tizmonster

You might check out www.nncc-exam.org - it's the nephrology nursing certification commission. On their home page - there's a ccht link...it will give you everything you need (except your experience) to become certified as a CCHT. My best wishes in your pursuit of your certification. Hope that helps...

congrats on passing your NCLEX! Excellent! You might go to a site called http://www.nephron.com - it has all kinds of information about nephrology, nursing, and ESRD managment. It will be interesting to see your progress! This specialty if so intense. You think about the fact that with the right training, you are enabling families to have people they love still around...when they probably shouldn't be on the planet. You touch many people every day...and you make a difference for a long, long time. Tiz:biggringi

ARBY... There's a big push on for PD/home hemo. Outcomes for the right patients is pretty solid, and empowerment of the patient managing their own health is pretty cool. Bottom line...for the right patient, they just feel better. Companies are being asked by government to show improvement in their outcomes...this is one process that can help them. Labor cost is less. Patients go through a training process and then if they are stable, they come to the clinic once a month for review. Nurse primary role here is educating and teaching, and being available to clients if they have a question. Very cool process.

Hi, Heltzer... Hope I'm not too late... There's a website called http://www.renalweb.com It has all kinds of insight on "day in the life of Hemo nurse, etc." Also, http://www.nephron.com....is a global site about nephrology nursing. Hope that helps. Tiz

Yeah....someone that gets what we're here for.....It's not just putting people in a job. It's making sure the candidate's hopes and aspirations are given definite consideration, and making sure the client's (company) goal are achieved. It's like finding a needle in a haystack sometimes. Major thing we have to do is listen to what is people's hearts. It's very much why we've been extremely successful in our practice. The major thing I would suggest candidates to think about....they probably want to put an entire presentation together about your professional a;) bilities, and you know the confidence you gain when you know you're looking your best? It comes out in the interview that you know you've taken the time to prepare. It definitely sets you apart from others out there that don't take the time to prepare themselves for an interview. Remember...you've got just one shot with that company to make that great impression. I figure if you're going to take the time to go thru the interview process...why not do it the right way? Your professional presentation of your credentials and yourself does matter.

Hi, I too have been recruiting for 10 years, and 7 of in healthcare (nursing). I suspect that maybe people don't realise that we act as an extention of the companies we represent. I'm a CPC and have to function with the same labor laws as any employer. The thing that is totally misunderstood is we usually work directly with administrators and business managers, HR is a factor in what I do usually after the process is coming to a positive conclusion. We have relationships developed that we sometimes receive request from hiring managers that aren't posted and are very confidential in nature. It's a very fun process to help candidates define their goals and then help introduce them to those things that are important to their careers and their families. Recruiters should be focusing on what's in the hearts of the candidates, and then act on that information gathering. As far as the dress...I am assuming they just aren't aware of how strong our business relationships are with our clients. It would make a difference to me as to what type of organization I would refer an individual. I would not necessarily refer a casual candidate to a academic environment (university based hospital) - Also, part of your preparation of the candidate is how to "dress for success." Some companies would be fine with casual...but not many in my experience. That's more apparent in information technology and software development. I've actually had clients tell me not to send someone in a suit - when I was working in Information technology recruiting. Hope that helps.

Also, I'm going to private message you...

Squirl, I have a question for you...what is the logic for different machines? Just curious! It's hard enough learning one machine. Most clinics I know of have one type, and maybe a different unit for PD.

Squirrel, Hope someone has told you that it takes a med/surg foundation nurse about 3-5 years to understand the dynamics of managing this disease. The thing that is to be admired is you care about getting the process down. It is stressful...but you'll get it eventually. Hang in.

There's a very cool hospital in Indianapolis, called the "Heart Hospital" - the nurses actually chart cases @ bedside with a laptop that is wired to a central desk in the unit. It allows the RN's to chart events in real time, and it distributes the information to the right departments. Cuts down on redundancy and allows everyone to "fast track" where the patient is in their treatments. The is a GE system, totally paperless. It's a real time saver - @ the end of your shift...it's all done.

Sounds to me like this patient would be best served in a sub-acute setting? Any chances you have such a scenario there. These are ususally in a nursing home facility, and if patient needs dialysis - the healthcare provider brings the treatment to the patient.

I am aware that a number of the groups are developing dialysis suites in long term care facilities./rehab. The advantage to the patient is they aren't encumbered with being moved, and the staff to patient ratio is usually 2-1 . The other issue is as the patient population is exploding - this enables those ambulatory patients to utilize chronic facilities. The quality of care for the patient is much better in this setting. It's just a better approach for the care givers and those receiving the care.

Sorry about the timing of this response - I've had clients actually take RN's in a nephrology setting as a nurse manager, sponsor them (pay for their schooling), have them hired as a full time employee (clinical coordination working around their school schedule) and then upon completion of their NP, invite them into the practice as a nurse practitioner, after one year - they would participate in the practice revenues. It can be done. Hope that helps. Nephrology is a great practice to pursue NP role.