I have an issue and I am in need of feedback on how to handle it in a constructive, professional way. I am a six-year RN, with a bachelors degree. I have worked in the hospital atmosphere in cardio, special procedures, have been a Summer camp nurse, wellness nurse, and an RN supervisor in home care, which I left to accept a position in a dementia/Alzheimer's independent living home. There are no skilled nursing task, just med pass, keep the residence safe, and offer guidance and compassion......easy for me because that's my forte. From day one of my start date things were a hot mess. The nurse manager that hired me was leaving the facility .........she hired me on as a staff nurse and the staff nurse I was replacing was going to become nurse manager. This new nurse manager was to train me. From day one of my training she has tried to sabotage me, first, by not giving me the proper training; 4 hours, that's hardly training. She has verbalized many times that she regrets giving up her job (that I now have) and accepting the position of the nurse manager. I took this job because it's a Monday-Thursday from 6 AM to 2 PM..I am ready for a more relaxed job with decent hours because I am 52 years old and will be retiring in 10 years. I forgot to mention that this nurse mgr is a 2 yr nurse and is a new grad of 6 mos. yesterday the administrator called me and asked me if I would be interested in this nurses position, as the nurse mgr, she said because I have the degree and experience for it and because this nurse has a nasty disposition and the new administrator that is coming in next week is not going to like her......... oh and btw she would like her position that I now have back. I declined the position because I don't want to work five days a week from 8 to 5 with a ton of responsibility plus weekend call .......I don't care how much more money it is. I had that position at my previous employment and even took a $4 an hour cut in pay to take this job. To me it's not about the $ but peace of mind and low stress. So i just know this new nurse, who is now nurse mgr is going to make my life a living hell ......she's already tried to point out every mistake and has tried to get me fired and I have only been there one week. She desperately wants her old position back. I'm not just gonna sit back and let this happen especially from a novice nurse. How can I handle this in professional manner? I'm new so I don't want to rock the boat but I am not going to walk away jobless at the age of 52....especially after have given up my previous job making more money.
Is this an assisted living facility? Very different than acute care, very different than skilled care, and very different than a nursing home.
If you are in the memory care portion of this facility, there's state mandated training that needs to occur. Any number of duties are that of the CNA's. Sometimes under your oversight/direction.
As wellness nurse, you oversee some things. Mostly that the rules are being adhered to by the CNA's. The nurse administrator usually (again, assuming that this is assisted living) needs to be just an administrator, and not a nurse administrator. As wellness nurse, you would do the initial assessments and the monthly assessments that are needed for state documentation.
The new administrator may just dissolve this nurse's position to begin with, as sometimes your positions overlap a bit. You may need to do more focused tasks in your time there. Perhaps a per diem person for weekend call. However, any number of residents could have VNA involved in their care, and that coupled with policy of calling 911 for any emergency, and there may be no need for an on call person.
There are social workers who have an administrative position in assisted living. There are LPNs who have these positions. But usually there's an administrator, and one nurse/social worker who does assessments to be sure a person is right for AL and schedules the CNA's, makes sure that they take state training, and that is about it.
Biggest challenge? People who are oh so not assisted living, but remain in house anyways....AND that you may be responsible for documenting on. That part is the set up part. Goes against the "what would a prudent nurse do" part.
I would see if you could do part time at your old job. AL is nice in theory, but rarely ends up well. Too many grey areas.
jadelpn, LPN, EMT-B
9 Articles; 4,800 Posts
Is this an assisted living facility? Very different than acute care, very different than skilled care, and very different than a nursing home.
If you are in the memory care portion of this facility, there's state mandated training that needs to occur. Any number of duties are that of the CNA's. Sometimes under your oversight/direction.
As wellness nurse, you oversee some things. Mostly that the rules are being adhered to by the CNA's. The nurse administrator usually (again, assuming that this is assisted living) needs to be just an administrator, and not a nurse administrator. As wellness nurse, you would do the initial assessments and the monthly assessments that are needed for state documentation.
The new administrator may just dissolve this nurse's position to begin with, as sometimes your positions overlap a bit. You may need to do more focused tasks in your time there. Perhaps a per diem person for weekend call. However, any number of residents could have VNA involved in their care, and that coupled with policy of calling 911 for any emergency, and there may be no need for an on call person.
There are social workers who have an administrative position in assisted living. There are LPNs who have these positions. But usually there's an administrator, and one nurse/social worker who does assessments to be sure a person is right for AL and schedules the CNA's, makes sure that they take state training, and that is about it.
Biggest challenge? People who are oh so not assisted living, but remain in house anyways....AND that you may be responsible for documenting on. That part is the set up part. Goes against the "what would a prudent nurse do" part.
I would see if you could do part time at your old job. AL is nice in theory, but rarely ends up well. Too many grey areas.