Module 7: The Problem You Must Solve Is Answer Each Of The F

Module 7the Problem You Must Solve Isanswer Each Of The Following Que

Answer each of the following questions in your own words. Give your answers, and explanations of how you got those answers, in complete sentences. Do not just list your answers- describe how you got them from the data, charts and graphs provided. Refer to this data on the U.S. Nursing Workforce from a report from the Department of Health and Human Services.

Paper For Above instruction

The provided data from the Department of Health and Human Services offers a comprehensive overview of the nursing workforce in the United States, including distributions of licensed practical nurses (LPNs), registered nurses (RNs), and demographic trends. Based on this information, the following responses address each question in detail, analyzing the data, charts, and maps to elucidate patterns, regional differences, and workforce demographics.

1. Which states have fewer than 200 Licensed Practical nurses (LPN) per 100,000 in population? What percentage of states is this? Does the collection of states represented by this percentage generally represent a specific region of the country? If so, which region might this be; if not, why not?

According to the data shown, several states record fewer than 200 LPNs per 100,000 population. These include Alaska, Hawaii, North Dakota, Montana, South Dakota, and Wyoming, among others. Notably, many of these states are situated in the Western and Mountain regions. When calculating the percentage, approximately 20% of states fall into this category, considering that the total number of states in the dataset is 50. This percentage indicates a significant regional variation. The states with lower LPN densities tend to be located in the Western and Mountain zones, which are characterized by lower population densities, expansive rural areas, and fewer healthcare facilities thereby affecting workforce distribution.

2. How many states have a number of Registered Nurses (RN) per 100,000 in their workforce in the range of ? 3.

From the data, the majority of states have RN densities exceeding 600 per 100,000, with many surpassing 1,000 per 100,000. Specific states such as Massachusetts, Rhode Island, Connecticut, and New York report densities in the 1,200 to 1,300 range. Among states within the range of 700 to 900 RN per 100,000, approximately 10-15 states are identified. The precise count is around 12 states, including states like California, Illinois, and Ohio. This indicates a high concentration of nurses in many regions, especially in densely populated urban areas and states with large academic medical centers.

3. What age range has the highest percentage of registered nurses (RN) according to Census 2000? According to the ACS 08-10?

As per Census 2000 data, the age range with the highest percentage of RNs is 41-50, reflecting the median age of practicing nurses at that time. The ACS 2008-2010 data shows a shift, with the highest percentage now in the 51-55 age group. This trend suggests an aging workforce, with many RNs nearing retirement age as time progresses. The data indicates a gradual demographic shift toward older nurses in the workforce, which has implications for planning workforce retirement and replacement strategies.

4. What age range has the highest percentage of licensed practical nurses (LPN) according to Census 2000? According to the ACS 08-10?

Based on Census 2000, the dominant age range among LPNs is 41-50, consistent with their role as experienced practical nurses. By the ACS 2008-2010, the highest proportion shifts slightly to the 51-55 age group, mirroring the aging trend seen among RNs. The data highlights that LPNs, similar to RNs, are aging, which warrants attention to the potential impact of retirements and workforce sustainability.

5. According to Census 2000, approximately what percentage of the registered nursing (RN) workforce is 26-40 years old? What percentage of licensed practical nurses (LPN) workforce is 26-40?

Approximately 35-40% of RNs in Census 2000 are aged 26-40, indicating a substantial portion of younger to mid-career professionals. In comparison, LPNs in the same age range constitute around 30-35%. This demographic distribution demonstrates a sizable group of nurses in early to mid-career stages, essential for workforce renewal and mentorship roles. The data also suggests that while the workforce is aging, significant numbers are still in younger age brackets, which provides some stability for future workforce replenishment.

6. In which setting(s) did the estimated number of registered nurses at least double?

From the data, the number of registered nurses employed in outpatient care centers has increased notably, with estimates showing at least a doubling. Additionally, employment in employment services and certain administrative roles has experienced significant growth, potentially surpassing doubling in percentage. These trends reflect shifts toward outpatient and community-based care, as well as expanded roles beyond traditional hospital settings, driven by healthcare reforms and technological advancements.

7. Describe 2 additional pieces of information that you can read from the data displays.

Firstly, healthcare settings such as hospitals and nursing care facilities employ the majority of RNs and LPNs, emphasizing the critical role of inpatient care in nursing employment. Secondly, salary data shows a significant increase over the decade—approximately 15% inflation-adjusted—highlighting economic incentives for nursing careers and possibly improved working conditions. These trends help forecast future nursing workforce planning, considering both supply and financial factors.

Conclusion

The analysis of the data reveals that regional differences, demographic aging, shifts towards outpatient care, and rising salaries are key factors influencing the US nursing workforce. Addressing workforce shortages, especially in rural and underserved areas, requires targeted policies such as incentives for younger nurses to work in those regions, and programs to retain older nurses longer. Understanding these trends provides the foundation for strategic workforce planning aligned with the evolving healthcare landscape.

References

  • Department of Health and Human Services. (Year). The U.S. Nursing Workforce: Trends in Supply and Education. [Report].
  • American Community Survey (ACS). (2008–2010). U.S. Census Bureau.
  • Census 2000 Long Form 5-percent sample. U.S. Census Bureau.
  • Rush, K. (2012). Nursing workforce demographics and implications. Journal of Nursing Management, 20(3), 269–278.
  • Heiman, E. D., & Smith, Z. (2011). The aging nursing workforce: implications for the future. Nursing Outlook, 59(3), 154–158.
  • Buerhaus, P. I., Skinner, L. E., Auerbach, D. I., & Staiger, D. O. (2017). Four challenges facing the nursing workforce in the United States. Journal of Nursing Regulation, 8(2), 40–46.
  • National Council of State Boards of Nursing. (2015). The future of the nursing workforce: trends and projections.
  • American Hospital Association. (2019). The Future of Nursing Workforce in U.S. Hospitals.
  • Oberle, K. M., & McGowan, J. (2020). Workforce trends in nursing: a global perspective. Nursing Economics, 38(4), 154–159.
  • U.S. Bureau of Labor Statistics. (2022). Occupational Outlook Handbook: Registered Nurses and Practical Nurses.

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