1MoreCoffee

There are mentorship programs available through various professional associations that you can participate in. You will be matched with an experienced NP that can give you advice and help you with various issues as you are starting out in your new role. Look at the websites for AANP and ANA to get started. Some employers also have mentorship programs. I am currently a peer mentor in the program where I work. Our program is aimed at new grads but sometimes we have applicants that are experienced NPs who are switching specialties and want some help getting acclimated. Another avenue would be to join the local chapter of the advanced practice nursing society specific to your specialty, as there will be many experienced NPs for you to network with that can help you as you grow in your career. Good luck!

I used the Barkley Review and DRTs (diagnostic reasoning tests), as well as the Leik AGNP Certification Review (3rd ED.). I liked the DRTs because they show you where you need to focus your studies. I liked the Leik app, because I could do practice questions on my phone. It also had a full content review that contained lots of test-specific information. I am personally not a fan of Fitzgerald. Even though she clearly knows her stuff, she goes overboard on the amount of information and I felt the rationales didn't always align with the question and/or weren't very helpful. I took the AANP AGPCNP exam and passed on the first try. After taking the exam, I feel like the best strategy is doing tons of practice questions and focusing on chronic health conditions frequently seen in primary care. Good luck on the test!

I have not backtracked on anything. I just clearly outlined everything. And the fact that you don't understand it is not my problem.

I never said that those who did not go the extra mile had no value.

I was referring to people who just show up, and I stand by that assertion. I said I didn't want them on my team. I said they were no more valuable than a new hire, not that they had no value. Why do you continue to misquote me and be argumentative? Rewarding years of service over performance serves as a disincentive to be productive. If someone works for me for 10, 20, 30 years and doesn't do anything more than show up, I don't want them on my team. What good is their experience if they don't teach others, if they don't serve in a leadership capacity, or if they don't contribute to quality improvement? They are no more valuable than a new hire. I want them to leave.

This is getting a bit tedious. 1. You are referring to an excerpt. In fact, the excerpt you quoted is plainly visible in what I just posted to you, but I include it again, with emphasis. Note the part about seniority, as I referenced before. I disagree. The concept of seniority is exclusively about longevity. Nobody distinguishes whether or not the employee has done well or not. Honoring seniority *may* reward excellence, however it rewards mediocrity as well. A better system is to give preference to those who have been promoted due to merit, those who precept, those who go the extra mile and do something more besides just lasting longer on the unit than other people. If rewarding those who actually perform better makes those who just have more years of service mad and they leave, all the better. 2. Honoring a system that gives preference to those who go the extra mile does NOT discredit those who do not go the extra mile. Honestly, I feel as though you are trying to misinterpret what is plainly stated, just for the sake of argument. Sometimes you are wrong, Wuzzie. Own it.

We do our vacations as you describe in your second example. I am fine with it. I respect the senior nurses, and I have no issue with them getting first pick. The way our schedules work, there is plenty of opportunity to schedule yourself off for 4-5 days at a time throughout the year.

Funny. You wrote it in response to the post below, written by me, that references senior nurses. ? 'I disagree. The concept of seniority is exclusively about longevity. Nobody distinguishes whether or not the employee has done well or not. Honoring seniority *may* reward excellence, however it rewards mediocrity as well. A better system is to give preference to those who have been promoted due to merit, those who precept, those who go the extra mile and do something more besides just lasting longer on the unit than other people. If rewarding those who actually perform better makes those who just have more years of service mad and they leave, all the better.'

'They dependably show up, give quality care and work as a team member that's what good they are. All of those things contribute in a meaningful way. the extras are just that...extra. Some people don't have the skill to teach or lead and that isn't their fault but you think they should be punished? Others may have other obligations like families or elderly parents that don't allow them to spend any extra time at work . They should be discredited? You have an overly harsh view of the world and are beginning to sound bitter. Perhaps you need to find a different job that suits your keen sense of justice.'

I don't think I am being punished. Wuzzie stated that not giving perks to senior nurses is 'punishment', so I reflected it back at her. I also did not state, nor did I assume, that all older nurses are bad nurses.

You are all describing nurses who are just ‘there’. Where is the value? If they don’t share their knowledge, it means nothing to the department. The only impact is delivered to the patients and that is likely to be sub-par, because the nurse is not rewarded for performance.

Ah, but if I show up, am dependable, do a good job, etc., am I to be punished because I am new? I have a family, responsibilities and yes, a life as well. If I do more, why shouldn’t I get credit? It is the old guard (like you, perhaps?) that sounds jaded. I love my job. I don’t need to look elsewhere. Sometimes the current standard is just outdated.

Rewarding years of service over performance serves as a disincentive to be productive. If someone works for me for 10, 20, 30 years and doesn't do anything more than show up, I don't want them on my team. What good is their experience if they don't teach others, if they don't serve in a leadership capacity, or if they don't contribute to quality improvement? They are no more valuable than a new hire. I want them to leave.

I disagree. The concept of seniority is exclusively about longevity. Nobody distinguishes whether or not the employee has done well or not. Honoring seniority *may* reward excellence, however it rewards mediocrity as well. A better system is to give preference to those who have been promoted due to merit, those who precept, those who go the extra mile and do something more besides just lasting longer on the unit than other people. If rewarding those who actually perform better makes those who just have more years of service mad and they leave, all the better.

Engaging in a conversation where both sides are willing to disclose their salary is not being 'nosy', it means you care enough about your career to be proactive.