berrien

I really don't think that any general statements can be made about the correlation between GPA and Nursing abilities. There are people who are capable of earning a 4.0, but have responsibilities other than school so they don't have a 4.0. Then there are people who do have time to study and do earn the 4.0, or people who have time to study but don't/can't. I didn't graduate with a 4.0, but worked my rear-end off to earn an A average, and made the transition from school-to-floor relatively easily. The people I fear are the ones who don't put their full effort into school, and advocate, that "passing is passing". I think that thought-process leads to an attitude of, "minimum effort is fine". In Nursing, that's just plain scary.

I have seen people very nearly fail, or fail. It's not a huge deal. I think that it depends on your facility with how much they will spoon feed students to help them pass, but there are some critical oversights that the instructor cannot let go. I struggled with the Megacode even though I could mentally step through all of the steps, knew the drugs, dysrhythmias, etc. Got up there and froze, which almost everyone in my group did. The big thing is to slow down, use your algorithms, and think it through.

I wouldn't terminate yet. Is the nurse a newer employee or one who has been there for a while? Does she have any corrective action in her personnel file? I would look at that, and then sit down privately with this nurse to ask why she thinks she is making these mistakes. It could be that she is overwhelmed and rushed, or is distracted by personal issues, etc., which of course is no excuse. However, if it's brought to her attention that these are major concerns, and you are willing to work with her, (if your organization's policy and her employment record allows that), you may gain a loyal employee in the long run. On the surface, it sounds like she is rushing to finish her work, and needs to use some tools to make her slow down and concentrate on what she is doing. Maybe another nurse could review her discharge process with her and watch for teaching moments to slow down and double-check her work. Also, is the patient's signature required on the discharge forms? I would at the very least, give a verbal counseling unless she has other corrective action that would force you to move farther ahead in the corrective action process, and in that document let her know that any further violations could lead to termination of employment to make sure she takes it seriously. I have worked with some nurses who rush through and "call it good". With some, it's just their personality and somebody has had to wave a red flag to say, "No, it's not good enough! Slow down." Good luck!

At least at the school I went to, it didn't pay to try to prepare too far ahead because last-minute changes would be made and you'd have to start all over. Also, don't feel like you have to go out to buy every supplemental book the faculty may suggest. I did that and wasted a lot of money, and didn't even need or use most of them. Speaking of text books, stick only with what the faculty is using. Some of my cohorts didn't like our textbook and would buy others, then not do very well on the exams. I was the flashcard queen, and kept them bundled in zip loc bags, according to exam. I would put the cards that I knew well at the back of each stack. Then when the finals came around, I was able to easily pick out the cards that I felt I needed to brush up on. Worked great for me. Also, if it's not too overwhelming, start practicing NCLEX questions on a recommended app while you are in school. I would do a few of them at night before falling asleep, and I think it helped me feel much more relaxed during boards. Good luck!

In our facility, the charge position doesn't require the most experienced and/or strongest clinical skills, but rather requires leadership abilities, dependability, a solid work record, and a proven ability to promote an harmonious environment. I certainly recognize that you may very well encompass these traits, so please don't think that I am saying anything to the contrary! I am just sharing some information that I hope may help. I have been the newer nurse who was selected for the Charge position, and there was naturally a lot of resentment, which I certainly understood. I also felt very uncomfortable and yes, maybe a bit guilty for the first couple of weeks, because I have a lot of gratitude for several of those nurses who helped to train me when I first graduated. However, what many did not realize is that I am a second-degree R.N. with a lengthy and extensive background in H.R. I use that experience on a daily basis. I know of several newer nurses at our facility who have been rapidly promoted, and some of them are second-degree nurses, and bring non-nursing-related experience with them. I don't agree with your manager's reasoning that it would be a disservice to your patients to pull you away from the bedside. That sounds very canned, and I would have been insulted that s/he couldn't treat me as a professional, and tell me the facts. It could very well be that the newer nurse has a broad background that benefits your organization, or maybe his/her personality is a closer match to what your facility looks for in their managerial staff. Or as someone else stated in a different way, maybe this candidate is someone your manager feels comfortable working with because of a similar communication/interpersonal style. Again, not saying anything about you, but my situation in particular was interesting, because some of the nurses who applied, while competent, experienced, and very helpful to me, really were not a managerial fit. The reasons range from having a reputation of not actively helping other nurses when they could have, but would instead be on their personal cell phone or reading books, (non-job-related!), while acting as shift charge nurse, blaring music in the charting room, demonstrating passive-aggressive behaviors to other staff, cliquish or nurse bullying behaviors, calling in frequently, cursing or vulgar language in open areas, negative conflict resolution behaviors with other staff; I could go on. Basically, some would not be a charge nurse you would want to work with. I am very sorry that this opportunity didn't work out for you, and sure understand your feelings of frustration, especially after all those years of service. Maybe you could try again with your manager, and explain that you would like to be considered for promotion within your organization, and be specific with what you would like to do, without necessarily talking about your clinical experience. I would focus on your ability to facilitate change, lead a team, promote a positive working environment, conflict-resolution skills, etc. Those are all management-related abilities that many organizations look for when promoting. Lastly, for the record, I am in my 50's as well, so I don't necessarily think that age is as much of a factor as it used to be. Of course, it may depend on the facility's culture and philosophy, but I wouldn't ever assume that. By this time, there is a level of maturity in many of this age group. It's a little easier to keep things in perspective without sweating the small stuff! Good luck to you.

I am so tired of not only hearing about grandchildren, but having phones shoved in my face to see pictures of them doing things like...eating mashed potatoes for the first time, hearing them babble, seeing video of them rolling/crawling across the floor. Seriously, I have kids and loved to watch them grow. Kids are awesome. But holy cow, don't distract me from my job with this stuff, and expect me to drop my jaw in awe of normal, developmental things. I have patients to take care of, and don't want any distractions to cause me to make a mistake, or forget what I was going to do next.

I have a normally calm demeanor, (so I'm told), and am not one to strongly react to too many situations, anyway. Prior to a 2nd career as an RN, I spent many years in Human Resources, and interacted with some pretty colorful people in a variety of circumstances. Since HR is to remain neutral, (or at least I tried to), I think I developed a poker-face then. Little did I know that during a 2nd career in Nursing, that my exposure to that "colorfulness" would be bumped up a few notches by interacting with patients/family members who have co-morbid psychiatric issues! Trying to treat patients with conditions such as delusions of grandiosity, has definitely bumped up my Poker-Face to "Nurse Face" status.