Advice please

Pediatric Critical Care Columnist · Sep 22, 2011

I'd take the feedback for what it's worth. And with a grain of salt... I'm a little confused about your timeline. You said you were to have 4 weeks of orientation, and that your interview with the manager was after 5 shifts. Now is that AFTER your 4 weeks of orientation, or 5 shifts INTO it? If it's the former, then there were some huge gaps in your orientation, things that should have been identified and adjusted while you were buddied... If it's the latter, then your orientation isn't really being extended by that much. Everyone moving to a new unit will have some growing pains and learning the ropes is what orientation is all about. Having an evaluation part way through is an expectation and it's also an expectation that there will be things that are mentioned during that evaluation that can be worked on. Perhaps you're reading too much into their comments.

Everyone is on probation for a fixed number of hours worked as outlined by the collective agreement or facility policy. You should find out what that probationary period is. During this probationary period, if either party finds that the arrangement isn't working, the relationship may be ended without prejudice. What that means is, if a new employee is really struggling with the workload, the responsibility, the pace, the acuity, the employer is free to dismiss them without fear that the union will jump all over them. It's also an opportunity for someone who truly isn't liking the new job to leave without it looking bad on them. It's enough to say to potential new employers that the job just wasn't a good fit and leave it at that.

You're being paid the same amount of money while on orientation as you will be when you're on your own. Take it as an opportunity to grow into the job and remember that you're goig to find "bad attitudes" wherever you go. Only you can decide if you're really not fitting in.

mLPN79 · Sep 22, 2011

Thanks janfrn! Yes, my meeting came after the 4 weeks of orientation, where I had good insight from my buddies throughout. I know I'm reading a bit too much into it, but, that was my first evaluation and some of what was said was twisted. I knew I could not try and become too defensive over certain things as it would just look like I am trying to make up excuses. But it really frustrated me that these certain things mentioned were actually things that they did or did not do, that is the unfairness of it all. So I guess I will just choke this one down and take the next few weeks of orientation to decide whether or not this unit is meant to be. In this case, is 2 weeks notice sufficient? Does it need to be written? I haven't quit a position before and would like to leave on good terms.

Fiona59 · Sep 22, 2011

I'd say you were extremely luck to get such a prolonged orientation in the first place. When I moved from LTC to Surgery, my orientation was FIVE shifts. Then I was set loose on the floor.

After time on a surgical floor you learn tricks to get through it. It sounds callous but most of the type of surgeries you mention, in my hospital are day surgeries that go home after a 2-3 hour stay. So yes, they want fast assessment skills. I nearly fell over when I found that some GA's are fed within two hours of return. I'd been used to working a major surgeries unit where most of my patients stayed out for about four hours postop.

You learn to listen for bowel sounds while listening to their chest. You watch their resps quickly. Prolonged counts are for those who look like their chests aren't moving.

These day patients would have been held longer in Recovery if they displaced decreased resps or still appeared snowed.

It's a sharp learning curve moving to a day surgery unit. The patients are told they will be there for x number of hours and expect to be on their way at a specified time. That's why it's very unusual for someone with no surgical background to be hired onto it.

Read your contract. Like Jan said there are a specified number of hours that are probationary, (for some reason 1600 hours comes to mind), take advantage of a prolonged orientation because most places just don't give them.

Also, is the use of PNs new on this unit? I know it is in my hospital and some of the RNs there are setting up the new hires to their unit for failure before they get there. These nurses have been heard talking about their displeasure at having to work with LPNs in the food court, they really need to use their assessment skills and read the ID tags of the nurses sitting at the next table.

If you do decide to leave, of course you give two weeks written notice. Especially if you ever hope to work within that health authority again

Pediatric Critical Care Columnist · Sep 22, 2011

Actually, probationary periods are a lot shorter than 1600 hours. That's the equivalent of a 0.8 position for a full year. In Alberta, under UNA it's 503.75 hours or about 3 months. Not sure what AUPE is but it's probably similar. And as for notice, that's something that's also a contractual thing. Some contracts are cool with two weeks, others want four (like UNA's). It definitely must be in writing. If it's bad enough that you're wanting to leave after such a short time then you shoud ask for a confidential exit interview too, so that you can give HR some clue as to why people don't stay on that unit.

mLPN79 · Sep 23, 2011

@ Fiona59 The unit gives all hires without previous surgical experience a 4 week orientation. I guess I should be thankful about getting an extension, but I think the reason why I got it is because of the different evaluations that have been given about me. I had excellent things mentioned from staff I orientated with, and, of course they were all PN's. I'm not sure how long they have had PN's on the unit, but according to my other manager, it has been an RN only unit for many years.She also apologized to me for not warning me ahead of time about the reputation of the unit, but she felt that it was not her place to say anything as she has faith in my abilities. I was warned by some other coworkers (PN's) to keep my chin up and don't allow for anyone (RN's) to push me around. As well when I have told others from different units where I work, they have made comments about the atmosphere. So, with all that being said, I either toughen up or ship out because I won't get anywhere. I am not the most assertive person, to say the least. Guess I better take a course on assertiveness lol

@ janfrn- I haven't heard of a "confidential exit interview"....How do I go about doing that?

Pediatric Critical Care Columnist · Sep 23, 2011

You ask the Human Resources person responsible for the unit to provide you with one. Make a list of the reasons for your resignation; provide as much detail as you can. Sometimes it makes a difference for those who follow (or persevere) and sometimes it doesn't. But it always gives the interviewee some closure.

mLPN79 · Sep 24, 2011

Ok, thanks :)

Bluesky26 · Sep 26, 2011

Quebec is the only or one of those that accept college level (DEC) trainning to be qualified as a registered nurse.Why I am writing this note is that there is an alarming situation in most of the quebec colleges when students who are studying hard are failed purposely just to create a space for future students at the college.Most students are being failed at the 5th or the final year at the most especially at the clinical settings.The fact is that the teachers are very subjectives with their evaluation and once they just don't like you (especially if you are not a quebequer)even if you are good the teacher can still go ahead to fail you.They sometimes even say it to your face that though you are good but sorry expect a failure ....Period!!! There is nothing to do about that because the college principle support this trend.It is sad that most of the people facing this siyuation are the so called immigrants in quebec trying hard to realize themselves.

mLPN79 · Sep 29, 2011

Well, I feel like a student once again- this time one facing a big "fail". I just recieved a call from my manager, asking me to come and have a meeting with her as she wants to discuss the feedback she was given from the RN I worked with the last few days. Maybe I don't know what it is the manager wouldlike to discuss, but I'm in a frenzy because I was supposed to have orientation until mid-October.

The RN I buddied with had said to me that she didn't see what the issue is with my practice: I have the skill and knowledge and that I just need to pick up the pace and become more assertive. Would she have lied to me and turned around and told the manager otherwise?? I know I am good at what I do, but that I do need to pick it up a notch and be more assertive. Her feedback was nothing I already didn't know. I feel like a huge failure, as though I will never amount to anything more in this profession right now! That isn't like me, I never give up on anything. I read my unit orientation book almost every night, I refresh my A&P and read my med/surg books frequently. I look up meds and test myself on them. What more can I do? Has anyone else who was a newer grad worked somewhere they were told they were not up to snuff, even though you knew for yourself that you are damned good at what you do? I feel alone in this problem as the other girls I went to school with seem to be having much better luck.