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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.

I understand the loyalty aspect, but let's not confuse longevity with being a 'good employee', because they are definitely not the same thing.

Speculating about the salaries of your co-workers in mixed company is unprofessional. Having a conversation about your mutual salaries with a co-worker is in no way unprofessional. As for 'stirring the pot', employers don't like it, because they may have to pay more. If your co-workers get their feelings hurt upon finding out they are unfairly paid, their issue should be with management, not with the person who makes more money.

I agree - my post was not about why it affects me. However, you said that it wasn’t my concern, and I wanted to clarify why it does as relates to my ability to learn and do my job effectively as a novice. The senior nurses don’t control the policy, and I have no issue with them. To answer your question, I have not discussed this with management, but I will. I am in my night rotation at the moment, and as I said, management doesn’t work nights, so it will have to wait until I can discuss it in person. Thanks for answering me. It is good to hear how things work at other facilities.

I am not unhappy with my schedule, and I did not complain about it. I was just curious as to whether this was common or not. Management was not straightforward about the seniority policy, so I have no idea if and when it will benefit me. I disagree with your assessment that it isn't my concern, because when working nights (as I do), we have no unit director, no clinician, and the least experienced nurses on staff in addition to fewer hospital-wide resources. If the entire shift consists of nurses with little experience (which happens), it can be problematic. As I stated in my original post, I am new to the field. I value the expertise of the nurses who have more experience than me.

Go on glassdoor.com and look to see what your employer actually pays for your position (even if they post a different salary range in the job postings). Then post your own salary to help other people with the same question. That being said, Americans are touchy about the subject of pay, but it only benefits the employer. Many people are also hesitant to ask for a higher rate than what is originally posted/offered. Don't be. Your starting salary affects all of your raises and bonuses going forward. Most employers will negotiate with you and if they won't, you are likely learning something that will encourage you to seek employment elsewhere. I have no problem discussing pay with coworkers, however there is so much drama in nursing that I would rather avoid that whole scene.

When I interviewed for my job, I was told that it was mandatory to work rotating shifts (either 7a-7:30p or 7p-7:30a), with a certain number of weekend shifts required per schedule period. The requirement being two weeks of nights and four weeks of days per six-week schedule period. I recently found out that certain nurses do not have to fulfill the night shift requirement, because they have seniority. Our unit director and clinicians work no nights or weekends. Those with seniority also get preference when it comes to vacation schedules and holidays off. Is this a common arrangement? Is this fair? I am new to nursing, so I do not have experience with the concept of seniority. It should be noted that no matter how many years of seniority you have in my hospital, if you transfer to another unit, you will move to the bottom of the pile. Is it fair then? I personally don't mind fulfilling the requirements but knowing that other people don't have to doesn't sit well with me. I feel that this policy should have been explained in the interview, at a minimum.

First of all, congratulations on your achievement! Getting into medical school is a big deal and you should be proud of yourself. As to your question, I would not hide the fact that you are (and always will be) a nurse as you go on to become a physician. Your background in nursing may make you a better physician than those who go straight through from undergrad to medical school, because you have patient care experience and you have seen the psychosocial aspects of medicine. Best of luck to you!

I always get my flu shot. It works, it doesn't hurt, it is offered for free at my job or through my insurance at every drug store in town and several grocery stores, and it only takes a couple of minutes to do. In addition, I feel that it is incumbent upon all of us as nurses to set an example and not only get our vaccinations, but educate others as to why they should, too. Because I am a nurse, people ask me questions about things I used to consider common knowledge. Now I realize that lots of people just don't know much about health and wellness. This is an opportunity to help others.

Where I work, most of the IV chemo is administered in the outpatient clinic. The majority of the chemo we administer on the floor is oral chemo, but that is not particularly common. That being said, I take care of cancer patients every day at work, and see a variety of treatment modalities. I typically have 5 or 6 patients at a time. Admittedly, there are situations that are very sad, but I could say that of nearly every department in the hospital. In addition, I love this job and our patient population. I always wanted to work in oncology and the patients are the reason why. I would raise my concerns about fertility with the hiring manager and ask them what your risk of exposure would be. Most of the time, the unit manager or charge will make arrangements for women who are of childbearing age and/or pregnant, nursing, etc., if there is a risk or concern. Best of luck to you in your decision!

I have taken three courses through Portage. The A&P were not difficult for me, but Chemistry was not 'easy'. I have taken Chemistry in high school and college, so I had familiarity with the subject. However, this course is math intensive, and there is a lot of work you need to do for each unit. In addition, it has to be entered into the tool - typing in math problems took me a while. I was always cutting it close on exams, or running out of time. I would have been much more comfortable just writing out the problems instead of trying to type out (sometimes very long, complicated) problems on the pc. That said, I did get an A, but if I could do it again, I would take it in person. There were some concepts that were not well-explained, and I had to go out on YouTube or find other sources to figure them out so I would understand them. In my opinion, you will spend much more time working on this self-taught format than if you just went to class a few days a week.