Content That MAtoBSN Likes

MAtoBSN, BSN 5,272 Views

Joined: Apr 14, '11; Posts: 94 (22% Liked) ; Likes: 39
RN Staff Nurse - Ortho/Spine Med/Tele Unit; from US
Specialty: 17 year(s) of experience in Ortho/Spine, Telemetry, SNF/Rehab

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  • Sep 15 '17

    Update! I was offered the job a week later! You guys tips really helped! Thank you

  • Sep 15 '17

    Update: I have an interview with the L and D unit at the hospital I currently work at. Fingers crossed I get it!

  • Sep 15 '17

    The last two nurses I hired into our L&D unit actually took the time to seek me out in my office, introduce themselves, and tell me that they were interested in working in my unit. Both times I didn't have any openings at the time, but I remembered their names, and when openings came up, I encouraged them to apply.

    I like people who take the initiative and show that they're truly interested in the unit.

  • Sep 15 '17

    In the last 2 hospitals I have worked as a nurse manager (one was small rural and current is trauma 1 urban), it has always been about establishing relationships with the nurses on the unit and the manager. It is a little harder as an experienced nurse because as a GN you can get into an internship in L&D. What you can do is to approach the L&D manager about cross-training there, so you can develop professionally. Tell her you are available to learn so you can help cover their shifts when they need you. If they accept, that's great. Work your med surg job and cross train in L&D on one of your days off. If you impress the staff with team work and ability to learn, it is all you need. Eventually a position will open and you could transfer in.
    The beginning is the hardest but you have to be willing to do what it takes. And don't forget to work hard and stay positive for your current manager. She/he will be the first person that the L&D manager will talk to when considering you for a permanent position. Good luck!

  • Sep 15 '17

    What happens after his six months of schooling is done? Where will he/you be at that time?
    It's difficult to get a job in OB as a new grad, so I would definitely try to stay at that job as long as possible to get as much experience as possible. Definitely you would be a LOT more employable after 2 years in your specialty, but that doesn't mean that it would be impossible.

    FWIW, I don't see a huge difference between 8 months of experience and 1 year of experience. There isn't some magic lightswitch that happens at 1 year that suddenly makes you more competent. If I want an EXPERIENCED nurse I would be looking for a nurse with at least 2 years, not 1.

  • Sep 15 '17

    Quote from kierstennn
    Hi everyone! I am currently in a BSN program at Arizona State University, I graduate in December. Before school I was really interested in the NICU and didnt think I would like L&D at all. I applied to NICU externships/immersion programs before I did my L&D rotation, so I can no longer get an externship in L&D at this point. After the rotation I realized I loved L&D, I really like working with mothers and someday would love to consider becoming a CNM after working in L&D. I currently live in Phoenix and am considering moving to San Diego. I have heard its extremely hard (especially in these two cities) to find a labor and delivery job right off the bat. I am really not interested in working in another area other than NICU. I was wondering if there is anything I can do to add to my resume, specifically doula training? It's a little pricey ($300 for a three day training). There is also just an intro to child birth workshop for $100 for 1 day. I am just curious would this help me stand out as a candidate? Or do the L&D nurses and doulas not have very many overlapping concepts? Please let me know, or if anyone has any other ideas to help me secure a spot in L&D after graduation I would greatly appreciate it!

    The ONLY way to get hired directly into a new grad position in L&D in San Diego is to take the six week Regional Perinatal System Maternal Newborn Care course, which is affiliated with UCSD extension. Local hospitals say it's "preferred" but you don't get hired without it. I graduated from a local nursing school and then took the course while studying for and taking my NCLEX. The ONLY exception may be Paradise Valley Hospital (a smaller community hospital) in National City (southern San Diego county). Also, the job market for RNs in San Diego is saturated, and L&D new grad positions are few and far between. If you want to do L&D in San Diego, your best bet is to get experience first and then make the move. NICU is also extremely difficult to get into. The NICU censuses are down right now and one of the main area hospitals stopped hiring NICU new grads at all until at the very earliest 2018. So, if you stay where you are and leverage your contacts to work in the field you love there, you will be in a MUCH better position to move later!
    PS-- here is the link for the course: RPS Continuing Education Courses It's only given twice a year. If you already have experience, you don't need it -- but if you are a new grad, it's essential.

  • Sep 15 '17

    I would recommend lactation training over doula training. It is a more marketable skill to have in OB.

  • Sep 15 '17

    Our foley bulb protocol and Cook cervical catheter protocols are identical, with the exception of how much NS to insert and there is no need to tug on the Cook.

  • Sep 23 '16

    I try at least to arm myself with enough knowledge about their case, their problems, what the treatments plans are, etc, so that I can discuss with them the plans. If I go in "blind," I ask them for time to review their case, explain to them that I just came on, dont' know their case, etc. MOST people will understand and give me time to get caught up. Then I can investigate, find out what's wrong, try to help, etc. With most reasonable people, it works.

    I also don't get too friendly lately, EVER. I am professional, friendly, but not a "friend" to families. I am their nurse, try to be their advocate, but I'm not their friend. I have been burned from being too friendly with those who simply turned on me in a flash when things started not to go well.

    With some who get unreasonable, I will try to politely reason, try to politely provide explanations, and often I can turn them around and get them to calm down. I will try to listen to them as much as possible, see their point of view, etc.

    The ones that TOTALLY get me are the ones who complain about the food. I mean -- it's SO childish to me to complain about a hot meal -- who CARES if it's not restaurant quality -- most of it is edible, at least -- and if they are well enough to complain about it, IMO, they aren't even sick enough to be in the hospital in the first place. Just my opinon -- just grinds my gears to no end.

  • Sep 23 '16

    Quote from TheCommuter
    Unfortunately, I haven't found the universal answer to dealing with difficult or demanding family members and visitors. To be perfectly honest, they remain one of my biggest challenges in the workplace. The only thing I know is that there's no "one size fits all" approach to handling them. In addition, management seems to back them up, regardless of how unreasonable or abusive their behavior is toward the staff.

    I prefer to work night shift so I can avoid as many of these difficult families as possible.
    When is the nursing profession going to hold administration accountable for adding to the stress of bedside nursing? We do not need a clueless administration backing abusive family members and patients. No other profession puts up with "customer abuse" like nursing.

    If you behaved the way families and patients do when they are patients in a hospital, in the local Walmart, or shopping mall, you would have security and the local police department called to drag your sorry @$$ out of there to the local jail cell. No doubt in my mind.

    So again I ask, when are nurses going to hold administration accountable for their lack of support with these imbeciles? Put together a staff meeting, and address this with the nurse manager, and inform them in no uncertain terms, that when patients act up you are calling security and the police and having them arrested. And you will follow up by pressing charges. There is no reason for anyone to have to put up with this nonsense. You can always escort them to the office of the hospital CEO, and let the big wigs sit and listen to the complaints for a change. Especially since they are the ones with the power to change the poor staffing, etc, that seems leads to most of the complaints. JMHO and my NY $0.02.

    Lindarn, Rn, BSN, CCRN
    Spokane, Washington

  • Sep 23 '16

    Unfortunately, I haven't found the universal answer to dealing with difficult or demanding family members and visitors. To be perfectly honest, they remain one of my biggest challenges in the workplace. The only thing I know is that there's no "one size fits all" approach to handling them. In addition, management seems to back them up, regardless of how unreasonable or abusive their behavior is toward the staff.

    I prefer to work night shift so I can avoid as many of these difficult families as possible.

  • Sep 23 '16

    Daughter of Pt : I would have been here at 2:00pm to talk to MD but I have to WORK for a living you know.

    Me: Outside voice: yes - it is so hard to be here when the doctor makes rounds. If you give me a phone number.. (etc etc)
    Inside Voice : Yeah, well, duhhhh... I'm not exactly here for the joy of dealing with people like you! And yeah I work for my living too!!

  • Sep 23 '16

    I once had a sister of a brain tumor patient follow me down the hallways calling me a murderer because her sister was dying from said brain tumor. As if I could do anything to change that.

    Once had a sister of another patient call every member of our board, the president of the hospital and the directer of our organization for kicking her out of her dying brother's room. Ofcourse, she left out she had spent the last 3 days of his life terrorizing the mans wife and it was HER request that I make the woman leave. She told me when she was leaving "you haven't heard the last of me yet, this is the biggest mistake of your life." I don't know, lady. I have made some pretty big ones, lol.

  • Sep 23 '16

    I had a good one the other night. New admission in observation, calls and says:

    "Can you call the doc and let her know about the boil behind my testicles? You wanna see?"

    At 2:30 in the morning.

    Needless to say, I passed that one on to day shift.

  • Sep 23 '16

    Here's one. Let me set the scene for you.

    LTC rehab unit...20 residents are mine and all my beds are full. It's a weekend, so no unit clerk to answer the phone at the desk (now partly my responsibility).

    I've got one with Alzheimer's who I'm in with, who is projectile vomiting all over his room, two aides helping me to soothe him/clean up. Phone is ringing at the desk. Call bells like crazy, middle of my med pass, trying to get a call back from this persons doctor, one IV beeping because the ABT is get the idea.

    A family member has the nerve to stand outside this mans door until I walk out and begins to scream at me because his mothers call bell has been ringing for fifteen minutes and when I finally get him to talk to me like I'm a human and not a servant, the bell was hit because he wanted the facility wifi password.

    I do not know how I didn't lose it that day.