Latest Comments by klone

klone, MSN, RN 71,408 Views

Joined Apr 2, '03 - from 'Oregon'. klone is a L&D. She has '10+' year(s) of experience and specializes in 'Women's Health/OB Leadership'. Posts: 11,239 (55% Liked) Likes: 27,197

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  • 0

    STABLE is predominantly lecture, and a good (engaging) instructor will also have anecdotal stories and sometimes photos.

    Because STABLE instructors are not required to register their class offerings through the website, you typically have to call around. However, I've never heard of anyone offering an online program. The nature of the interactivity between the instructor and students does not really lend itself well to an online format.

  • 1
    vanilla bean likes this.

    Quote from meanmaryjean
    STABLE requires the demonstration of hands-on skills. In person.
    No it doesn't. You might be confusing it with NRP, that does have a "mega code" component that students are required to perform.

  • 1
    chare likes this.

    Quote from amzyRN
    They push us to give pain meds out like it's an emergency to boost their survey scores .
    They've told you this?

  • 7

    Do you have the hiring manager's contact information from your last interview? I would email her and inquire.

  • 0

    Since you're asking for your own edification, I'm happy to take the time (typically do not answer surveys/questionnaires for homework assignments).

    1. Several dozen RNs, one LPN, several CNAs, several unit secretaries. I have around 62 direct reports, which translates to around 26 FTEs, I believe

    2. My direct manager is the CNO.

    3. Not sure what you mean by "outcomes desired" - facility outcomes, unit outcomes, personal outcomes?

    4. I meet once a year in the early spring (just had my meeting last week) with the CFO, CNO, and my "finance partner" which is one of the senior financial analysts assigned to me to create the next fiscal year's budget (FY 2018 begins July 1, as it does in many organizations). They look at last year's volume and productivity to determine if my FTE will increase, decrease, or remain the same. That part is pretty straightforward. I submit a proposal for my non-labor expenses, mainly minor equipment for the unit. I need to justify why I need these items, and hopefully I will have good documentation, solid quotes, etc. The threshold $ amount for this proposal is $5,000 for each line item. Items above $5,000 go through a special application/approval process separate from this budget process.

    5. To save money and increase our CMS star rating and HCAHPS scores. That's it in a nutshell.

    6. How do I personally measure success, or how does my facility measure my success? For the latter, if I can stay within budget, not have any sentinel events, have good unit HCAHPS scores, then I'm successful. For me personally, if I can keep on top of my emails, keep on top of addressing incident reports, patient complaints, staff complaints, my monthly budget variance reports, my budget narcotics auditor reports, and keep my staff happy and engaged, then I consider it a success. Happy, engaged staff is my most important priority. I believe that if staff are happy and engaged, most everything falls into place, and just needs occasional nudging to keep it on track.

  • 0

    I don't understand - don't you just need to submit 15 CEs in order to maintain your certification? On the NCC's website itself, I found 3 or 4 modules that you could complete that will easily give you what you need.

    EFM - EFM - Self Assessment Continuing Education Modules — National Certification Corporation

    What am I not understanding?

  • 6
    quazar, xoemmylouox, DWelly14, and 3 others like this.

    How long will this take? (when she comes in for an IOL)

    I'm so sorry! How can you do this? (as I'm cleaning her perineum and applying Tucks and Dermoplast to her while she sits on the toilet, dripping blood all over the floor)

  • 3

    Quote from LovingLife123
    You are correct it's about control, but raoe is still not appropriate in this situation. If you have never been raped, you have absolutely no idea.

    A woman not having appropriate expectations in childbirth and ending up with an episiotomy when she says oh I don't want one, is not rape. It's not, no matter the semantics people want to use to spin it.

    Women all the time come up with these wonderful birth plans they think are supposed to happen exactly the way the want. They don't recognize things can change and they hear how awful medical intervention is. They want to hear accolades from other people about how much of a warrior princess they are. Then things happen not the way they want and they get mad and upset even though I'm sure it's in their best interest and I now I'm hearing the term rape being thrown around. Really?

    I'm sure somewhere there is a shady doctor or so taking advantage of a low income, uneducated, women. It's still not rape although it is traumatic. And I don't believe it's common place.

    What i I do believe is common is a bunch of self centered women trying to use a term for shock value. And no, if we can charge a murderer in the deaths of two people when a pregnant woman gets murdered, a woman cannot refuse treatment in labor when the baby is now a person. You can't. We charge people all the time with child neglect for not seeking medical care. Same goes here.

    I'm off my soapbox now, but it angers me that people would equate this to rape and compare a flipping unwanted episiotomy to it!!!
    Holy cow, there is so much wrong with this post that I'm at a loss where to begin.

    First, you have NO IDEA what my personal history is with regards to sexual assault, so don't EVEN go there.

    Second, YES, a woman CAN REFUSE TREATMENT IN LABOR. Let me repeat, A WOMAN CAN REFUSE TREATMENT IN LABOR. I'm LIVID that you, as a healthcare professional, think otherwise.

    Third, I'm not talking merely about an episiotomy, although giving an episiotomy against a woman's wishes is WRONG. I'm talking about a woman CRYING and saying "NO, PLEASE STOP!" and kicking her legs or trying to squirm off the bed while an OB is forcing his hand inside her vagina.

    Is it commonplace? No. Does it happen? It sure as **** does. And it doesn't matter if it happens 10% or 1% or 0.001% of the time, it's WRONG and to the woman experiencing it, it FEELS LIKE RAPE and if that's how she wants to describe that feeling of pain, humiliation, powerlessness and fear, then by G-d, I'm going to let her. It takes NOTHING away from my sexual assault to allow her to use that descriptor.

  • 0

    Quote from prnqday
    No, not a troll. Just someone whose posting style is a bit ADHD-ish.

  • 0

    It's different for everyone. Everyone's definition of 'difficult' is different. One person might find 8 credits difficult, while another might have no problems with 16. We have no way of being able to predict if it will be hard for you with just 9 credits, as we do not know you personally, what type of student you are, your ability to multi-task, what other responsibilities you have in your life.

    Good luck!

  • 4
    sevensonnets, Savvy20RN, HeySis, and 1 other like this.

    I would say that if you have any practice with starting IVs, you do not need a phlebotomy class. At most, I would see if there is a local lab you can contact to spend the day shadowing one of their phlebs to watch technique. After that, it's just doing it.

  • 5
    Saiderap, canoehead, Elvish, and 2 others like this.

    Perhaps the issue is less about calling it birth rape diminishing women who have been victims of sexual assault, but rather, NOT calling it birth rape diminishes the women who have experienced it, when all they hear is "but what's important is a healthy mom and healthy baby." That attitude suggests that the ends justifies the means, and completely invalidates the very real experience of pain, fear and utter powerlessness of women who have experienced it. And in my experience, the very women who feel traumatized by being physically assaulted during the birth process are women who HAVE been sexually assaulted at some point earlier in their life. For that very reason, being assaulted during labor is incredibly triggering for them.

    So I would submit that not allowing them to call it what it feels like, which is rape, is incredibly invalidating.

  • 6
    Here.I.Stand, kalycat, BeckyESRN, and 3 others like this.

    Oh, I have so many things to say about this!! Don't have a ton of time right now, but wanted to mention that one of the things that HUGELY drew me to the hospital where I work now is that they have a comprehensive case management program for pregnant/new moms, which includes postpartum home visits within a day or two after hospital discharge for all women in the program (which is 90+% of all the women who deliver). What I would love to see is a program like this for ALL hospitals, in all communities. I would also like to see the postpartum home visits expanded to include another visit at a week, and/or two weeks.

    One of the things the nurses do, standard, at these visits, is a bilirubin check. They've caught SO many in-crisis breastfeeding pairs through this program, intervened early to help get breastfeeding onto a better path, and yes, even readmitted babies who required phototherapy.

  • 4
    Orca, Kooky Korky, amoLucia, and 1 other like this.

    When I came into a manager position of a unit with which I had no history, I treated everyone as having a clean slate. Everyone started at square one with regards to disciplinary stuff (although you better believe I read through people's HR files to get a feel for what other managers have dealt with). Become familiar with your facility's progressive discipline policies. Keep an anecdotal file. Document everything.

    One thing I learned in a class I recently took (Crucial Accountability - highly recommend reading the book) is that it's unfair to have coaching conversations based on hearsay or generalized "She has a bad attitude" feedback. In order for it to be fair as well as meaningful, you need to have specific examples of behavior, or you need to have witnessed it firsthand. Otherwise, you need to encourage staff to speak to the problem coworker directly about their behavior. The same goes for her - if she's pouncing on you to complain about others as soon as you walk in, a good response is "And when you talked to Jane about this behavior, how did she respond?" If she says that she didn't talk to Jane about it, let her know that you expect her to address issues with coworkers directly with them, and offer to assist in coaching on how to broach a conversation (I also recommend reading the book Crucial Conversations!).

  • 1
    AJJKRN likes this.

    Yep. Every management job I have interviewed for. I'm six months into my current one and I still like a bit of a fraud! LOL