240zRN 4,063 Views
Joined: Apr 23, '12;
Posts: 100 (21% Liked)
; Likes: 66
I'm sorry to say that I am not sorry. This attitude of woe-is-me and the days of our lives addendum involving a fiancé who clearly finds you to be a conditional agreement is tired, and old. I refuse to be another "you can do it!" poster with nothing more to add than generic enthusiasm, because honestly the only thing that will help your case is an internal locus of control that is lacking. You partially blaming a scholarship--talk about a first world problem. There are many examples like yourself that had to pay their way completely, took longer to find their way to a BSN, and mouths to feed to boot! I need you to understand that this post comes from love, because it took me over one year to find a job as an RN. I was mixing paint and stacking 2x4's at Home Depot getting payed minimum wage with an RN license in my pocket, for one year. I painfully understand where you are coming from, but if you're going to throw in the towel in this race, then do everyone else a favor and step aside, because there is someone else right behind you who looks hungier than you.
I'm curious as to what course of action you'd have in mind in the [inevitable] event you find potentially pathogenic profiles of whatever is being cultured. Also, I'm not sure how valuable this information would be. It is one thing to say bacteria is there, is another thing to say that this bacteria has a potential to cause infection/harm.
Patient A may have an immunocompromise sufficient to make an assumption about whether being in contact with certain organisms pose a threat; however the same exposure to patient B might not raise the same assumptions. I guess, what I'm saying is, I'm not sure where the "RN" comes to play in the picture. I love the idea, I'm a huge fan of preventative health and think there can be more done in a patient's home to prevent readmissions and help with overall health care comsumption and the overall congestive problem due to poor health maintenance. However I cant help but wonder what might come of such "diagnostic" information.
"Well, you have some E. Coli growing on your bathroom sink, this can put you at risk for XYZ if exposed, my recommendation would be to clean with ABC solution or implement ABC hygiene practices." ... I like this particular model, however I don't see how lab swabs would be needed as a prerequisite to simply saying "XYZ bacteria can be common pathogens found in the home and ABC practices/disinfectants can help prevent exposure." Which is undoubtably cheaper as it forgoes the lab diagnostic itself (which costs time/money) and still provides roughly the same benefit.
Unless you plan to swab, recommend cleaning interventions, and reswab to check result--which is still cumbersome and cost-draining.
I'm only being devils advocate because I actually really like this idea, and would like to see it hold water some how.
Best of luck!
Your situation is unique, to say the least. You have unusual circumstances that are counting against you in a race that's already hard even when you have a leg up. The advice you recieved is unfortunately all true; the industry does not care about the individual's struggle, the issue of employment is an issue of business rather than charity. There is nothing you can do about your unorthodox gap between graduation and licensure. I don't think disclosing your exam attempts is necessary, I feel like your familial priorities are justification enough. Anyone with half a brain can appreciate the human element in taking a recess in career to meet the needs of loved ones. We can't all skate the righteous pathway from HS to College to employment without the occasional struggle. Also, without sounding like I am encouraging you exploit your family's situation, you should not underestimate what formal skills you have developed as a caregiver to someone who's health is deteriorating. There is much to speak about commitment, adherence to personal [customer] satisfaction, and long hours without pay regarding your situation with this elderly parent.
I would find a way to creatively outline that experience in your resume, and if they ask more about that situation, it would be up to your comfort level whether you want to disclose that person as being someone you are related to or not; at the end of the day, it is nothing of their business. The only thing that should be concerning to them are what valuable skills you have gained from such work. When I was looking for work and having a hard time, I had to get creative in spinning my volunteerism into something that the common employer would appreciate. Take a good hard look at what you do on a daily basis, emotionally separate yourself from what turmoil is involved, and source strong material to speak on regarding your skills as a caregiver. I feel like you have more going for you than you think. I understand that money is tight, based on the description you gave, but do your best to supplement your lack of experience with education. Many companies charge an arm and a leg for certifications and there is business on preying on the desperate, but be resourceful by finding cost effective ways to add to your education. There are seminars or inservices that are open to the public that have educational components ranging in topics from leadership to clinical applications. Call local hospitals or schools and see what they can offer. Make the most of your time, find a way to volunteer enough so that it is substantially current. You can volunteer once a week somewhere in a clinical setting, and even if you arent doing clinically relevant work, you can use the fact that your presence has kept you informationally relevent. There is so much to learn by just being a pair of ears and eyes on a unit somewhere, just make sure you exemplify this learning clearly.
Lastly, don't be intimidated by the picture-perfect applicant you are up against. Keep your head up, don't ever give up. And always remember that everyone's favorite character in any story is the underdog--don't let them down. 8-)
I really don't understand why people are so eager to share salary values, but don't share their location. So many replies on the judgement of the salary as being either good or bad, when there is an obvious variance of compensation across the board including different variances between RN and NP compensation based on location as well as job-type. NP where? Occupational? Cosmetic? Urgent? General? Big City, Small City? Large corporation? Independent.
This thread is literally worthless without assessing the aforementioned.
I don't post much. I'm not sure why, but I don't quite like this article/post. No offense to the original poster, but I find it lacking in reality and lacking in practical advice that goes beyond the limits of obviousness. It may be because this topic is a very sensitive one and is very near and dear to my heart. I graduated from an impacted program in the Bay Area, CA and thrown into one of the most saturated job markets for RN in the country. Not discrediting the rough odds in other parts of the country, but it is no secret that Nor Cal, with its higher than average salaries and density in nursing programs, is particularly rough.
I don't really have much else to add, because frankly you gave quite good advice. Most of what you had to offer has been hashed over more times than I can count; and even though some of these obvious concepts can escape even the most motivated new grad, it should be no secret that you should dress like a normal human being and not chew gum during an interview.
What I would like to add to your article are two main things.
#1.) If you don't get calls back, and you don't get hired for an interview. That is okay. There is a perpetual stigma associated with poor employment outlook and underpreparedness. I, and many people I graduated with who also struggled with securing employment, hit all those shiny boxes the best we could and still were passed over time and time again. I remember keeping and losing track with an excel spreadsheet of all the hospitals I applied to with an evergrowing sense of demoralization and failure at the reality that I had all the boxes checked off and did my due diligence with all that I could afford (and more) and still was rejected by the job market. I saw others getting jobs before me, who I felt were less qualified (either academically or professionally). Conversely, I saw our star peer with pertinent work history and a resume that would put mine to shame struggle with job securement longer than I had to. What I learned from that horrible ordeal is that the majority of the failure attributed to poor employment following graduation had more to do with economic turbulence and the volatile nature that is human capital in medical services than it does our own personal merit or stature.
This is not to say that we shouldn't do more, because face it, complaining about the current state of job securement does nothing more than waste time and does not help even the most impoverished of situations, but it should be understood that even though you check all these boxes, and even though you do all your due diligence, if you are not being called back or not being offered a employment. It is okay, and there is absolutely nothing wrong with you. I think circumstances and luck have more to do with job securement than making sure you jump through every single hoop. For example, the two people you gave an example about who had their phones ring during an interview and THAT being the reason for their disqualification is fear mongering at its finest. My advice is to go out there, give it your best shot, have a redundancy plan to make sure you can remain relavent in your search for employment and be prepared to weather the storm. The storm may hit you harder than it does your neighbor even though you did more to protect and prepare for it. Period.
#2.) I disagree with you not being able to negotiate wages or speak about financial/benefit matters during employment searches. If brought up tactfully, it can be seen as a sign of responsible life planning. There is nothing wrong with upholding a self percieved worth. We are professionals, and I think this "take whatever you can get!" attitude is exactly what deprofessionalizes and weakens our profession. Employers should know that whether they are speaking with a seasoned nurse or a new graduate, they have different strengths and weaknesses that should be respected even through wage/benefit negotiation. I'm not saying to ask for the top end of the salary spectrum if you obviously do not have the experience to back it up, however do not get into the business of bending over backwards for anything even in the face of desparation--this is exactly what corporate greed feeds upon.
Getting off my soap box now. I wish all the new graduates the best of luck in their searches. Its a jungle out there, but keep your heads up!
You usually get 10 days of leave you may *use* before reporting to your new duty station. Keep in mind these are leave days you havn't earned yet, so if yoy don't feel like you need a break, just report asap.
I believe they will house us according to company, sex, and last name. I will join up when I get to my cpu.
I hear the navy only takes a handful of flight nurses for their program yearly. The Air-force does more of flight nursing transport than a lot of other branches from what I hear. There's a great TV show of (I think) Army Nurses in Afghanistan working as flight EMS crews. Looks like awesome stuff. I have my eye on a possible CRNA or NP future, myself; although the thought of being a flight nurse tickles me as well. haha
I don't have Linkedin, but I have a facebook. If someone were to create a facebook group for the ODS May group so we could connect and share stuff I would totally join.
It isnt much exprience. I did a 10 month residency in ICU and I landed a job in an ER inside a Prison--it operated much like a rural ED; we transfered most things out, but did abd/chest workups as well as small procedures.
I'm trying to get my PRT scores in the "excellent range" but it's not looking so good lol. I might have to settle for the "satisfactory" rating this time around.
Hope to see you there. About myself: 27 yo from bay area california. Graduated 2011 but worked some icu and a small ed. Hopefully I can pass this prt. Been doin push ups every other day. Lol
Hi all. I was selected with my duty station being Camp Pendleton. I report to ODS in RI on May 12th, I was wondering if anyone else here had the same ODS date, maybe we can exchange some info and touch base when we get there--its always nice to buddy up for these kinds of things beforehand.
Yes, I didn't want to mention the politics behind it, but there are definitely personality issues behind this situation.
I have asked the board more about clarification regarding the need for an order, this was their response:
You are asking about whether an MD order is needed for the registered nurse to apply the Dermabond. Although this procedure is within the SOP of the RN, the facility can require an order - should be clarified by your facility to address your concern.
I hope that helps.
Nursing Education Consultant
The problem I have is that, looking through my protocols, my institutional policy recognized Dermabond and liquid adhesives for the closure of superficial lacerations that do not go past the epidermis, but there is no mention for the need of an order. I am waiting to hear back from the board about whether an RN can face disciplinary action for applying dermabond without an order, given the nature of the current institutional policy.
I'm not sure why I've become so obsessive with this, because if you read my first post I actually got the verbal signed by another MD, but I suppose its the principle of the matter. I'll keep you all posted.
I emailed the board and this was their response:
Dear ****, the application of Dermabond is covered under b&P 2725 (b)(1), direct and indirect patient care services that ensure the safety, comfort and personal hygiene and protection of patients. An order is not required, and the RN must of course be competent in the procedure. the institutional policy covers the RN for this intervention. **************NEC
****staff note: name of board employee removed per ToS****
I am caught in a dilemma here. I work in a triage area within a prison facility that operates similarly to a rural ED. We receive a patient who was involved in an altercation and presents with multiple lacerations to the face including a 3cm long superficial and well approximated lac to the R side of the forehead. I am working with another nurse under an NP (who is attending). Upon receiving the patient I perform my initial full body assessment, get my vitals, and begin to clean and irrigate wounds. Usually for fine well approximated superficial lacerations we successfully use dermabond to close them-the RN can apply them with the order of a provider. The NP leaves the room while I continue to clean the wound and prep the one wound for dermabond--the other lacerations will require sutures based on side, depth, and location. She comes back in the room sees me preparing the dermabond and doesn't say anything more than "don't worry about it I can take care of it" (I didn't know what this really meant at the time). In an effort to be efficient, I finish dermabonding the forehead lac and it came out great. She comes back in the room and tells me "What are you doing? Is dermabond in your RN protocol? I didn't order that!" And pretty much tells me off in front of officers and the patient--my partner takes over at that point.
Long story short, she refuses to sign the dermabond order and accused me of practicing out of my scope; she also states she will look to inform the board that I am practicing out of my scope. A doctor who I have a good relationship that works with us often signed off on my dermabond verbal order, however, the chief physician got involved and we had a conference that pretty much came down to my actions being disrespectful and a breach to patient safety.
Mind you, I will admit to fault for assuming that all of the providers that step foot in out treatment-triage area will adopt the culture and style that we operate in. I have learned a valuable lesson to be more careful and read providers more carefully rather than make assumptions about clinical pathways.
My main concern is keeping my license healthy and strike-free. How bad could this get for me? Could this situation potentially cause a bad mark on my record? I have been worried sick for the past day just thinking about it. I have also come to find out that California doesn't really have defined guidelines for RNs and their scope when using dermabond; also, my facility doesn't specifically define whether dermabond is something to be used within out RN protocols even though it recognizes it as an intervention in RN training literature.
Any input would be appreciated.
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