- 0Aug 11, '05 by HuggyPugletDoes anyone out there know, or have an opinion about the case of hospitals attaining "Magnet" status and then dumping their LPNs? :stone
- 0Aug 11, '05 by krob0729Quote from HuggyPugletHave u got more info for me, because I'm not sure what you're talking about? I'm not an idiot, I swear..lol, but I've only been a nurse for 3 months and am just starting to learn about status's of hospitals and all the different issues that concern nurses and the medical industry...thanks to these BB's. Are they actually firing LPN's after they achieve this status?Does anyone out there know, or have an opinion about the case of hospitals attaining "Magnet" status and then dumping their LPNs? :stone
- 0Aug 11, '05 by NRSKarenRN, BSN, RN Adminfrom the magnet website:
public comments solicited for magnet applicant facilities
the magnet recognition program accepts comments at any time. verbal comments may be made by by phone at 301-628-5223. for urgent issues, call
web form for comments: staff nurse survey
ancc has pulled accreditation before. please send your concerns to them!
- 0Aug 11, '05 by AttagirlRNQuote from HuggyPugletMy hospital is in the process of filing for Magnet status, though it takes about 2 years from filing to complete accredidation. My understanding is less than 2% of US hospitals are Magnet. It's a designation, cream of the crop of all hospitals so to speak. In my hospital LPN's are not let go or demoted as they are not in a managerial role, at least not in an acute setting such as a tertiary or Level I trauma hospital. The talk of "demotion" or "being let go" is always associated with Magnet due to the number of employees who choose not to seek higher education in order to keep their managerial jobs.Does anyone out there know, or have an opinion about the case of hospitals attaining "Magnet" status and then dumping their LPNs? :stone
I am a case manager and luckily I have a BSN, otherwise I'd be required to go back to school or face demotion. One of my coworkers (RN for 28 yrs) is having to go back to school for her BSN in order to stay working in case management. My boss, an RN with 34 years experience who has a BSN, will be required within 5 years to attain a Master's in either health adm or MSN. Anyone in a managerial role and without the required degree has been notified that if they do not start the process of getting that higher degree, they will be asked to step down to a lower position once Magnet status is obtained. There is no "grandfather" clause when it comes to Magnet. You're required to obtain the education equal to your job title according to how Magnet rates your specific job. OTJ experience doesn't count.
I was told there has to be so many PhD's, Master's, Bachelors, etc. managing the hospital to qualify for Magnet, along with a zillion other requirements. Guess that's why it takes 2 years to actually get the accredidation.
- 0Aug 11, '05 by NRSKarenRN, BSN, RN Adminthe magnet recognition programģ is based on quality indicators and standards of nursing practice as defined in the american nurses association's scope and standards for nurse administrators (2003). the magnet designation process includes the appraisal of both qualitative and quantitative factors in nursing.
scope and standards for nurse administratorsdefines the scope and various levels of practice for nursing administration; outlines qualifications for these roles across all settings; and provides standards of care and professional performance for this complex nursing specialty. meeting these standards of care is a requirement to receive magnet recognition
objectives of the magnet recognition programģ
- recognize nursing services that use the [color=#00524d]scope and standards for nurse administrators (ana, 2003) to build programs of nursing excellence for the delivery of nursing care to patients
- promote quality in a milieu that supports professional nursing practice
- provide a vehicle for the dissemination of successful nursing practices and strategies among health care organizations using the services of registered professional nurses
- promote positive patient outcomes
from: self-assessment survey for [color=#006666]organizations
- the applicant organization must include one or more nursing settings with a single governing authority and one individual serving as the chief nursing officer (cno) who is ultimately responsible for sustaining the standards of nursing practice in all areas in which nurses practice.
- the cno must participate on the applicant organizationís highest governing decision-making and strategic planning body for at least the 12-month period prior to the submission of written documentation required in the second phase of the appraisal process.
- cno education. the cno must possess a masterís degree. effective january 1, 2008, the cno must possess either the baccalaureate or masterís degree in nursing.
- cno tenure. except in the receipt of military orders, the cno must have been in that position for at least one year at the time of the submission of the organizationís written documentation
protected feedback procedures. applicant organizations must have policies and procedures that permit and encourage nurses to confidentially express their concerns about their professional practice environment without retribution. policies and procedures that discourage nurses to express their concerns about their professional practice environment are prohibited....data collection. applicants for magnet designation must collect nurse-sensitive quality indicators at the unit level and benchmark that data against a database at the highest/broadest level possible (i.e., national, state, specialty organization, regional, or system) to support research and quality improvement initiatives.
for applicants to the magnet recognition program, all of the indicators listed below, as applicable, must be collected at the unit level, trended over time, and analyzed for impact on patient outcomes.
are the following characteristics found throughout your organization wherever nurses practice? (pulled out some of questions asked and evaluated)
- maintenance of skin integrity: pressure ulcers prevalence + pressure ulcers occurrence
- nursing care hours provided per patient day
- nursing staff satisfaction (note: trending and benchmarking must be practiced.)
- patient injury rates (falls occurrence)
- patient satisfaction in relation to: nursing care , pain management, patient education and overall care
- skill mix of registered nurses, licensed practical nurses/licensed vocational nurses, and unlicensed staff
- competency, skill, and educational advancement are valued attributes of nurses at all levels. individuals are encouraged and supported in making progressive gains in these areas.
9. decentralized, shared decision-making processes prevail throughout the nursing operations of the organization.
25.there is a quality infrastructure and there are processes that include human and material resources to support care delivery.
Last edit by NRSKarenRN on Aug 11, '05
- 0Aug 12, '05 by BETSRNQuote from HuggyPugletI know that some hospitals (over the years) became "all RN hospitals" (ours did) but I have never heard of any of that being because of Magnet status. I think the getting rid of LPN's is more of a geographical trend.
When we became an "all RN hospital" the hospital allowed all their LPN's to go back to school (paid for by the hospital) and they also were allowed to keep their medical benefits (as if full time) even when they reduced their hours to go to school. They had to either become RN's or work only as CNA's. Each of the LPN's had that choice and most of them took advantage of the program.