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- May 29, '11 by TTCubitI do not/would not take call during the week; what if state happens to pop in &you've had to pull a night shift the night before??? Just saying....
- May 30, '11 by NurseGuyBriIf they do pop in and I've had to pull a night shift the night before, I'd come in anyway, even if I weren't on call. The on call is for shift coverage and executive decisions - to cover the floor. When state comes, we all come in regardless, so being "on call" doesnt affect how we react to state.
- Jun 10, '11 by kbarnhillrnour DON is never on call to work the floor, but she's there for backup just in case there are two call outs, or whatever else may happen. the call schedule rotates between me (SDC), QI Coordinator, Unit Manager, ADON and 2 treatment nurses. it only puts us on call every 6th weekend, and usually 1 day a week unless it's our week that we're on call that week... it works out well i think! we only call the DON if we can not handle the issue!
- Aug 16, '11 by blackjackA10There is a nice on-line tool available to manage oncall schedules called miOnCall. You can check it out at https://mioncall.com/
- Aug 20, '11 by PammyRN,CENWell I am still on call 24/7 M -F for staffing. There is a weekend on call rotation in place so that helps. I am also in the on call Holiday rotation. I have been doing this for about a year and I am tired. I usually have 2 MDS nurse but am down 1 and have been for 3 months. Big load generally 25-35 Medicare. It is crazy right now. I think when our MDS coordinator comes back it will be able to implement an on call rotation for staffing. I am implementing something. Any suggestions?
- Quote from marthyellenI have to say that Assisted Living works very, very well this way...I tried to implement this at LTC as DNS, got shot down HARD by my Administrator, he claims there is a state law that says I cannot do this...lol. THere isn't it, and since he shot it down, of course, we had the continued bad behaviors... and he was, of course, recently asked to resign... gee, I wonder why? My motto is, if its good for the residents, it's good for the staff and you are so right, if staff are given that opportunity, they make multiple changes without overtime, and fell much more impowered, and the residents get safe nursing, no agency and no struggling manager who has never worked that cart before... I also tell all the nurses I dont' hire the managers to pass pills, so....... funny how it works SO well in Assisted Living, and the med techs are REALLY much more responsible and accountable in part because they have been given a lot of hands on training and guidance, and are NOT nurses, so they don't put on the resistive front that, unfortunately, so many nurses seem to do. It is getting harder and harder to find responsible nurses who don't try to pass the buck and then just pass meds (and ifthey could do that without med errors, I would be happpy, however they do a bang up job of messing up the meds as well, failure to look at PT/INR prior to administrering Coumadin (honestly), failure to notify MD of triplicate therapies like Lovenox, Heparin and COumadin, all given on THEIR shift, BY them..but it must be the RCM's fault.... the list goes on and on. med techs are headed for LTC, so I say, watch out nurses with a fat paycheck and no discernible skill, you WILL be outsourced and it WILL be hard for you to continue to keep your job...and the med techs WILL get paid less..and do a better job....Any suggestions from seasoned nurses on how to motivate bad staff?As the DON in a 134 bed facility, I am the only one who takes call. The only time another nurse manager takes call is if I am on vacation. All nurses/CNAs/CMAs must find there own replacement and notify the facility. If they are unable to find their own replacement then they call me. If they are calling off for a shift and I am in the building I will help them find coverage.
I have been in the same facility for 5 years and have worked the floor a total 4 times and never a whole shift. Usually if another nurse cannot cover, a manager will work because this was the agreement that was made with the manangers when I agreed to be the only person to take call.
This may not work in every facility but it works for us. The nurses feel they have more control of their time off because they can switch shifts easily as long as they watch their overtime.
It was difficult at first because the nursing staff felt they should be able to just call off and it would be someone else's problem. We have now been doing it this way for almost 4 years. The nurses take more ownership for their shifts and residents knowing who likes to work which spot and how to cover positions.
Example: I had a nurse whose Grandfather passed away recently and she needed off a week for his funeral. She covered every shift and texted me to tell me who was covering which days including the two shifts she had picked up for another nurse whose grandmother had passed away.
- Quote from sls73You forgot Crazy MDS nurses, lol...plenty of them out there. Ihave a good friend who was one such one, perfect 2.0 MDS, flipped out, walked out, 3.0 and tried so hard to go back to floor, but had been MDS for over 10 years, literally made her crazy... I cannot even hire her cuz she walked out of THIS building..sad.There are good and lazy MDS nurses. I have one now that is only working 24 to 32 of her schedule 40 hrs per week(of her own admittance) and questions why I am asking her to cut her hours. We are a small facility with only 7 on medicare caseload. The ICP team complete their own sections and input them into the computer. They do their own care plans and even assist in the CAAs. She has it made, so while I understand what you all are saying. It drives me crazy that she is sitting in offices chatting and doing nothing while I am working 50+ hours a week. Sorry just venting.
- Quote from ocean wavesLOL, when I was hired as DNS, I was told, seriously "YOu are hired to work 40, but the expectation is 80, and then.....". It is exhausting truth be told. My administrator left every Thursday at about noon, usually without telling me, and I then had the pleasure to run the building for Thursday, Friday and weekend, while he left the state... and when he returned on MOnday, he spent the morning meeting attacking me and my team. SO... I brought home a great survey, and they thanked me by saving, I mean firing me.. welcome to hell....and I won't soon take such a position. currently working as an RCM, and couldn't be happier.Hello. I have a LTC DON pal who has these on call rotation and heavy weekly work hour issues, too. Are there any guidelines at your facility regarding maximum work hours per week for a DON? In the case of my DON pal, there does not seem to be any protection policy to limit weekly work hours including on call duty. It is my understanding that in some critical service jobs such as fire fighters and nurses there are exemptions from some of the USA federal labor laws. I have learned that in the U.K. there is a labor directive of a "maximum average work week including overtime of no more than 48 hours per week in a 17 week period". Best wishes to you.