SiennaGreen

Does your camp continue to print and utilize paper health histories? If so, do you also use CampMinder or similar EHR? I would like to try to get around wasting paper and it being so cumbersome, but wondering if the paper copies are required by ACA, and what purpose they serve when EHR is available.

I work per diem float pool position at a hospital. Summers are usually slower for us, so it makes it doable to take time off.

I work on the Oncology unit at AAMC. We've expandd into the new tower and the facility is wonderful. The technology is superb, as far as I'm concerned. I will admit that I only have experiance with computer charting, never done paper professionally. Our new COO is a nurse and she is fantastic! Very committed to staying in touch and hearing from the staff nurses. I think you're right, morale was low during the expansion. We've had a huge turnover with many experianced nurses moving around during the expansion. I think it's turning around now, but it's a BIG ship and the negative nellies have loud, peristant voices. I think the pay is pretty darn good, for the area. I know we make more comparably than the teaching hospitals in Balt/DC, as well as BWMC. Our ratios on the unit are 5/1 on days, and 6/1 from 11-7am. It's doable, but can be quite stressful due to patient acuity. We do try to accomadate any official Oncology patients, however on any given day it seems that 1/2 the unit is Meg Surg overflow. It's been a while since your post, but if you want to PM me, feel free.

Gosh, I'm feeling this right now. We've had a really rough few weeks. Morale is very low. Multiple experianced RN's have left over the past few months, leaving our 30 bed unit with an uneven mix of new grads, new hires, and a handful of RN's with 1+ yr exp on the floor. Many foks are unhappy with the new day charge. I work nights and most of those folks feel overlooked because as someone else said patients "sleep" at night. (Yes, except when we're running chemo, blood, platelets, sundowning brain mets, falling, ammonia levels are climbing from liver failure, or their lungs are quietly filling with fluid from a malignent effusion.) Our staffing is 5/1 days and 6/1 nights with a tech ratio of 6/1 days amd 8/1 nights. It sounds manageable on paper, but it never feels that way. I'm actually grateful for our inpatient chemo patients, because they're usually the healthiest! I'm trying to grab a hold of some inspiration, some higher calling; but we're all down. Gotta admit, the calm of a nice general surgical unit sounds appealing in comparison.

My thoughts are that the job market is very tough for both currently. Most folks I know who have been hired have done so one of two ways: a) been hired onto a unit where they were employed as a tech during school B) made some connections to a hospital through their school. Option A has been more successful than Option B. It seems that some hospitals (UMD, JHH) are more inclined to try to place their own grads, esp if they have gone above and beyond during school. I went the CC route, graduated a year ago. I consider myself very fortunate to have landed a position. it wasn't anywhere near my first choice, but it was a hospital gig and I'm enjoying it. If I had to do it again, I might weigh more heavily into the accelerated 2nd degree route. Now I need to finish up my BSN, and honestly...it's just not something I feel like doing right away. However, my entire RN program cost my somewhere close to 7K. It would have run between 25k and 60k at some of the accelerated programs I was considering. My personal opinion is that in the end...if you want to get hired; get a job as a PCT and be a superstar tech. Be someone they simply cannot let go....when you graduate they'll do their best to place you. Unless your hospital is on some seriously crazy Magnet kick, I doubt your degree will matter.

I am in process of starting the RN-BSN at SRU this Fall. Keep you posted when I get more information regarding my transcript eval and coursework.

I am also a new grad night shift RN. Trained on days, and moved to nights three months ago. My assessments have changed radically, timing wise, because I feel that one of my patient care goals is ensuring that my patients get some uninterupted rest. So, I typically get report, do a quick hello, assess major pertinent systems (chest tube? respiratory, dressing, pain.) I write down any pertinent findings on my report sheet, and since we chart by exception it doesn't take a lot of time. If I start at 7, I usually can finish that initial rounding by 8pm. Then I prepare for nightly meds, making sure to check for any prn sleep meds. If I see a patient has taken Ambien for the past three nights on the MAR, I pull it and take it with me rather than run all the way back to the med room after I check in with the pt. I can always return it into the pyxis. I have 2 hours to pass meds to my 6 patients. Usually I will do any detailed assessment during meds, clear pumps, hang full IV bags, and generally get everything ready so as to not interupt my patient any further. The techs do vitals between 11-12, and then in an ideal world my patients can get 4 hours of solid sleep. I get most of my documenting done between 1-4, then begin prepping for mornings labs, meds, dressing changes, baths, et cet. That's a good night. Then, most nights I end up with an admission somewhere in there and it throws me off completely...but I try!

Wow..the shift differential thing is a joke. We've been planning to move to Pitt next year, but w/o night differential or OT...not sure how I can make finances work. Has it really been everyone's excperiance that night differential is only $1hr more? I guess I could pick up a p/t job also. What are some strategies others have used to make some extra money?

I am a new grad there, and so far have truly enjoyed the experiance. I know it depends on unit, but the beginning pay was as good as some DC hospitals, and better than many of the university hospitals. It also happens to be a mile from my house- which helps. The area is gorgeous, if you don't mind the heat and humidity in the summer. I don't think the benefits are as great as some other places. it depends on what you're after. If you're intending to pursue advanced education, UMD has a great set up with tuition reimbursement at thier school. Truth be told, in this economy and as a new grad...it wasn't like I had a lot of choices. I was happy to get a job offer, and honestly; I have enjoyed it thus far.

Yes, I agree. Also, I noticed that on their list of support courses, such as the Chemistry, Micro, A&P1&2, Nutrition, Psychology...all these courses are listed as 5 credits. I have completed two degrees now (BS HlEd and ADN), and never have I seen comparable courses carry 5 credits. Is this an Ohio thing? I wonder if they look at actual course hours? I would hate to get involved and then realize they weren't going to accept my multitude of courses bc they were weighted differently.

Thanks! I think I misread it the first time. The CCNE visit was this spring, doesn't expire until 12/11. Knowing that they have all of these great, pleased students helps.

Does anyone have any updated information on OU's accreditation status? I thought I read that they were up for review this past Spring, but I can't find them listed as approved on either the NLNAC or CCNE web site. Should this be a concern?

Anyone make any decisions on this program or find out any more info?

We have great little booklets from the American cancer Society. They actually helped me as a new nurse when I couldn't find anything between my Med Surg text and the ONC review book. I wonder if you can purchase them inexpensively through ACS?

I have only seen it come in a IVPB at our hospital. I can't remember but I think it comes 50mL and goes in over 15 minutes? Scheduled Q6 usually. We do Q6 urine PH also during that time. I would be wigged out pushing it....

Must depend on the hospital. I interviewed with HR, they liked me enough to recomend me to several units. I interviewed at one; got turned down. Was offered an interview on another unit in the same phone call. I was offered the second position. The mgr on the first interview and I would not have been a good fit, and I think she saw it. In the second interview, I was exactly what she liked in a new hire. Don't count yourself out!

Agreed. We have the same ratio as the regular med/surg (1:6). It's crazy. It sounds just horrible, but my saving grace is that some of our pts are always DNR or Hospice. I get incensed by the 90yr old lady with metastatic disease, kidney failure, CVA symptoms w/altered mental status...and she's still a full code b/c someone didn't want to have the difficult conversation with the family. Or better yet...b/c the chemo is "working" and the tumors are shrinking...??? Really? BC the chemo is killing her in every other sense.

Our unit will be one of the first in a hospital wide move to bedside change of shidt reporting for the nurses. I would like to hear from anyone who has experience with this regarding benefits, outcomes, challenges, staff feedback, et cet. What are your thoughts regarding change of shift report at the bedside?

Ta-Dah! Found the email. I signed up for their job agent service and they sent it to me last week. At UPMC, we believe our people are our greatest asset and deserve endless opportunities for advancement both personally and professionally. Whether you are an experienced professional, recent graduate, or considering a new career path, UPMC has a place for you. As western Pennsylvania's largest employer with nearly 50,000 employees, UPMC continues to redefine health care and take medicine from where it is to where it needs to be. Our growth is your opportunity. We are always looking for those who believe in making a difference in the lives of others and welcome you to explore a future with UPMC. Representatives from the following UPMC facilities will be on hand: Children's Hospital of Pittsburgh of UPMC Magee-Womens Hospital of UPMC UPMC Cancer Centers UPMC Insurance Services Division UPMC McKeesport UPMC Mercy UPMC Passavant UPMC Presbyterian/Shadyside UPMC Senior Communities UPMC St. Margaret UPMC WorkSource Western Psychiatric Institute & Clinic of UPMC Click Here to register! Register in advance and be entered into a raffle for holiday gift cards to local Bakery Square shops. Bring a coworker and you each will be entered to win a spa package at the Fairmont Pittsburgh.

If someone goes, could you please fill me in on the opportunities you saw? I live out of town, and cannot make it. I would love to know if they had anything for new grads and what the RN openings looked like in general? Any particular growth area or hospital hiring more than others? Thanks so much!

For some perspective, many of us who had previous degrees and careers don't simply "want more money". We had the opportunity to make lots of money, we had experience in our field, senority, and yet we walked away for [re req's and nursing school. Many of us, as a matter of fact, MOST of the second career students I know who are in NS are here because as we have matured and experienced the professional world, we realized we wanted something more. We want to offer something back, to leave a legacy for our children, to really leave the world a better place when we exit. Stay focused on your dream and don't let the others get you down. If it's money they're after, they'll be sorely dissapointed. Best wishes to you!

Sadly, if you're looking for hospital acute care experience...I would have to agree. I will graduate in December, and I'm preparing myself for the worst case scenario. I know many grads from May who are still looking for jobs or working as Tech's on their preferred unit...hoping that a position opens up or funding shows up for new grads.

Check. Check. First born. Alcoholic parent. Grown up child in a house of childish adults.

Obviously, the past couple of semesters have been a struggle for new grads. It seems to me that the only students who haven't had to struggle quite as much have been our male new grads. All things being equal, of course, the males seem to have landed their dream jobs while the females seem to be competing with a much larger pool. Now, the causality is impossible to determine. Maybe they knew how to network better, were really the best qualified candidate, or perhaps there is an advantage because hiring managers desire having males on the unit. Does being a male nurse give you an advantage? I'm not complaining, but do feel like I've seen a pattern and I'm wondering if anyone else has.

So, what if the inhouse tech or candidate(s) are not as solid of a candidate, do they really still hire them? How does one get around this policy? (If possible) I just want to get myself an interview. If I could do that, I am confident I could impress the hiring manager...sadly, I've been told by her that they don't open up interviews to outsiders unless they don't have an internal candidate. Any advice on how to get around this situation from those who've been there? Is it your pexeriance that this policy always stands (sounds like a bad business model to me) or is it 'the rule' but an exceptional candidate will cause them to reconsider? Thank you!