A nurse researcher in Connecticut who leverages eHealth and community engagement to enhance cardiovascular health equity in gay and bisexual men with HIV is one of five recipients of the inaugural Equity-Minded Nurse Awards from the AARP Center for Health Equity Through NursingSM and the Future of Nursing: Campaign for Action, an initiative of AARP Foundation, AARP and the Robert Wood Johnson Foundation that is building a healthier America through nursing. The awards are part of the Campaign’s work to implement the goals of the National Academy of Medicine report, the Future of Nursing 2020-2030: Charting a Path to Achieve Health Equity, which explores nursing’s pivotal role in advancing health equity.

The awards are given in five categories (Educator, Researcher, Leader, Practice, Rising Star) and each is generously co-sponsored by a national nursing organization. The awardees receive a $1,000 prize each and paid travel to and recognition at the AARP Health Equity and Nursing Summit: Turning Commitments into Action, in Washington, DC.

S. Raquel Ramos, PhD, MSN, MBA, Yale University School of Nursing, West Haven, Connecticut, received the Equity-Minded Nurse Research Award. Co-sponsored by the American Academy of Nursing, this award recognizes a nurse researcher whose scholarship advances the science and the body of knowledge that advances health equity. The research or scholarship of this award should be or have the potential to be disseminated widely as best or promising practices.

Ramos’ research examines how user-centered design and technology-driven, behavioral interventions can enhance cardiovascular health equity in sexual minority men of color with HIV and at risk of HIV-related comorbid conditions. As a protocol nurse for the Multicenter AIDS cohort study, the longest running study on the life course of HIV in gay and bisexual men, Ramos observed the connection between HIV and cardiovascular disease risk.

A nurse educator in Maryland who centers health equity in classroom innovations and program implementation.
A nurse practitioner in Wisconsin who thrives on solving big issues that patients face by using nurse-created and inspired solutions.

A nurse scientist in Texas passionate about ensuring that research evidence translates into policy and practice to support health equity for communities of color and those affected by trauma and substance use.
A nurse educator in Kentucky whose 30-plus year career has focused on community engagement to advance health equity.

A nurse researcher in Connecticut who leverages eHealth and community engagement to enhance cardiovascular health equity in gay and bisexual men with HIV.

These five accomplished nurses are the recipients of the inaugural Equity-Minded Nurse Awards from the AARP Center for Health Equity Through NursingSM and the Future of Nursing: Campaign for Action, an initiative of AARP Foundation, AARP and the Robert Wood Johnson Foundation that is building a healthier America through nursing. The awards are part of the Campaign’s work to implement the goals of the National Academy of Medicine report, the Future of Nursing 2020-2030: Charting a Path to Achieve Health Equity, which explores nursing’s pivotal role in advancing health equity.

The awards are given in five categories and each is generously co-sponsored by a national nursing organization. The winners will receive a $1,000 prize each and paid travel to and recognition at the AARP Health Equity and Nursing Summit: Turning Commitments into Action, in Washington, DC, Oct. 31-Nov. 1.

The honorees are:

• Kamila A. Alexander, PhD, MPH, RN, Johns Hopkins School of Nursing, Baltimore, Maryland
• Kelly Ayala, DNP, APRN, BSN, Milwaukee, Wisconsin
• Vicki Hines-Martin, PhD, MA(Ed), FAAN, University of Louisville (UL) School of Nursing; UL Health Science Center Office of Diversity & Inclusion; UL Center for Integrative Environmental Health Sciences; & School of Public Health and Information Sciences, Louisville, Kentucky
• Kelly McGlothen-Bell, PhD, RN, FAWHONN, UT Health San Antonio, School of Nursing, San Antonio, Texas
• S. Raquel Ramos, PhD, MSN, MBA, Yale University School of Nursing, West Haven, Connecticut

View Information on All Honorees 
To Learn more about the awards, View AARP Website

The numbers leave little doubt that attention and systemic actions are required to address the nursing workforce challenges in Connecticut.
 
In 2022, Connecticut reported 89,819 active licenses for Registered Nurses, but only about half that number -45,014- are actively employed in a nursing capacity in Connecticut.  This is according to a just-completed analysis by the CTData Collaborative and The CT Center for Nursing Workforce, Inc. in September 2023.
 
Nursing is the single largest job category within the field of healthcare.  Licensed nurses provide high-quality, safe, and compassionate care within hospitals, long-term care facilities, homecare settings, and schools, as well as within community-based agencies throughout Connecticut.  It is imperative that Connecticut adopt data-driven strategies to inform programming and innovative solutions to support a robust and sustainable nursing workforce to meet the healthcare needs of all Connecticut residents.
 
It is easy to assume that with more than 89,000 licensed Registered Nurses (RNs), Connecticut has more than a sufficient number of RNs to handle the increased need for care due to the aging of the Connecticut population and anything else that comes our way.  Yet, we now understand, conclusively, that assumption would be wrong. 
 
That is not the only alarm bell ringing.  The data indicates that of the working RNs totaling 51,154, the age range comprises five generations from ages 20 to 96, with a median age of 47; and that 46% of the working RNs are 50 years and older. 
 
The largest age group of working RNs is between 30-39 at 23% or 11,626; followed by 22% between the ages of 50-59; and most alarming, is that only 11% of the total pool of employed RNs are between the ages of 20-29.  Connecticut does not have nearly the number of younger nurses needed to replace those who will be retiring within this decade.

The Connecticut Center for Nursing Workforce, Inc. (CCNW) was engaged in numerous state and national activities that took place over the past fiscal year.  Due to a strong commitment by the CCNW Board of Directors, Council of Deans & Directors, Healthcare Simulation Network of Connecticut (HSNCT), and Staff & Nurse Consultants; CCNW was able to innovate, coordinate, and impact the nursing workforce in Connecticut and across the country.
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​Wednesday, September 27th at 12:00pm ET
Free webinar, registration required
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With the proposal of a historic federal staffing mandate for nursing homes, many are looking at caps on agency staffing to level the playing field for recruiting nurses and aides. However, even if new legislation passes in your state, it won't take effect overnight, nor will it provide a cure-all for the staffing issues plaguing our industry. In fact, introducing rate caps in the midst of a federal staffing mandate may create a whole new set of challenges.
In this timely webinar, we will assess the current landscape of rate caps, their potential impact on your facility, and provide actionable strategies for maintaining adequate staffing levels without overpaying agencies. Register for this webinar to learn:

• Lessons from states with rate caps and their impact on staffing numbers
• The impact of the CMS staffing mandate on your long-term care facility
• Strategies for reducing your reliance on agency staff
• Best practices for cutting overtime and incentive payments

The Connecticut Center for Nursing Workforce, Inc. (CCNW) is so very proud to introduce the Officers and Members of the CCNW Board of Directors for 2023-24.

This esteemed group of nursing and healthcare professionals is one of the most diverse boards ever to be assembled representing leaders from academe and practice, medicine, non-profit management and seasoned healthcare stakeholders. The professional accomplishments both individually and collectively will help propel the organization forward by identifying organizational goals which will then inform the creation of a new strategic plan for 2023-25.
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​The nominations process was totally transformed to adopt best-practice Board Policies and Practices led by the previous Board Chair, Dr. Lisa Sundean. The process began with conducting a gap analysis of talents, skills and competencies; identifying healthcare and nursing leaders that could fill these gaps; connecting with individuals to apply for open board positions; conducting interviews with candidates to determine competencies and "fit"; as well as, to secure their commitment and active engagement with the CCNW and its mission that is to foster collaborations to ensure a highly educated, diverse, and sustainable nursing workforce to support the healthcare needs of Connecticut residents. Meet our leadership team!

The RN and LPN data were extracted from the 2022 Connecticut Nurse Licensure System Dataset collected by the CT Department of Public Health. The data was collected through the online NurSys Annual Licensing Database using the Minimum Data Set for Nursing Supply, created by the National Forum of State Nursing Workforce Centers. CCNW and CTData are excited to highlight findings from this comprehensive dataset, its implications for Connecticut, and key recommendations to ensure that Connecticut establishes a robust and sustainable nursing workforce. This data story focuses on nurses who are licensed in Connecticut and who are actively working in the state.
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Notes about the Minimum Data Set for Nursing Supply data:

• This dataset highlights the workforce demographics of Connecticut’s licensed Registered Nurses (RNs) and Licensed Practical Nurses (LPNs) including:
  • Number of nurses who hold an active license in Connecticut, and of those, how many are actually working
  • Age, ethnicity, and education
  • Work settings of our employed nurses
• Not all data are required to be entered in the survey, so each indicator may have a different response rate
• This is the most recent RN and LPN survey data captured in Connecticut between January 1, 2022 to December 31, 2022, compiled in the spring of 2023, and analyzed and published in September 2023. Previous Connecticut RN and LPN nursing supply data can be accessed for years 2017 and 2020.

Last month the National Fund hosted the Frontline Focused: Building a Thriving and Equitable Workplace in-person session to close out CareerSTAT’s recent webinar series focused on recruiting and retaining untapped talent, such as immigrants and refugees, people with conviction records, and other under-serviced populations. This intimate, two-day meeting brought together healthcare employers and workforce practitioners to explore ways to create change in their organizations.
 
Attendees were enthusiastic to get to work and were eager to learn, share, and connect with their peers. The energy in the room was that of hope, respect, and a commitment to develop a truly thriving workforce for healthcare workers.

Integrating Population Health Competencies into Practice, Academia, and the Nursing Workforce Webinar on October 26, 2023, 2:00-3:00 pm (ET), will feature guest speakers: Marcia B. Proto, MEd, CAS, Executive Director, Connecticut Center for Nursing Workforce, Inc. and Catherine E. Johnson, PhD, RN, CNE, APHN-BC, RA, CPH, Assistant Professor in Nursing, Pacific College of Health and Sciences.  Don't miss this opportunity to hear from these two nursing workforce leaders.

Webinar Details
Learn more about population health initiatives deployed across the state of Connecticut from 2021-2023 in the areas of practice, academia, and the nursing workforce. Discover programs and strategies that can help to accelerate local efforts to meet population health needs.
Objectives:

• Identify statewide initiatives launched by the Connecticut Center for Nursing Workforce to support population health competencies.
• Explain the components of population health education at a nursing residency program at a Connecticut hospital.
• Summarize the impact of the population health course at a state college in Connecticut.
• Describe how the AACN Population Health Domain is integrated across initiatives.

Can't make the webinar?  Watch the recording of the webinar, available soon after the webinar airs. Visit AACN's On-Demand Webinars to watch.

The webinar with Drs. Marilyn H. Oermann and Jennie De Gagne, A Few Best Practices for Teaching in Nursing, is now available for you to watch!

CCNW support the CT Nurses’ Association 2023 Legislative Agenda.  Kim Sandor and her team have done a great job to identify the key issues to promote during this year’s legislative session!  It is amazing that all of the CCNW initiatives fall into the “priority” list for the state!  To view the more information, please follow this link:  
https://ctnurses.org/page-18287

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Although CCNW received notification in May 2023 that our proposal was NOT funded…. for the first time… CCNW submitted a proposal as the sole lead applicant!!!   This was a Federal DOL Grant to Support Nurse Expansion by Preparing Nurses to become Instructors and Educators through providing free tuition for our online faculty-led courses and funding for academic-practice Joint Appointments.  During the 60-month grant period, CCNW requested $2.8 million for:

• Free Tuition for (275) seats to the Part-Time Clinical Nurse Faculty Preparation Course 
• Free Tuition for (125) seats to the Full-Time Nurse Faculty Preparation Course
• (72) Joint Academic-Practice Appointments- monies to utilizing MERCI- A Model to Embed Resources for Clinical Instruction for student clinical experiences
• Leveraging the content of CCNW’s Introduction to Population Health Course that was created in conjunction with the Connecticut Nursing Collaborative- Action Coalition (CNC-AC) with Robert Wood Johnson and AARP funding via the Center to Champion Nurses in America
• Provide multi-year Career Coaching and Counseling to support the seamless transition of Connecticut nurses from clinical practice to roles of nurse educators
• Secured over (35) letters of support from Employers from Academe and Practice, Workforce Development Boards, State and National Trade Nursing & Workforce Associations, Labor, and Other Partners.  Thank you to all of your organizations that have sent letters of support!

Addressed the Aging of CT’s Nursing Workforce through Data Gathering and Analysis- Gained insights into understanding the CT Nursing Workforce by utilizing the national Minimum Data Sets for EDUCATION and SUPPLY. The Minimum Data Sets (MDSs) are created by the National FORUM of State Nursing Workforce Centers.

• Engaged with all the Schools & Programs of Nursing in CT to implement the MDS for EDUCATION to effectively identify nurse faculty & student demographics for pre-licensure RN and LPN programs in CT.  Two high-level statewide Pre-Licensure Reports were created and presented to the CT State Board of Examiners for Nursing in April 2023 which addressed: The Number of 2022 qualified applicants, student attrition, student graduates and total number of students enrolled in each program, plus other student demographic information.  Reports were generated for both LPN and RN Pre-licensure programs.
• Secured the MDS for SUPPLY data in partnership with the CT Department of Public Health Nurse via data gathered through the 2022 online Nurse Re-Licensure Process, and the Connecticut Data Collaborative. These data represent all of the 85,000+ licensed RNs and 16,000+ licensed LPNs within the state; and once analyzed and disseminated will help inform decisions made by CT Stakeholders when crafting statewide nursing workforce development plans. 
• The 2022 Statewide Reports on Nursing Education and the Supply of Nurses will be published by the CCNW in late summer 2023.  View the comprehensive list of white papers, reports and infographics.
• As a demonstrated leader and continually sharing our data reports and providing concrete recommendations as to how to transition this data into strategic actions, CCNW was able to gain a “seat at the table” and build active partnerships with various state and government entities who have a shared goal to build a sustainable and robust nursing workforce in CT.

Once again, CCNW was a lead sponsor of the National FORUM of State Nursing Workforce Center’s Annual Conference that took place in Washington, DC on June 12-14, 2023.  For the third year, Marcia Proto was an integral member of the Conference Planning Committee securing sponsors for the national event, as well as confirming Rebecca Love to be the keynote speaker of the Conference.  In addition, CCNW continued its five-year tradition of being podium presenters. 

• This year’s presentation was in conjunction with Versant Healthcare Competency Solutions and highlighted the development and implementation of CCNW’s Certified Nursing Assistant Course, specifically designed to meet the needs of our post-acute care employers.  Highlighting how essential competencies- critical for safe and quality practice of the CNA- were determined and braided into both the Didactic and Clinical Immersion components.  Larissa Africa, CEO of Versant; Beth Capobianco, CCNW Course Developer & Lead Faculty, and Marcia Proto were presenters of the session.
  
• Moreover, Peggy Mallick spoke with hundreds of attendees while “manning” the CCNW booth sharing solutions to addressing the nurse workforce faculty shortages including our Part-time Clinical Nurse Faculty Prep Course and our “soon to launch” Full-time Nurse Faculty Prep Course on August 7, 2023

CCNW received $300,000 in funding from the Eva Sterns Faulkner Foundation to create an online faculty led Full-Time Nurse Faculty Preparation Course to support the development of well-prepared nursing faculty. The Course offers 6 weeks of faculty-led coursework and (6) hours of Coaching support during the semester.
 

• The Curriculum was finalized in April 2023; a Best-Practice Template for Online Delivery was created to structure and format the online learning modules; nine Subject Matter Experts were hired to build out each module; the (20) modules were uploaded into the Moodle Platform by our Instructional Designer; and Pilot Course was launched on May 15, 2023.  The Pilot will serve to assess the breadth and scope of the curriculum, assess the ease for seamless transition to a role as a Full-time Nurse Faculty; and the applicability and value of resources, discussion board assignments, and reflection activities.
  
• Fourteen participants (MSNs, PhDs and DNPs) are enrolled in the Pilot Course to help refine the curriculum and position CCNW to launch this course on a national scale. 
• Our School Liaison is working with CT Colleges and Universities to assess the need for Full-Time Faculty; introduce the course as an onboarding resource to compliment the schools’ efforts to support the seamless transition to the full-time role; and identify prospective new faculty and novice faculty to register for the August 2023 launch of the Course.
• A great team, championed by Dawn Bunting along with Sheila Solernou, Susan Deane, and Tina Lear are engaged to make this course a flagship in nursing education for the CCNW now and in the future!  Thank you for driving this innovative initiative forward!

The State of Hawaii, through the efforts of the Hawaii Nursing Workforce Center, utilized CCNW’s Part-Time Clinical Nurse Faculty Preparation Course and covered tuition for (39) practicing nurses to participate in our online faculty-led course.  The nurses began the course on January 9, 2023.
 

• A HUGE Thank You to Laura Reichardt, Executive Director for the Hawaii Center for Nursing, for making this happen, and
• To the excellent CCNW online faculty for stepping up to create two separate cohorts for instruction and to Susan Deane for her leadership of our online offering!

CCNW’s Statewide Nursing Student Clinical Placement System gets a HUGE boost as Hartford Healthcare Corporation (HHC) standardizes the Clinical Placement Process at (10) of its healthcare facilities for the Spring 2023 Semester!
 

• HHC has engaged with (17) academic partners in utilizing CCNW’s proprietary online system to assign, manage, and archive clinical placements, observations, and capstones experiences for over 2,000 students just for the Spring 2023 semester. 
• HHC joins Stamford Health to utilize our statewide platform.  A huge “Shout Out” to Warly Remegio and his team at HHC for moving quickly over the past three months to stand up this process; our early adopter, Mary McKiernan at Stamford Health, for jumping in during our beta testing of the System over 6 years ago and making our system even more effective through her active engagement; and CCNW’s Program Manager, Peggy Mallick, for leading the training and support for both the practice and academic partners to “master” the system administration!

In 2023, CCNW received news from the State of Connecticut and the Regional Workforce Development Boards!  The Connecticut Attorney General signed off on (2) statewide Contracts in which CCNW will use its expertise to support statewide nursing workforce pipeline development efforts:
 

• CCNW is acting in the role of Nurse Consultant to the 3-year $36 million CT Health Horizons Initiative providing: data, innovative workforce development strategies, and support to the nursing schools funded under this statewide nursing and social work project.  CCNW will receive up to $150,000 each year for 3 years.
• CCNW will continue its 12-year relationship with The Workplace, Inc., one of the five regional workforce development boards in Connecticut.  We will continue to provide our CORE Skills and Customer Service Training to Connecticut residents seeking to enter the healthcare workforce, yet now on a statewide scale due to the expansion of the Health CareeRx Academy model.  Our expert nurses will teach these two virtual online courses to over 425 candidates each year.  CCNW will be funded up to $250,000 for our work over the 3 years.
• Beginning January 2023, CCNW’s Certified Nursing Assistant Course, specifically designed to meet the needs of our post-acute care employers, received approval by the Connecticut Department of Labor to qualify for WIOA funding.  Thank you to the Workforce Alliance for championing these efforts on behalf of CCNW. 
  • The course development was funded by a grant from Capital Workforce Partners in 2021. This will enable Connecticut residents who wish to participate in our CNA Course to access funding to pay for the tuition via any of the five regional workforce development boards within the state. 
  • Post-acute care employers seeking CNA’s, please reach out to CCNW to partner to create an employer-based cohort and fill your current CNA vacancies!

There is a Connecticut state-wide program that needs nurses to work in (per diem/on-call).  The Gail Burns-Smith Sexual Assault Forensic Examiners (SAFE) Program is both a response program and a training program. As a response program, it provides specially trained sexual assault forensic examiners to participating hospitals for the purpose of providing care and the collection of evidence for patients, ages 13 and older, who report sexual assault.

Trainings scheduled for Fall 2023.

For more information, please go to: https://www.jud.ct.gov/crimevictim/safeprogram.htm
 
For information on how to apply, please contact:
Denise S. Covington, MBA, MSN, RN, SANE-A
Program Manager
Gail Burns-Smith Sexual Assault Forensic Examiners Program
Denise.Covington@jud.ct.gov

What is a Sexual Assault Forensic Examiner?
A Sexual Assault Forensic Examiner (SAFE) is a health care provider who has completed specialized education and clinical preparation enabling them to conduct knowledgeable and skilled medical-forensic exams, ensure the integrity, preservation, and documentation of forensic evidence, and testify knowledgeably in court.

What are the qualifications to become a SAFE?

• An unrestricted CT license as a Registered Nurse, Advanced Practice Registered Nurse, Certified Nurse Midwife, Physician’s Assistant, or Physician.
• At least two years of current or recent clinical practice, preferably in acute care. Excellent patient assessment skills are essential to the role.

What is the scope of practice for a SAFE?

• The scope of practice is that of a Registered Nurse or higher.
  • SAFEs are clinically trained to conduct genital assessment and speculum exams.
• Pelvic exams are not within the scope of practice for a SAFE at the RN level.
• SAFE practice is not within the scope of practice for a paramedic or License Practical Nurse.

What is the training to become a SAFE?

• The SAFE training is comprised of didactic and clinical training components.
• The didactic curriculum includes (but is not limited to):
  • Overview of Forensic Nursing and Sexual Violence
  • Victim Responses and Crisis Intervention
  • Collaborating with Community Partners – A Multidisciplinary Approach
  • Medical-Forensic History Taking
  • Medical-Forensic Examination and Findings
  • Evidence Collection
  • Medical-Forensic Photography
  • Sexually Transmitted Infection Testing and Prophylaxis
  • Pregnancy Testing and Prophylaxis
  • Medico-Legal Documentation
  • Discharge and Follow-up Planning
  • Regulatory issues regarding HIPAA, EMTALA and Other Regulatory Issues
  • Courtroom Testimony and Legal Considerations
• The clinical curriculum includes (but is not limited to):
  • Consent
  • Language and cultural sensitivity skills
  • Specific structures of the female and male genital anatomy
  • Preparation and set-up for the ano-genital exam
  • Proper positioning and draping of the patient for the ano-genital exam
  • Ano-genital assessment, including differentiation of normal variations from abnormal findings
  • Ano-genital injury identification
  • Speculum assessment and visualization techniques. Learning takes place with both simulation models and live models
  • Evidence and Sexually Transmitted Infection specimen collection techniques
  • Documentation of findings

Is the SAFE Training Program accredited?

• The International Association of Forensic Nurse’s SANE Education Guidelines (current edition) sets national training guidelines. The IAFN SANE Educational Guidelines require a minimum of 40 hours in the didactic portion of the training.
  
• The SAFE Training Program is approved for continuing nursing education by the International Association of Forensic Nurses, an accredited approver by the American Nurses Credentialing Center (ANCC) Commission on Accreditation. A certificate for CEUs is awarded at the completion of the didactic portion.
  
• Both didactic and clinical components must be completed to practice as a SAFE.

What is the time commitment to take the SAFE Training Program?
The didactic portion of the course is 6 days in length. Classes are held two days per week for three consecutive weeks. Content experts teach on the various required curriculum topics.

• The clinical portion of the course is divided into three components
  
  • Clinical Training Evening: students develop taught genital assessment skills, speculum exam techniques, and correct evidence collection technique utilizing simulated pelvic trainers
    
  • Clinical Training Day: students develop competency in genital assessment, speculum exams and evidence collection utilizing medical models acting as patients who report sexual assault.
    
  • Mock Exam: students combine didactic and clinical learning in a table-top case scenario during which students explain and demonstrate how to do a complete, beginning to end, medical-forensic exam. During the Mock Exam students can ask “what if” questions and resolve any technique issues.
• Once training is completed, SAFEs that are joining the SAFE Response Program are required to precept at least one case with an experienced preceptor prior to becoming a fully trained SAFE are able to schedule on-call hours.

What are the dates of the next SAFE Training Program?
The Fall 2023 Training will be announced in early Spring. Please check this webpage later for updates.

What is a medical-forensic exam?
A medical-forensic exam is a comprehensive exam with several components:

• A verbatim history of the assault from the patient: Intended to guide the physical exam, it is medical in nature, rather than investigative.
• Physical Exam: There are two parts: a head-to-toe physical assessment and a genital assessment. Physical findings help to identify assault-related injury, if present, as well as location of evidence to be collected. The absence of physical findings does not mean that an assault did not take place.
• Evidence Collection: There are two general types: Physical/Biological and Toxicology. The CT100 is used for the collection of physical and biological evidence and the CT400 is used for toxicology screening and evidence collection.
• Sexually Transmitted Infection (STI) and Care: Based on current Centers for Disease Control Guidelines, prophylactic medications are offered to prevent a sexually transmitted infection from the assault. Testing at the time of the exam is of limited forensic value if the adult/adolescent patient is sexually active and could have acquired an STI prior to the assault.
• Emergency Contraception: Along with prophylactic medications, emergency contraception is also offered to all patients with reproductive capability.
• Discharge, Referrals and Follow-Up: Discharge and follow-up instructions are individualized to meet the specific needs of the patients.

Will I be paid for my services as a SAFE?
For state fiscal year 2022-2023, the following reimbursement rates have been established for new Program SAFEs:
·  On-Call

• Weekday shift (Monday 7:00 am to Friday 7:00 pm) - $8 per hour
• Weekend shift (Friday 7:00 pm to Monday 7:00 am) - $9 per hour
• Holiday shift $16 per hour for both weekday and weekend responses

·  Hospital Response

• Standard response - $225 per response
• Standard response (CT100 is not opened) - $125 per response
• Night shift differential (response calls from 11:00 pm to 7:00 am) – an additional $125 per response
• Weekend shift differential (response calls from Friday 7:00 pm to 11:00 pm, Saturday and Sunday 7:00 am to 11:00 pm) – an additional $75 per response
  • Holiday shift differential (case response and holiday differential) – an additional $200 per response. A shift differential applies to the following holidays (the 24-hour period begins 12:00 am and ends 11:59 pm): July 4th, Labor Day, Thanksgiving, Christmas Eve, Christmas Day, New Year’s Eve, New Year’s Day, Easter, and Memorial Day.
  • Preceptees are not eligible for differential pay.

·  Training Activities including, but not limited to, the following. The number of hours vary per meeting ($17 per hour):

• Monthly case review/quality assurance meetings
• Refresher training – mock exams, etc.
• Individual supervision meetings
• Annual staff training day

·  Court Related Activities - $400 per case

For more information, visit https://endsexualviolencect.org/safe-program/