sirI, MSN, APRN, NP Admin 81,027 Views
Joined Jun 24, '05.
Posts: 101,892 (17% Liked)
Have you seen your health care provider for suggestions on how to manage and improve your back pain?
By AACN, do you mean CCNE? Nursing school accreditation (either by CCNE or ACEN) is required if you were to finish a DNP program that prepares you to become a nurse practitioner because national certification through ANCC, AANP, AACN, etc requires that your nursing program be accredited.
If this were a DNP that is geared toward management and no further certification is required to perform your role as a manager, then it isn't much of an issue.
There are scenarios where an NP program is neither CCNE or ACEN accredited but is recognized by a specific state BON (i.e., in California). Graduates in those programs can practice as NP's in that specific state only but not in other states that require national certification.
Imagine a weigh in as part of your employment application… followed by a reassessment throughout the year. Could this be a reality in the future? Since hospitals stopped hiring smokers - it does bring up the question: How far could employment requirements go?
Whilst hospital staff should be shining examples of health and happiness, the reality is, we are really just normal people; Some mothers and fathers, many of us struggling to manage long shifts combined with our other responsibilities.
Nurses work long hours, and throughout the day must put their needs aside for their patients, making it especially hard to stay healthy. I do believe it is possible to stay healthy and fit on the job. However, it does take a tremendous amount of planning, focus and discipline.
Some argue that patients will not accept our advice or education when they think we do not care for our own bodies as they think we should. In this situation, stick to the research and facts. Regardless of your own health issues, it does not have any effect on your patients.
What's wrong with the video? (Other than it may not resonate with everyone). Isn't it saying that we shouldn't judge or discriminate? And seemed directed at the presenter's peer group who might be judgmental?
Agreed! I also found the perky 22y.o. in the video, four months out of nursing school, yet giving 'pearls' to us seasoned nurses, a little over the top and offensive!
God forbid this sweet young thing end up having to have long-term corticosteroid therapy that causes her to gain 40lb and have a moonface. That's life, though. It happens and there but for the grace of God she goes.
I'd prefer not to see them at all. Is there a way to put them in a special category so they can easily be ignored?
Yes great insurance question. We do have the standard "Other Insurance" clause as does all other policies really. That is the industry standard. In terms of paying claims I can assure you over the years we have paid many multi-million dollar claims on nurses behalf and will unfortunately continue to do so in the future. Now with that said just because our policy pays a large amount does not mean the Hospital is off the hook right. The most common occurrence is that all the parties involved assign fault and pay based on that. In terms of seeing the policy we would be more than happy to send a copy. Actually we are in the process of posting a lot of the forms on our website at Home | CM&F. Until then we are happy to share. CM&F Group
CM&F has actually been protecting nurses since 1947 and developed the very first nursing liability insurance in conjunction with the American Nurse Association. There are no doubt some very large players in the market today offering insurance for nurses that are more well known. Our strength here at CM&F is our focus on the little things nurses care about. We do our very best to offer top level and friendly service, a very competitive product and responsiveness to nurses needs. Most of the larger competitors are multinational insurance companies that focus on every industry sector in the world. We at CM&F focus almost entirely on the healthcare market with our nursing program as the foundation. We hope this new partnership will be an opportunity to introduce ourselves to those that have not heard of us before and invite feedback. With all that said we do maintain one of the top 2nd or 3rd largest nurse insurance programs in the country. So although we try to stay true to our core family business roots our business has really grown to more than 100,000 over the years. Thank you - CM&F Group
Hi, Great questions regarding the insurance coverage offered by CM&F Group and in partnership with allnurses. Our insurance policy is actually a primary insurance policy for nurses. It would NOT be considered excess. There are insurance policies out there that would provide insurance as excess over another insurance policy provided by your employer or your hospital. The great thing about our policy is it's a primary nursing professional liability (malpractice) policy (sorry, "medical" malpractice is industry lingo, and sometimes we have a hard time not being "insurance-y"). If you are brought into a lawsuit while working at a hospital our policy would be triggered and defend you at the first dollar level. Now since there are potentially many insurance policies in place from the hospital, the physicians the nurses etc. our policy would work with those policies to determine if there was a judgement or payout. Our primary focus would be to prove the nurse was not negligent and get the nurse dropped form the lawsuit entirely. If you did not have your own policy you would not have that advocate on your side during the suit. Thank you CM&F Group
The world’s largest nursing website has partnered with one of the largest insurers of individual nurses in the country to provide affordable and trusted medical malpractice insurance. Provider CM&F and allnurses.com have created aMMP. A fancy acronym for allnurses.com Medical Malpractice program, this is just another way the teams from allnurses.com and CM&F are helping nurses from across the United States to protect themselves from lawsuits.
You can always hope that your employer would stand behind you in the unfortunate event of a lawsuit but when they have their own financial interests to protect, the importance of carrying your own medical malpractice coverage becomes very clear.
Let’s face the facts: medical errors – no matter how cautious and thorough you are – do happen. The price of protection is equal to two or three cups of coffee from your favorite shop. You wouldn’t drive your car without insurance and working in the nursing profession shouldn’t be any different.
In business since 1947, family-owned CM&F specializes in providing nurses with trusted, reliable and affordable insurance to safeguard their livelihoods and futures. For less than $10.00 per month, almost every nurse in the country can have $1,000,000 in personal medical malpractice insurance coverage. In a world where it has become every man, woman and child for his or herself; protecting yourself should be priority number one.
How do I apply?
Applying for allnurses Medical Malpractice Insurance is easy through our online application process. It only takes about 5-10 minutes to get through the entire application and you receive your coverage documents immediately after that. Simply hit the "Apply Now" button.
Protect Yourself Now!
More info at allnurses Medical Malpractice Insurance Program (aMMP)
Let’s face it, no one ever made millions off of being a nursing clinical instructor (CI) or entered nursing academia for the glitz or glamor. Most people become a CI because they are (a) passionate about their specialty, (b) have a strong clinical knowledge base, and (c) genuinely desire to teach the next generation of nurses. One of the biggest challenges for any CI is trying to balance the need to prove their “academic chops” to their full-time faculty peers while demonstrating their “clinical competency” to students and the clinical staff of practicum sites.
What your colleagues think...
In the hierarchy of nursing academia the adjunct CI is about as low on the totem pole as you can get (a rung just above the graduate student TA, I suppose). The fact is that for most nursing programs you are desperately needed so that the full-time faculty can teach didactic courses and conduct the research that brings colleges notoriety and supplemental funding, but that does not mean that you are always welcomed. Attitudes towards adjunct instructors from the full-time faculty depend largely on the culture of your institution and the example set by the administration. Behavior can range from condescending, passive-aggression, limited acknowledgment and indifference, or a quiet respect for the clinical skills that you bring to the students’ education. There is also the belief by some full-time educators that nurses who remain as adjunct CI do not possess the same spirit of scholarly inquiry and do not have the aptitude for terminal degrees or research. This mindset is isolative to novice educators and dangerous for the morale of a department, not only does it create a divide between faculty but discourages adjunct CI from seeking terminal degrees or full-time faculty positions in the future.
I consider myself lucky because the department chair of my program is a strong leader, supportive mentor, and remains open to suggestions about how to improve the clinical experience for students. With that being said, I received limited formal orientation to the role of CI from my program and sometimes I feel like I am on my own in uncharted waters when issues come up that are not addressed in the student or faculty handbooks. I have taken the initiative to meet some of the full-time faculty of my program, and they have largely been positive and professional. However, I wish there were more ways as a CI that I could become involved with projects at the college/university so that I could gain more experience in higher education.
Inadequate orientation for new faculty members can result in role confusion and feeling unprepared to assume the responsibilities of being a nurse educator, but sadly this is not a rare occurrence (Jackson, 2015; Schoening, 2009). Having a substantial orientation is a great start for new educators, but we must also take it upon ourselves to attend conferences, engage in continuing education, and network with experienced educators who can serve as professional role models and mentors. Experienced CI should also remember what it was like to be a novice educator and take the initiative to offer guidance and support to new CI colleagues; their enthusiasm and fresh perspective may recharge your passion in teaching as well.
What staff at the clinical site think...
When you first begin taking students to a clinical site the staff may be hesitant to embrace you and your students because they are not sure what to expect. As the instructor, it is your job to monitor what your students are doing to ensure that they are positively contributing to the care of patients and not engaging in behavior that is counterproductive, unprofessional, or dangerous. What you cannot change initially is the previous experience that staff at the facility had with other faculty and students from your school or the reputation that your program holds within the facility. If the staff have only seen condescending, incompetent instructors or students that impede care rather than contribute to it, then the staff will not likely embrace you warmly. If they have only seen knowledgeable, professional instructors with students that are proactive and helpful, then they are more likely to welcome you with open arms.
I have seen instructors who are arrogant and interact with the nursing staff as if direct care is beneath them, which leads to a poor learning experience for students. On the other hand, I have also seen instructors who are diplomatic, appreciative and acknowledge the contributions of staff to student learning, which leads to a richer experience for students. In my experience, nurses at clinical sites have a wide variety of views about CI. Some nurses place minimal value on the graduate education of a CI or feel that instructors only teach because they “couldn’t hack” bedside nursing. Other nurses appreciate the level of education required to be a CI and may even seek out the expertise of a CI when they have students on the unit.
Lastly, how instructors end the semester is just as important as how they begin the semester. It is not uncommon for an adjunct CI to be dismissed by a college/university from teaching for the following semester if a clinical site reports to the nursing program that they would not like to have a CI return to their site. One goal for every CI as a representative for their college/university is to maintain a positive and professional relationship between a nursing program and the clinical site. A small but significant gesture is that I make a point of ending the semester by bringing a gift to the nursing staff of the unit that I bring my students to which usually includes a thank you card and food/baked goods (pizza and cake are my personal favorites). I do this to show them our appreciation for all that they do but also to ensure that the nursing staff and management team remember our students fondly and will continue to welcome us back each semester.
If you have questions regarding your treatment, you need to discuss those questions with your own health care provider. It is against the TOS to ask for or give medical advice, including explaining rationale behind your personal experience.
So what are you eating (besides turkey) for Thanksgiving?
String bean casserole, cranberries, yams with brown sugar/pecan topping, mashed potatos with sour cream&cream cheese, pumpkin pie, lemon meringe pie.
appetizer-chips, dip, olives
Crab legs, shrimp, roasted potato, corn, and lots of champagne. And chocolate cheesecake. Might have pasta later.
How come what i posted doesn't show up?
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