New Grads verses seasoned R.N.s

  1. I am seeing more and more seansoned R.N.s who are at the top of their wage scale and benefit package being replaced with new grads for much less pay. The more the financial crunch the more the management seems to pay attention to the seasoned R.N. What are your thoughts?:angryfire
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    Joined: Mar '04; Posts: 5


  3. by   Tweety
    It's scarey and dangerous. The seasoned RNs need to be there for the patients and to help orient and train the new grads. Fortunately, I haven't seen it where I work.
  4. by   TaraER-RN
    Its called being in a union....they can't get rid of the seasoned RN's unless they have extremely good reason! Job Security! Plus with the shortage and now rations...not really a worry where I am
  5. by   RNPATL
    Over the years that I have been in nursing, I have seen this happen several times. However, when a hospital lets a seasoned RN go and replaces them with a new graduate, this action simply spells trouble. It would stand to reason that experienced nurses are the ones that provide the training and guidance to the new grads on the floor. If the floor is void of season RN's, how is the new nurse going to learn the ropes? It is a scarey situation, but one that does happen.

    When I lived in Florida, the main hospital laid off seasoned RN's (these nurses had 20+ years of service in) and replaced with new graduates. There were several stories in the local paper about it because of mistakes that were made by the new grads. It is certainly not the new grads fault, but hospitals need to remember that experience saves lives and in the long run, saves the hospital money!
  6. by   NursesRmofun
    [font=franklin gothic medium]a hospital i worked for (and still work for per diem) got some advice from some company to offer severance packages to not only the people close to retirement but also the people with one or more years of experience, pro-rated. i.e. if you were there one year fulltime, you got about $1,000 to leave after taxes taken out, if you decided to take the offer. it was a pay out of two weeks vacation for each year worked. this included all rns and lpns. i would say 1/4 or more of the employees took them up on the offer. it was stupid! they lost quite a few seasoned rns and lpns and wound up having to use agency nurses for a year or two because they didn't hire enough new grads fast enough! the money they paid per hr. for agency nurses must have been over $50/hr. they lost money and experience! stupid.
  7. by   altomga
    Oh yes, the hospital I work at doesn't appear to appreciate experience one bit. They are always bringing in new grads and treating them the same. Although it seems like the more you do and the longer you've been at the facility the more you get crapped on (ok personal opinion there)....I've not heard of people getting fired, but plenty of RN's leave b/c they feel like they are treated fairly and the pay rates are unfair. They would prefer to pay travelers the big money (and yes I do appreciate them as a whole)..and new grads then trying to retain the experienced nurses they have. It will take a catastrophe fo the administration to realize they need to retain their experienced RN's. That means though unfortunately that patients will suffer in the interim which is what really ticks me off!
  8. by   CherryRN
    I see management coming down hard on the nurses at my place that are there a long time.

    They treat travellers like GOLD.

    It doesn't make sense. But then again, not a hellofalot of things in nursing make sense.

  9. by   llg
    Just a word to let you know that not every hospital is as bad as the ones you write of. Mine pays a retention bonus to those who stay as well as differentials for precepting and being in charge (in lieu of a clinical ladder). The retention bonus is paid every couple of years and rises from $500 at the end of the first year to $10,000 per year after 27 years of employment.

    It's a shame other hospitals have not yet figured out that the retention of experienced nurses is more important than recruitment -- but some hospitals have realized this. More young nurses should consider such factors when they choose a job in the first place rather than go for the hospitals that offer big sign-on packages but nothing after that. One of the nice thing about this board is that it brings these issues out in the open for discussion and offers the chance of sensitizing more people to the issues.

    Last edit by llg on Mar 22, '04
  10. by   HUP RN
    Quote from llg
    Mine pays a retention bonus to those who stay as well as differentials for precepting and being in charge (in lieu of a clinical ladder). The retention bonus is paid every couple of years and rises from $500 at the end of the first year to $10,000 per year after 27 years of employment.

    WOW! I would like to know what hospital does this great retention bonus technique! My hospital does everything for agency and travelers to renew their contracts usually they get $1-4,000 for each 3-6 mo contract extension.
  11. by   Jay Levan
    :angryfire This unfortunate circumstance has been evident since 1973 when I joined the profession, and will continue as long as nursing exists, unless We nurses begin to realize as some have that, Hospital Administration can do anything they please, especially in "No Cause" states. Also as long as Nurses do not band together to form unions. Yes, there are also pitfalls to unions, however the alternatives we've been living with, are attrocious. Nurses are paralyzed into believing they have no alternatives primarily because they will not put aside their petty differences for the good of the Whole, by electing representatives to fight for better pay better benefits, and yes pay increases that reward the loyalty they have shown the company by years, as the companies find they must pay new grads more then the experienced nurses should have their salaries adjusted accordingly. That is the primary reason I have continued to work for Agencies, better pay and they are now offering benefits, raises as the need for nurses rises. Add to that, that if you find the hospital not to your liking you can request to be assigned elswhere as needed. May all who read this fair well and be prosperous. THINK!
  12. by   llg
    [QUOTE=HUP RN]WOW! I would like to know what hospital does this great retention bonus technique! QUOTE]

    I always hesitate to give the specifics of my city, name of employer, etc. because I prefer to remain at least somewhat anonymous on this very public bulletin board. Also, as a member of my employer's nursing leadership team, I would not want anyone who knows where I work to construe that the personal opinions I state so freely here are those of my employer.

    However, I will say that I work for a children's hospital. While I have never used this board to recruit new nurses ... if someone were looking to relocate, they could send me a private message with their contact information and I would be willing to forward that to our Nurse Recruiters.

    The purpose of my post was just to let people know that there ARE good employers out there -- and to look for them when making job decisions.

    Good luck to everyone,