Policy-makers, planners, governmental agencies, regulators, and others use National League for Nursing (NLN) workforce data as they design legislation, approve budgets, and formulate long-range educational goals. The 2015 NLN Faculty Census Survey of Schools of Nursing was conducted to provide such data.

The data presented in this report are compiled from data provided by 55 percent of 1,224 NLN member schools invited to complete the survey (N = 673 member schools); 42 percent of the responding institutions offer baccalaureate or higher degrees in nursing. Following are the highlights of the findings; details are online at http://www.nln.org/newsroom/nursing-education-statistics.

DEMOGRAPHICS

Of full-time nurse educators, 16 percent were members of minority groups: African American, 8.4 percent; Hispanic, 3.7 percent; Asian, 2.7 percent; and American Indian, 0.4 percent. Only 0.6 percent described themselves as multiracial.

Of full-time faculty, only 6 percent were male and 94 percent were female. Among part-time faculty, 8 percent were male and 92 percent were female.

Overall, 70 percent of full-time nurse educators were over the age of 45, with 50 percent ages 46 to 60 and 20 percent over the age of 60. The percentage of full-time faculty under 30 was 1.6 percent, with 28 percent ages 30 to 45.

TENURE STATUS

The survey revealed that of 13,307 full-time faculty across all ranks, only 22 percent were tenured; 16 percent were on tenure track but not tenured. The majority of faculty for schools of nursing, 62 percent, were not on a tenure track.

VACANCIES AND PROGRAM CAPACITY

The total number of faculty vacancies for all nursing programs that responded to the survey was 1,072. Figure 1 indicates the distribution of faculty vacancies expressed as "full-time equivalents" in each program type.

Figure 1. Number of full-time vacancies by program, 2015.

The 2015 NLN Faculty Census Survey asked deans and directors to indicate the maximum number of students the program could admit annually if all faculty vacancies were filled. The results are as follows: LPN/LVN program admitted 85 percent (11,201) of maximum capacity; ADN programs, 92 percent (49,376); diploma programs, 93 percent (2,777); BSN programs, 73 percent (36,395); BSRN (RN to BSN) programs, 62 percent (49,603); MSN programs, 64 percent (25,806); and doctorate programs, 41 percent (4,326).

SALARIES AND RECRUITMENT

Salaries are discussed according to Carnegie Classification of Institutions of Higher Education (http://carnegieclassifications.iu.edu). Doctoral/research education institutions paid nurse educators the highest average full-time salary, followed by master's institutions and baccalaureate institutions. Colleges offering the associate degree in nursing, on average, paid the lowest salaries for full-time faculty irrespective of educator rank, as indicated in Figure 2.

Figure 2. Average full-time salaries of nurse educators by rank and Carnegie classification, 2015.

During the academic year, 554 nursing schools experienced difficulty in recruiting and hiring faculty. The reasons given were as follows: not enough qualified faculty (37 percent); not able to offer competitive salaries (33 percent); faculty jobs less attractive than others, 12 percent; not enough budget lines available, 6 percent; and other difficulties, 12 percent.

SUMMARY

The survey indicates that minority nurse educators, as well as men, are underrepresented in schools of nursing. The survey results also affirm that many nurse educators are older, and there is a continuing need to increase the pool of nurse educators to meet the demand for faculty. In addition, continued support for legislation for Title VIII funding is critical to address the faculty shortage in nursing programs.