PBAJS

Oscar is in a book, "Making Rounds With Oscar: The Extraordinary Gift of an Ordinary Cat." by David Dosa, released Feb 2010

Is this the chart? http://www.health.gov.au/internet/safety/publishing.nsf/Content/prog-patientsrisk-lp/$File/UsingObservationCharts-2009.pdf

here are my two cents, well, maybe five cents. [color=#993300]" ... i don't want to leave too much empty space on my resume ... " a resume with your name, address, phone number, education, work experience, might be best. optional category: other abilities, experiences, interests, knowledge - playing piano, singing, drawing, painting, sign language, volunteer at ______, etc., might help. [color=#993300]" ... the reason that i thought i want to add the tasks that i did in clinical under my "clinical experience" is ... i thought maybe some employer might want to know what i did as hand on experience during clinical... " as all cna students, during clinical, should have "hands-on" experience, in my opinion, listing your clinical experience is a waste of the interviewer's time to read. i would not include a list. however, if you do include a list ... i noticed your list has patient and residents. i would use either one or the other or neither. responds to (patient) call lights (checking patient) taking and recording vital signs infection control measuring (residents) weight and height assists (the residents in) with wheelchairs assists (the residents) with ambulation perform rom (on patient) making occupied bed/ unoccupied bed transfer (the patient) w/ gait belt repositioning (the patient) (measuring patient weight & height - this was listed above) missing on your list ... the interviewer might think you had no training/experience assist with feeding bed bath, tub bath, shower foot care nail care oral hygiene hair care: shampoo, comb/brush shave apply elastic stockings measure intake and output post-mortem care specimen collection empty catheter bag, commode, urinal assist with ostomy appliance assist with commode, toilet, bedpans and urinals change urinary drainage bag assist with bowel/bladder retraining transfer from bed, wheel chair, chair, commode transfer using mechanical lift in summary, keep your resume short, no spelling errors. at the interview have a copy of your social security card, driver's license, cna certificate/license, cpr card, etc. (my interviewer was thankful i had a copy of each so that she did not have to get up and go to the copy machine). after the interview, if you want the job, send a thank you note thanking the interviewer for his/her time and stating that you are interested in a cna position with the facility. best of luck. we will be thinking of you. let us know how any interview goes and when you get a position. resume + interview hints! https://allnurses.com/nursing-career-advice/wondering-why-you-84387.html :sofahider

Lots of information here --> https://allnurses.com/nursing-scrubs-gear/

MurseMan1 I would start by looking for the PA Board of Nursing ... or the PA Department of Health. Searching around the internet I found this state by state lising for Medication Aides www.medaidesillinois.org/pdf/otherstates/statebystate.pdf States have different names for the position (Certified Medication Aides, Certified Medication Technician, Certified Residential Medication Aides, Medication Nursing Assistants, Qualified Medication Aide) and different rules and regulations where they can and can not work.

From what I have read here at allnurses and a few of the states' websites, you do not transfer a CNA certificate (license) from one state to another. You would keep your current state's CNA license until it expires. Some states will give you a CNA license by Reciprocity, other states will not. Went to google and searched for "Pennsylvania nursing assistant" and found - > Pennsylvania Department of Health, Nurse Aide Registry http://www.dsf.health.state.pa.us/health/cwp/view.asp?A=188&Q=200721 > Nurse Aide Registry http://www.asisvcs.com/publications/pdf/063900.pdf > The Pennsylvania Nurse Aide Candidate Handbook http://www.asisvcs.com/publications/pdf/063900.pdf "Eligibility by Reciprocity If you are a nurse aide currently listed on another state's nurse aide (or equivalent) registry as active and in good standing (according to federal nursing home nurse aide statutes), and you are seeking enrollment on the Pennsylvania Nurse Aide Registry, you should contact Pearson VUE at the address listed on the inside front cover of this handbook for a Reciprocity Application. Note: Consistent with 42 CFR 483.75(e)(2), nursing home administrations may employ a non-registered individual as a nurse aide for up to 120 days while the individual works to achieve registration in PA either through the nurse aide training and testing program, or by way of reciprocity from another state." (I know a CNA that works in two states, and keeps both licenses active.) :typing

I did a google search for California nursing assistant training and found this ... Certified Nursing Assistant Programs http://www.cde.ca.gov/ci/ct/rp/cna.asp Hope that helps.

For your reading pleasure ... Freaky Things https://allnurses.com/emergency-nursing/freaky-things-372095.html Whats your best nursing ghost story? https://allnurses.com/general-nursing-discussion/whats-your-best-108202.html

You want to work in Mass ... I am having difficulty wording this ... I hope you can understand what I am trying to say. From what I have been reading online, we do not "transfer" our CNA/LNA to another state. Don't know if you would return the NH one to NH, give the NH one to Mass, or keep both and let the NH one expire. I think you would submit an application to the new state. It appears that most states will allow you to be placed on the registry (obtain a license) by reciprocity, some states will not. (copied from somewhere) "Reciprocity" ... refers to accepting and adding an aide to the registry of one state, based on the aide's registry listing and requirements met in another state. (North Carolina does not accept reciprocity from other states ...) In your case, you would be applying to be added to the registry of Mass based on the registry listing and requirements you met in NH. My suggestion is to call Mass and say that you are moving to Mass and would like to work in that state as a NA/CNA and ask what you should do. I went to the Mass website and did not find anything helpful. Although this page does have contact information. http://www.mass.gov/?pageID=eohhs2terminal&&L=5&L0=Home&L1=Government&L2=Departments+and+Divisions&L3=Department+of+Public+Health&L4=Programs+and+Services+K+-+S&sid=Eeohhs2&b=terminalcontent&f=dph_quality_healthcare_g_about_nurse_aide&csid=Eeohhs2 Nurse Aide Registry Program, 99 Chauncy Street, 2nd Floor, Boston, Massachusetts 02111 (617) 753-8143) p.s. I met someone a couple of years ago who lives near the border of two states and she said that she is on the registry of both states. Most states have CNAs; NH has LNA, Ohio has STNA, NC has CNA1, CNA2. I did not see 'Certified' at the Mass webpage, only Nurse Aide. Hope this helps. Let us know what happened.

i know this is a stupid question, but i just can't figure it out. it's probably so simple, yet i don't get it. there are no stupid questions. if you are paid every two weeks, you could have three days off one week and work the entire week through (more than five days) the next week. if you are paid weekly, you would work five days and get two days off. one week you would have sunday and one weekday off. the next week you would have one weekday and saturday off. example/sample - i get paid weekly. here is my schedule. w = work day, f = day off. february 2009 [color=white]01w [color=white]02w [color=white]03f[color=white]04w [color=white]05w [color=white]06w [color=white]07f [color=white]08f [color=white]09w 10w 11w 12f 13w 14w 15w 16f 17w 18w 19w 20w 21f 22f 23w 24w 25w 26w 27f 28w .

i watched the youtube video. do not believe everything you see online!! the title of the video should be icu nursing, not cna nursing. i have been a cna for almost two decades. :redbeathe did you notice/hear time :58 - keith states he is a graduate from pacificunioncollege. time :2:25 - blood work, prescription order sheets. paperwork that i do not see or do. time :2:55 - i have never examined a patient. time 4:52 - i would be fired/terminated on the spot if i ever told a patient's family (or friend) the condition of the patient. .

In my LTC facility, I work 3-11, the CNAs have 'dining room duty'. The CNAs and are responsible for passing the trays, 'meat cutting', feeding residents and charting the amount consumed and, if applicable, fluid intake. The nurse is passing meds, answering the phone, having discussions with doctors, residents, family, etc. ( Toileting during the supper time and shortly thereafter is not really a problem. The CNAs toilet many residents in the 30-60 minutes before the meal. If a resident does ask during the meal the nurse prefers to do the toileting as she gets to see the color of urine, amount/size of BM. In the event of choking, the CNA will call (YELL) "I need help in the Dining Room (or Room 9) NOW !!! "

From the Social Security website ... Full retirement age had been 65 for many years. ... beginning with people born in 1938 that age gradually increases until it reaches 67 for people born after 1959. ... you may start receiving benefits as early as age 62 (but the amount will be less than your full retirement age amount) or as late as age 70. http://www.ssa.gov/retire2/agereduction.htm Social Security benefits are not figured on your last five years of earnings. Retirement benefit calculations are based on your average earnings during ... read more here > http://www.ssa.gov/planners/faqs.htm

adding to the above ... adl: activities of daily living bm: bowel movement hob: head of bed hs/hs: hour of sleep; bedtime i&o: intake and output oob: out of bed ot: occupational therapy pt/pt: patient pt: physical therapy qd/qd: every day q2hr/q2hr: every two hours tpr: temperature, pulse, respiration vs: vital signs w/c: wheel chair temperature: 98.6 po/po = by mouth; 98.6 r = rectal; 98.6 ax = axillary dietary: nas: no added salt ncs: no concentrated sweets :typing

where i am, working over is not the same as overtime. we only get ot for any time worked after 40 hours in a week. did a little searching (and now i know) ... http://www.dir.ca.gov/dlse/faq_overtime.htm "in california, the general overtime provisions are ... one and one-half times his or her regular rate of pay for all hours worked over eight hours in any workday and over 40 hours in the workweek."

She should have called the facility ... someone is there 24/7. You work for the facility, she works for the facility. In my facility, she would have been written up. The P&P of my facility is that YOU must call, not your husband, son, daughter, ... Also, three unexcused absences in the last preceding 12 months results in termination of employment.

Days - Mon-Thur, 9 am - 1 pm, 7-9 weeks or Evening course - 3 nights per week, 5 pm - 9 pm, 10-12 weeks. The program could be 7 / 10 weeks, but in the event the instructor may be ill or class cancelled due to snow storm, they might add a week or two.

what we learn in school doesn't always apply or happen on the job ... and ... it depends on where you work and who you work with. answering call lights - on one unit i work, there were 4 cnas... we were assigned adjoining rooms so as to conserve time between rooms, however, we were told by the (full time regular) nurse to answer all call lights. three cnas were answering all the lights. the fourth always seemed to be busy ... the nurse never said anything. same unit, one day ... the nurse who works two days a week snapped at me telling me to stay in my assigned area, that i needed to get my own work done, that it's not my responsibility to answer all the lights. some months later way down the end of the hall a light was going off ... the resident had fallen ... same parttime nurse then told all of us it is the responsibility of everyone to answer lights. damn if i do, damn if i don't. another unit, the nurse states that we only answer those lights to those rooms to which we are assigned, except at mealtime or breaks. yeah, right! i could have four lights and the other cnas are not allowed to help??? i work 3-11. when i have a few minutes while waiting for the residents' supper trays, i will go from room to room shutting the drapes, checking the thermostats, if they eat in their room i give them a bib, i know should be called clothing protector. i had residents say that no one else does that. there are two residents per room. after i get one resident to bed, i will turn on the light over the head of the bed and turn off the ceiling light. we use briefs (diapers) that have a stripe that turns color if wet. checking residents at last rounds (about 10 pm) i try not to disturb them ... i have a small pocket flash light. sometimes the resident, who is dry, doesn't even know i was under the covers to check. i like the title to your topic: cna rant my turn - we don't get a report at the beginning of the shift and there is no written care plan for the cnas. no consistency ... i will use the resident's nightgown, if available. other cnas use hospital gowns for everyone. who is a 1 assist or 2 assist? one day "jane" needed help to the toilet, so i assisted. then notice in the room another toilet chair. asked the charge nurse ... then found out that jane's roommate has c-diff, mrsa or something like that. (separate chairs for those on precautions.) we get 30 minutes unpaid for mealtime and 20 minutes for a break (option: we can take two 10 minute breaks). there are two cnas that seem to go out for a smoke every hour, :smokin: and one that really p's me off is the one that smokes and also takes 40-45 minutes every day for supper. wheelchairs should be placed against the wall in the room, some put the chairs anywhere. wastebaskets should always have a plastic bag liner, not happening (i carry bags in my pocket). soiled washcloths (we don't use disposable) should be rinsed before sending to laundry ... other cnas just throw them away ... and then we complain that we don't have enough to wash residents with. i went to the don about some of my concerns. was told that she does not have time ... that each nurse runs her unit as she sees fit. each unit is like being in a different facility. one evening, two cnas had just left for supper. an obese wheelchair resident said she was wet and needed to be changed. the other cna and the nurse said "your cna just went to supper, you will have to wait until she comes back." i could go on and on with more pet peeves, but that's enough for now. on the plus side of the coin, i like my work and being in a ltc facility. we get to know our residents ... who likes ginger ale room temp, cold, with or without ice; who likes extra blankets, :wink2: or a maybe a kiss on the forehead what i put them to bed. one lady will say after i get her in bed and covered up "good night, mama." :redbeathe she is 30 years older than me. :chuckle in the more than 15 years i have been a cna, i have learned to ignore (or try to ignore) what others are doing or have not done, not tell other cnas what needs to be done or how to do it (i was told i was too bossy, too), do the best i can without burning myself out, and try to go with the flow. when i leave at the end of my shift, i can put a smile on my face knowing that i was an assistant and helper to some of the residents that evening. :wink2:

if he was in my facility and had some use of his legs, we would be using a sit stand lift to transfer to the bathroom. the only residents where i work that would use a bedside commode are those that might have cdiff, mrsa, etc. "the lift that we have is a full hoyer and isn't practical for this type of transfer." (we have been told not to use the would 'hoyer" as the lifts we have are not manufactured by hoyer. the correct wording now is mechanical lifts.) i did a search - this will give you a idea of the type of sling that we use - http://www.phc-online.com/patient_lift_sling_p/drive-13221x.htm :typing

There is coffee milk ... http://en.wikipedia.org/wiki/Coffee_milk ... http://www.quahog.org/factsfolklore/index.php?id=56 and Vanilla and Strawberry at http://www.autocrat.com/cart/index.cfm?ac=ShowProducts&CatID=551&SetCat=1 Returning to the original topic "learn to say it correctly" ... A plant that can cause a rash is - Poison Ivory .

:yeahthat: Nevaeh = Heaven spelled backwards.

i work second shift in a ltc facility (nursing home). the few times i have worked third shift there was less staff for answering call lights, toileting, repositioning, perhaps giving wanderers a snack and trying to get them back into bed, etc. some residents get up early, we might do a shower or get them dressed for the day. from what i have read here at allnurses and searching online, it appears that each state (and facility) has it's own rules and regulations, so i am suggesting/advising you to know what you can and cannot do in your state (and facility). my state does not allow cnas do blood sugars or draw blood. however, the two nearby hospitals cnas do blood sugars. when i asked i was told they were trained by the hospital and can do blood sugars only at the hospital where they work. also, in my facility, each unit/shift is different. my shift does not get a report from the charge nurse ; third shift we can listen to the report from the second shift nurse to the third shift nurse. my shift, one unit we apply barrier ointment to incontinent residents, another unit we don't, the nurse does all residents. from my experience and what i have read here at allnurses, sometimes, or shall i say often, it is the cooperation and teamwork, or lack thereof, with your coworkers that you might find the most difficult. a few coworkers may 'take you under their wing' and be there to help. don't take chances if you think something might be unsafe for the resident and/or yourself, always get help. keep your personal life to yourself until you get to know your coworkers. some coworkers are very gossipy. :angryfire

attendance is optional, not mandatory, at the yearly breakfast, luncheon and away-from-the-facility christmas party. this is the first time i noticed there is an attendee only raffle with the breakfast. have they (whoever they are) forgotten or do they ignore that the non-day-shift workers may have a family, parttime job, appointments, etc. and may be unable to attend! what did the day/evening/night workers get who did not attend the christmas party? a cold platter of rolls, luncheon meats, salads, desserts. the workers that didn't work that day/evening/night, got nothing ... and, only the workers that attended the christmas party were eligible for the several raffles and prizes. :angryfire i agree, everyone should have a chance to win, not just those who attend. or better yet, why not spend those $$$ for the residents i would like to have more incontinent pads, non-skid socks, pillows for floating heels, etc.

Our LTC facility is having a CNA breakfast one morning this week. All CNAs that attend will be entered into a raffle to win a day off with pay or a $75 gift card. What if you normally work 7-3 but that day may be you day off; or you work 3-11, or 11-7? Would you drive x miles to work to be there a hour and then leave? In the three years I have been there, the LTC facility has had other events and raffles and many seem to favor the 7-3 shift or only for those who attend (like the raffles at the Christmas party). Any comments?

look at it this way ... if you take the job at the care center, you will be working full time, closer to home (less gas expense), with benefits and after probationary period (or one year) you might be accruing vacation/sick/personal time. don't ask just yet if there is an opening in the hospital, get some experience under your belt first (i'd say about six months), then apply for a position at the hospital. they might even have a tuition assistance program for your future education. you haven't heard from the health center, the position is half hour away (more gas expense), part time, no benefits (if you need medical/dental/vision coverage, do you know what that would cost out of your pocket?). you would have to bid for a full time position (how many others may be bidding for that position, too) and the wait for a full time position is 3-4 months (that's just an estimate, could be 3-4 months or a lot longer). i work at a ltc facility that on most days/evening shifts has a 1:10 cna/resident ratio. i have heard that other facilities pay better. some of the cnas have left for more money and have returned. the other facilities did not have sufficient supplies or the cna/resident ratio was 1:12 or higher. i, too, would say to take the job for 9.47/hr. if it doesn't work out you could reapply at the health center.