msmerrie

Thank you CamaroGirl13 for your response! This is what I wanted to convey with my original post. Bottom line: LPN's and RN's have a different scope of practice, different educational requirements, and a different NCLEX to pass in order to practice. My former employers chose to ignore these facts just so they can fulfill the contract. My former "leadership" team (management) also chose to ignore these facts just so they could continue to hire their friends and family members no matter how little nursing experience they had. This also meant no one was properly trained or held accountable for their poor work performance. (Honestly, the more I write, the angrier I get, even after 3 months.) In short, as RN's, instead of "playing nicety nice", we need to spend more of our efforts advocating for our profession and less time worrying about the "butt hurt" feelings of our co-workers. If we don't, no one will. We should all know that by now, right? Thanks

Thank you David(FR) for your insight! I love that you work out of the US and can offer a different perspective into nursing practice in Europe. It looks like France has a good system. A few years ago I was dating a man from Ireland and we talked about me moving there eventually. When I researched there nurse licensing process, I found it to be somewhat similar to the US when it came to education, background checks, language proficiency, ect. But what really impressed me the most was the licensing board (or your workplace, not sure) assigned you a preceptor for 6 months and you wouldn't be fully qualified (licensed) until you were signed off. That is unheard of here and it's a shame. In the US, each facility has it's own new hire training, and you might get a preceptor for a few weeks, if your lucky. Most of the time they just throw you out there once you learn the computer (and where the nearest bathroom is on your floor, LOL). In the job I just left, I recently proposed a six month new hire preceptor program and was basically ignored by leadership. I hated the fact that we were setting new young nurses (LVN or RN's) up for failure because we didn't support them in the beginning. It was disappointing, to say the least.

Thank you. You are correct. It wasn't just an RN vs LPN/LVN pay issue that led me to quit. There was so much more to this story that I didn't share. I might have come across as a nurse who feels entitled just by virtue of their education and license alone, in truth, I am much more pragmatic, than emotional when it comes to work (pay=good, drama=no good, LOL). No one was more surprised than me when I finally came to the realization that it was the total lack of respect and support that bothered me more than anything. Hopefully I can put this behind me soon, so it won't spoil my next job. Thanks again for your insight.

I recently quit a nursing job that hires LVN's and gives them the same pay as RN's. I was given the impression that having a RN license was the minimum requirement for this job. When I started five years ago, we had seven RN's and no LVN's (before I quit, we were down to three RN's and two LVN's). When I mentioned this, I was told that the new contract wording stated that "RN's were preferred, but LVN's were acceptable". It wasn't like they were trying to save money by phasing out the RN's. I could understand that. These LVN's were getting the same pay as the RN's. This really didn't bother me in the beginning. We essentially did the same job. I had my own case load and I was being paid a good RN's wage for the area I live in. The problem came about when one of the LVN's recently took a leave of absence and I was asked to take on some of their workload while they were gone. Not much shocks me these days, but when I started to really take notice of just how poor this LVN's work was, I was truly shocked and unfortunately the other LVN was not much better. I felt I had no choice but to bring my concerns to leadership. Long story, short: the retribution was swift and the bullying I endured since then was unlike anything I have ever experienced in the 20 plus years I have been a nurse. Which, by the way, 9 of those years I was an LVN. My question is, have you ever been in this type of situation and what did you do? Also, is this something new, LVN's getting the same pay rate as RN's? I have recently seen job postings where LVN's and RN's can apply for the same job. Any feedback would be appreciated. Thank you.

Thank you for your suggestions. I have revised to 1 and 1/2 pages with no fluff, just action verbs. I think it's good to go. Now onto my search. "I am a fabulous nurse and I will be working soon... ". That's my morning mantra. lol

Good afternoon Nurses, I am hoping for some feedback on my latest resume. I have recently relocated back to the west coast from Florida. I will begin my job search as soon as I can get this resume done. LOL. I would appreciate any feedback, especially if someone has some suggestions on how to describe my military experience (reserves) in a few short bullets. Thank you QUALIFICATIONS  Over 14 years of nursing experience with a focus on women's healthcare.  Comprehensive knowledge of modern nursing practices.  Remarkable ability to work independently, as well as part of a care team.  Caring, reliable, and dedicated to providing excellent patient care.  Electronic Health Records: Proficient in the use of NextGen®, Epic®, and Beacon® computer software systems. EDUCATION Associates of Arts in Nursing (RN), 5/2012 Hillsborough Community College * Tampa, FL Practical Nurse Diploma (LPN), 8/2000 Clover Park Technical College * Lakewood, WA Certifications: American Heart Association - Basic Life Support - Exp. 05/2016 California Board of Registered Nursing NURSING EXPERIENCE Recovery Room, Registered Nurse Family Planning Services * Planned Parenthood of Southwest and Central Florida Sarasota, FL * 2/2009-9/2014  Expert ability to prepare patients for procedures, and monitor them while under moderate sedation.  Excellent IV placements skills with a 95% first attempt success rate.  Solid understanding of the principles of aseptic technique and their implementation.  Assessed and evaluated patient condition pre and post-procedure.  Functioned as preceptor for all new nurses joining the affiliate  Insightful ability to work with diverse patient populations.  Traveled between four and five clinics weekly within affiliate, on procedure days. U.S. Navy Reserves - Hospital Corpsman 1st Class (E6) Naval Hospital Jacksonville - Operational Support Unit- Detachment I Tampa FL 4/2002-9/2014  Directly supervised seventeen junior Hospital Corpsman in clinical operations for Naval Operational Support Center, Tampa, a 900 member organization of naval reservists.  Recently transferred to the IRR (Individual Ready Reserve) for the remainder of my enlistment. High Risk OB-Fetal Diagnostics and Maternal Health University of So. Alabama - Mobile, AL 5/2008-12/2008  Researched and obtained educational materials for patients, specific to their diagnosis and reason for referral. Maxim Healthcare Services Pensacola, FL 3/ 2007 - 10/ 2007  * Providing direct patient care in a variety of healthcare settings, including long term care, correctional facilities and mental health institutions. Tacoma Family Medicine - OB Access Clinic MultiCare Health Systems - Tacoma, WA 11/2003-12/2006  University of Washington residency and fellowship clinic serving the at risk/low income community in Tacoma Washington. Tacoma General Hospital - Women and Newborn Services MultiCare Health Systems - Tacoma, WA 11/2001-11/2003  Direct patient care and education for mothers and newborns during their postpartum stay. Kent MultiCare Clinic - OB/GYN MultiCare Health Systems - Kent, WA 1/2001-11/2003  Rooming patients for visits, updating, charts, pre-natal teaching, non-stress test fetal monitoring, procedure set up and assist.