AHS Media Campaign

Fiona59 · Oct 28, 2013

At my hospital, we've been told workplace utilization will not be completed until 2016. I had thought this would be the same across the province. Some units have been evaluated others haven't even been looked at yet.

Layoffs occur by seniority. Last in/first out. Having said that, I think the casuals have to be laid off first.

As cold as this may sound, the truth is some units are RN heavy. In some of the day surgery and outpatient units the ratios are very strange. With the changes to scope of practice there are several units I could see easily going to a higher LPN usage with the surplus RNs going to other units where their skill set could be used to greater advantage.

SurroDoula · Nov 1, 2013

UNA released the number of job losses expected

AHS plans to reduce RN 'head count' despite ad claiming it's seeking more nurses - UNA

Novo · Nov 2, 2013

This whole "workplace transformation" concept is counterintuitive. On the surface it seems brilliant, but when you look at it closely it's painfully half baked. I think the changes are coming whether UNA likes it or not. The argument is that a HCA can do a lot of what an RN/LPN so maybe this means they'll increase RN/LPN scope and by extension autonomy.

I don't know just trying to make best of a cruddy situation...

knina · Nov 2, 2013

Note that the document posted by UNA refers to Phase 1 of Staff Scheduling Transformation, and only comprises a couple of units at each site listed. More to come. It would be interesting to hear from people who work on one of the units listed as to how the process is happening so far.

Fiona59 · Nov 2, 2013

I know staff on one of the units. No charge at all. The nurses run off their feet. Families at the desk expecting the unit clerk to have all the answers to their questions. The nurses with experience voted with their feet and found work on other units, some taking smaller positions to get out. There are no nurses with much more than 5-7 years on the floor. The 10+ years of experience staff left.

It was supposed to happen on two units at my site. They only managed to do it on one unit. The other unit that was supposed to change had a massive staff exodus. There isn't any experienced staff on the unit to run it.

Pediatric Critical Care Columnist · Nov 2, 2013

Note that the document posted by UNA refers to Phase 1 of Staff Scheduling Transformation, and only comprises a couple of units at each site listed. More to come. It would be interesting to hear from people who work on one of the units listed as to how the process is happening so far.

The document also includes Phase II plans on pages 3 and 4, plus both phase plans for casuals on page 5.

I know staff on one of the units. No charge at all. The nurses run off their feet. Families at the desk expecting the unit clerk to have all the answers to their questions. The nurses with experience voted with their feet and found work on other units, some taking smaller positions to get out. There are no nurses with much more than 5-7 years on the floor. The 10+ years of experience staff left.
It was supposed to happen on two units at my site. They only managed to do it on one unit. The other unit that was supposed to change had a massive staff exodus. There isn't any experienced staff on the unit to run it.

My unit is one of the Phase I's. We're supposed to get MORE FTEs - 9.9 to be exact, and our head count is supposed to increase by 10. Our average FTE is to go from 0.89 to 0.9. But we have so much trouble retaining staff already that it's all just an exercise on paper as far as I can see. Our unit is split between two physical locations with a single charge nurse. One side has 8 usable beds and the other has 15. Our patient:nurse ratio is generally 1:1 or at most 2:1 because of acuity. Weekdays 8-4 we have two unit clerks, one on each side, and one additional NA. (Nights and weekends there are none on the larger of the two units.) When they go home at 4 the responsibility for answering the phones, collecting supplies and equipment and so on falls on the nursing staff, 2/3 of which have only about a year or less experience on the unit. I have a feeling it's only going to get worse.

joanna73, BSN, RN · Nov 4, 2013

Sorry no links.
There have been ads in print and on the radio stating how in Alberta only 31% of nurses work full time and that Albertans deserve better. More full time nurses for better care, yada, yada. How there will always be a place for part time nurses.
So, AHS, why does my request for an increase to my FTE always get turned down????

Where are all the nurses who have been laid off and all the new grads working, I'd be interested to know? They also purposely delay posting positions, then expect people to work last minute overtime, which is insane.

I've been off the site for a while as I prepare for an exam and job search. The market is terrible Canada wide, but I'm still going to soon leave my current position. Change is definitely in order, including no more rural nursing for me.

Since January 2013, AHS is deliberately not hiring contract, and we are all working severely understaffed. Yet they don't market rural areas at all. And, UNA has learned that AHS intends to lay off more nurses over the next 2 years.

How is anyone supposed to work this way? We've all watched nursing deteriorate over the last 7 years, when in reality, more funding should be invested into human resources.

I'd also rather work casual or a lower FTE. Working full time after a certain point is just not worth the stress in these conditions. They will always need to have casual lines because the 'optimization' is not going to work. They will end up losing more nurses.

lilaclover6984 · Nov 4, 2013

I don't know how anybody is supposed to work in these conditions. Nursing is already a hard enough job...

I am considering looking outside of AHS for work, even if it means a major pay cut. Some things just aren't worth the stress.

aywl · Nov 4, 2013

I totally agree "something doesn't worth the stress", I am so proud I have invested every penny I can save into my business, I have passive income every month, it great relieved my stress from work;

SurroDoula · Nov 4, 2013

I wrote a paper this semester about the whole workplace transformation issue. If you can find a copy of the Clinical Workforce Strategic Plan 2011 - 2016, March 16, 2011, Version 8.10, on Insite, it is an interesting read.

What I don't understand is that they are saying they will be losing so many baby boomers over the next few years, but they are making it nearly impossible for new grads to get jobs if they keep cutting positions - so who do they think is going to replace these boomers when the new grads end up leaving in order to find work?

Also, if they actually succeed in moving medsurg units to the new model, how is this going to affect training new nurses? I can't imagine that one RN, one LPN, and one clinical instructor are enough to supervise and teach 8 nursing students. It can be hard enough to find someone on a unit for a co-sign as it is now!

Fiona59 · Nov 4, 2013

I work on a unit where we have had three retires return to work within months of retiring. And they are very vocal in demanding shifts. They seem to have no care or concerns for new staff entering the workforce. Their major concern in funding "my new lifestyle".

I'm wondering if there should be a return to hospital based education. The nurses were trained in the hospitals and as such supplied a great source of free labour. Something that would really appeal to Redford et al.

I'm one of the mythical baby boomers. I am also one of the lucky ones that has to wait until 67 to collect my CPP. I work a small fte (and despite requests can't get it increased) and my pension is a joke. But I have no intention of working until I'm 67, I don't think my joints will take it. Add in my tolerance for dealing with some of our wonderful patients and their families is fast failing.

I guess fastfood is in my future.

aywl · Nov 4, 2013

i also agree with "my tolerance with wonderful patients and families are fast falling." But our management will never let nurse speak out this kind of words, our manager always said:"remember our pt is our God".