lsmo

LOVE IT! Nice slant on recruitment and retention ya know? I will email this to our staff council president ( a staff nurse ) who is working hard to get us a decent contract at this very moment. I will encourage her to read this to the administration's representatives. The ad speaks volumes. ------------------ L.Smo RN

No advice, just thoughts I've mulled over periodically that might interest you "el". What about designing a business that brings nurses in as part owners...if your specialty was orthopedics, you would contract out services say, quarterly for the hospital. You not only would provide qualified staff, but you would provide your own inservicing and education for the staff so that it was completely out of the hospital's hands. If the nurses ran the unit as owners of their own business I believe they would do a far better job than the convoluted workings of the hospital administration. The key here is OWNERSHIP of the unit's operation and OWNERSHIP of terms of employment and working conditions. Take this further, for example, If the nurses wanted gourmet meals on wheels included in their "fee" that was available to them at all times( due to the nature of their work and the unlikelihood that they could "plan" to eat at any specified time)--they could write it into their contract, or if they required certain staffing ratios,--they could write it into their contract, or if the unit was run under budget the nurses would reap the financial reward! I think nurses in this type of set up would also ensure that they have excellent benefits, perhaps even stock options and a more secure retirement fund. We would do a much better job as nurses taking care of these things that matter to our quality of life and in turn longevity in the career of nursing. WHAD'YA think? ------------------ L.Smo RN

1)RN 2)16 3). North East/MICHIGAN 4) NO 6)SOMEWHAT 7)SOMEWHAT 8)RARELY 9)BARELY/DRASTIC CUTS 10)LOVE IT WHEN I CAN DO IT PROPERLY/REASONABLY 11)YES, SADLY 12)OCCASIONALLY 13)THREE 12 HOUR DAYS/WEEK 14)3 15)FOR 16)YES IF NECESSARY 17) LIVING IN TODAY'S WORLD, I BELIEVE IF ALL NURSES BELONGED TO A UNION. WE COULD DEFINITELY IMPROVE OUR TERMS OF EMPLOYMENT AND WORKING CONDITIONS COLLECTIVELY. HOWEVER, MY ULTIMATE IDEAL WOULD BE TO SEE US FORM OUR OWN BUSINESSES, THAT WOULD CONTRACT NURSING SERVICES TO THE HOSPITALS. FOR EXAMPLE, ALL OBSTETRICAL SERVICES WOULD BE PROVIDED BY THE NURSE-OWNED BUSINESS.. IF A PROFIT WAS MADE, THE NURSES WHO STAFFED THE UNIT VIA THE CONTRACT WOULD RECEIVE THE CASH. AS AN INDEPENDENT GROUP, NURSES COULD COMMAND SOME HEALTHY BENEFIT PACKAGES AND DO A BETTER JOB OF MANAGING THEIR UNITS...WHEN WE ARE EMPLOYEES OF THE INSTITUTIONS WE SERVE--WE STRUGGLE TO HAVE THE NEEDED CONTROL OF OUR PRACTICE AND TERMS OF EMPLOYMENT. ------------------ L.Smo RN [This message has been edited by lsmo (edited March 29, 2001).]

hollykate, Awesome idea and good for you for asking the question. I feel that while mentoring needs to be "assigned" on a strictly voluntary and mutual basis between the mentor and the new employee, new nurse or student nurse. It is very true that more time and less patient load would encourage the success of the mentoring process. In addition, I think all your ideas for rewards were excellent! I like the idea of some type of gesture of appreciation for those who go above and beyond. I like the idea of a REWARD of increased personal time in the way of more vacation days along with a personal stipend for my own personal development, whether it be personal (a Bahama trip) or educational ( a Bahama trip with CEU's) ------------------ L.Smo RN

I originally became a member of ANA inadvertantly, due to our hospital's union affiliation--it is mandatory to join--otherwise we can donate our dues to a specified charity. I think ANA has been listening to the rumblings of the "people" at the frontlines of nursing--the ones who pay the majority of dues to the organization....THE STAFF NURSES. It wasn't always my perception. I think they are trying to address our concerns....but initially when all the*%#@ started happening in nursing (work redesign, layoffs, replacing RN's with unlicensed assistive personnel etc.) I felt like they were not very effective and really out of touch with the majority of nurses. I think they are far too focused on advanced practice issues and could do better by investing in the bulk of the nurses who operate in the trenches of hospitals etc. They are SO politically entrenched and have an agenda that is far too broad perhaps. On the other hand, I am a member of my specialty practice organization, AWHONN (Association of Womens Health and Obstetric and Neonatal Nursing). They gave me MUCH NEEDED support during our work redesign process. The AWHONN "nursing practice rep" was completely aware of issues unique to my area of practice-OB--and -what was safe and prudent practice etc. During our Work Redesign fiasco, I faced off with administration about the need to retain the RN as primary provider of care for the laboring and high risk anteparal patient. I was completely and unconditionally supported by AWHONN. There was a knowledgeable person familiar with OB issues and practice, A person to talk to and to help me articulate practice concerns. I do not believe I would have gotten the practical suggestions and guidance from the ANA because the particulars of our practice concerns couldnot have been as deeply understood by the ANA. Mostly, I believe it is because ANA's agenda is so very broad based. Regardless of what the nursing organization's agenda/focus I think they should never lose sight of the need to dedicate a large portion of their mission to advocate and support those at the core of nursing. ------------------ L.Smo RN [This message has been edited by lsmo (edited February 25, 2001).] [This message has been edited by lsmo (edited February 25, 2001).]

Joy, I think you hit the nail on the head. Ditto from Michigan. ------------------ L.Smo RN

WHOA! It just about killed me to hear you suggest that nurses should give their recruitment bonus away. What are you saying? In the first place, nurses deserve more money for their everyday contributions in the workplace to begin with...if they can influence a fellow nurse to hire on at their workplace--that is a HUGE savings to their employer and the nurse SHOULD be rewarded. If ANYbody should be giving this "ROP" program cash to keep it going--it can come from those institutions requiring the expertise of nurses to turn a profit or to keep their businesses afloat. In the second place, I agree with the other post--our "crisis" in nursing is more about retention ultimately. After all, how cost effective is it to get young people excited about the work of nursing by spending money enticing them through these"ROP" programs then providing financial assistance through grant monies etc. for a college based nursing education--only to have them leave the profession in a few years from burn-out and reality shock. I encourage you to focus on nursing retention issues if you want your research to reflect the heart of the problem. Giving nurses more control over their work environment--guaranteeing them exceptional rewards financially during their working life--and securing a primo retirement for them as a reward for their long careers in the service of humanity--would be an excellent start. By the way, what does "ROP" stand for? ------------------ L.Smo RN

Scott-o your post is awesome. I laughed out loud about being "infected"--with the desire for better pay???!!! True, warm fuzzies don't pay the bills. I don't see ANYTHING wrong with wanting more cash for our efforts. In fact, first, I want more CONTROL of my working environment. If I need more help, I don't have to wish for it, it is granted. My rooms would be stocked appropriately, systems problems would be eliminated in a timely manner. In essence, staff nurses would run the whole thing. Who knows better how to get the job done right anyway? In addition, I want financial security in my retirement. I want to know that after making tons of cash for hospitals and helping others in their time of need, I will be assured the BEST health care available in my old age..As a tangible way of saying, "THANKS NURSE SMO...You were there for me now we'd like to be there for you...cuz you're worth it!.". Wouldn't that be great? It is really great letting that out. Thanks Scott for asking... ------------------ L.Smo RN

WHY IS IT THAT NO ONE SEES THAT YANKEE'S MANAGER HAS SOME ACCOUNTABILITY HERE? IT SEEMS TO ME IF YANKEE HAS A GOOD WORK RECORD THEN THE NURSE(S) GIVING HER A ROUGH TIME SHOULD GET TAKEN ASIDE AND REPRIMANDED. NO WORK PLACE SHOULD TOLERATE THAT IN STAFF. IF I WAS YANK, IN ADDITION TO ALL THE GREAT SUGGESTIONS THUSFAR, I WOULD ASK THE MANAGER WHAT HE/SHE PLANS ON DOING TO "RE-EDUCATE" AND REDIRECT THESE MISGUIDED EMPLOYEES? MORE IMPORTANTLY, WHAT IS BEING DONE BY YOUR MANAGEMENT TO ENSURE THAT YOU GET THE MENTORING YOU DESERVE? TOO OFTEN OUR WORKPLACES ARE SHORT STAFFED AND SUPPORT FOR STAFF IS LACKING. MAYBE THESE NURSES ARE "EATING THEIR YOUNG" IN RESPONSE TO DYSFUNCTIONAL WORK CONDITIONS. THINK ABOUT IT, AS EXPERIMENTS ON MICE HAVE SHOWN: PUT THEM TOO CLOSE TOGETHER IN A TINY PLACE, DENY FOOD AND WATER, OR OVERSTIMULATE THEM AND THEY TOO WILL START TO BEHAVE INAPPROPRIATELY IF NOT KILL EACH OTHER! ------------------ L.Smo RN [This message has been edited by lsmo (edited February 20, 2001).]

SusanMary: Go girl! Gotta give you credit for stopping the race to rethink your stress track. It is great to hear everyone's suggestions for destressing. Unfortunately, stress is part of our jobs and won't go away. If you want to survive it, you need defensive measures! I would add to the other excellent suggestions: When you really want to make exercise part of your life, it helps to pencil the time in your schedule. Actually write it in. It is an essential appointment of great importance to you/your body/your mind--it deserves the formality in your calander. Congratulations on opening the door to the true secret of happiness....my motto: "Give to yourself daily". ------------------ L.Smo RN

In response to getting the word out on the nurse's perspective regarding our working conditions/environment: Use the Media-Media-Media! In an effort to do just that I will be putting together a panel of 6 nurses (one student nurse) for a cable access broadcast about our working environment for airing on our local cable station in Kalamazoo. The main focus of the program will be, "Nursing recruitment and retention: What do the working nurses have to say?" Most people have no clue what nurses want or need or are going through in health care. This is prime time to get the word out in an effort to improve our working conditions and to gain public support--before the next hospital takeover or downsizing effort squeezes the "quality"out of care for patientst as well as the quality of our working lives. We need to start telling the media just what the heck we need and want to do our jobs and to stay in the profession--and to entice others into the field of nursing. Seems like that is the big question these days, but I rarely hear working nurses quoted.So speak up gang. What do you want? I think that is television worthy don't you? : ) ------------------ L.Smo RN

Karen, Perhaps you were getting a territorial related response from the LVN. Perhaps you are not aware that anyone who is working in a lab coat or a set of scrubs in a health care setting--and is female in particular--is assumed to be a nurse. In light of the frightening things that are currently transpiring in health care--one of which is the inappropriate replacement of licensed nurses with aids, techs, housekeepers, secretaries etc. with no distinguishing badge and uniforms--you may want to consider this as a possible reason for the comment....however insensitive it may have sounded. From my perspective nurses are rightfully ticked-off about how the health care industry has taken advantage of and often abused their status. If I were you, and you are proud of your achievement and status, do what more nurses are doing...wear a clearly identifiable identification of your status. When our hospital was downsizing and redesigning it's workforce I know the RN's-- specifically, were made to feel like the "enemies of the hospital budget"...we were being spread thin and supposed to blend with other skill levels, suport staff, etc. in a "team". No differentiation was to be made in our uniforms...with only a tiny notation on one corner of each badge as to our status. Patients were unaware of who was who. It took consistent efforts to repeatedly identify ourselves with every patient contact--certainly this is a good thing to do anyway--but it was like OVERKILL. In fact, I chuckle to remember our plans to put REGISTERED NURSE in 6 inch letters across the front and back of our scrub tops to clearly identify ourselves--kinda like prison inmates have HA! Actually, I still think it isn't a bad idea. I encourage you to resist hard feelings and to...get with advertising your MEDICAL ASSISTANT status at your workplace with clear identifying info on your uniform. It will help you be identified correctly. Best wishes to you.. ------------------ L.Smo RN

I agree that ANY avenue nurses can use to negotiate their compensation should reflect a press for improvements in our retirement benefits. I am certain that this is a topic that deserves immediate and drastic improvements. It is my hope that we can get this topic in the spotlight in an effort to get more minds working together to improve our quality of life in retirement. The power of collective efforts by nurses is phenomenal. We need to get this topic out there for the public to witness our national outrage as to how the health care industry discards and scarcely compensates their retired nurses--the very nurses who have enabled them to sustain billions of dollars in revenues and profits! It would make quite an impact to have the news do a cameo spot on television where they interview retired nurses who now are unable to access health care and are living in poverty in their retirement after years of working in a "caring" profession. As a note of interest, when surveyed, our hospital's RN's overwhelmingly (81%) requested that our union negotiate in fervor for improvements in our "retirement package". ------------------ L.Smo RN [This message has been edited by lsmo (edited February 09, 2001).]

Anyone out there notice that the retirement benefits for nurses is greatly lacking? FACT: Nurses are very likely to retire without significant financial benefits and absolutely NO employer sponsored health care coverage after working 20-30 years or more in a health care profession. FACT: Considering that the majority of nurses are female, they will live longer and be more likely to have chronic health problems associated with aging--requiring medical services. FACT: More women than men will experience poverty in their "golden years". FACT: The nursing workforce will have approximately 50% of all RN's in this country eligible for retirement within the next decade. FACT: There is a critical nursing shortage predicted within the next decade. There is already a current nursing shortage in major practice areas of nursing and a decrease in enrollment in the schools of nursing. I have a great idea! To encourage nurses to stay on in the profession longer I suggest the health care industry get crackin' on beefing up their retirement contributions! For example, the employer could improve TSA matches according to the amount of years you work for the employer. In fact, I believe that any business that employs allied health professionals in order to advance a profit have a responsibility to their employees who dedicate their careers to the health care industry. In addition, I do not believe the health care industry is as "emaciated" financially as is often depicted. Financial analysis show that many health care indurstries in this country are showing large profits. I can guarantee that it isn't coming to those who are at the front lines and providing the services....eg. the nurses, the occupational therapists, the social workers, the med. techs and nursing assistants etc. But what about the huge payrolls spent on salaries and expense accounts for many of the chief financial officers and executives of these organizations? In any event, I would like to hear what you think we should do next to improve this inequity. For the "health care industry" to place such undue hardship on their workforce in their "golden years" is nothing short of cruel. It is time the industry acknowleges the needs of their changing workforce by increasing the basic pension fund accumulation--so that nurses will get more than $350 monthly after 25 years in nursing!! This may entice longevity and retention in the nursing workforce. I believe that the health care industry as a whole could stand to gain some much needed nurse-friendly credibility and send a very positive message by letting us know we are valuable--enough to make improvements in their health care and prescription benefits so meds and needed services at retirement are met. It just seems fitting, that those of us who provide health care services throughout the course of our career, should be able to access health care in our most vulnerable time of life--retirement. What do you think? LSMO RNC ------------------ L.Smo RN

To Oramar re: Sending the post I submitted on to the news... GO for it. I am honored. LSMO ------------------ L.Smo RN