I am a newly certified CNA. I just got my first job and have worked 4 days.
As I worked with my trainers (somebody different each day) I found that almost everything they taught us in CNA class is not being implemented by not only the long time CNA's but also those new to the work.
I have worked both 2nd and 3rd shift, and NOBODY seems to 1-knock, 2-address the resident, 3-announce themselves, 4-let the resident know what they are going to do!!!
This is crazy! One CNA said 'We don't have time to get them snacks tonight" and just didn't do it. The ADL books are only half filled out. Also, it seems that it is ok to throw dirty briefs and linens on the floor!?! What??? I can't even believe it.
The place where I work has a very good rating, everyone seems very nice (especially the residents), and there are all KINDS of things in place to report abuse and other things, but it just seems gruff and dirty.
Is it like this everywhere? It seems that it is just a job to many, and the fact that these people are in need, have lost much of their dignity, and are really PEOPLE has left these workers' minds. I am trying to get into the RN program where I live, so CNA work is not what I want to do forever, but I am wondering if I can take it if it is going to be like this.
Does anybody have any advice? I try to be kind, apologetic, and understanding to all of the residents, and give them the time and care they need and DESERVE. Am I a freak who is going to fail because I won't have enough time to actually do my job?
Any advice or encouragement would be really appreciated.
Having 2 CNAs for a group of LTC pts would be awesome! You'd always have a buddy to help lift, answer lights, etc! That's a great idea!
Yeah, we do it that way because the state said we had to, according to the facility. Also we have a lot of residents that make up stories about abuse so we have to have witnesses. We have hardly any residents you can do alone it's good in some ways and a PIA in others.
As a long time CNA (10 years) and a nursing student I will tell you what I have learned. YOU do your job to YOUR standard, at your very best ALWAYS. Those that take shortcuts ......will not be around very long. Good Luck to you in your career:yeah:
WHen it comes down to it, an LTC can only be as good as the people working in it. If every good employee says "well, this place sucks!" and leaves, nothing will ever improve.
Specializes in Acute Care Hosp, Nursing Home, Clinics.
YES IRONSLICK, some of us do care. As a matter of fact many of us care a lot. I am a retired DSD and every class that went through my CNA Program had the same complaint. "What goes on the unit is not what is taught in the Class". Another frequent complaint was "The person I was partnered with is lazy and rude to the Residents". and "Our Charge Nurse won't help when we are short. She/he just sits at the Nurse's Station reading a magazine until it's time to do the Med Pass". Many complaints about specific Charge Nurses who make no effort to pass snacks or answer a light when it is obvious he/she was just marking time until the clock strikes" "end of shift - time to go home". It was obvious because it was the same Nurses all the time with the same complaint from different sources. Here is how I handled it.
I made up a small "Welcome" packet and gave one to every Student. The "Welcome" page welcomed the new person to the Shift and explained what was expected regarding performance, dress code, attendance, responsibilities, the Team Concept and our Motto which was "Attitude is Everything - Pick A Good One". Another page was the "Patients Rights" Law and a short blurb about Patient abuse - responsibility and consequences, (covered more thoroughly in class) and yes, there would be a test.
Included in the Packet were three Evaluation Sheets to be filled out by each Student and returned to me at the end of their second week of Orientation. Evaluation Sheet #1 was "Performance Evaluation of C.N.A. Partner". The Second Sheet was "Performance Evaluation of Shift Supervisor/Charge Nurse ". The Third Sheet "Performance Evaluation of Orientee" and was given to the Shift Supervisor/Charge Nurse and C.N.A. Partner. to evaluate the Student. A few Nurses refused to participate, stating they didn't have time and/or they were not "baby sitters". That was their choice. They were not required to participate. Additional Performance Evaluation Sheets were included for changes of Supervisor/Charge Nurse or C.N.A. Partner.
At the end of the second week of Orientation all the sheets were collected and reviewed by me and passed on, along with my comments, to the D.O.N. and Administrator.
There were fifteen questions on each Performance Evaluation. I kept it brief with "Yes" or "No" answers. I reviewed the answers in class and gave everyone an opportunity to expand or retract their answers but they only had two minutes to make their case. The Performance Evaluations all contained the same basic information with adjustments for Supervisory status and covered everything mentioned in this thread and then some. For example:
1. Did your C.N.A. Partner work with you on Patient care or did he/she give you part of the assignment for you to
complete on your own? Circle one. Yes No
2. Was your C.N.A. Partner available to help you when needed? Circle one. Yes No
3. During your first week of Orientation you were instructed to observe only. Did you participate in "hands on"
Patient care for any reason? Circle one. Yes No
So how did it work? Issues identified with Supervisory Staff were Inserviced by the Assistant D.O.N. Issues identified with C.N.A. Partners were Inserviced by the DSD. A follow-up Performance Evaluation was given at the end of the three month Orientation period. At the three month Performance Evaluation the Orientee was asked to fill out their own Evaluation and it was compared with those from Supervisors and peers. Depending on results appropriate resolutions were executed. Not all issues were resolved but more people became engaged in resolving issues rather than creating them. It's all about making a difference. It does not fix the burden of low pay or the back breaking, heavy lifting or the poor patient/nurse ratio. That's for the society to figure out. In the meantime we can make a difference and that is what we do every day we show up for work. We make a difference.
Lesson Learned - If people care about what they are doing they want to be part of the solution - not part of the problem.
What I have learned since being a cna is the only thing you can do is your job.You can't spend your time thinking about what everybody is not doing it will only make you upset.Just do the best job you can do!!!
fuzzywuzzy, CNA
1,816 Posts
Yeah, we do it that way because the state said we had to, according to the facility. Also we have a lot of residents that make up stories about abuse so we have to have witnesses. We have hardly any residents you can do alone
it's good in some ways and a PIA in others.