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NRSKarenRN, BSN, RN Moderator 130,265 Views

Joined Oct 10, '00 - from 'RN Spirit from Philly Burb'. NRSKarenRN is a PI Compliance Specialist, prior Central Intake Mgr Home Care Agency. She has '35+' year(s) of experience and specializes in 'Home Care, VentsTelemetry, Home infusion'. Posts: 27,395 (22% Liked) Likes: 13,539

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  • Jun 22

    It's also possible that you need to choose employment situations more carefully. Unfortunately it may be more difficult to do so at this point, but it's worth mentioning if it serves as a bit of a cautionary tale for others. Giving you the benefit of the doubt that you haven't left out critical details, there is an element of flakiness to all three of these reported situations.

    There are at least 2 areas you need to deal with:

    1) Introspection. You do need to see what your part is. Evaluate your practice, your style of personal-professional interaction, etc. Be thorough and be honest with yourself in this exercise. Have you become complacent in providing excellent care? Are you flippant or careless with words and/or non-verbals?

    2) Evaluation of others/situations. I don't know how to word this really, but I suspect you may need to get better at reading people/social and behavioral cues, etc., and learning how to handle them calmly and without drama, with your own interests in mind. I hate to "Monday-morning-quarterback", but doing so will allow me to explain:

    If I had a manager/supervisor, while showing me my role, say "oops...that was a bad example...." I would make mental note not to do that same thing, and I would make a precautionary mental note that the people in charge of this place don't do what they expect others to do, they don't follow their own rules, and they likely don't staff well enough to meet their own expectations/have unreasonable expectations. I would be extremely wary and on-guard, or else look for a different position right then at that juncture.

    If I had received the home care complaint you received and if I knew it was without merit, one way or another I would not be going back in that home again. I would try to effect my decision very calmly and professionally, but I would not put myself back in a situation with someone who has slandered me just because they knew they would be listened to. I'm dead serious when I say I would resign if necessary.

    Bottom line, you must aim for excellence, first and foremost. Directly after that, you must require respect. Earn it, then expect it.

  • Jun 22

    There are always two perspectives to a story, and it would be easier to help you if we could hear the other side-hear what your bosses had to say.
    Could it be that part of the problem is that you are not taking responsibility?

    I believe it's within your power to stop the pattern, but only after you believe the same. Best wishes.

  • Jun 22

    I believe the nurses who do this in California are Forensic nurses and they only collect the specimen - they don't process it.

    Hppy

  • Jun 21

    Stocking the med room is a normal expectation for nurses. I even emptied garbages in patients' rooms on nightshift, or the aids did, but we didn't have 24/7 housekeeping. Emptying the garbage prevented patients from being disturbed by an extra person at night.

    But mopping and sweeping? That's insanity. I never even had access to that equipment. OSHA says you need to be trained on the safety of any chemicals you're using. I'm guessing you haven't been trained on whatever you're mopping with. And I wouldn't want you dealing with dirty floors and then doing a dressing change on an immunocompromised patient. That's just insanity.

    Stocking a med room or replacing a garbage liner takes minutes. To focus on actually doing a good job sweeping and mopping from start to finish is a solid period of time you're taken away from patient care.

    You need to have a good heart to heart with your manager about thIs. If that gets you no where, go above his or her head. If that gets you no where, find a new job.

  • Jun 21

    I can't imagine you'd be meeting any of the recommendations or guidelines the Center for Disease Control has for Environmental Infection Control in the Health Care Facility?

    This sounds like something from a improverished poorly developed county!

  • Jun 21

    Quote from Gizmopup1
    Something about this article smacks of age-ism. Why do we consider the desirable new nurses as only age 25 and below? I am one of those "second career" nurses who came into nursing in my 30s, and where I might have lacked in hands-on nursing experience I more than made up in customer service skills, research skills, and perspective. I don't consider myself less for not having made nursing my only job. And the amazing thing is that when I look around at my work, after having nursed for 15 years, I am still pretty average aged. And since I still have about 20 years before I plan on retiring, I am studying for my FNP.
    So my two cents - Instead of making stereotype assumptions about people based on their appearance (something we are trained not to do!) that we take some time to get to know the people we work with. You might be surprised at what they have to offer!
    This article is meant to present the facts. The demographics of nursing have changed. No one said this is for better or worse. It's a fact.

    I am a baby boomer myself and proud of it. However when I was in nursing school, a very large percent of my graduating classmates were all in our early twenties having entered nursing school right out of high school. Now, things are much different as nursing is a second career for many which means they are older when entering nursing school and graduating. Nothing wrong with that at all. It is a fact. It is also a fact that since increasing graduates are older, then their age will not correlate to their experience like it does for nurses with decades of experience.

    No one is saying there is anything wrong with any of this nor are we judging anyone by their appearance. Just trying to shed some light on the changing stats.

  • Jun 21

    It is interesting to see the demographics of nursing changing, including average age, gender, ethnicity etc., and there are several reasons for that. In looking at some of the results from the allnurses 2017 Interactive Salary Survey, we can see a change, but do the results leave us with more questions than answers???

    The 2017 allnurses Salary Survey asked questions about nurse’s age, years as a nurse, and years of experience. It is interesting to compare the current data provided by more than 18,000 respondents to data from the past. Looking back in time, we are able to see from a study conducted in 1980 that 25% of registered nurses were over 50 years old. By 2000 33% were over age 50, and in 2007 the numbers rose to 41% of RNs were over 50 years of age. In the allnurses 2017 interactive study, results show that 30% of nurse respondents are over 50 years old. Why the drop? Are aging Baby Boomers leaving the workforce? Are nurses retiring early? Are they leaving the nursing workforce for other careers? Leaving to care for aging parents?

    Now, let's look at the opposite end of the spectrum. In 1980 25% of nurses were under age 25, but by 2007 that number drastically dropped to only 8% under 30 years old. Our 2017 survey shows that approximately 16% or our respondents were under the age of 30 with 4% under the age of 25. This presents an interesting question? In 2007 there are the least number of nurses under 30 and the greatest number over 50. The largest percentage, 54%, of respondents in the 2017 allnurses survey fall in the 30 - 50 age range. Does the shift have to do with age entering into nursing as a career? In other words, were there more nurses choosing nursing as a second career or career change? What factors may be playing into the drop in nurses entering nursing under the age of 30?






    Part of the equation seems to be the age of nurses when they graduate nursing school as their INITIAL education. We have some statistics showing that in 1985 the average age of the registered nursing school graduate was 24 years old. By 2004 that number jumps to 31 years old.

    Additionally, many students obtaining an RN license have initially earned a different academic degree before deciding to enter the nursing field. During the years from 2000 to 2008, the percentage of RN candidates having earned previous degrees rose from 13.3 percent to 21.7 percent. The increase in the number of second-career students entering the nursing profession would help account for the increase in age of nurses with fewer years' experience.

    When we compare the years of experience as a nurse from our allnurses 2015 study to the 2017 study we see age does not seem to correlate directly to number of years of experience. In the 2015 results, 62% of nurses had less than 10 years of experience as compared to the 2017 results showing the number has dropped to 56% having less than 10 years experience. As one would expect the numbers have increased in years of experience between 11-20 years (a 3 point increase), 21-35 (2 point increase), and 35+(up 1 point) since the 2015 survey.




    There are so many variables to factor into these statistics, and it will be interesting to see if the entire 2017 allnurses survey answers or leaves more questions. As we can see, the average age of registered nurses is increasing yet the number of years as a nurse or years of experience does not reflect the age increase. When a younger friend of mine graduated nursing school with her BSN in 1993 their graduating class had a greater number of second career, or mothers that raised children prior to attending nursing school, than those of us coming straight out of high school into college.





    What have you newer grads been seeing? This year’s survey did not ask how many of you entered nursing as a second career or how old you were when you graduated, but we would love to get your input on that, and any other variables you think contribute to the statistics.

    The results of the 2017 allnurses Salary Survey will be posted soon.

    Resources:

    2015 National Nursing Workforce Study NCSBN.org
    2015 allnurses Salary Survey Results
    NLN Biennial Survey of Schools of Nursing, 2014
    Nursing: Tradition Gives Way to Non-Traditional
    Non-Traditional Nursing Students Take Non-Traditional Pathways

  • Jun 21

    Quote from Kooky Korky
    I don't know who will maintain it, but it's only for the summer, so should be OK. I guess she could ask the facility maintenance personnel to check it out.

    Why shouldn't she buy her own equipment? She says it's hard to find nearby work and she wants to work there. I know it's not that cheap, but it's also not all that costly. For about $100, she can have her own equipment that she will take with her wherever she goes.

    I agree that providing her own equipment isn't ideal, but many of us carry our own wrist cuffs for BP's, so why not the other items? And she is going to need a stethoscope eventually anyway, so get it now.
    There is just so much wrong with this post. Maintenance of equipment requires approved channels and the appropriate tools and resources. Someone bringing in equipment they've purchased elsewhere will not meet this- and maintenance may well decline to service the equipment.

    Why shouldn't she purchase her own equipment? Because the facility has an obligation to purchase and maintain equipment necessary to provide care, in this specific case, the equipment to take vitals. A stethoscope is a separate category.

    $100 is a lot of money to lay out that shouldn't have to be spent. In fact, expecting it is a way for the facility to continue shirking its responsibility to provide necessary equipment maintained in working order. Oh, and I'll bet that if your facility found out you were using your own wrist cuff on patients, there would be a big issue, again got my back to approved equipment and proper maintenance.

  • Jun 21

    Quote from Kooky Korky
    If you want to work there, OP, just buy your own watch, BP cuff, pulse ox (these items are available pretty inexpensively through Dr. Leonard's catalog, online, at a local store) and thermometer with disposable covers. NEVER lend them to anyone EVER and do NOT EVER leave them anywhere in that hellhole.
    Other than the watch, this opens a whole other can of worms. Who maintains the equipment? Who verifies that it's reading accurately and is calibrated per the manufacturer's recommendations? And why on earth should someone spend their hard earned money on something the facility has a responsibility to provide?

  • Jun 21

    Thank you for your reply! That is a really good point about talking to administration. I will ask the DON this week for some time. There are so many things going on here- obviously the VS equipment isn't everything. Thanks!

  • Jun 21

    Dear caring CNA who is going to be a wonderful nurse, document your request for common equipment in writing to the DON. Staff should not have to count on 'sharing' personal equipment. In that email (preferred for a paper trail), if staff are expected to bring their own BP cuff and thermometer etc does the facility reimburse staff for these items?

    DO keep looking for a different option. This is an unsafe facility for patients and staff. Yes, do report your concerns to the ombudsman and to the agency that inspects SNFs. In my state it is the department of public health that does these. Yes, the facility will connect the dots quickly for who made the notification and yes, you will need to have another job as a result.

    On the off chance that the 'administration' does care, you may get a very positive response for common equipment and other needs. "Administration" is always presumed to magically know that equipment is missing, lost, broken but it is amazing how often that knowledge is reported to one person who doesn't care [perhaps the one saying administration doesn't care] and it never gets reported up the chain.

    One of the most useful and eye-opening exercises I did was to post large poster size 'sticky posters' in a common private staff area labeled "broken/need more" and "wish list". I did it after finding out something was broken and no, I wasn't aware and staff assumed I was and "didn't care". As I was able to purchase new equipment, follow up on repairs or move items that made no sense for locations (time clock), I updated the notes with the progress. Some were fast, easy fixes, others took a bit of time but staff and patients reaped the benefit of being heard on many issues.

  • Jun 20

    Not sure. I quit my job today and actually have peace and two interviews lined up. The good Lord will lead me to where He wants me to go.

  • Jun 19

    I don't think you envy them, exactly.

    I think you envy their perceived lack of responsibility, maybe mixed in with the attention they receive.

    Or (and I say this as gently as possible - bear in mind that I have atypical depression myself) you may have a degree of depression yet to be diagnosed or treated (or treated inadequately).

  • Jun 19

    Quote from NurseA1987
    Just wondering, what do you all think constitutes someone being a "baby nurse"?
    The only nurse I call a "baby nurse" is a nurse who takes care of babies. I think it's an offensive term and contributes to the culture of lateral violence that many hospital units still struggle with.

    I prefer to support our new nurses, appreciate the unique life experiences and fresh knowledge they bring to the table, rather than insult and patronize them.

  • Jun 19

    Are you new to your unit/area? Inexperienced in a specialty? Otherwise no, you aren't a baby nurse. Just a compassionate one.


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