staceyp413

Thank you

Thank you

We are looking to standardize our dressings. We have selected one for the ports, as well as a securement dressing for the others, both with CHG. The question I have for clinicians, what do you use for your non-sutured lines? Initially, we are looking at sticking with the securement dressing only, but now am hearing concerns about requiring a stat lock so they don't get dislodged. Thank you.

Thank you very much

Thank you-we've had (and my former employer had) them in the OR but not a RNFA....yet. Just trying to find out how far their roles and abilities/competencies extend as the scope of practice isn't very detailed and I want them to reach their full potential with the right training while ensuring the patient is safe.

Hi, If you have CSFAs and RNFAs in your OR, would you share with me the type of duties they perform. If you have CV (open hearts), what are some of the primary duties and tasks performed in those cases? We are growing our program and looking to add the RNFA role. Thank you in advance!

Thank you--am told it can work very well (and that is what I want to get to and help make happen). Will definitely check back in and share when I/we get to that point. Stacey

Hi, great question. It is meant to have a place for events to go so that nurses are reviewing cases by fellow nurses of a similar rank/specialty and not so much evaluating as looking at how his/her actions followed policy. In addition, does the facility follow or even have policy that is available for colleagues and does it follow EBP. Before the process even gets off the ground there will be a need for transparency about the process, use of just culture within the process, and clearly defined steps and guideliness that the review team/board/committee will follow. For example: An event happens and is reviewed peer to peer (not in secret, transparent process) and it could be found that the organization has a process but it does not meet the needs of the nurses caring for the patient (ex. unrealistic r/t staffing ratios, not enough computer stations, duplicate charting, etc etc) and then information is shared with the peer and names kept confidential. The process, however, may need to be addressed and looked at which then goes to the education or practice councils. This is much 'in my head' at this time along with the research I've done and books have read. There are other facilities do this type of work so looking to see what does and doesn't work. It isn't meant to be a annual evaluation process or review of their work necessarily as much as did the RN follow policy and then it goes from there. Hope this helps direct you in what I'm looking to find out more of.

Good afternoon, As part of my MSN practicum I am looking to help develop a Nursing Peer Review Board for our division for events that need a review of cares to the EBPs that are present for all areas. This is different than a peer review for evaluations (which the facilities may do later). This is sought out to improve the practice, quality, and safety to our patients and to develop the clinical skills and professional development of our nurses. I would like to interview anyone who has a NPR at their facility and would take 10-15 minutes to talk with me at your convenience. Thank you in advance, Stacey Powell, BSN, RN, CNOR [email protected] 715-717-4493

I am reaching out for any type of examples of the model used at your facility. Centralized or unit based educators How many educators and FTEs allowed in education and how was it determined Do you have a staffing grid for your education department Thank you so much in advance if you have the time to respond!

Same problem here recently. Anesthesia bringing skull caps that we removed from inventory from other facilities in town. Looking to put something into their next contract. It's very difficult to watch them come by even after saying something to the person and their dept leaders. Also it feels awful sometimes being the enforcer for this when there are so many better places to use my time and energy but I keep on it because it's the right thing to do.

Send me your email address or better yet your phone number and I'll share with you the good, bad, and the ugly on where we started and where we are right now.

Hello- I am a OR nurse by trade but moved to an educator role and my service lines include OR, SSCU, PACU, SPD, and Radiology. I am learning so much every day and want to make sure that as I observe and do the education I don't come in blazing but learn about practices that ensure patient safety (sterile technique, attire, etc). One of the things I'd like to hear from you is: What type of set up is done by the scrub RN or Techs getting ready or doing the case? Gloves, mask, cap only or full gloves, mask, cap and gowns I also ask as we are converting one of the interventional suites to a restricted area until a hybrid OR is made so I am working on the guidelines and have done some teaching on attire, technique, traffic and the impact during non-stent/OR type cases for them is pretty big so I want to make sure I/we are doing it based on EBM and not just because the OR does. Thank you so much in advance.

I have new or minimal experienced nurses do the course in the first year of hire. Looking at the ST one too.

Can you request a team walk thru of a mh crisis to see how everyone would react and if you really have the staff, meds, and support? I'd be nervous too but if no other options get prepared and ready for all and hope for nothing.

I did the review course sponsored by AORN (was a 2 day weekend class that I dialed in)and found it very helpful. I highly recommend doing some studying 4-6 weeks before the exam and get the basics down (lab values, ABG's, positioning, sterilization parameters. I also liked the test preps to see what areas I needed to focus on and study up on. This fall I am working on a class for colleagues at my facility. It was tough and I admit it produced anxiety enough that I will NEVER let it lapse. Congratulations~~

Hi-- I'm new to my role after being in staffing and leadership my first 16 years. The clinical ed role has been changing and we are now located in the Org Learning Dept (there are 5.5 of us now). Each of us has different floors/specialty areas we oversee and help develop but each of us have very different roles. For example: I cover OR, SPD, PACU, SSC, and Radiology. Radiology has a well formed ed plan and nurses who teach so I don't do much w/them except for house-wide ed and changes. Surgical Services (the 4 other areas) is where I came from as a leader in the OR and I'm starting from almost the ground up. Right now making orientation manuals and competency lists for the year; met with all staff and developing a annual education plan; just finished orienting the new OR leader who is taking my old role (sounds strange but went great and she'll do a wonderful job) and now am back to orienting myself:) The other educators and I are going to meet monthly to continue our overall education and progresses, especially when it comes to annual house wide competencies. All of us sit on the nursing nucleus council developed by a leader that has/is looking at the orientation, preceptor, and nurse residency classes. A fellow ed and I were part of the preceptor team and recently taught our first class of 12 nursing preceptors and have 6 more classes coming up and then will create a non-clinical class too. I'm also honored to be asked to do a monthly self development 'class' required of all hospital staff starting later this year. So far I have found it very overwhelming only because I like order and I am organizing areas that had no educator or little time on it as well as getting familiar w/the role. Its also tough as everyone from the top to the side and down has an agenda and everyone has little or no time so there is a lot of delegating. Hope this helps and let me know if you need or want more info. Stacey

I agree. Make the best of it, work hard, and adopt a 'I'll do what I can to help' attitude and believe me~~~~supervisors and other staff will take notice and then hiring those they know will go away as they'll know you!!

New to a education role for all of surgical services and radiology (formerly staff nursing 8 years and management 8 years all in the OR) and looking to update a very outdated Cell Salvage policy and procedure and combine it into one---kid ya not there are 9 policies right now. We are also changing from Haemonetics to Medtronic with our Perfusionists taking over 90% of the coverage but us (the RN's) still having the training as back ups if needed to run it. Is anyone willing to share their own policy in exchange for any of my facilities policies or my own educational presentations? I do not plan to use yours for anything other than a reference and guide to model ours after. Thank you!! Stacey [email protected]

Thanks to you both. I agree to leaving it at home but knowing the push back and difficulty with new changes (even when evidence and patient safety based) can bring I always feel its important to offer options if I can.

We will be making a change soon to no jewelry unless covered in the restricted area or by surgical attire. We locker share so our assistant director is looking for personal lock boxes that could be used. Knowing that this means rings off, do any of you have suggestions as to where or who I could contact for the pins that we used to see often that allows us to secure rings to our scrubs? Thank you

Happy Monday! Looking for any suggestions, information, advice as to what your formal job title/classification is at your facility? Seeking feedback and input from clinical nurse educators that have either a BSN or MSN degree for the job. Right now, the title CNS is used, Clinical Nurse Specialist but that brings about many red flags and questions so were looking at CNES, Clincial Nurse Education Specialist.........and some of us are fine with Nurse Educator:) Thank you for your time.

Something my co-workers and I want to know is your 1, 3, and 5 year plan or goals? OR nursing can take 6 months to a year and we want to make sure we aren't everyone's stepping stone for another career. It's hard work but can be loved work in the OR. Be up front and honest with those interviewing you and most of all, please be yourself!

Thanks for the reply. Just talking any csections that are done on the maternity unit where the c-sections are. Right now the OR staff covers the csection room (1-2 techs and 1 rn) as well as anesthesia. Our main efforts would be for the nurse and techs at this time.

Looking for a few good pieces of data to push our request to have our OB department cover c-sections (the suite is on their floor) and the OR cover the runover (room not ready, second emergent one that can't wait, potential complications and high risk). Asking as I know it is an old 'argument' and rather reinvent the wheel I thought I'd ask my colleagues first. Thank you