alibee 2,901 Views
Joined May 18, '11 - from 'New Jersey'.
alibee is a Registered Nurse.
She has '2' year(s) of experience and specializes in 'Surgical/Stepdown, Home Care'.
Posts: 49 (35% Liked)
$770 for my first 12 units, $41/unit for each one after. Revisits/wound care are 1 unit, SOC/ROC are 2.5 units. We get paid 45 cents per mile. This is in NJ, and I'm brand new to home care.
I have what is essentially a Baylor home health position (weekends only). I get paid $762 for my first 12.5 units, and then I get $41/unit for each additional unit I pick up (admissions are 2.5 units on the weekends, revisits are 1 unit, etc). I only work about 20 hours per week and I bring home a little over a thousand a week (mind you, I don't have benefits or anything taken out). This is in NJ.
Work at a hospital in Camden; as a new grad, I started at $31/hr + 10% evening diff and 15% night diff.
Friends of mine who recently were hired at two different major teaching hospitals in Philly (Einstein and HUP) are making $27 and some change as new grad RNs. I work across the bridge in Camden and started at $31/hr.
And also, I&Os are very important on a surgical floor. A lot of times, patients will be "dry" when they come up from the PACU. Watch their urine output, and let the doctor know if it's low so that they can put in an order for us to bolus if needed. Watch for s/s of hypovolemia (check pulses, look out for low BP, and watch urine output).
Hi there! I started as a new grad on a surgical/step down unit and I love it (it's been eight months now that I've worked on my floor). It can be extremely overwhelming at times, especially working day shift, but you will learn a lot and your organizational skills really pick up. There is so much that you'll learn, but I'll try to give you a couple of the routine things that I've learned in my short time
1) The incentive spirometer is one of the most important pieces of equipment that you'll see. Post-op patients need to be using this every six to ten minutes (or one a commercial) while awake. This machine helps to keep the lungs strong and prevent fluid from settling and causing pneumonia. I'd say about 95% of the time when patients on our floor develop a fever, it's because they're not using their IS enough. Reinforce teaching and encourage use, and temps will usually return back to normal. This little device is an integral part of surgical recovery.
2) Ditto flowtrons. Generally, if they're in bed and it's not contraindicated for some reason, flowtrons are on. Period. If a patient doesn't like them, just educate them on how it's for DVT prophylaxis - they're usually amenable after that (no one likes blood clots!), and if they're not, you just put in your note that you educated the patient on flowtron use and they refused.
3) Triple check your PCAs. This is one thing that I've become neurotic about. If I have patients with a PCA, I'll grab the narc keys and verify the syringe and rates first thing. When I hang a new syringe or change the rate, I always have another nurse double-check me. We recently had a nurse on our floor mistakenly hang a Dilaudid syringe instead of Morphine in a PCA (and the hourly lockout was entered at the morphine rate of 7mg/hr) - the patient ended up having to be Narcan'ed and the RN was suspended. It's real easy to overlook things when you're on a busy floor, but PCAs are one thing to definitely take the time to triple check.
4) Your fresh post-op bariatrics are going to be nauseous. This is normal. However, if they vomit, that's bad. Call the doctor right away.
5) Try to get a pain management routine down. Surgical patients are generally in a lot of pain. You can't completely get rid of their pain most of the time, but we want them to generally be at a 3 to 4 at most ideally on a scale of 1 to 10. Also, an hour or two prior to change of shift, check your patient's pain levels, explain that change of shift is coming up, and medicate if needed prior so that the oncoming nurse isn't slammed with 6 people asking for pain meds at once. Your change of shift RNs will appreciate it!
6) A good brain sheet is going to help you out so much. Esme has some awesome ones that she links if you do a search, but organization is huge on a med/surg floor.
7) Finally, being empathetic and working hard for the patient can help make up for your lack of experience. Show caring and kindness, and help that patient as much as you can through their recovery. Go that extra mile. Even though you don't have the experience that other nurses have, that patient will think that you're a great nurse.
All in all, it's a very hectic job, but I personally love it and I think you'll learn a lot working on a surgical floor. Hopefully some of the more experienced nurses can offer some more tips - and utilize the experienced nurses at your jobs, too! They know a hell of a lot, and if you can find your "Yoda," learn everything that you can from them. If you're concerned about something, but not sure whether it's a definite cause for concern, have someone with more experience come in and give their opinion. Best of luck to you!
I've been on a general surgery floor (we also take medicine and trauma overflow) for 7 months now, and I have learned SO much. As a new grad, it really teaches you how to prioritize and become organized; it's extremely hectic and overwhelming at times, but it really helps you establish your practice and start to learn the ropes. I call my floor "the floor before the door," because we usually send people home; however, you learn quickly what signs to look for that indicate when someone is deteriorating. You learn when to get a stat workup for a temperature and when you need to just remind that patient that they need to use their incentive spirometer. It's little things, and most of the time, I still feel like I don't know anything! I highly recommend teaching hospitals if possible; you see a lot, and they're usually pretty awesome about guiding new grads along. Good luck to you!
I was started at $31/hour as a new grad at a major teaching hospital in South Jersey. As far as negotiating salary, with as saturated as the market in this area is, I'd be hesitant; there are thousands of new grads graduating every semester who will chomp at the bit to take that dollar less an hour.
Additionally, for those just starting school, really try to find a pool CNA position at a teaching hospital (they seem to be more keen on hiring new grads than a lot of other places). It will give you a foot up over the thousands of other new grads hitting the workforce. Best of luck!
Here's my brain sheet: enough room for a patient sticker in the top left, and it's for night shift on a primarily surgical floor. I personally like open, yet organized space to jot down information. I take initial report in black ink, and then I'll pick a color and jot my own findings for the day in that color. After that, if I'm working three days in a row, I'll use a different color for each day so that I know what's new with that patient. Best of luck, your system will come to you (and improve!) with time.
New BSN grad (July), hired on at South Jersey hospital at a rate of $31/hr plus 10% shift diff between 7p-12a and 15% shift diff between 12a-7a working night shift.
For our hospital, it is dependent on the level of monitoring that they need. I work on a med-surg floor, and while we do get some sick people up there, they can be on our floor because the physicians have determined that they only need q4-12 hour monitoring (vital signs, blood sugars, neurovascular checks, respiratory treatments, etc). If a patient needs more frequent monitoring, say every two hour vitals, assessments, pulse checks, or they have drips other than heparin/protonix, then they'll go to a step-down unit, where they are put onto a monitor (our step down maxes out at 3 patients). If they need one hour checks, need an A-line/vent/multitude of simultaneous meds, etc, they go to a crit care unit.
Does anyone know if Cooper hires new grads with an ASN or do you have to have a BSN? Or do you know any other hospitals that are known to hire new grads with an ASN. I'm not having any luck and wondering if its because I don't have my BSN. I have my ASN and a BS in Biology but I guess that doesn't help.
HR takes forever to get back to people. My advice is to keep trying; they hired on most of their BSN new grad techs, as well as quite a few from UMDNJ who had clinical there. It also depends if you have your BSN - they won't even grant you an interview without it from what I've seen. North 10 (Medicine), N/S 8 (PCU), Pav 6 (Surgery), and ICU are very enthusiastic about new grads. Best of luck to you!
3 of us here had instant success going to Newark, as did two of my new grad coworkers. So far, going to Newark seems to be the most effective way to get things moving. Good luck to you!
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