special1rn

HI I am wondering what are you looking to streamline? Expectations? Are you looking to have staffers call staff for availability? I am familiar with a staffing office and the use was to fill unit holes and ensure all units were staffed appropriately.

Hi everyone, It is such a weird time on my unit. I am not sure if I am doing anything wrong. I have staff leaving, couple have been on nightshift for a while, found other departments on dayshift. One moved across the state, and another moving up to management role. I had a rapid hire with COVID and doing another one right now. My concern is that I will not have a skill mix that near equivalent on the unit. Has anyone had such turnover on their unit? How did it work out?

Good evening, I am wondering what sort of issues you have to get involved in as a manager? I have recently had a large amount of staff come in my office with concerns anywhere from I don't like how she spoke to me to she is prejudice. I encourage staff to discuss issues peer to peer, unless they interfere with care, or they don't feel comfortable with discussing the issue 1:1. I have a variety of factors that I am dealing with on my unit. I have been in this role for a couple years, but it seems like the learning curve will never settle with the small issues, and I am unclear whether all should be entertained?

Good evening everyone, I am wondering what everyone does to keep there team and self motivated??? Management is difficult, and this is my first position. I have been a nurse manager for three years and it has been a ride.

Does anyone still have this? If so could you email me at [email protected]

Good evening all, I am looking for information on how your schedule is completed for the unit. We do not have and electronic system. The challenge is the schedule template is put out for the staff to sign up. When pulled by the schedulers for completions more often then not there are days that are completely unbalanced. What they are finding is a lot of nurses wanting to work tues-thurs and mon and fri short. Or folks requesting so many days off essentially they are dictating the schedule they like, which causes restrictions when attempting to balance. Can anyone offer advice for how it is done on their unit? I have given some thought to splitting the unit in to teams. Having team 1 sign up first this month and alternating, with the second team for the month being the priority if balance is needed and again alternating each month. The schedule is taking to much of my time and the scheduling committees time. I have attempted to get feedback/suggestions from the staff, with minimal input. So I am searching for ideas to present to them to see if that gets them involved, and makes the scheduling process easier.

Good evening, I currently work at the VA Medical Center. I am wondering if anyone could tell me what there average staffing ratio is on a telemetry or med/surg unit. How big the unit is, and what kind of patients do you routinely see?

There is a combination of both. For those underperforming most are nurses within the past 2-3 years who have been N1L3 who have been promoted to N2, and yet are not performing at N2 level. I am just wondering what is the most basic way to explain what a N2 should be doing? I have said it, and even had my supervisor explain in the case I am not stating it as clearly as I should.

I am wondering how to best explain to nursing staff functions of a nurse II. I have plenty of staff nurses who essentially just show up to work, they won't do anything else aside from that. And yet they don't clearly understand there performance rating is based on that "performance".

Managers, I am wondering how you handle staff that complain constantly. I have many staff nurses who are seasons, and anytime I try to speak to them about anything it turns into complaints, with no offers of solutions. The education department is making changes to the documentation assessment due to computer limitations and seeking input from the staff. The majority of the staff have offered no input and the other halve have just complained so the educator is fed up. This is becoming frustrating with the amount of work that needs to be done on this unit! Any thoughts?

I recently started working at the VA. I have heard many say you just have to stay 5 years. But what is significance to be vested?

Thanks for advice, I appreciate it.

Thanks again. I am verbally being told we support you but when asking questions and for more one to one with certain things it does not happen. So in my opinion it is OK with my superiors. I need to have attendance and schedules controlled within couple months. And your are absolutely correct about the difficult conversations, I have expressed concern about this with my supervisor as well it just seems to be falling on deaf ears.

Thanks for comment. I previously was in middle management as a nursing supervisor at another hospital. I left that hospital and took this job at a small VA hospital. I am having trouble because my orientation was condensed into about 20 days by staff nurse who was covering management role and minimal guidance. I asked for a structured orientation and yet this hasn't happened. I am being directed by my supervisor to crack down on them but I can honestly say I don't know them or there work ethnic to crack down. I am still learning them and they are still learning me. And outside of that I am trying to still get acclimated and seek to learn the things I don't know nor have been taught.

Well as some of you know I have been in my role as nurse manager. It is my first nurse manager role ever. The challenge as well is I am working for the government. The unit I am working has had a turnover of 4 managers in 2.5 years. The staff for the most part wants to do things there way!! I have managed to have some success in small areas, however there is a member of the team that appears to be the staffs unofficial leader!!! The members have celebrated her advocating for them previously in different situations. I at a loss right now where to start really with this unit. I have chosen to start with getting to work on time and doing report at the bedside which has been challenge getting everyone educated with expectation. I am just not sure when in this situation where to begin.

Well as some of you know I have been in a new position since end of March. I am looking for feedback my manager has asked me to share my calendar via outlook with full view. Has anyone heard of such or why aside from micromanaging?

Happy Sunday everyone, I am looking for some advice. I have started my new position as a nurse manager. Currently there is an interim manager who previously was a staff nurse on the floor and agreed to fill the position for a few months. However a few months have turned to 9 months. She is currently orienting me, in no specific form or fashion. Although I have been at the hospital for almost a month, I spent 2 weeks in hospital orientation. Since I have arrived to the unit, I am being thrown a bunch of information at one time in no specific fashion, as well as I have worked on day alone due to the fact that she was granted a day off for working the floor the day before. So all in all out of the 8 shifts that we have spent together. I have done 2 days that have consisted of payroll, and 3 with other nurse managers, as well as a day on the floor with assignment. The issue is this person will have a last day of this coming Friday, to go start a new position next week. I have spoken to my direct supervisor who just keeps saying it will be okay we won't let you drown. I am new to this hospital and new to the role. I am learning there way, policies, and procedures, as well as the nurse manager role... I really don't know how to approach this subject anymore with my manager without sounding like I am whining. I have asked for a more structured orientation, with at minimum a checklist of requirements of for a new nurse manager in the hospital? I have not received anything, and when asking questions while orienting a lot of the answers are I DON'T KNOW, MAYBE YOU CAN ASK ONE OF THE OTHER NURSE MANAGERS! I would like to be successful in this position, but I just feel like I am not being given the most basic tools for success. Any suggestions would be greatly appreciated...

I am wondering I have been waiting to be credentialed by the VA. This has been a very time consuming process. The HR rep previously stated he wanted me to start on 3/5. The challenge with this is I had repeatedly told him I needed to give 4 week notice, secondary to wanting to get paid my vacation time. However after many phone calls I have just received my letter of confirmation today around 4pm. So the earliest I would be able to giv emy notice will be tomorrow by phone or Thursday. To start on 3/5 will not let me give adequate notice. I am wondering am I wrong to ask to start on 3/19? I have worked for my current employer for 15 years and don't want to burn any bridges.

I am just wondering for most that are seeking management positions or in management positions. Would you ever take a job making slightly more money, but with more responsibilities just for growth?

I am not sure if anyone here is a nurse manager at the VA. I will be entering a position shortly at a smaller VA and when inquiring about my orientation I can't seem to get a straight answer. I am wondering what kind of training does the VA offer for leadership positions?

Will do!

Thanks for asking I haven't started yet, waiting for clearance. Have a projected start date middle of January..So nervous new place and new position

Thanks but it was stated that the pay stubs are for the final offer!!! It just makes no sense. I currently am in middle management(supervisor/bed flow) The potential job is a nurse manager of a tele unit. I have been away from direct bedside for almost 5 years in this role, so have no numbers to show. And when you say speak about leadership on resume what exactly are they looking for do you know? My role right now encompasses so many aspects.

Hello everyone. I am just wondering has anyone been hired at the VA and not done dimensions? I am being asked to just update my resume to reflect my leadership accomplishments. There was some talk of dimension but I was told to do this instead. I was told with tentative offer they would like to expedite the process for hiring. But what threw me was I was asked for pay stubs from my current employer. Has anyone ever heard of such. I assumed this was because they were going to try to low ball me and wanted to see what I make currently. Any insight?

Hello RN4KU or anyone who has a copy could your please share it with me via emai...at [email protected] Please send me a copy of your proficiency that got you promoted to Nurse 3 Thanks