Imrnlil

It sounds like you hate oncology. So move to another unit. I too hated oncology and steered clear of it for years. You may just be realizing the real toll that all nursing takes, the emotional drag on your soul. You will probably find your own way to cope or move to another career. There is a lot you can do with a degree in nursing. If you could be specific about what you don't like,such as too much physical work, or to much patient contact then you could scope out units that better agree with you. I started in a total joint unit and found out real quick that ortho is too heavy physically for me. Good luck to you.

Congratulations on your acceptance to school. Would you mind answering a few questions? What was the interview process like? What was your GPA, years of experience,and how long did it take you to get in to school? What kind of suggestions would you give now that you are in school as far as being accepted? Thanks for any insight and good luck with school.

Whew I'm gonna catch it for this one. I have read the replies and they are well intentioned but largely bad advice. The reason your stomach hurts is because you are on the defense. The best defense is a good offense. I/O is a reflection of cardiac and kidney function. They are not a minor detail. I have checked the disciplinary actions on the websites of several states and guess what?, some nurses get their licenses suspended for just what you did. Remember the standard you will be judged by. Do "what any prudent nurse would do." Any prudent nurse charts the I/O. Think like a lawyer. If one part of your charting is deficient then the rest can become suspect. If you are called to court a blank looks very bad and there is no way you can fill it in at that time. Do you have a record of I/O from that night? If you do then enter a late note and cover yourself. If not, fine, own up to it and move on. Your manager is looking for a trend. She should audit the chart herself but sadly has enlisted the help of other nurses. Now you just feel paranoid and with good reason. Poor management. You need to be proactive and every inch a professional. This is what I would do - I would ask my manager for a moment of her time. Discuss with her the bad night I had and that I am aware that I failed to chart I/O. I would then tell her that I am aware that she has recruited the help of fellow staff to monitor my performance and that the consequence of continued deficits may result in repeat orientation. At this point I would present my own plan to prevent charting errors, a new flow sheet , a new double check, whatever. I would ask for suggestions and things that she has done in her practice to improve in deficient areas. Listen attentatively and take her advice to heart. Then at this point I would express my concern with telling collegues that I may be sent back to orientation. You may find out this is not what happened. If she agrees she discussed that openly then I would tell her I feel that is a discussion that should have been held privately with me, the empolyee. I would also mention confidentiality of my personnel (sp?) file. There is nothing you can do if she asks someone to audit your charting. If however, she openly tells fellow staff that you may have to go back to orientee status, then that is an ethical breech of confidentiality. Your performance and reviews are not public conversation. Stick to your guns. Don't display anger or hostility or emotion. Be very matter of fact. If she should disagree, then casually mention that you will double check that with human resources and get back to her with their policy. Even she has a performance review to worry about and the last place she wants you to go is HR. But never threaten. Finally your gossiping coworkers. Ignore them. They are nothing and the worst thing they may do is distract you from the central issue, delivering the best care you can and doing it in a prudent, timely fashion. If they miss charting I/O point it out in a friendly manner and remind them that you know they probably got busy and just a reminder, etc. They will hopefully begin to treat you the way you treat them, with respect. Don't gossip about them, don't carry a cross, etc. If my manager asked me to check someone else's charting I would politely decline. I would explain that I really don't have time to check what the prior shift does and care for my patients. What you don't start doing, you don't have to stop.. Any questions??????????

Would like to know what a CRNA really makes. Are you in a group, working for a hospital, or working for a doctor. What is the most profitable, group vs. hosp. Does this vary from state to state? How much can an new to experienced CRNA expect to make. Thanks for whatever info you feel comfortable in sharing.