Am I Wrong To Think This? - page 2

I work midnight shift (7p-7a), weekend option at a hospital about 30 miles from my home. My floor is a stressful, busy med-surg floor, and a lot of times, I am the charge nurse. By the time my three days are over, I am wore out!... Read More

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    Quote from Michigan RN
    I think being on committees should be optional. I believe Bugaloo's workplace in implementing Pay per performance. My former job started this crap too. Your raise was based on attendance, press ganey scores, the unit's budget and involvement within the unit. It didn't evaluate your bedside skills or anything like that. I quit shortly after that crap started.
    The facility I used to work for was the same as described above plus they included the number of falls on the unit in our evaluations. I worked night shift and even if the " fall " was on day shift it showed up on the RNs evaluation. They were trying to discuss some other " punishment for falls " as though they thought it was our fault. Give us some staff and maybe the number of falls would decrease.
    medsurgrnco, Bugaloo, nrsang97, and 1 other like this.

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  2. 5
    Well, it's not an unusual arrangement. Most hospitals I know of ask their nurses to participate in a committee or some other group that works to "better" the general work environment or a unit's specific work environment. It's not strange.

    I understand you like doing your thing on the weekend, then leaving the hospital behind to have your 'other' life, believe me. But perhaps it's just not feasible any longer, as your facility is obviously falling into line with so many others. A nurse who is not involved in anything other than her one, two, or three shifts is not a "merit" employee, and therefore doesn't deserve the merit pay raises. One who does nothing more than put in her time (no matter how well) , or does nothing else for the facility, is only meeting the minimum, and therefore not entitled to anything more in return.

    That's the bottom line, really: if the $ increases that go with putting in the time requirement (a committee) is really important, you'll find an hour once a month, or every other month or less (they rarely ask for more!) not a big deal. If the time is of that great a concern, then you'll understand why the co-workers who DO do these committees get the raises---and you don't.

    FWIW, I have spent a grand total of less than two hours on my committee work this entire year. And I'm a 'team player'!
    medsurgrnco, queenjean, 3rdcareerRN, and 2 others like this.
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    When this was started at my facility, we complained to the DON, we told her night people should be inserviced at times for us. It took awhile, but now the day shift has to monitor the floor for us, just like we had to monitor it for them so many times. This is mandatory for the NM to be there until 85% of the staff gets the information needed. I love it.
    medsurgrnco, Bugaloo, and SuesquatchRN like this.
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    Unfortunately pay for performance (P4P)is not going away. Physicians in some areas are now getting reimbursed for P4P-this is based on patient satisfaction scores, infection control rates, etc,etc.
    Bugaloo likes this.
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    My hospital is starting a "practice run of "P4P" this year. Everyone is running scared thinking they won't get a raise. The raises are only arounfd 3% anyway--not much more unless you are exceeding expectations in every area of a very biased evaluation that is more of a popularity contest than anything else. No one can prove that they exceed expectations--it is ridiculous terminology and using press-ganey scores when you have an urban inner city clientele----no one pleases them. We bend over backwards and still get low scores- I think they do it on purpose.
    Bugaloo and RN1982 like this.
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    We had accreditation recently, the Govt gave us three months notice that they were going to audit how we do things, from paperwork, training through to locking medication trollies and everything in between. As expected, our management people started making all sorts of things up to make the facility look better than it realy is. I found a notice on a wall stating that I was a ward resource person for OH&S as well as paperwork, on asking the unit manager what was this, (in addition to what drugs are you on?) she stated not to worry, if I found a problem with either area I was to let her know and she would sort it.

    Long story short, on paper I am a ward resource, in practice I am just a good looking rooster with no extra responsibilities.
    Bugaloo and RN1982 like this.
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    Our raises if we get any more in this financial climate are based on performance, meetings attended, committees involved in, education we do the list is endless. If it is any comfort one of the nurses on our floor does nothing but show up to work and the difference in her raise is nickles and dimes, by this I mean she only earns a very small percentage less than those who do it all
    medsurgrnco, Melinurse, and Bugaloo like this.
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    I greatly appreciate all of the responses so far! It helps to know what other hospitals require, and what other nurses think about it.

    Heading to bed now.....
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    I believe that most of the committees are not functional, anyhow. They are more geared towards gatherings to talk trash and do nothing. It does sound like magnet goaled to least being spoken about behind the scenes. We don't get paid based on performance, anyhow at my hospital because we have unions. In this case, the opposite usually happens...many people work at minimal standards, just enough to get by.
    Bugaloo and Melinurse like this.
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    How about offering to do some individual work on a performance improvement project. Probably falls into the same category on you eval check sheet - without the drive.

    Pete Fitzpatrick
    Writing from the Ninth Circle
    medsurgrnco and Bugaloo like this.

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