Latest Comments by karmyk - page 2

karmyk, BSN 4,780 Views

Joined: Oct 19, '05; Posts: 318 (4% Liked) ; Likes: 20
Specialty: 8 year(s) of experience in med surg, icu

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  • 0

    One of the two diabetes educators at our hospital is a BSN... that seems to be a bit different from doing floor nursing. Have you considered working outpatient? Med surg is tough, and it can easily burn a person out.. I've seen quite a few nurses-- new and experienced-- burn out on my floor. Maybe you just need a break or a change in what kind of nursing you're doing. Infectious Disease in our hospital system also uses RN's, and I'm sure being a BSN would help... that also looks like a different way to use your nursing degree.

    When I was a CNA, the guy who taught the CNA course I took was a BSN. I believe one of the PT's at work is married to a BSN who does the same thing... if you're willing to stay on the floor but in a teaching role, that's worth a try...

    A lot of SNF, hospice, home care reps that come and go in our hospital are RN's... not sure if they're BSN or MSN, but that's something you can also look into. They do a lot of the administrative stuff and don't look like they do any floor work at all (especially if they show up at the hospital in miniskirts and three inch stiletto heels).

    I know of a few nurses who also work as consultants (medical/healthcare-related) on the side as well...

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    How are you studying for this? Any sites/books you can recommend with advice?

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    Quote from R_Clemens
    I also heard that the bullying in Nursing is far more abundant than any other profession. My professors have joked that I will most likely not be bullied because I am 6'5 265 lbs and they will be intimidated.
    Size/gerth won't scare them away. We had a male nurse who was bullied by the older female nurses and nurse managers at work because he didn't fit their perspective of what a good (male) floor nurse should look/act like. He was a bigger guy, lots of tattoos... In my humble opinion, a good nurse. They simply gave him heavy patient loads with minimal support... and wrote him up behind his back for the silliest things (such as talking to other willing listeners about his other part time job... something that other nurses on our floor do very often). He eventually had to take a leave of absence and then decided to turn in his two weeks notice.

    In response to people saying they drove him out, they just said, "He was a good a nurse, but he wasn't perfect." In all honesty, there's no such thing as a PERFECT nurse. We all have our flaws. It's a shame it had to happen that way.

    One of the day shift charge nurses with tons of years in was also deathly jealous of another younger, pretty nurse who worked nights and was married to a doctor (had nice clothes, drove a nice car, etc.). She would give the poor nurse the heaviest, most impossible patient assignments if she was charge the day shift before... You couldn't help but feel sorry for the poor girl. Luckily the young nurse has moved onto other nursing jobs at other hospitals, but it was a shame to see her have to deal with that sort of treatment.

    Yes, bullying happens on the floor, particularly to people who they don't think "fit in." The other bullying I see is from the RN staff to the LVN's/CNA's/techs. It's too bad. Everything would run so much more smoothly if people cooperated with one another and learned to maximize the differences/diversity of the floor staff.

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    Quote from 2011nursetobe
    My suggestion for you is to research and possibly find a job in nursing informatics.
    Someone needs to explain this "nursing informatics" stuff to me because the more I'm exposed to it in the workplace, the more silly it seems... I heard, as far as IT at my hospital goes, a lot of the shots are being called by nurses who specialize in this "nursing informatics" stuff... what in the world are they teaching those people?! It almost seems like they have no idea what they're doing. This is coming from someone who used to manage/run (and do the systems design for) a network that supported 800+ users in her previous life. There are too many redundancies and too many complicated pieces to our charting software at work... and on top of that, the network is so inefficiently run that staff wastes too much precious time (because time is very, very, VERY precious in nursing) troubleshooting slow computers or trying to figure out how to navigate their way through the system (or help registry/travelers/float staff navigate their way through it).

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    Quote from WolfpackRed
    every system is out to make a profit; the difference in the "for" vs "not-for" is what happens after the profit is made. "for profits" are responsible to investors first then reinvest into the system, whereas "not-for" will reinvest (sometimes) into the system. reinvest can mean anything - new equipment, research, raises and benefits.
    Out of curiousity, in the "not-for" case, are hospital administrators (like CEO's) allowed to reinvest it into their own raises/bonuses?

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    Crux1024, mskate, trudlebug, and 1 other like this.

    We get that quite a bit (physical attacks on RN's, LVN's, CNA's) on my floor, and we're med-surg. We get a lot of ETOH, dementia, etc... and on top of that, a handful of wealthy customers used to get their own way. Unfortunately, we don't get a whole lot of support from management when it happens... a recent registry/traveler got burned out and ended her contract with our hospital because of it (and it happened multiple times to her). It's too bad-- she was a great nurse, and it was sad seeing her leave.

    Regarding the other service professions, at least they don't have to give bed baths, peri care, etc. to their perverted clients. I mean... it's one thing when a perverted guy continuously hits on you and you can walk away afterwards... but another if a perverted guy continuously hits on you, and you have to continually clean and elevate his swollen, infected scrotum because he moves it on purpose when you walk out of the room (and we have to round at least once an hour for a twelve hour shift). I think medical floor staff have to take it all above and beyond, and they have to do it with a smile... but I guess that's why we get to enjoy "job security" in our field.

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    xtxrn likes this.

    Quote from K nurse-one-day
    Its surprising that I would have to deal with this as an RN b/c the ones at my work dont help me one dang bit with any of the things I listed above
    And please dont get me wrong. I know theres an insane amount of paper work and charting with nursing. I see it every day. But when Im running my rear end off all night and you're just sitting at the desk chit chatting about a vacation and dont even offer to help me, thats what I have a problem with
    Unfortunately, there are RN's who are like that... it makes it rough when I have to share partners (CNA's, LVN's) with them because they always seem to run my CNA's to the ground, and I end up picking up the pieces from my end. It's always the same repeat offenders, so I always check to see who my aides are working with when the assignment is out so I can plan out my day with them. It's too bad: we're supposed to be a team on the floor, and when you work people hard like that, it isn't right, regardless of what profession you're in.

    Cleaning poop, feeding patients, bathing them, etc. should never, ever stop when you're an RN. I get my best skin assessments from doing bed baths on my bedbound patients (especially the ones coming in from SNFs), and I always ask to, at the very least, look at my patient's poop (which means I end up cleaning it, too) because the poop says a lot about how a patient is doing... and if you think that's bad, wait until you have to disimpact someone.

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    lindarn likes this.

    Quote from chul_soo
    How accurate is According to them, the average RN in SF makes $77,712, which is about $37/hr. Not quite the $50/hr I've been reading on this forum.
    Many staff RN's don't work 40hr work weeks... I work 3 12hr shifts/week, so at $37/hr, that's more like $63k/yr... wish I were making that much more.. i'd put it all into my massive student loan bill.

    We call the lower pay in San Diego the "Sunshine Tax." Warm weather, great beaches, etc... People down here are willing to be paid much less despite the high cost of living-- you see it across practically every other hospital job you can think of (other than, I could probably assume, CEO's, hospital administration, and physicians). Many nurses also attribute it to less/weaker unionization... and I'll just keep it simple and stop there.

  • 0

    UCLA is your best bet.

    Congratulations! Despite the traffic, it's a great area (once you get used to how crowded it is).

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    New Grad hiring comes and goes in waves... I know that it was frustrating for me at first... and even more frustratingly so, most of the offers came AFTER I already accepted my current job (which I truly am thankful for; I've been learning a lot, and everyone has been extremely helpful where I work).

    Keep on trying... and don't wait to be called: call recruitment, try to call the nurse manager, etc. The jobs will come in time. I know we just hired a group of new grads where I work, so it might be awhile before another new grad group starts (maybe spring of next year).'

    Good luck!

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    edit: never mind.

    I'd say go with the ADN or the cheaper program. You'll probably get more of your money's worth, with the added bonus of semi-competent administration.

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    Not quite sure where you're going with that statement... but I read that article, too.

    I thought it was a lame attempt by Time magazine to promote its ideal presidential candidate. The responsibility of being the President (and Commander-in-Chief) of a major western power is a very different situation from working as an ICU nurse... and while they're both important jobs, it's ridiculous and irresponsible to make that sort of comparison between the two.

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    I relocated from Northern California... no connections to the hospital systems here at all. It took me about two months before I started working... but I also hadn't taken the NCLEX yet. If you didn't go to a local school or don't know people in the area, it's difficult to get an interview if you haven't taken and passed the NCLEX yet. Some managers will tell you to call them back after you've passed.

    I know of people whose instructors or clinical instructors knew nurse managers and were willing to hand resumes/cover letters to the managers, so they didn't have to go through the same process that you'll have to go through... it's a bummer when you see that happen, especially when you've been trying forever to contact nurse managers from those hospitals but have to call half a dozen times before you get called back.

    I might have been applying at a bad time (late January seemed like a bad time to start applying for jobs... March seemed to be better). I lucked out because I realized I hadn't applied for a job with Scripps... and within less than a week or so of applying with them, I got in contact with a really great recruiter at Scripps who knew that the managers at her hospital weren't hiring new grads, but she still helped me find new grad positions at other hospitals and apply for them... and she even followed up with me to make sure I got in contact with some of the nurse managers. That was probably the nicest thing any of the recruiters had done for me-- it definitely made a good impression of Scripps for me.

    The process with Scripps took maybe 2-3 weeks... I'm not sure what it would have been like, though, if I had applied in January (as opposed to early February). It was only after I finally started the new grad program there that I received calls from the other hospitals I applied to about potential openings for new grads.

    Nurse-to-patient ratios go by California laws... on my floor (med surg) it's 4 or 5 patients per nurse... lately you're more likely to get 4 (I think they're shooting for that as a goal), but there are some nights that you still get 5.

    The best advice I can give for anyone who's applying from out-of-area is to be proactive... realize that you don't have the resources that the local new grads have, so you're going to have to work two or three times harder (if not more) to get your foot in the door.

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    I think they base your salary on experience as an R.N... not on anything else previous (but I might be wrong... I'm a new grad myself, but I used to be a CNA... there's a girl who used to be an L.V.N. who works with me, but I think she gets the standard New Grad RN pay as well). If you work for the V.A. your military experience might count towards seniority and retirement, but I don't think it would help with pay if your experience wasn't as a nurse...

    New grads generally start in San Diego at $30+ for an ADN. Some hospital systems will pay you more if you get a BSN or MSN... you might want to contact a recruiter and ask them about it.

    And YES the cost of living in San Diego is MUCH MUCH MUCH higher than the cost of living in Sacramento (I grew up there and my parents still live there)... but we have a beach and surf and warm weather here, so I'm not tempted to move back to Sac. Yet. ><

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    EM-RN likes this.

    If you play your cards right, you can build up your skills pretty decently with Samuel Merritt... you just have to choose the right clinical instructor. All of the clinical instructors are good, but there are some who really make sure you get every opportunity you can possibly get to learn the basic skills. I believe some of them teach for the ABSN program.

    There are a lot of great scholarship opportunities for the ABSN program as well... look into the Kaiser scholarship, especially if you're interested in working for Kaiser.

    I second the suggestion that you save everything you send them... they lose everything, and if you want something done, you're going to have to stay on top of it (even offer to walk things between departments/offices and hand them to the respective person responsible for them yourself... it's amazing how often the Administration messes things up, given the fact that it's a tiny school).