, the students wit-nessed the direct effects of health disparities in the Westlawn commu-nity. Students learned about the real women behind the impersonal aggre-gated statistics that they read about in their textbooks. These were caring, intelligent, compassionate women who wanted what was best for their children and attended the classes to learn how to improve the health of their families.

Like other health care profes-sionals, UWM Nursing students had learned about the health benefits of breastfeeding. While the students and many nurses are aware of the poten-tial harm of environmental contami-nants in breast milk, which can cross from mother to baby, very few are aware of the effects of formula feed-ing on the environment. The ANA Code of Ethics states that “the nurse has a responsibility to be aware not only of specific health needs of indi-vidual patients, but also of broader health concerns such as… environ-mental pollution” (Provision 8.1). Students and WPHE members were educated about these effects by the AABN Program Manager.

Breastfeeding is good for the environment in a number of ways (adapted from W. Correa, Mothering Magazine).

production requires the transporta-tion of raw materials to the process-ing plant to make infant formula, followed by shipping the product to stores, where parents have to drive to buy it.

formula is made from cow’s milk. Maintaining cows requires extensive tracts of land, water, and feed for the cows. As with other industries

that rely on cattle, deforestation and soil erosion are byproducts of clearing land in order to make room for cattle to graze. In addition, for-mula is packaged from materials that must be manufactured, such as paper, plastic, and tin. For every 3 million formula-fed babies, 450 million cans of formula are con-sumed. The resulting 70,000 tons of metal in the form of discarded cans is often not recycled.

previously stated, formula requires packaging, the manufacturing of which produces toxic fumes which are released into the air. In addition, methane gas released from cows contributes to air pollution, as well as climate change.

Because most formula is made from cow’s milk, run-off from industrial cattle production can contaminate our water supplies. Run-off from sewage is problematic, as well as from pesticides and insecticides applied to crops which are used to feed the cows.

UWM College of Nursing fac-ulty, staff, students, and the com-munity members involved in this project learned about the benefits of breastfeeding for mothers and infants, as well as for the environ-ment – a benefit to us all.

Author Information:Anne Dressel, PhD, CFPH, is the Director of the Center for Global Health Equity in the UWM College of Nursing. She is also Project Director of the Westlawn Partnership for a Healthier Environment.Work Phone: (414) 229-3995

Betty Koepsel, MSN, RN, is a Clinical Assistant Professor in the UWM College of Nursing and serves as Project Coordinator of the Westlawn Partnership for a Healthier Environment.Work Phone: (414) 229-5694

Dalvery Blackwell, BA, IBCLC, is Co-Founder and Program Manager of the African American Breastfeeding Network of Milwaukee. She is also a member of the Westlawn Partnership for a Healthier Environment.Work/Home Phone: (414) 617-3441

Breastfeeding and the environment

Ann Dressel

Betty Koepsel

Dalvery Blackwell

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RN, Medical Management Manager

Wisconsin Physicians Service Insurance Corporation (WPS) is a Madison, Wisconsin-based health insurance and benefit administration company serving federal, state, andcommercial clients.With more than 65 years in business, we emphasize uncompromisingbusiness ethics and innovative solutions to today’s health care environment. A not-for-profit insurer, our mission is to provide service and value considered by our customersto be the very best.

We are seeking a Medical Management Manager who will possess:• Registered Nurse (RN) license• Five years clinical, health insurance or managed care experience with

a strong emphasis leading operational functions• Three years supervisory experience

Key Responsibilities:• Planning, development, management direction, and oversight of the

WPS Medical Management function (Integrated Care Management,Utilization Management, Behavioral Health, and Phone Intake)

• Manage inventory and staff to assure timely work completion and compliancewith all policy and procedures, work standards, and company policies.

Critical Competencies:• Familiarity with utilization management and care management functions

and best practices• Proven management skills with the ability to hire, train and evaluate staff• Proven leadership skills with the ability to motivate others and work

collaboratively with teams• Well-developed skills in planning, organizing and staff development• Professional oral and written communication skills• Proficient in the use of a PC and software applications (preferably

Microsoft Office)

We offer a competitive salary, comprehensive benefits and an opportunity to engage andgrow professionally. If you want to drive innovation, we encourage you to apply. Visit ourweb site and apply on-line at www.wpsic.com.

Named One of “World’s Most Ethical Companies” for the Fifth Year in a Row

Equal Opportunity/Affirmative Action Employer

Does your heart smile each time a new life is brought intothe world? Do you have a passion to provide each patient apersonalized and unique experience? Do you have a desire touse your critical nursing skills in a “state of the art “ Women’sHealth Center?Have people told you that you are the most compassionateperson they know? If so, we invite you to get to knowWatertown Regional Medical Center, where we aretransforming the way women’s healthcare is delivered.The vision for our newly built addition was created by askingwomen “What matters most?” when it comes to healthcare.This community and staff input guided the creation of aspecial women’s health unit, where technology and patient-centered processes are designed to make each and everypatient feel like they are our one and only.We serve women atall stages of life, from labor and delivery to gynecological careon a brand new women’s health unit.If you are ready to make a special difference at a veryspecial place, we encourage you to apply. Exceptionalprofessional development and competency based educationalopportunities available through require off-site training.Opportunities are available on various shifts for full time andpart time positions.

Well-qualified candidates will have anAssociate Degree in Nursing,BSN preferred. Experience in LDRP nursing preferred. Currentlicensure by the Wisconsin State Board of Nursing. CPR requiredon hire or within 60 days of hire. Neonatal Resuscitation Programcertification also required on hire or within 6 months of hire.

EEO/AAP Employer

Exceptional Women’sHealth (OB) Nurses

Needed

http://www.uwhpwatertown.com/Main/WomensHealth.aspx

We are currently recruiting for full time Nursing Supervisors to fill vacancies within theWisconsin Department of Correctional Institution.Current Vacancies: Columbia Correctional Institution, located in Portage, WI and RacineCorrectional Institution, located in Racine, WI.These positions supervise health care staff; develop procedures and techniques to assure thathealth care programs are functioning effectively; monitor off-site health providers; assure thathealth care plans are carried out in accordance with policies and procedures; provide liaisonto institution staff, psychological services, social services, and other treatment programs tocoordinate treatment plans, and work with the primary care physician, dentist, psychiatrist,serving as a consultant to provide quality health care.

Salary - Nursing Supervisor: $84,862 to $104,000 annually, dependingon qualifications.Current licensure is required. Excellent benefits package to include: immediate coverage underthe Wisconsin Retirement System, Health Plans available to meet your needs at low premiums,Sick Leave, Unused sick time converted to extended health care benefits upon retirement, paidvacation, 4.5 personal days each year, paid legal holidays per year, Life insurance, Supplementalretirement saving program, and Worker’s compensation.

Correctional Nursing, where caring and passion come together.

Nursing SupervisorCorrectional Nursing

Wisconsin Department of CorrectionsPassion, Commitment, Autonomy

Application InformationFor a detailed job description and application information,

please see http://wisc.jobs JAC 1401949

We are anEqual Opportunity

Employer

REGISTERED NURSE

Mile Bluff Medical Center has currently has full time and part time positions available in our Emergency Depart-ment. The successful candi-date will be responsible for assessing, planning, direct-ing, coordinating, evaluat-ing, and providing care for patients in a rural Trauma Category Level 3 Emergency Department. The RN will work with other members of the ER team in a collegial environment to provide care for patients of all ages. The ER team is dedicated to provid-ing high quality standards of care for all ill and injured pa-tients. Requirements include a 2 year minimum of nursing experience in a progressive healthcare environment, CPR and ACLS certifications, and current RN licensure. One year minimum nursing experience in the Emergency Department or Critical Care and TNCC, ENPC, and PALS certifications preferred.

Mile Bluff Medical Center is a rural facility located in South Central Wisconsin on I90/94, 70 miles from Madison and LaCrosse.

For more information on our facility, please visit our web-site at www.milebluff.com.

Interested candidates may send resume to:

Mile Bluff Medical CenterAttn: Human Resources

1050 Division St.Mauston, WI 53948

(608) 847-1461

An Equal Opportunity Employer

PUBLIC HEALTH NURSE

Marquette County, Wiscon-sin, is accepting applications for a half-time Public Health Nurse. This position in our Health Department will provide health education, health promotion, health assessment, public health preparedness, and disease prevention activities in the community and schools.

Qualifications: Bachelor’s degree from an NLN accredit-ed nursing program or a Pub-lic Health Certificate, a current license as a registered nurse in the State of Wisconsin and prefer 1 year public health or general hospital experience. CPR certification and valid WI driver’s license with access to a vehicle required. Pay range is $24.10/hour - $28.35/hour based on quali-fications and experience, plus prorated health, dental, retirement and life insurance are available.

Required application and full job description are available on the County’s website www.co.marquette.wi.us or by contacting Ad-ministration at 608-297-3001, or e-mail kmcreath@co.marquette.wi.us. Submit application materials to Ad-ministration Office, Room 101, 77 W. Park Street, P.O. Box 129, Montello, WI 53949, fax (608) 297-7606, or email kmcreath@co.marquette.wi.us. Appli-cation deadline Friday, June 27, 2014 at 4:30 p.m. EOE.

We are currently seeking candidatesfor the following position:

For qualifications and experience required,please view position online at:

www.bellin.org/careers

Maternity CliniCalnurse speCialist

EOE - Tobacco Free Environment

June-July • 2014 NursingmattersPage 12

Be part of something REMARKABLE

UW Health. Remarkable Careers.HN-39695-14

Advanced Practice and LeadershipOpportunities at Wisconsin’s #1 Hospital

Visit uwhealth.org/careers or contact MelissaHolman, senior nurse recruiter, mholman2@uwhealth.orgor 800-443-6164 to discuss these positions:

2012-2013

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• Clinical Nurse Specialists- Oncology- Adult Pain

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• Clinic Managers- Urology- Neurology

• Clinic Coordinator -GI Oncology

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