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klone MSN, RN

Women's Health/OB Leadership
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klone has 13 years experience as a MSN, RN and specializes in Women's Health/OB Leadership.

klone's Latest Activity

  1. klone

    Licensure endorsement compact state

    You won't be able to get a Colorado license until you establish residency in Colorado. Until then, you can work under your Texas compact license.
  2. klone

    A friend bought her degree from the Philippines.

    Sounds like a great person to be friends with.
  3. And here is a Cochrane review of 6 studies: https://wana-crna.org/cochranerev.htm
  4. I think you mean *fraught, rather than *wrought. And no, I'm not suggesting that their educations are equivalent. I say what I mean.
  5. klone


    No, you do not need to be chemo certified, but you need to have chemo PPE (gown, mask, and special gloves, as well as a container with a sealed lid in which to put all your PPE when you're finished). I would not start administering it until you've been inserviced/oriented to administration. When I had my OB nurses start doing MTX in triage, I had a chemo nurse inservice them on proper handling and administration.
  6. Why? Their outcomes are just as good, and they're less expensive.
  7. klone

    All these nurses writing articles

    For G-d's sake people. It's not JACHO or JAHCO or JHACO. Their FORMER name was JCAHO. Now it's just Joint Commission, or TJC.
  8. klone

    All these nurses writing articles

    That's not their job. Their job is to be the eyes and ears of the state Medicaid program, making sure hospitals are following the laws that Medicaid and other governmental agencies have set forth in order to get government funding to stay in business.
  9. Thank you to all who have responded. I am reading and thinking. Will post later to individual responses.
  10. klone

    Level I nursery doing a level II job?

    And just for your reference, the AWHONN staffing guideline is as follows: Normal term newborns 1:5-6 Late preterm, feeder growers, stable infants that require more care (I would also put bili babies or babies on IVs in that category) 1:3-4 Intermediate care infants (less than 35 weeks, requiring O2 support, or multiple issues such as IV AND phototherapy AND feeding issues, for example) 1:2-3
  11. klone

    Level I nursery doing a level II job?

    First, don't be mistaken - you already have a level 2 special care nursery, NOT a level 1 newborn nursery. Typically, a level 1 does not take infants <36 weeks, or infants that require O2 or IV. I certainly hope your hospital is billing for these level 2 infants. Second, I would look to the AWHONN staffing guidelines for guidance as to what is appropriate nurse staffing ratios for these special care infants. I would also look at the book Guidelines for Perinatal Care, which hopefully your manager has a copy of. You're right, that this is a HUGE practice change that can't just happen without serious planning and forethought, and additional training and staffing. At the last facility I managed, we were a small community hospital but had a level 2 SCN, and nurses who were "NICU competent" had to go through a lot of training, as well as a couple weeks of shadowing/precepting/training at our sister facility where we transferred our sick infants to. Then they worked alongside an already trained and competent NICU nurse at our facility for several weeks/months before they were deemed competent to take care of these special care infants. I think I would start by setting up a meeting with your manager and your pediatric chief with data on what the national standards are for safe staffing for these NICU infants, and propose that they come up with a comprehensive training/orientation program to get these nurses competent, BEFORE they start admitting these special care infants to your facility. Are you union? If so, utilize them. You and your colleagues should be filing an ADO EVERY SINGLE TIME you are given an assignment for which you are not adequately trained or competent, or that exceeds safe staffing of these high acuity patients.
  12. So, I've been a nurse manager and director of inpatient units for 3+ years now. I'm really good at my job. I am clinically very competent, have an innate ability to foster strong relationships with people above and below me in the hospital hierarchy, and am an effective leader. One of the things that I believe makes me an effective leader who garners the respect of the nurses whom I lead is that I am good at bedside nursing, I enjoy bedside nursing, and I'm willing to help out when they need someone on the floor. However, this very trait has caused extreme burnout. I take the whole "24/7 responsibility" thing very seriously. What that means is if they're drowning, they call me, and they know I will be there to help them out. But that often means that I'm working 60-hour work weeks and coming in on weekends. I'm leaving my current job, but want to figure out how to balance things in my next job, so that I can be an effective leader who doesn't burn out. Is it possible to be a good leader, while still being able to separate work and home life, and not being available between 6pm and 6am or on weekends to bail them out when they're drowning?
  13. Yes, we should all base our life decisions on the opinions of people from Reddit.
  14. None of our male OBs require or request chaperones when they go into a patient's room and check her or break her water or whatever. That is individual provider preference. It would be no different with a nurse. You don't need to understand why a man would want to be an L&D nurse. They have as every right to practice whatever area of nursing they wish to practice. edited to be more polite.
  15. The balls are "belly balls" that are supposed to represent the size of an infant's stomach at 1 day old, 3 days old, etc. I have no clue why a nurse would wear a cord clamp on her badge.
  16. klone

    Med Surge to Mother- Baby unit

    In fact, this thread has made me realize that I'm not giving enough love and appreciation to my mom/baby nurses. They're the unsung heroes of the hospital. My Friday email to my staff this week will be to recognize and sing the praises of the mom/baby nurses, because they don't get the "sexy" stuff like the L&D nurses, but they freakin' work HARD and are so good at what they do! So thank you for starting this thread!