It's a Myth that it takes thousands of dollars to train a new Grad RN - Page 2Register Today!
- Oct 15, '12 by kylee_adnsI think maybe the additional costs can be from the additional certifications and training besides the preceptorship. I am a newer grad (dec 2011) on a similar step-down unit, and our orientation is almost double yours (10-12 weeks). This of course increases the price. Also there is a lot of additional education besides the orientation. I know I have 100s of hours of computer based training and many, many classes. These include Care of cardiovascular surgery patient, care of thoracotomy patient, ICDs, Pacemakers, ACLS, cardiac drips, etc. I cannot even remember all the classes I have done, and I have 4 in the next month. This is a big investment by the hospital, especially if the nurses do not end up sticking around.
This is a little off your subject, but... It kind of sounds like you are getting a shoddy orientation. I think it is alarming that you are handling the full patient load with almost no assistance after just one week on the unit, especially on a cardiac step-down unit. I would think working at a teaching hospital the training would be better.
- Oct 15, '12 by andywolfeThis is the response to the posting by the thecommuter
"1. Some new grads receive the $10,000 worth of training, only to be terminated at the end of their 90 day probationary periods due to an inability to grasp critical concepts. Although you seem like a fast learner and good thinker, some new nurses never seem to get the big picture and are unable to practice safely on their own after having been trained and fully oriented to the unit. Hospitals lose money on these new grads who do not last because there's no return on the initial investment."
My take on this is that this probably happens to about 2-3 new grads out of 10 new grads. So from at least 7 new grads, the hospitals are making about $20,000.00 X 7 = $140,000/year. They loose about $30,000 from the 3 new grads that are terminated at the end of their 90 day probationary period; thus, the hospitals still make a profit of at least $110,000 from the new Grad RN position.
"2. Some new grads knowingly accept job offers in specialties that do not interest them with the ulterior motive of hopping to another job as soon as possible. Some new nurses receive the $10,000 worth of training, stick around for a few months, and quit as soon as they receive a job offer elsewhere for their favorite unit or specialty. This represents a loss for the hospital due to the lack of return on initial investment."
Well let see for my case I am unable to even apply to another position in the same hospital until at least one year after I am done with orientation. So this doesn’t really apply to me. Furthermore, job requirements for all other specialty areas in a different hospital do require a minimum of 6 months to 1 year of acute care experience. I won’t be able to find a job in another hospital for at least 6 months past my orientation. For those 6 months, I am saving the hospital anywhere from $7,000-$12,000. So even If I leave right at the 6 months mark, it will cost the hospital a maximum of only $3,000.00. Again I don’t know where the hospitals are coming up with this number of spending thousands and thousands of dollars to train new nurses!!!!!!! Furthermore, for every new grad that leaves the unit after 6-months, there is at least 1-2 new grad that is still working in the same unit past the 1 year point. So in the end hospitals aren’t loosing any money in this situation either since they are making at least 10k-20K per new grad that stays on the unit beyond the year, while, it’s only costing the hospital only 3K if a new grad leaves after 6 months.
“3. It takes time to become a good nurse because the new nurse is minimally competent and still learning. With that having been said, it can be argued that hospitals incur increased legal costs resulting from units staffed primarily with nurses who possess less than one year of experience. The newer nurse sometimes does not detect subtle changes in condition that the experienced nurse could spot a mile away. The lack of experience can lead to sentinel events, which results in lost money (read = lawsuits).”
Again this doesn’t happen as often as you are hinting. That’s the exact reason why I have malpractice insurance and the hospital is carrying malpractice insurance for the same exact reason. Furthermore, after re reading my post I didn’t find any place where I advocate for staffing a unit primarily with nurses who possess less than one year of experience. My post was mainly about this myth that it cost thousands and thousands of dollars to train a new nurse.
- To me COBRA statement is like a hospital bill if you don’t have insurance “HIGHLY INFLATED” Not real at all. About a year ago when I was attending nursing school and I received a quote of about $380.00/month for the similar plan that I currently have. Mind you that in the individual insurance marketplace, the consumer has no power what so ever, while the corporations can negotiate and do negotiate discounts all the time. It’s the same as hospital charging $5.00 for 1 81mg aspirin, that I can get 30 at the grocery store for a buck or two!!!!!!
- “4:49 am by kylee_adns
I think maybe the additional costs can be from the additional certifications and training besides the preceptorship. I am a newer grad (dec 2011) on a similar step-down unit, and our orientation is almost double yours (10-12 weeks). This of course increases the price. Also there is a lot of additional education besides the orientation. I know I have 100s of hours of computer based training and many, many classes. These include Care of cardiovascular surgery patient, care of thoracotomy patient, ICDs, Pacemakers, ACLS, cardiac drips, etc. I cannot even remember all the classes I have done, and I have 4 in the next month. This is a big investment by the hospital, especially if the nurses do not end up sticking around.”
I don’t think the additional courses that you have taken or will take end up costing hospital 10K. Just google for critical care courses in Southern California and you will come up with companies teaching that course for less than $1,000.00. I already had paid out of my own pocket for ACLS ($240.00) and PALS ($240.00) and arrhythmia certificate course($120.00) before I was hired to the unit. Furthermore, the hospital is not paying the full advertised price for those courses that I had paid. Finally, shockingly the two code blues that did happen during my orientation that I was involved with first hand, the docs failed to follow the ACLS guidelines precisely.
- Oct 16, '12 by MulticollinearityYou are way off base regarding COBRA. The COBRA payment amount is the amount the employer is paying for your health insurance to the insurance company plus a 2% administrative fee to cover the cost of administering the plan.
- Oct 16, '12 by kcmylorn$60,000 to train a new grad is what managment told me in our preceptor class back in 2007
- I can pull out a number from anywhere myself and tell you that it cost this or that amount to train a new grad RN. My original post has specific numbers for my case and if someone else has other numbers than please share. It would be kind of pointless for me to believe that it cost $60,000.00 without any specific costs or breakdown of where this number is being generated from
“4:33 am by ColleenRN2B
There are costs associated with running a business, lots of behind the scenes costs that you can't even begin to imagine. Why don't you straight up ask someone in HR about this "myth" and see what they can tell you? Present your figures and see if they agree with you or can pull out the numbers that will add up to what you've heard it costs to train a new hire.”
I did exactly that about a week ago and the HR lady didn’t have an answer for me. She was surprised that someone would even ask this type of question. I didn’t press the issue further, since I didn’t want to rock the boat and get on a bad side of anyone in the organization.
There are certainly cost associated with running a business. I have ran and sold 2 small business myself. I have also worked for Blue****insurance company and I can and do imagine these costs.
- I on the other hand like to question everything and don't like to believe anything on it's face value. I use my own critical thinking skills that was ingrained in the nursing school; however, I have found that the more critical thinking I use, the more trouble I get into
- “5:26 am by Multicollinearity
You are way off base regarding COBRA. The COBRA payment amount is the amount the employer is paying for your health insurance to the insurance company plus a 2% administrative fee to cover the cost of administering the plan.”
You may want to call a local insurance rep that deals with multiple health insurance company and ask for a quote for a 28 y.o male for a similar or same type of insurance. In CA it will run you less than $500.00. You also may want to research about the tax breaks that the corporations receive for providing insurance to you. They inflate this number so that they can get a bigger deduction on their taxes.