new NP with past discipline as RN

Trauma Columnist · Oct 8, 2018

Are you on the OIG exclusion list? How about the NPDB?

If on the OIG exclusion list that will be a big hurdle as that means you can't work in a facility/practice that accepts Medicare/Medicaid.

References? Do you have superb references? Is your peer assistance program completed? Have you been working as an RN? Who is giving you the hassle? Potential employers, the DEA or the state?

OklaFNP · Oct 8, 2018

I am not on the OIG exclusion list, but my disciplinary action is on NPDB. I'm currently in process of getting Ok Bureau of Narcotics license. I had 2 interviews and am waiting at their mercy (this is week 8). Then I will have to do the same with the DEA. I'm just hoping to get those licenses so I will be more hirable. Now I'm worried about the credentialing process. I'm having a hard time finding work and was in line to start with a private practice, but they have put hiring on hold due to financial issues. Yes, I have superb references and completed the peer program 5 years ago. Since then I worked as a RN on a post surgical floor where I administered narcotics every shift, without incident. Anyway I'm just super frustrated.

Trauma Columnist · Oct 8, 2018

I'm sorry for this - I know its frustrating. Have you considered expanding your search to other states? Specialties? Other venues like LTC, corrections?

Neats, BSN · Oct 9, 2018

The consideration of LTC and Corrections would be the same except more amplified. LTC is one of the most heavily regulated industry in the US...As an Administrator of LTC facilities in the past I would really be in a hard position to hire a NP/RN/MD with issues with their license. There is so much autonomy I would be afraid of oversight that I would want, need and is required by law.

Corrections is the same with exception of this, you work in a litigious environment and the offenders will surely know your license has a "blemish" on it. As a former Correctional Manager I again would be hesitant to hire a licensed professional who has "strings attached to their license". You will also be placing yourself at risk of manipulation from staff and offenders who can identify weakness to exploit.

I need staff to fulfill their tasks in a manner in which their is minimal oversight. We have a lot to complete and regulation compliance just overwhelms us, an additional oversight is not very appealing to me.

I have hired in the past nurses who have restrictions on their license and they usually are followed by the Staff Development Nurse who then reports back to the ADON/DON, with twice monthly visits with me as the Administrator.

Credentialing is a must and I have hired nurses who are towards the end of their credentialing issue (usually resolved within 6 months) and I know them professionally.

In the correctional setting the Warden (Who had final say of staff hiring) will not allow any issues of license restrictions unless I as the manager go to bat for that licensed professional. This usually happens when it is current staff, I will go to bat all day long, but new hires unless you are a cardiac surgeon or an orthopedic doc I cannot do that.

The above sounds harsh, I do not mean to be this way but the reality is this if you are a current staff member and you have issues we can work together to repair those issues and work together so your license remains intact. A new hire I do not know you at all, and again I would have to take a chance on you which I am not opposed to, it makes it much harder to manage and to defend to the higher ups that your services are needed when we have 25 other applicants who do not have any license issues.