CoffeeRTC, BSN 20,278 Views
Joined: Jan 22, '03;
Posts: 3,741 (24% Liked)
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RN LTC; from
We just started using agency to supplement our CNA staffing. We are a small facility with 50 beds. Some days it is up to 3 agency CNAs we are using. Our pay rate is horrible and the benefits stink. It is hard to attract staff. It won't change either. The CNAs are unionized. The staff that has been there for a while get nice $$, but in the contract the starting rate is what it is.
So, with new management, they have weeded out some of the CNAs leaving a huge gap, hence the use of agency staff. We are about two months in and I see the company shutting this down real soon. We've currently hirred 6 new CNAs... I think 3 might make it pas tthe one month mark.
Solution....that is the million dollar question! I've been suggestion recruiting new CNAs or restarting a CNA training program. CNAs with zero experience don't demand high pay rates. If we can train them and retain them for over a year, that would be a huge step.
As far as nurses....we have a large amount of part timers and some LPNs that love OT, so we've been lucky. RNs are a bit tighter, but out managers rarely have to work the cart and if so, it is just the unit manager.
Are you investigating a bruise or trying to determine when an injury occurred?
Great question! We have the same issue but with a much smaller facility. Couple questions for you. Do you have computer access for your staff to complete the modules at work? Do you set aside time for them to complete them while at work? Do you pay them to do the training? How do you let staff know what is due and when?
We have limited computers access at work. The internet seems to be spotty or maybe it is the actual computers that freeze up. It is horrible! We don't have an SDC right now so no one is really in charge. I was filling in for a short period of time, so I have a little bit more access to the relias site. With the 6/30 deadline, I was able to get a few of the modules printed out so that staff could complete them and do a paper test. This helped.
With this last round, I believe the DON was giving verbal warnings (not sure if it happened) but there was no deadline for late education to be completed.
Raises based on performance, hahahah. We are a union facility so they are guaranteed raises.
Viva and Capecod some to mind.....
Fair management abilities.
Compassion for the residents...not forgetting that they are why we are working.
Common sense and critical thinking abilities.
We are still an all paper facility. We do use PCC for CNA charting and a few other things.
We are also a very small building with 50 beds.
Question for the group....Who does your nursing schedules? How is it done? How often is it put out? Are you still using paper schedules or do you have a program?
Our medical record clerk does our schedules. There are a few long term staffers that have a set schedule. Everyone works every other weekend (except the unit manager is M-F)
She puts out the master schedule and then does daily staffing sheets. Any open spots are posted. I would assume the DON would then review it to make sure staffing levels are appropriate, etc
There have been many problems.
People who have quit or got fired not replaced ASAP
transcription errors from the master to the daily schedule. people on the daily schedule that are not really scheduled to work (this is the #1 issue...sounds like an easy one to fix, right)
No call no shows...not being replace for the next shift
No updated phone list for employees. No way for after hour supervisor to call in staff.
....the list can go on.
I'm looking for any advice on scheduling. Any programs or software you use? Spreadsheets? Any thing....
[QUOTE=peacockblue;9579861]Totally off topic and don't want to be sassy but those of us who live here like to point out that Pittsburgh is spelled with an "h". We are quirky like that. ������[/QUOT
I've been avoiding the news lately and haven't heard about this event. My first thought was, it probably was the Pittsburg in Kansas....the one without the "h"
School nurse wanna be here~
Yeah, I don't think most places would accommodate you on this one, especially since this is the overnight shift. We often have nurses pick up a different shift. If they come in 15 minutes early, they really can be "trained" on the night shift. The facility layout is the same, the residents are the same...there will just be a few different tasks that you may need to perform.
Care plans can be updated at any time. As soon as we add or change the interventions, we update the care plan. At risk for falls is still an acceptable problem. They will almost always be at risk for falls. No new careplan is needed.
I just can't imagine. How horrible. I do have to ask, "what was the staff thinking?" I understand that the adm might not have wanted to sound the alarm and send these people out but the nurses?? If there was any reason to disobey the administration, this would be one of them.
Athletic directors can be anyone with a sports background and don't always mean they have any medical or athletic training. My husband is an AD and he is clueless on these matters.
I'm confused. Were you written up or do you want to write up the CNA?
Sounds like the CNA needs more of an orientation or help with time management. Is she new to the job and new to being a CNA?
Wowsa! So many things to say about this one!!!
How do the other RNs feel about her?? As an RN, I would love to have a few words with her.
I'm not sure anything you say to her would help. Sounds like she needs an education on scope and practice. Can you speak to your sdc and ask them to talk with her?
OP, please come back and update us when you can. I'm interested in finding out how things are going.
Never offered one with any of my 5 kids. Now aged 18-8. I do remember the peri bottle. Life savers!
I would love to hear responses from the law enforcement side. This is just so crazy!
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