otterlady 653 Views
Joined Apr 24, '10.
Posts: 4 (0% Liked)
Ask the nurse manager. Absolutely, if you have to have a signed consent to administer from the doctor...this needs to be done. Most certainly you had a signed order (?)That would be my biggest concern. Second, that the pre-chemo teaching was done. Your post is just a little confusing in this area. Never seen 3 consents for chemo anywhere, and I have given a lot of it.
I wouldn't worry about the sentinel event thing at this point.
Also, has he signed consents previously? They are good for a certain length of time or for administration of the drug to be given in many facilities. Currently, where I am at the consent needs to be resigned Q 6 mo., or with a new drug. Can you find a previously signed consent? We often have to have consents resigned though if it gets 'lost' in the system, when the pt knows they have signed one.
Hope this helps.
Thanks Becky for your insight. No, I am not the only one staying late. It seems they tend to "slap your hand" about the overtime, and then forget you. Administering Chemo and blood products takes time with lots of double checks and additional documentation, which takes time. This doesn't count preparing for the next days patients. What bothers me, is that there is no emphasis on or documentation of what I am doing or have done as a new employee! You know, competency stuff. I have never in my life seen this.
I did unexpectedly, have a meeting with the director of the CA center, who is your basic " I am the big guy around here" type of fellow. I told him that I did not like the overtime, and he agreed that it should be 'occasional' and that they did not like it either. I also told him the they needed "more boots on the ground" , but of course he danced around that. So I did my thing the best I could. The nursing director is 'overwhelmed' in her words, and is a sweet person, but it's still no excuse. I feel very sorry for her, as I think the director of the center renders her ineffective. Here's one for ya': One of the nurses would like a phone in her area so that she doesn't need to share, and can call and get responses to her questions for the other nurses, units, ect. Director won't do it!!! A phone...to expedite pt. care......now THAT one I would have went over his head with.
Unfortunately, one of the RN's will be leaving for sure, so there goes another resource. I have also found out that I can't transfer for 6 months, but I will contact corporate HR about that, as I really can't find the policy that defines the whole process (no surprise lol).
If worst comes to worst, I will just use the 'moving from the area, unexpectedly' excuse, as they do know that we have been having difficulty with housing. Hopefully, that won't impact my ability too much to secure another postion, within or outside the system, as I am fortunate to not 'have' to work to make ends meet at home.
I have also learned a valuable lesson ...to become more involved with the local professional organizations so that I can network and find out who the best employers are. I am a member, but not involved...until I quit and can get to the meetings lol
Anyway, thanks so much for taking the time to reply, and really appreciate your response.
There is also nothing wrong with crafting a cover letter and resume and mailing it to them. Sure, they say they want it online...but it doesn't hurt to do this. It will also help you focus on where you want to specialize. There are plenty of places that would appreciate the fact that you put the effort into it.
Question: Is the time to leave now or later, after 90 days probationary period?
I've been working for 60 days at a new full-time position. I was told it was "occasional" overtime. I have worked 1-3 hours overtime nightly since I started and it is ruining my family life.
I have worked hard to try to master their documentation systems (cross referencing 5 systems to care for 1 patient!) with no written support and only help from coworkers, which I am wearing thin with my questions. I feel like I have failed in this area, and can't find any resources to master it.
I can no longer do this. The only reason I took this full-time position, and accepted this one was because it was "occasional overtime'. I have found them to be short staffed, and not looking to hire additional staff. Of the nurses currently working, 2 are looking for other positions. I have heard negative comments about the lack of responsiveness of management to any requests for help from the staff nurses since the day I started. The staff as individuals are nice people, but don't work well as a team (poorly managed).
Normally, I would just quit...but this medical system owns most of the outpatient and inpatient facilities in a 50 mi radius! I don't want to be branded a "bad hire", and not be considered for part-time postions within the system.
How does one handle this? Tell the supervisor the job is "not a good fit" since it is within the 90 day period? Do I expect to be immediately walked to the door then? Wait and try to transfer after 90 days, which I am assuming would be blocked? (policy) I am 55 y.o. with 19 yrs experience, most in oncology. Have been reduced to tears by this job. Also have MS. This job looks just great, and the facility is great, but when you get in it, it just doesn't work for me. I am very disappointed.
Thanks for any advice
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