indigonurse

Thank you for that link, but I thought that the price was not something I could not afford and I did not care for the no refund policy :(However I did find joshuatreeprivateschool.com that has a very affordable price ($49.99) and they donate their profits to a horse rescue ranch:). I was able to get my application as a DSD instructor approved after I took their online DSD course..

Try sending a certified letter with return receipt

From what I know it is very important that a nurse has recent experience in long term care for a minimum of one or two years to qualify for a position as a staff developer in LTC.

Is this a LTC facility or a hospital you are talking about that requires a BSN or MSN to be a staff developer?

Does anyone know of any online DSD, Director of Staff Development Courses? I need the 24 hour DSD course to meet the title 22 requirements in California. Thank you!

It has everything to do with accountability and nothing to do with blame.

As long as a health care agency is following their own policies state laws, nursing practice act etc. in regard to this matter this type of thing you described can and does happen.

IMHO you might need to authenticate your assignment by interviewing a nurse in person instead of trying to solicit an interview from an anonymous person.

First, the manufacturers info. needs to be obtained for this vaccination. Then, this information needs to be presented to your doctor. Then, see what your doctor recommends. If, your doctor advice's you to receive the vaccination or advice's against it, you need to get that in writing. If your doctor advice's you not to get the injection then you will need to get a note with the reason why and provide it to your employer. Then, see what your employer decides.

I think the title of this thread is misleading.

Might help to talk to a professional counselor and get their opinion on the matter. You might need some support and guidance to let go of your past so you can go forward with your nursing career.

I believe that before a person is accepted into a nursing program or gets hired for a job that a pre employment physical is done and signed by a doctor certifying the persons ability to perform a job. When people get hired most employers have employees fill out a health history and one of the questions that is asked is if the person has any medical or mental illnesses that affect their ability to perform the job and if they need to make a request to accommodate a disability. The only time a persons medical or mental condition becomes an issue is if it interferes with a nurses ability to perform a job and a pt. gets harmed or the nursing practice act is violated in the process. The only time a persons medical record can be released with out a persons consent is through a court order and that usually does not happen unless the person is involved in a crime. If a person gives false statements on a pre employment medical history they could be found guilty of perjury. Bottom line is a person should be honest enough to know if there present condition will interfere with their ability to perform their duties as a nurse.

I think that when the position was advertised and or offered to you on the night shift that it would constitute a written and verbal agreement. When you took the position that was the terms you agreed to. I think that it reflects very poorly on management to hire a person for the night shift then without notice and a persons agreement tell them they will be working on the day shift. I am guessing that you may have applied for other positions and turned them down to accept this one. You may have also made other arrangements in your life and more than likely would never have accepted the position to begin with had you know this was going to happen. Before this thing goes any further on the lowest level you do have the right to file a formal grievance. Seems like there may be a little bit of false advertisement going on with this hospital. I don't care if there is a nursing shortage I still believe that employers have a duty to act in a responsible manner and the new hires should be treated with more respect than this.

The new nurse should have an orientation check off list. All you need to do is demonstrate the tasks on the list such as passsing meds, admin. a tube feeding, taking a blood sugar etc. Skills you should be competent to perform by now. If there is a question the new person can look it up in the policy book, PDR, go home and review it etc. If you rethink this I think you could do this and help out the ADON and new employee in the process. If not then communicate to your sup. the fact you feel uncomfortable about doing this. The cons of orientating a new nurse is you have your own work to do and it takes time to stop and train someone else. Is this something the Staff Developer could help out with?

Since meds are ordered Q6 H, BID, etc. before and after meals, at HS, etc. it is very hard to control how many are given at a certain time. I always said if they ever did a time and motion study and expected us to do every thing exactly by the book we would never get our work done. Having the ability to stand endlessly is defiantly a requirement. Then again I think about bank tellers and cashiers who have to stand and don't even get a chance to walk around.

A DON's finger nails were swabbed by the lab and E. Coli was found under them and the admin. brought this up in a staff meeting right in front of her. I am not sure if the nails were natural or artificial. Don't see many disposable nail brushes or finger nail cleaners at sinks.

There is a chance that someone has the same initials as you. If you forgot to sign and that is a med error you could make a late entry and add your initials to the space. I would defiantly put a complaint in writing to your supervisor about this and make a copy of it. Forgery is very illegal at least in the state where I live.

From what I understand ortho pain is deep & pain control as I'm sure you know is most effective if the person takes the pain med before the pain becomes so intense that it wakes them up. It would be nice if this was explained to the pt. and let them make a choice.

since a diet is an MD order it is policy in most places that a licensed nurse check the trays. In the event someone chokes a licensed nurse needs to be on hand. The issue is if your state regs. state that a DON cannot assume charge nurse responsibilities then asking a DON to do this could be a problem. The diets are on the MAR and the nurse assigned to give meds. to the res. has to check this box if. Meaning that they where the one who personally checked that the res. received the correct diet. This is stuff you could bring up to the person who is asking you to do this. All you see is a diet card on a tray. Without looking at the MAR you have no idea if this diet is current. Whoever is doing this needs to look at the MAR then the tray then the res. it is passed to then sign it. I have been asked to do the same thing for up to 2 meals a day.

I really cringe when I see a nurse insert a suppository with artificial nails and scrape up against a res. skin with them while providing care. I think an in-service and giving the staff 30 days to correct the problem as in having them removed then not allowing someone to show up on their first day of work with them on and sending them home will solve the problem.

An advance directive needs to be specific. Usually this involves a power of attorney for health care and/or a living will. If you aren't sure then you can call the MD and get a clarification.

Thank you I will check ANCC out. I did get an online Barclay book and I'll be darned because I can't figure out how to get to the page with the specific info. I was hoping someone had it on hand. Tough to navigate this type of info.

I don't know what state you are in. In my state an MD has to be notified and it needs to be documented within a certain time limit and a policy is followed after a report of a fall. Anyone can report anyone to the nursing license board. It doesn't mean that they will. You are saying that one week later swelling and a bruise were noted. That could be from a different incident from the one that was originally reported to you. I would think that bruising and swelling would appear sooner than a week after an injury.

Hi. Could someone please tell me where I can find the title 22 regulations and OBRA regulations specific to the job description of a staff developer? I found the dept. of public health web site and was able to download the forms and the info. I even found an online Barclays with the chapter and article for title 22, but need the description contained in those chapters and articles. You can post or pm the info. thank you!

Well we do have the right to free speech. I think what the DON needs is support. Of course we are res. advocates and if we think that the DON is doing/not doing something for a res. that the DON should/shouldn't be doing might want to discuss the concern with the admin. In some places people can be disciplined for gossiping, especially if a res., family member or visitor hears it.