KelRN215

In my state the options will be next to none. The Executive Office of Health and Human Services announced yesterday that any provider that bills Medicaid needs to ensure all of their staff are vaccinated.

If you can't cover for a colleague when it's part of your job to cover for them when they're on vacation then you shouldn't be in the role you're in. People need to be able to go on vacation and trust that the work that can't wait is being handled when they're out.

Just make something up then start working on your real goal... to get out of there by this time next year so you don't have to do another one of these.

A 2 hr commute each way is insane for a nursing job. No way should you take that offer. Let's say you are scheduled to work a 12 hr day shift, 7a-7p and you need to be there by 6:45am. That means leaving by 4:45am if there's no traffic on your commute. If it's the state's 2nd largest hospital and in a bigger city, I'm going to guess that you'd be dealing with some rush hour traffic so you'd have to leave even earlier. Then you work your 12 hrs but wait, someone working an evening shift called out and you get mandated to stay until 11pm. By the time you leave, it's 11:30pm and then you have a 2 hr drive home and enough time for 2-2 1/2 hrs of sleep when you get home before you get to wake up and do it all again tomorrow. When I worked in the hospital, I never lived more than 5 1/2 miles from my workplace. I still fell asleep on the way home after night shifts on the regular (fortunately I took public transportation). In no way would it be safe to drive 2 hrs home after working all night. Your post doesn't say if the big city hospital is days, nights or a rotation. IDK about where you live but where I live, all hospitals in the city have their staff on day/night rotation to start.

Addressing someone by first name or Mr/Ms/Mrs. Last Name is regional. I have never had a doctor or nurse refer to me as Ms. Last Name (nor would I want them to) and as a pediatric nurse of 14 years, I've never referred to a patient's parent by anything other than their first name. I also grew up calling all my friends' parents by their first names and don't remember ever calling anyone other than a teacher Mr. or Mrs. Last Name. Even in college, all of my professors went by their first names. FWIW, when the vast majority of my own doctors email or call me they sign their email with their first name or say "this is Joe Smith" when I answer the phone.

Some of my favorites: https://theoatmeal.com/comics/misspelling http://hyperboleandahalf.blogspot.com/2010/04/alot-is-better-than-you-at-everything.html The misspelling of the word definitely is my single biggest pet peeve. Also you're and your. Anytime I see your used for you're I picture Ross Gellar yelling "y-o-u-'-r-e means you are, y-o-u-r means your" at Rachel.

I've never done it because by the time I'm job searching, I've made up my mind that I'm definitely leaving my current job. I've never seriously been extended a counter offer either, I've been asked "is there anything we could do to change your mind?" but I've always (honestly) answered "no." The girl that took my last job is currently looking to leave and I could see a chance of that company reaching out to me after she resigns to ask if I'd come back. (More than one person at the hospital I used to liaise at has told me they wish I would come back and I know this company has a history of reaching out to past employees when the new employees they hire realize what an awful place it is and jump ship.) If they did extend such an offer, I'd politely tell them to shove it where the sun don't shine.

The program isn't closed to external applications, it's just harder. It's been a long time since I was a new grad (2007) but we did have 1 person who I can think of off the top of my head in my new grad program who had gone to school outside of New England and hadn't done any clinicals there or worked there. OP, if you're graduating with an MSN-CNS why are you looking for a new grad RN program?

At the pediatric hospital I worked at, one of the 3 medical floors was designated for Pulmonary and GI patients. The Pulmonary patient population was primarily CF patients.

I don't know if they still do but they definitely did have one and, even then, most of the hires were Northeastern grads who had done co-ops on the floor they were hired onto or new grads who'd done their senior practicums there. Why would that hiring practice preclude there being a new grad program? The new grad program is just a standard orientation for new grads across the various specialties.

I can tell you that if I were the hiring manager and an applicant hugged me, it definitely would go against her. I would advise against hugging future patients as well, unless they somehow initiate it. ETA: I don't hate hugs either. I have some friends who I hug every time we see each other. I went on retreats and service trips in college where everyone hugged all the time. But that doesn't change the fact that it's not professional. I don't think I've ever hugged any of my bosses even when leaving the company.

You could always give 30 days and then call out for those last 2 shifts. I certainly know people who've done that. I'm a little surprised with you having only been there for 4 months that they're demanding a 30 day notice. Many times people who are relatively new are told there's no reason to work out their notice. My question to you then would be, is this a bridge you can burn? Is there a possibility you would ever want to return to this hospital? Or is this hospital part of a larger hospital system that you don't want to be blacklisted from?

Yes, the policy when I worked in the hospital was 4 weeks. Employers can require whatever they want. You have no obligation to give that much notice but, if you don't, you risk burning a bridge and being deemed "ineligible for rehire."

As a patient, I'd be mad if my provider's office did this to me and I'd call and ask to have the appointment changed to the NP. Perhaps your patients don't realize they can do this? I'd think if the patients put up a stink, the practice would re-evaluate this.

When I worked in the hospital, every nurse on the floor was aware when a patient was a DNR. This was announced at the beginning of shift report so all were aware. This was pediatrics, however, so there was usually not more than 1, maybe 2, DNRs on the floor at any given time. And pediatric DNRs can be children actively dying vs chronic older kids/young adults whose parents have simply decided that they aren't going to put their child, who has already been through so much, through CPR or intubation if anything were to happen. If the patient is a DNR and has no family at the bedside, you find him and start CPR and then 20 seconds later his nurse walks in and says "he's a DNR" and you stop, what harm has been done? If the patient is not a DNR and you find him and don't start CPR while you search for the nurse to find out if he's a DNR, you've lost valuable time by the time you find out he's not and go back to start CPR. My floor also had code buttons at every bedside. It would literally be less than 10 seconds before every available nurse or doctor on the floor would be in the room when you hit the button. Many a parent found that out the hard way when they hit the "staff assist" button to ask for a towel and 30 people ran to their bedside.

A lot of those sections are unnecessary. I don't have a summary on my resume. Your resume itself is a professional summary, you don't need a paragraph on top of it explaining what's in it. I took volunteer experience off my resume. After 11 years of nursing, my nursing experience alone is enough. I don't have a section for awards or organizations and never did. My resume is: Experience Education Licenses/Certifications That's enough.

I don't think that has anything to do with it. Someone could be a great nurse but have a personality that doesn't click with other nurses. And someone could be a terrible nurse but make friends easily. I don't socialize with people from work so I don't really view that as a way to gauge anything.

Eh, I haven't touched an EVD or ICP monitor in 6 1/2 years and I don't feel like that's a skill I've lost. I could level an EVD if I had to. And, as MMJ mentioned, this is not something that MSF staff would be doing. I read a memoir written by a doctor with MSF (An Imperfect Offering) years ago and a lot of what they do is much more basic, like vaccines and rehydration for kids with severe diarrhea. A Neurosurgeon I worked with when I was a hospital nurse had been a Neurosurgeon in Uganda. He pioneered a procedure to treat hydrocephalus without shunts and trained the local neurosurgeons on this procedure because they don't have the resources to be revising shunts when they malfunction. They certainly weren't dealing with EVDs and ICP monitors.

No. Not even a little. I am a community based case manager for medically complex kids in foster care. Since leaving the hospital, I have also done home health/clinical management, per diem school and home infusion liaison.

This is true. In all likelihood I would not have met my husband had I stayed working in the hospital. We meet through a meetup group where we went to trivia weekly on Mondays. I never would have joined such a group while working in the hospital because my schedule was so unpredictable. This is also why, the last 2 times I've job searched, I've only pursued M-F jobs. I never thought I wanted it but now that I've been doing it for 6 years, I can't imagine going back to the nights, weekends, holidays, etc.

Angelica, like from the Rugrats.

I wasn't expecting it but my employer did dole out $950 bonuses today. I'm not sure if it was a standard amount across the board or if it was prorated for how long you've worked there (I've been there since March).

It's not professional. You're not trying to make a friend, you're interviewing for a job.

"Socializing at work"? How is that a competency?

In the future, do NOT hug potential bosses. I would advise not hugging actual bosses either.