CNA, graduated as RN 1 year ago, can't find job, difficult to work with

[beeble]

There is a CNA on my floor who graduated a year ago, and is very sharp at times (much appreciated), however has been unable to find a job as RN. The timing was bad, as the economy just turned as she graduated. However, she refuses LTC, and had refused some other options initially (wanting hospital med-surg only, and only full time). Now there are really no jobs like this for new grads. She still won't consider LTC. So she continues to work on our floor as CNA, perhaps holding out for a turn in the economy??

She has become increasingly difficult to work with at times. We work evenings. I have asked her to take blood sugars at 'off' times, and been argued with ('What for' 'for this' 'they dont need it now' 'yes they do', ect), among other things. During codes, I have had her tell ME what to do. She sits at the desk most of the night chatting with the RNs (the couple) that like to sit at the desk most of the time. She has told the (new) charge how to staff. She asked another RN to do turns at a specific time, the RN said later, and when the RN was ready, she said well I dont have time now "you should have done it when I came to you". She punches out 11:23 on the dot (and leaves the unit quite earlier than that), so for those 7 minutes (till 11:30, we do the last minute things ourselves while trying to tie our ends up. Quite a few patients have said they asked her for xyz (meds, turn, ect) and I never hear about it till later when they are upset. Ect, ect.

I do not feel I can go to my mgr about this. I do know eventually she will be getting some tye of position, I just want to know how to deal with this in the meantime. Any suggestions will be appreciated. For my part I have been a lot less friendly and more directive straightforwardly. I also fear this person spreads 'negative gossip' with people that dont cowtow to them.

I am aware that shemust be frustrated, and I sympathize, however it gets difficult at times to work with this person.

Thanks so much!

[caliotter3]

A talk from the supervisor would be in order. The supervisor who would be contacted during a job search. She needs to be reminded that her job performance is affecting what will be said about her when it is time to talk to prospective recruiters. And since it would be true, it would be fair game for just such a discussion. The second point of the discussion should be about how long she can expect to hold her job with present behavior. Everybody, to include the supervisor, is getting tired of the "queen" role.

You need to get over your reluctance to speak to the manager about this. It is affecting patient care.

[kathy313]

You should speak to the manager about her behavior. If she's not reporting it when a patient needs a med or is ignoring a patient's request for certain things, then that can be considered neglect. And sadly, that can come back on the nurse.

Straightforward and direct is the best approach...until she is functioning as a licensed nurse....her job is to do what she is hired for. It's ugly sometimes and people can be rude.

Quite possibly that attitude of hers may shine brightly during an interview, which is why she hasn't been hired.

[Orca, ADN, ASN, RN]

She may have an RN license, but her capacity at your facility is CNA. She cannot presume to perform nursing duties while filling that position.

[caliotter3]

She may have an RN license, but her capacity at your facility is CNA. She cannot presume to perform nursing duties while filling that position.

This glaring point also needs to be part of the talk. It should have been made clear a year ago.

[bcjams]

Please do not encourage her to apply for any RN jobs anywhere. We dont need any more Rns with this type of work ethic.

[flip/flop]

Yes, she needs to be reminded of her job priorities, maybe pull up the application that specifically says what a CNA is responsible for. At my facility it lists CNAs are responsible and accountable for accomplishing identified clerical tasks and patient care activities as delegated, directed, and assigned by licensed nursing personnel for the achievement of patients plan of care.

Everyone is responsible for saving lives, from the RN to the cleaning staff. Each person has a part in the care of the patient. It also may help explaining why you are asking her for what you are. Blood glucose monitoring is important for many reasons. If it deviates too far from the therapeutic range infections and death are possible.

[michelleernurse]

This is horizontal violence in the workplace. She is creating a hostile work environment and placing the patient's safety and possibly your RN Lic at stake if a patient become injured or complaints of neglect. Guess who it will fall back on YOU, the RN who has the RN JOB she is currently working as a CNA , and she is responsible to fulfill that job requirement no matter if she holds a RN Lic. She will only be held legally responsible for her job title and you the RN are responsible for the paitent(s) wellbeing and that is how the legal system and the hospital see it as well. So if she causes you to get fired maybe she will have a job??

You have to document this behavior and follow your policies and HR policies correctly. If you are going to complain and never document it then don't expect anything to happen. Remember, your boss has a boss, and so on... use the chain of command.

[GFzalez, BSN, RN]

You need to speak with management, she's your problem till she leaves for an RN job (and the way the economy is and ESPECIALLY how picky she is being, this can be a very long while before that happens!) Leaving the unit early is a no-no.

I am embarrassed how she makes other new grads seem like they "know it all". As one of my interviewers once said in the most endearing way... "You're a new grad, I was there once too, you don't even know what you don't know yet." It's true.

Also;

I didn't know that RN's who passed the NCLEX could/would work as a CNA with all of the liability that comes along with it for little pay. From how you describe the situation It may not seem that she realizes the legal consequences of this...

[Katie5]

Sucks for her. But she applied for a CNA position and as such such stick to her position. If she so chooses to direct and delegate, then she needs to make it formal and take up a job there as an RN.

I understand you may be hesitant to speak up because you both have RNs after your name. But understand this, she is creating becoming increasingly difficult to work with and thereby creating a hostile environment.

She needs to be brought down a peg or two! Or you will have a full mutiny on how hands when all other CNAs get upset at her special treatment regardless of the fact she's an RN and want to be treated thus.

[caliotter3]

At my facilities people who clock out early get docked for those minutes. Since she is leaving the unit even earlier than that, she is very neatly providing management with the perfectly justifiable reason to terminate her employment. This should be brought to the attention of the supervisors. I would tend to not bother with warnings. After all, she is an RN and if she is not knowledgable about patient abandonment issues, she should be. Losing her little CNA job for abandoning her patients without turning over their care to another worker should wake her up to the reality of her workplace situation. If the unit can get along without her for the seven ++ minutes, it can get along without her for the remainder of the shift.

[Katie5]

You need to speak with management, she's your problem till she leaves for an RN job (and the way the economy is and ESPECIALLY how picky she is being, this can be a very long while before that happens!) Leaving the unit early is a no-no.

I am embarrassed how she makes other new grads seem like they "know it all". As one of my interviewers once said in the most endearing way... "You're a new grad, I was there once too, you don't even know what you don't know yet." It's true.

Also;

I didn't know that RN's who passed the NCLEX could/would work as a CNA with all of the liability that comes along with it for little pay. From how you describe the situation It may not seem that she realizes the legal consequences of this...

That's an assumption. No where did the OP state that.