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jrt4

jrt4

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jrt4's Latest Activity

  1. jrt4

    ACN or clinical managers 12 hr shifts

    On a serious note I did work for an organization that allowed the Managers and Assistant Manager to do 4 10 hour shifts a week. One of you had to be there M-F and if you were off a day and something came up you had to be available. They knew we were putting in way too many hours and even on your "day off" you were still checking email and working on projects from home most of the time. It was nice though.
  2. jrt4

    ACN or clinical managers 12 hr shifts

    I used to work for HCA. They will say "sure, 12 hours M-F"...ok. Can you do weekends and holidays as well? By the way here are 3 more departments you can manage. haha kind of kidding.
  3. jrt4

    End of Year Reviews...finally done!

    We just started doing triannual coaching rather than monthly rounding and annual evaluations. Goal focused. More meaningful in my opinion.
  4. jrt4

    Young Nurse Considering Management

    Congratulations on advancing your career! I got into management after being a bedside nurse for about a year. My first role was an assistant nurse manager and I had the privilege of working alongside the bedside nurses about 75% of my shifts while spending about 25% on other stuff...usually education or management related. I think this is a great first step for those who are interested in leadership. Don't let others discourage you because you only have 5 years of experience. Leadership is more than experience. I would take a 5 year RN who has great leadership qualities as a manager over a 25 year RN who does not. Experience certainly helps but I have managed units that I have had no experience in...its certainly easier if you do but its doable in today's environment of nursing management. I would caution you against taking a job as a manager because you feel you are "doing nothing" with your degree. You want to make sure you are entering an environment that is supportive of your growth. I have worked at magnet hospitals in the past who have groomed new leaders into great leaders. I currently work at an organization that does not do this and is hard on new leaders. Fortunately I have the experience as a leader that I can be successful but you don't want to get yourself into that situation as a new leader. Be sure to ask questions about how the organization supports new leaders. They already know you are green because they have your resume. No reason to try to make up for that in an interview. They chose to interview you! Good luck!
  5. You are quick to judge those of us who do work very hard and are stressed. Do I work the floor? not usually. No I do not like working the floor. When I do it prevents me from getting my other work done. I mostly do not like it because i do not feel as helpful as someone who works in that role every day so I would prefer to find someone who does so the other staff do not have to pick up my slack. It sounds like if your depiction of your leadership is true it is some bad apples. I cover 4 different units and have nearly 100 employees... if you think that I am "lazy" because I am a manager you can come see what I do every day. You may want to see how the shoe fits before you rush to judgment.
  6. Is it personal or work related?
  7. jrt4

    Which school/degree should I choose?

    So if you are looking to become a manager I would encourage a MSN rather than just an MBA. An MSN/MBA is a good option though if you are considering moving up the ladder. MBA is quite common in director and executive level. My guess is the MSN you are looking at that is MSN/nurse leadership is not a dual degree program. It is probably an MSN with a focus on nursing leadership. Most programs are set up with MSN programs that have specific focuses whether that is in leadership, education, CNS, informatics...many options. The school really doesn't matter unless you are going towards the Nurse Practitioner route which would require accreditation to take the NP exam. There is no required exam for non clinical MSN but an accredited program would be the preferred because its likely not a good program if its not accredited and the goal is the knowledge not the degree necessarily. If you are going to continue on for a doctorate degree in nursing I would not encourage an MBA... unless you are going to pursue a PhD in business. it would be a waste of your time/money otherwise in my opinion. If you are looking at leadership I would encourage you to look at DNP programs that have a management focus. PhD is really a research degree which can be applied to management but DNP would really make more sense in my opinion. It sounds like you have a lot of ambition and that is awesome!!! I would encourage you to do a little bit more investigating about what will help you most though before you spend a lot of money and time on the wrong degree.
  8. jrt4

    Employee Schedule Survey

    Do you have all swing shifts? I guess I would need some background on what you are currently doing before I could respond with anything intelligent :)
  9. jrt4

    Nurse Mgr opportunity

    It sounds like a great opportunity but I would also be concerned with the amount of hours you will need to put in given that it is essentially a new company that is coming in and changing the culture AND building a new building. If you are good with the time commitment it sounds like a great opportunity!
  10. I don't know the average but based on my past experience its usually around 50 people 30FTE you would have an assistant nurse manager. I have 1 assistant nurse manager that I always seem to have to put into staffing just because of how we do productivity. I have around 80 staff across 4 departments. Its too much. At my previous job I had about the same amount of staff but had a full time assistant nurse manager. We were much more effective. Ho hum.
  11. jrt4

    Is this a smart tactic in huddle...

    I was talking about my original post... we have since cleared this up in a later post... "Nurse God" I like that...mods can I have my title changed?
  12. I agree. So many places operate so differently. It sounds like you are in what was called an assistant manager at my current job or an assistant unit director or a team leader or a supervisor... every place has a different title for levels of management. Some have a more "team management" approach where the manager/director may have a large number of FTE and several assistant managers. Some have managers with lower FTEs but little support from assistants. And some unfortunately have manager with a large number of FTEs and little support. Its all relative...
  13. jrt4

    Is this a smart tactic in huddle...

    I think you are confused about the context of my post in relation to the OP. I don't think an anonymous forum is a good place to discuss if what a manager did was right or wrong when the object of the conversation is so subjective. I am not saying that what the manager said was the inappropriate venue. Sharing real life examples can be an effective tool to influence staff. However, using it as a "scare tactic" is not effective. We shouldn't have to scare our staff into doing the right thing. If that is the case either A. I am not an effective leader, or B. I have staff that need to be counseled out of the system.
  14. Man... where do you work? It sounds like I need to get a job there as a manager. My 50+ hour work weeks busting my butt certainly do not compare to your experience at any of the hospitals I have worked at. Walk a mile in the managers shoes and it may not be so "cushy" as you think...either that or you have a really crappy manager.
  15. It really depends on the organization and span of control. I have worked at a few different hospitals in my career and they have all been different. I would love to be more involved in my units but I cover 4 different units with over 100 employees and would never have the time in my day to do all of the things that the above poster does for each of my areas. I feel more effective when I have a smaller span of control but unfortunately its not my reality.
  16. You should be able to request a salary review from HR. Sometimes depending on how much you were making as a floor nurse, the supervisors may actually make less. As a manager I have had employees that have been working with the company for a number of years who have had hourly rates comparable to my own. Supervisors also have different responsibilities depending on the organization. Some just strictly handle in house issues on a particular shift and some organizations require them to have additional responsibilities outside of that shift. A salary review from HR would be your best bet.