New Job as RN Unit Manager

MrsStraty · May 28, 2006

WOW! Thank you Daytonite, what a post, you summed it all up for me and it was great. I have my job description now and you were right on point. Where do I find these seminars for 1st time managers? On how to supervise?

MrsStraty

JessicRN · May 28, 2006

I also worked in a LTC facility as the UM. If you do not have the support of higher administration you are in for a hard time. It is true tardiness that is condonned is hard to deal with. As a UM you replace everyone who does not show up which is frequent. You are also responsible for all shifts even if you are not there in person. you sometimes have to replace an RN/LPN and still do all your work.

You get a salary but that does not mean you only work 40 hours. Expect many a late night.

The tough part is having everything right for the MDS that is making sure your staff does the necessary documentation which is extremely tough.

Do you have a wound care nurse if not you are it.

Daytonite, BSN, RN · May 28, 2006

Where do I find these seminars for 1st time managers? On how to supervise?

You know, it's been so long I don't remember the names of the companies. However, I know I got the solicitations for them in the mail so I was on their RN mailing lists. As I recall one of the companies does a lot of seminars for office and business professionals. You might contact your state board of nursing to see if they have an official list of approved continuing education providers and just start calling down the list.

JessicaRN is also right. One of the primary reasons I left my nurse manager job in an acute hospital was because I got tired of having to be a staff member for 8 hours a couple times a week as well as the head nurse. It was absolutely exhausting. The tardiness issue is a disciplinary issue. It depends on your situation I guess. I would continually write these people up since I had no authority to fire them. I also would make sure they knew I was writing them up or I'd fill out a disciplinary notice if I could if only to give the DON ammunition to fire them when something terminable that they did came up. In my experience people who are deficient in one area of the rules are usually breaking rules in other areas as well--you just haven't caught them at it.

QuigRN · May 28, 2006

WOW! Thank you Daytonite, what a post, you summed it all up for me and it was great. I have my job description now and you were right on point. Where do I find these seminars for 1st time managers? On how to supervise?
MrsStraty

Try a google search. I came up with several like this one: http://www.skillpath.com/

and I'm sure there are lots and lots to choose from! Good luck!! :idea:

Daytonite, BSN, RN · Jun 13, 2006

where do i find these seminars for 1st time managers? on how to supervise?

it's only been maybe two weeks since this thread was started and i already got a mailing on something similar to this. it is from skill path ( http://www.skillpath.com/ ) and it's title is "how to become a better communicator". the major topics to be discussed over this 8 hours are:

how to create rapport, build trust and establish your credibility
making an impact--how to have power and influence with people
clear and assertive communication skills
communicating with difficult people and in tough situations
- the 7 most difficult personality types
- basic steps for dealing with all negative behavior
- when the difficult person is the boss
- practicing your new skills
- keeping a disagreement from escalating into an argument
- how to say "no"
- dealing with your own feelings when dealing with difficult people
- how to handle malicious gossip and back-stabbing
[*]how to make an unforgettable, positive first impression
[*]business etiquette--professional polish that shows

if you go to their website you can put your zip code in to get a list of seminars near you. you can also search for seminars by topic. i'm pretty sure i've been to seminars offered by this company before and that they offer seminars on supervision.

CapeCodMermaid, RN · Jun 13, 2006

Choose carefully before signing up with SkillPath. I attended a seminar of theirs titled "How to Deal With Difficult Staff"...people like Lazy Lucy,Demeaning Dan.. I thought it would offer good advice. Instead it was all about how to write someone up and document it so when you fired them, they couldn't call the Labor Board on you.

You might try asking management to sponsor a class for new managers at your facility. Most of the big companies have HR people.

Daytonite, BSN, RN · Jun 13, 2006

I find it hard to believe that Skill Path seminar leaders spent the entire 8 hours instructing an audience on how to write up difficult employees. That would be pretty redundant to do that for all the problem types not to mention pretty boring for a whole 8 hours. But, you sure do understand why it's important now, don't you? I'm willing to bet that they spent as much time on the communication part of dealing with those people before getting to the disciplinary part. The reason I say that is because almost all supervision theory emphasizes positive criticism and re-education of the wayward employee before resorting to discipline.

CapeCodMermaid, RN · Jun 13, 2006

I find it hard to believe that Skill Path seminar leaders spent the entire 8 hours instructing an audience on how to write up difficult employees. That would be pretty redundant to do that for all the problem types not to mention pretty boring for a whole 8 hours. But, you sure do understand why it's important now, don't you? I'm willing to bet that they spent as much time on the communication part of dealing with those people before getting to the disciplinary part. The reason I say that is because almost all supervision theory emphasizes positive criticism and re-education of the wayward employee before resorting to discipline.

I do NOT appreciate being called a liar!!! :angryfire :angryfire I was there --- you were not. The entire day was spent on writing up people.

SaharaOnyxRN · Jun 13, 2006

I just accepted a position as an RN Unit Manager in a LTC/Sub Acute Rehab unit. I start next week. I am very excited as this is my 1st management job. I have worked acute care for 3 months and for the first 5 months I have had my license at a LTC facility. I have only had my license since Sept. 05. Wow how the heck did I land this job? I got skills.....baby. I love geriatrics and want to make sure they get the best care possible, they deserve it.
Want to know if anyone knows EXACTLY what my work will entail? There is a MDS Coordinator there, so I wont be doing those, maybe alittle, but not my job description. What will I be doing?
Thank you,
MrsStraty

Congratulations, I wish you all the success in the world. However, I hope you did your research before you took this job. You have a very large responsibility and I'm not just talking paperwork. The reason I turned down this job is because I was told that if someone on my unit called in, i would have to come in to work in his/her place. And while I feel that that's what a responsible supervisor does, it can get old. I remember when I worked in LTC as a staff nurse, our poor unit coordinator was always having to come in whenever someone called in. I love Geriatrics, too, but that would burn me out. Did the DON discuss a call schedule with you?

Nurse_Pauline · Jun 14, 2006

Congrates on your new job. Ive been a nurse manager of three different units over the last 12-13 yrs. Its a difficult and very rewarding job. The main thing is to stay organized. Know when reports are due. When your careplanning days are. I do all my quartly assessments with my careplanning.(Falls,nortons,ect) This keeps all the assessments updated and you can follow the mds schedule instead of your own. The other thing ive learned is the residents come first. Paperwork will always wait. Id much rather take a tag from state survey on paperwork compliance than resident care. We are all there for the residents and to provide them the best quality of life we can. Because a manager is 24/7 accountability,check on your staff frequently. I do daily rounds to makes sure the cna's are properly doing what they should. Also i check the MAR's,TAR's and weekly skin checks weekly. Easier to track who is responsable than doing it monthly. As for dealing with staff, which we all know is never easy, the best advice I can give is never ask someone to do something you wouldnt do yourself, and pitch in and help your staff whenever possible. It can be overwhelming behind the nurses station on a daily basis, and we tend to get bogged down,but your staff will respect you for it and will be more willing to step up to the plate. Keep that awesome positive attitude Mrs! Its wonderful to see! :)

Daytonite, BSN, RN · Jun 14, 2006

For Cape Cod Mermaid. . .Your reply ("I do NOT appreciate being called a liar!!! :angryfire :angryfire I was there --- you were not. The entire day was spent on writing up people."), in part, supports my position. I said I found it hard to believe that they would spend 8 hours teaching people how to write up employees. I never called you a liar. Having good reading and listening skills and not letting emotions cloud an issue avoids misunderstandings like this.

mydesygn · Jun 14, 2006

Try a google search. I came up with several like this one: http://www.skillpath.com/
and I'm sure there are lots and lots to choose from! Good luck!!

I don't manage in LTC but pediatric acute care, however the people skills are universal. Nurses as a group are nurturers so often they respond to that type of attrbute in a maager but setting realistic guidelines and consistency are important as well. What I have found helpful is a series of podcasts (website is manager-tools.com). Although they focus on corporate america, some of the discussions on receiving feedback and one-on-one's have practical information on the importance of communication and how to resolve issues before they spiral out of control and how to prevent fires instead of put out fires. No doubt you will have little time to really spend with your staff, however it is the most important time you can spend. Do what you can to find the time to squeeze in scheduled time with staff each week. Often if they have a scheduled meeting time, they will hold issues until then and you will have less interruptions during the day. If you can, Spend some work time away from the office. I have brought my personal laptop to work and worked off the floor. This was usually my most productive time. The staff knew where I was and would not page me or walk-in since "I was off the floor".