Tips on getting the paperwork done

  1. Hi everyone! Can you share your tips on getting the days paperwork done.

    In the agency I work for, newly hired RNs get multiple SOCs, Recerts, DCs each day. The nurses who have been working there longer choose which pts they will see and which ones they will give away. They all give away any pt who has a packet - SOC, recert, DC, etc and keep the assessments, evals, or woundcare. So a few of us are drowning in paperwork. I've spoken to the supervisor about having to do recerts on pts we've never seen before and have no history on. Mentioning that it would be more appropriate for the nurse who has seen them over the last 60 days to do the recert, but no luck.
    It's up to us to spend our time in the office researching the pt's chart before doing the recert. Thanks for any tips.
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    About Freebird

    Joined: Apr '01; Posts: 4


  3. by   caliotter3
    This sounds like more of an assertiveness problem than anything else. Your supervisor/manager should have enough sense to have listened to your comment and acted appropriately. It doesn't take an experienced genius to figure out that the person who has been seeing the pt should be the one doing the recert. For that matter, a system could be set up where the type of work is equally (as possible) divided. Or, alternatively, if the supvr/mgr wants only one nurse to do wound care, then only one nurse does wound care. This free for all, where the other nurses bully someone into taking the labor intensive (paperwork) or undesirable pts is not making for a well-run agency. If you feel that badly about your role there then you should consider the costs of continuing to make your point, in writing, if need-be, or eventually leaving.
  4. by   Mijourney
    IMO, it seems that the new hires are being mishandled by the agency. It goes to the leadership. You don't dump on new hires, you nurture and support them. But nurses just love to eat their own or act in a passive-agressive fashion.

    I would get several of you together and see if you can get a meeting with the leadership and see where they are coming from, what is their justification for the nonequitable system they are running. Then you all tell them what you need for them to know in a diplomatic fashion. Having it in writing as the previous poster wrote is important. Let them know that you are concerned about delivering good patient care and having excellent documentation of that care, but you can't do it while being unjustly overwhelmed. Everyone should equally share in carrying the load of patient care and documentation of that care.

    Are you certified by an accrediting body? Well, if significant deficiencies are found in the records because of the inequitable system you're working under, ultimately changes will have to be made to favor everyone.

    I don't have an answer on how to get your paperwork done at this point except to document as much as you can while you're at the site of care. The new hires may have to go to human resources as was pointed out under another thread and report the system as being hostile to good patient care for all patients by all nurses for the agency.
  5. by   cookie102
    how unfair of management not to listen to you, any "oasis" patients should be divided equally, it is not fair to have someone d/c or recert someone they do not know, does it happen, yes on occasion it is necessary but as a rule it should not be done, it is just wrong for nurses to do this to other nurses and for management to allow it