Magnet Status

  1. Does anyone out there know, or have an opinion about the case of hospitals attaining "Magnet" status and then dumping their LPNs? :stone
  2. Visit HuggyPuglet profile page

    About HuggyPuglet

    Joined: Jul '05; Posts: 109; Likes: 7


  3. by   krob0729
    Quote from HuggyPuglet
    Does anyone out there know, or have an opinion about the case of hospitals attaining "Magnet" status and then dumping their LPNs? :stone
    Have u got more info for me, because I'm not sure what you're talking about? I'm not an idiot, I, but I've only been a nurse for 3 months and am just starting to learn about status's of hospitals and all the different issues that concern nurses and the medical industry...thanks to these BB's. Are they actually firing LPN's after they achieve this status?
  4. by   jmgrn65
    I have not heard that happening, we have 2 hospitals in our area obtain magnet, and my hospital is gone thru the process and just waiting on whether or not we achieved or not. I haven't heard a thing of dumping our LPNs or any of the other hospitals.
  5. by   DustinRN
    My hospital is in the process of obtaining magnet status and they have already begun demoting LPN's to glorified CNA positions. The word is they're fixing to stop hiring associate degree RN's and hire only BSN RN's.
  6. by   HappyNurse2005
    I work at a Magnet facility and we have some LPN's. My unit just hired a LPN, so its not like htey aren't hiring them.
  7. by   NRSKarenRN
    from the magnet website:

    public comments solicited for magnet applicant facilities

    the magnet recognition program accepts comments at any time. verbal comments may be made by by phone at 301-628-5223. for urgent issues, call
    toll-free 1-866-588-3301.

    web form for comments: staff nurse survey

    ancc has pulled accreditation before. please send your concerns to them!
  8. by   AttagirlRN
    Quote from HuggyPuglet
    Does anyone out there know, or have an opinion about the case of hospitals attaining "Magnet" status and then dumping their LPNs? :stone
    My hospital is in the process of filing for Magnet status, though it takes about 2 years from filing to complete accredidation. My understanding is less than 2% of US hospitals are Magnet. It's a designation, cream of the crop of all hospitals so to speak. In my hospital LPN's are not let go or demoted as they are not in a managerial role, at least not in an acute setting such as a tertiary or Level I trauma hospital. The talk of "demotion" or "being let go" is always associated with Magnet due to the number of employees who choose not to seek higher education in order to keep their managerial jobs.

    I am a case manager and luckily I have a BSN, otherwise I'd be required to go back to school or face demotion. One of my coworkers (RN for 28 yrs) is having to go back to school for her BSN in order to stay working in case management. My boss, an RN with 34 years experience who has a BSN, will be required within 5 years to attain a Master's in either health adm or MSN. Anyone in a managerial role and without the required degree has been notified that if they do not start the process of getting that higher degree, they will be asked to step down to a lower position once Magnet status is obtained. There is no "grandfather" clause when it comes to Magnet. You're required to obtain the education equal to your job title according to how Magnet rates your specific job. OTJ experience doesn't count.

    I was told there has to be so many PhD's, Master's, Bachelors, etc. managing the hospital to qualify for Magnet, along with a zillion other requirements. Guess that's why it takes 2 years to actually get the accredidation.
  9. by   NRSKarenRN
    the magnet recognition program is based on quality indicators and standards of nursing practice as defined in the american nurses association's scope and standards for nurse administrators (2003). the magnet designation process includes the appraisal of both qualitative and quantitative factors in nursing.

    scope and standards for nurse administrators
    [font=arial, helvetica]defines the scope and various levels of practice for nursing administration; outlines qualifications for these roles across all settings; and provides standards of care and professional performance for this complex nursing specialty. meeting these standards of care is a requirement to receive magnet recognition

    objectives of the magnet recognition program
    • recognize nursing services that use the [color=#00524d]scope and standards for nurse administrators (ana, 2003) to build programs of nursing excellence for the delivery of nursing care to patients
    • promote quality in a milieu that supports professional nursing practice
    • provide a vehicle for the dissemination of successful nursing practices and strategies among health care organizations using the services of registered professional nurses
    • promote positive patient outcomes
    if these objectives not occuring in your organization, please speak up.


    from: self-assessment survey for [color=#006666]organizations

    nursing leadership[font=times new roman,times new roman].
    1. the applicant organization must include one or more nursing settings with a single governing authority and one individual serving as the chief nursing officer (cno) who is ultimately responsible for sustaining the standards of nursing practice in all areas in which nurses practice.

    2. the cno must participate on the applicant organization's highest governing decision-making and strategic planning body for at least the 12-month period prior to the submission of written documentation required in the second phase of the appraisal process.

    3. cno education[font=times new roman,times new roman]. the cno must possess a master's degree. effective january 1, 2008, the cno must possess either the baccalaureate or master's degree in nursing.

    4. cno tenure[font=times new roman,times new roman]. except in the receipt of military orders, the cno must have been in that position for at least one year at the time of the submission of the organization's written documentation
    nurse executive[font=times new roman,times new roman]. each applicant will have at each facility and setting a designated on-site nurse executive responsible for nursing practice at that facility who meets the same requirements as the cno.
    [font=times new roman,times new roman]
    [font=times new roman,times new roman]
    protected feedback procedures[font=times new roman,times new roman]. applicant organizations must have policies and procedures that permit and encourage nurses to confidentially express their concerns about their professional practice environment without retribution. policies and procedures that discourage nurses to express their concerns about their professional practice environment are prohibited....
    [font=times new roman,times new roman]
    [font=times new roman,times new roman]
    data collection[font=times new roman,times new roman]. applicants for magnet designation must collect nurse-sensitive quality indicators at the unit level and benchmark that data against a database at the highest/broadest level possible (i.e., national, state, specialty organization, regional, or system) to support research and quality improvement initiatives.
    for applicants to the magnet recognition program, all of the indicators listed below, as applicable, must be collected at the unit level, trended over time, and analyzed for impact on patient outcomes.

    1. maintenance of skin integrity: pressure ulcers prevalence + pressure ulcers occurrence
    2. nursing care hours provided per patient day
    3. nursing staff satisfaction (note: trending and benchmarking must be practiced.)
    4. patient injury rates (falls occurrence)
    5. patient satisfaction in relation to: nursing care , pain management, patient education and overall care
    6. skill mix of registered nurses, licensed practical nurses/licensed vocational nurses, and unlicensed staff
    [font=times new roman,times new roman]
    are the following characteristics found throughout your organization wherever nurses practice? (pulled out some of questions asked and evaluated)
    1. competency, skill, and educational advancement are valued attributes of nurses at all levels. individuals are encouraged and supported in making progressive gains in these areas.
    6. nurses from a variety of roles (direct care, advanced practice, management, executive, etc.) are involved in decision-making bodies in the organization.
    9. decentralized, shared decision-making processes prevail throughout the nursing operations of the organization.

    25.there is a quality infrastructure and there are processes that include human and material resources to support care delivery.

    Last edit by NRSKarenRN on Aug 11, '05
  10. by   BETSRN
    Quote from HuggyPuglet
    Does anyone out there know, or have an opinion about the case of hospitals attaining "Magnet" status and then dumping their LPNs? :stone
    I know that some hospitals (over the years) became "all RN hospitals" (ours did) but I have never heard of any of that being because of Magnet status. I think the getting rid of LPN's is more of a geographical trend.

    When we became an "all RN hospital" the hospital allowed all their LPN's to go back to school (paid for by the hospital) and they also were allowed to keep their medical benefits (as if full time) even when they reduced their hours to go to school. They had to either become RN's or work only as CNA's. Each of the LPN's had that choice and most of them took advantage of the program.
  11. by   SWard95
    The Magnet Certification is a tatic promoted by the ANA.

    The ANA hates LPNs. There is no role at all for LPNs in the Magnet Certification. This not an overlook or accident. The ANA and Magnet want you gone!