jsteine1

Neezy so sorry you're feeling trapped and hopeless. I think a person can get in such a bad place that they become paralyzed to make needed changes. I'm a retired RN and was assaulted by a thug patient and that did it for me. If at all possible, pls try to take a very part time job perhaps retail, to get a feel for how you do outside of nursing. As far as pursuing an RN. Doesn't make sense given how you feel. It won't make much of a difference. Facilities will continue to cater to subhuman types to gain high satisfaction ratings. Best of luck to you

Chamberlain school of nursing awards, 80 credits toward a BSN. This program can be Completed online. The 80 credits are for diploma or associates with current RN licensure.

Unfortunately, it is beneficial to identify yourself as an RN in this situation. I have seen the care elevated and questions answered when someone with some knowlege is monitoring.

As a long time employer, I will tell you that resumes for anyone other than middle to c-level management is a waste of time. Most hospitals/ health care related businesses use an applicant tracking system which produces numerous statistics useful to future recruitment and retention efforts. Thats why they want the info presented to them in a certain way, ie their application forms. A good resume' will not help if the setting you are applying to does not have an approved open position for which your background specifically fits. If they have certain criteria, but have not advertised that criteria, that would be the explanation for non-responsiveness.

As a long time employer, I will tell you that resumes for anyone other than middle to c-level management is a waste of time. Most hospitals/ health care related businesses use an applicant tracking system which produces numerous statistics useful to future recruitment and retention efforts. Thats why they want the info presented to them in a certain way, ie their application forms. A good resume' will not help if the setting you are applying to does not have an approved open position for which your background specifically fits. If they have certain criteria, but have not advertised that criteria, that would be the explanation for non-responsiveness.

First, congrats to you for your unwavering honestly! I know you feel you are paying a price for this. As a long time manager, may I suggest a few things that just may be happening. First, an employer has the right in most companies to hire someone with an isolated item or issue who otherwise has excellent references and interviews very well. Everyone makes mistakes, and if there is absolutely nothing else negative on a background check, I would give that person a chance and have done so many times without regret. Lying about that on any application might get you a job, but when the state or national background check comes in a few weeks after you start working, you would be terminated for failure to disclose the information about the DUI, not necessarily BECAUSE of the DUI. If, in your application processes, you are simply completing and submitting applications as opposed to personal interview, I would suggest you call the Hiring managers in each place you applied directly and speak to them about your application and strong desire to work in your chosen profession. Try to get a face to face meeting, dress for success, be extremely professional and you will get a shot. Looking someone in the eye and telling them that the DUI was an isolated incident and would never ever occur again would be powerful. I think your problem is that these prospective employers only know you on paper and have not met you. Insist on just a few minutes of their time in person, offer to work nights and weekends for awhile if that what is takes to get their attention. Tell them you will earn their trust and be proud to have you on staff. Wishing you luck!

A lot of the scenarios described in this thread tie right back to weak nursing management in the LTC industry.

After 25 years in business and out of clinical-land, I am semi retired. I work a couple of days a month in a SNf and love it. Excellent care given there 100%, but a rather ( to me) weird cultural thing. It's funny how the old rhythms return and you just get back into it. Of course, when I wasnt doing specific skilled TX and meds, I jumped in and helped the aides with hoyer transfers, skin care,toileting, you know, all the usual. My first evening there, the aides looked at me like I was from another planet everytime I assisted them. Finally, I asked one of them what was so odd about me being on the floor with them when I can be? The facility is miraculously paperless charting and its very quick so no more long hours at the desk. Anyway, Nurses dont do hands on at all there, and I mean AT ALL!! When in orientation, the alternate nurse kept telling me to quit helping the aides, just sit up at the desk... Thats absurd. Needless to say, I have the most cooperative aide team around. All patients are everyones patients all the time.

After 25 years in business and out of clinical-land, I am semi retired. I work a couple of days a month in a SNf and love it. Excellent care given there 100%, but a rather ( to me) weird cultural thing. It's funny how the old rhythms return and you just get back into it. Of course, when I wasnt doing specific skilled TX and meds, I jumped in and helped the aides with hoyer transfers, skin care,toileting, you know, all the usual. My first evening there, the aides looked at me like I was from another planet everytime I assisted them. Finally, I asked one of them what was so odd about me being on the floor with them when I can be? The facility is miraculously paperless charting and its very quick so no more long hours at the desk. Anyway, Nurses dont do hands on at all there, and I mean AT ALL!! When in orientation, the alternate nurse kept telling me to quit helping the aides, just sit up at the desk... Thats absurd. Needless to say, I have the most cooperative aide team around. All patients are everyones patients all the time.

That is the solution, but unfortunately, before we can get that patient under our palliative Doc, we need to get some minor level of cooperation at times from the attending or family doc in the first place. Also, a lot of docs dont want the palliative doc to take over. No more billing for hospital and office visits, so its a revenue loss.

Movingalong-I hope it'sok to say that I am so proud of you. What you did was not easy for you,Im sure. You have empowered yourself tremendously whether you realize it or not. Additionally, you have created a level of respect with this instructor and no doubt, you have taught the teacher something. Way to go!!!

Cheerfulldoer- Gateway Regional Medical center in Granite City is hiring.

I am appalled that this woman is singling you out in this manner. Discrimination takes many forms, even through a smile or a joke. She is demonstrating clearly that it is she who is out of the loop. Anyone at any level who dared to do any of this with so many witnesses is breaking the law. I dont care how loved or sweet she is; she is breaking the law. I would not tolerate it, try to understand it or make excuses for it. I think you need to pay a little hardball next time she makes any reference to your age. If this were happening in a workplace and was reported, she could and most likely would be fired and you could easily sue for damages. sorry to take a hard road here, but what Im saying is absolutely the truth. Anyone who has been in a formal management role will concur.

A med center here in Illinois has this program available. 3 12- hour shifts a week, saturday and sunday always and one other 12 hour day during the week. They get benefits package but unlike the rest of the nursing staff, get a PTO program which accrues at 6 hours per month instead of the usual defined vacation and sick day program. Shift diffs, of course and the total package adds up to 32/hour. This group also works most holidays. Its a choice if making as much as possible is the goal. However, for some, it turns into a pair of golden handcuffs. When someone wants to transfer out of that program to another unit or one of the ancillaries in that hospital, their hourly plummets( from their perspective) to the norms of 20 or 21/hour plus shift diff.

There are several components, but one of the really important ones is: Before leaving a patients room, ask them if they have any questions for you or do they need anything else and carry out their request.. Doing this consistently has reduced call lights going off around 40% in some locations.

There is a book available on Amazon called: " If Disney ran your Hospital". Great reading. Also, the methods demonstrated are part of the the "Studer: method. This is used extensively in my workplace and it truly enhances the culture

I'm with Suzanne!

Thank you Suebird. I found a few articles in physician executive magazine about failure to manage pain appropriately and the risks. I guess that got me to thinking a lot about this subject. I will search back issues of medscape as well. Keep your eyes open for me!

I'm trying to view this from the perspective of the general public and I just do not believe that they can look at you and tell whether you were a Diploma, Associates, Bachelors or mastered prepared nurse. I personally have never been asked the question, have any of you outside of your hiring interview? Unless asked and answered, a physician wouldnt know either unless it was on your name tag. So if there is an air of disrespect, it's roots are deeper than credentialing, a lot of it sadly is economically driven relative to reimbursement models and our societal values. In some countries, physicians rank about the same as a technical worker, like a plumber. In the US, the perception of doctors is one of affluence and power, thus unfortunately, almost automatic respect from the masses. Rock stars are well compensated too, thus preferential treatment. Crazy? absolutely. This is just reality and I dont believe nurses should look to fault themselves and each other for this. Deal with your own reality, garner respect through your work, your compassion and your professionalism.

Physicians are concerned about the tracking of their opiate prescribing habits and as a result, the terminally ill elderly are often undermedicated for pain, particularly in the skilled nursing environment. Lately, I have "heard" of more and more instances of litigation by families because pain control was not managed well. I am seeking hard data and information on specific cases and outcomes. I have been told many times by physicians I know that they fear referring to hospice as they are unfamiliar as well as uncomfortable with the pain management approaches used in palliation because it deviates from their "norms". I would like to be well informed on both sides of this equation for discussion purposes.

marketing purposes!

Are any of you aware of any litigation related to physicians undermedicating for pain in the terminally ill?

Regarding the Educational variances contributing to the lack of respect for nurses and the other issue raised regarding the very large discrepancy between therapists salaries and nurses salaries. Re Educational entry points; not sure I agree as PT assistants , a 2 year degree and licensure also earn more than registered nurses. RPTs earn far more as posted by Lindarn. Ive posted this before, but it may bear repeating. Therapists are revenue producing in their settings. There is not a similar correlation in nursing. In an outpatient setting, for example a physical therapy ASSISTANT( associates degree) can produce 8-10 thousand a month in revenue. Therefore, its easy to see why its not painful to pay them 50k or more a year. It's extremely profitable. If nursings functions were broken down by billable codes with a revenue amount attached, believe me, the salaries would skyrocket and hospitals would happily overstaff to drive revenue! Unfortunately, nurses are overhead, not revenue producing. When and if this changes, the entire salary issue will no longer be a problem.

Who gets promoted or hired into management positions is a complicated subject. Generally, they go outside instead of promoting internally because they do not see that they have a natural leader within the group. There are assigned leaders and natural leaders. Thats the go to person among peers who is consistently positive, seems to understand the goals of management and can be counted on to assist management indirectly with their can do attitude and inborn ability to positively influence others. They are not known to badmouth the employer or bring any negativity to the work group. Thats the kind of person who could make a successful transition from peer to supervisor. Also, promotions should never be a sign of appreciation or a thank you. The purpose of promoting someone is for the benefit of the facility;is to maximize the potential of the work unit with the individual who has the needed skill sets.

Yes, I have always felt respected. But it has to be said, in life, work and relationships in general, respect has to be earned.