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Hi All, I am an FNP and have an opportunity to work with a family practice that also has rounding privileges in the hospital. I would be rounding 20% of the time. I will verify this question officially with the NJ BON but am also seeking more immediate feedback from members. Is it within the scope of practice for FNPs to round in the hospital? TIA!

That is my concern. I would like to wait until I am hired, but I'm not sure if this will be the kind of thing they will expect to to have done on my own.

Recent grad here... Due to other work committments I won't be applying for jobs for about 4 months. I have already passed my boards, so do I apply for my own NPI number now, on my own, or do I wait until I have been hired and sort that out then alone with my DEA, etc.? I'm not sure how to proceed given my specific situation. I wish my school had provided better guidance on this topic...

That's helpful. Did you simply need to list contact information for 3+ references, or did anyone request written letters?

I'm an FNP grad and am not able to start working until early next year due to work commitments as an RN. I like to be prepared when the time comes to apply for FNP jobs, of course. When the time comes to apply for various positions, will I simply need to list contact information for preceptors who will then be contacted for references/recommendations? What is the average number of references requested for FNP positions? Three? A few classmates already acquired actual letters of recommendation from preceptors, which I remember having to do in my undergrad program. Is this really necessary at the FNP level? It's hard to know exactly what I'll need now since I'm currently not applying for positions. If I simply need to list preceptors who an employer may contact for a recommendation I plan to contact each preceptor now letting them know my time frame and ask them in advance if they will be willing to serve as a reference when the time comes. Thoughts? Experiences? Tips? TIA

As a student I was at a practice with a few NPs and one PA. I happened to know PA was paid higher than the NPs because he disclosed his salary. He shrugged his shoulders and said, well, its because I'm a PA and they are NPs, and its just a fact that PAs are paid more. He also made subtle comments regarding how different NP and PA training is but did this in a way to emphasis his perceived benefits to PA training versus NP. I found this frustrating, and in the end, it only seemed to reveal his own insecurities. The bottom line is that he simply negotiated more. I knew and appreciated the NPs and they were excellent at their job, but they were not the types to negotiate . If you are paid less than a PA for the same job at the same practice, it is only because you did not negotiate. I would not stay at a practice where I was paid less for the same job unless the difference reflected only a difference in years of experience. For those who are seasoned negotiators, what would you do?

How many hours a week do you work on average? How did you find your current job? TIA

Great discussion so far. Here is a reminder of the original purpose of this post: City/State: Years in current position: Salary: How many hours you work: Benefits: Bonus: Negotiation tips?!

Right, so she "only" earns $81,000 a year but she does not work 40 hours a week...she doesn't work full-time. You are saying if she worked full time with her hourly rate she would earn $160,000, right? Is she also in the Psych specialty, JulesA? TIA

Hence the purpose of this thread! I think all of this information is incredibly helpful.

Hi Sailrmar9, what is your specialty? Also, are you in a hospital or clinic?

Thanks for posting. This is a good example why salary sites (even the good ones) are not always helpful when determining asking salary!

I've researched NP salaries in this region (and others) already. I've looked at salary.com, Bureau of Labor Statistics, glassdoor, etc. Like Jules A said, that's only so helpful. I think it is more productive to hear professionals dialogue specifically about the topic and to share specific information regarding their personal experience negotiating salary. I have read the book you are referring to and it is great, but the specific dialogue is better!

Thanks for getting this conversation started. I completely agree that the gender disparity is real and that it is self-perpetuated. Many friends who have already graduated simply took the salary offered to them and did not negotiate because they "just felt thankful to have their first NP job" and didn't want to rock the boat too much. They are shooting themselves in the foot I think. They are taking jobs that range from $85,000 to $90,000 in the Northeast. Can anyone speak to the actual process of negotiating once a job offer is made? What language have people used that worked well?

I know this has been a thread before, but let's have an updated conversation now that we are in 2017. I am posting this as I am a soon-to-graduate NP student and because I am a female. Nursing is still a female-dominated profession and I would like to empower other NPs (both male and female) to better negotiate and claim their professional worth. I believe one way to do this is by sharing information. Lets do this! City/State: Years in current position: Salary: Benefits: Bonus: Negotiation tips?!

Hi there, I need to submit my letter of resignation in the next three days. I will be submitting the letter with two weeks notice exactly as I am starting a new RN position. It's a holiday week and I heard that my manager will be out all week, even in the days following the holiday, which is when I was planning to submit the letter. I need to be done with the position and I don't want to put off the start of my "two weeks" until she comes back. If she is not in the office, do I just submit it to HR and send her an email? I know its best to deliver he letter to my manager in person, but what if that's not possible? I have a good relationship with my manager now and I don't want to burn bridges, but it also seems unfair for me to put my life on hold because of her vacation. Thanks in advance for your advise and thoughts!

I will be starting a new job, night shift 11pm to 7am. I've never worked night shift before and have two very small babies at home. It seems like most folks who work night shift go to sleep right when they get home or within an hour of that, but I would like to hear from folks who WAIT to go to sleep until around 3pm and then sleep until 9pm or so. My husband works 9-5, Monday through Friday, and we are trying to minimize childcare costs. I also feel like this would be more similar to my normal sleep pattern where I would sleep 9pm to 6am on a normal non-workday. What do you think? Does this type of schedule work (or really NOT work) for any of you? I would also really like to hear from parents of very young children. TIA!

Hi All, I'm currently in my first job search as an RN and have a strong lead for a mother/infant (postpartum) position, which I'm thrilled about! However, in the next few years I want to do some work as a pool nurse (I love the flexible and dynamic nature of the job). Will it be hard for me to do that? I was thinking I could always complete some CEUs in telemetry or whatever else I may need before making that change...am I right? Basically, I want to hear from anyone who has insight into this, especially nurses who have gone from L&D nursing or mother/Infant nursing to pool nursing or another specialty. I want to know if my taking this position would limit me to only L&D or postpartum units in the future. I'm at the beginning of my career! Thanks in advance!

Hi there! I'm interested to hear feedback from anyone who is working or who has worked at Cooper University Hospital in NJ. I'm very interested in working there but seem to have a difficult time finding information about the climate for employees. I don't currently have any contacts there, either. Is there a professional ladder in place? Do they encourage nurses to advance in their position? What is Cooper known most for? Do you see interdisciplinary teams? Is Cooper magnet status? In other words, what sets Cooper apart from other hospitals in the area, or even in the nation? Any feedback is appreciated. Thanks!

Thanks that's helpful. Btw, did you mean the first professor or the 3rd, who was my A&P I prof.?

I need two total and I already have one. I'm debating who to choose for my second reference. You don't think five years is too long ago?

Hi, I'm currently preparing my application for local nursing schools, all of which are programs for an accelerated bachelors in nursing. All of the programs I'm applying to can be considered competitive, so I need my references to be as strong as possible! I already have one professional reference, but will you please share your thoughts on who would be the best choice for the second reference? 1. I have a professor and supervisor (he has a PhD in art history) who knows me very well as a student and budding professional. He would have lots of very specific and very positive things to say about me. I worked with him for 3.5 years about five years ago. I think it may be a problem that he's not a "recent reference" and admissions might wonder why I'm using someone from a few years ago. 2. An LCSW who works at a local health clinic (they have several nurses, NPs, Dr.s, etc. on staff). I have known her personally for about three years, but she would have fewer specific examples of my strengths. She could speak to my personality and character. 3. My professor from A&P 1. I blew that class out of the water(!!) but the professor knows me only through that class over one semester. The class was at my local community college. Please! Which option would give me the best edge?! Thanks in advance!