veriteblesse

I wasn't sure which specialty to even put this in, so apologies if this is in the wrong spot. I have a job opportunity to work as a Regulatory Coordinator RN. This role works in a team with 3 other nurses and an ADA coordinator to maintain survey readiness at 150 clinical sites in a health system. The job entails a wide variety of things including doing tracers, going to locations to watch processes & see gaps or improvement opportunities. Participate in committees, work on policies, act as regulatory resource for staff. We would also work on facility licensing, respond to investigations, or be there if state shows up, help set up any correction plans, that kind of thing. I haven't been able to find much information, and I'm unaware of any nursing organization for this type of nursing. Do any of you work in this field, or have any insight? Thanks!

Interviewing for this job on Wednesday: Does this sound more quality or more CDI to you? Anyone here work a similar position?

Hi all. I'm wondering how you guys handle MRI with anxiolysis at your facilities. We currently have Rad RN's provide oral or IV anxiolytics, the problems we are running into are: 1) even with weight-based dosing protocols, the sedation is unpredictable. Pt's either a) can't get sedated enough to tolerate the MRI or b) worse, get over sedated and are way past anxiolysis into moderate sedation. There is no MD present, only the RN, so this is not in compliance with medical/regulatory standards. 2) There is a fundamental misunderstanding about what RNs provide, and even with lengthy pre-calls pt's still come in expecting "sedation", that they will be asleep, and are outraged when they finally understand what "anxiolysis" is. This is compounded by the fact that our schedulers are uneducated about the process with a manager uninterested in educating them. What I'd like to do is eliminate RN anxiolysis and give patients the option of either obtaining oral meds from their provider and taking them prior to arrival, or having anesthesia provide care--not necessarily general but whatever sedation level is necessary, so that the patient is under monitoring by an MD if they end up needing mod sed or deeper. I'd love some insight as to how you handle MRIs for claustrophobic patients. Thanks!

So I have a new job at an IR department in a brand new hospital. There are 3 of us being hired, and we are the first IR nurses. We will set our own call schedules, workflow processes, and that kind of thing. I wanted to ask other IR nurses what kinds of things you think are important when setting up an IR department. So far, I want to make sure we have: 1) A good charge RN rotation for those of us who want to be charge 2) A policy in place for whether/when ICU nurses come and stay with their patients 3) Fair and equal call rotations But I'm sure there are a ton of things I'm missing (I'm coming from the ED so I'm far from an IR expert). Let me know what you think is important, and give me your ideas! Thank you!

I've been an RN for 5 years in a variety of roles, and am now working with the ultimate goal of transitioning into leadership. I would like to step into a managerial position in the next couple of years, and eventually work at director level or even become CNO. Due to having worked as a float pool member for a few years, I have no charge experience and have only been at my current job for less than a year (I just moved to a new state last year). I am attempting to transform myself into a leader. I'm obtaining my MSN in Leadership and Management, reading books by Stephen Covey and Simon Sinek, and I received my Six Sigma Green Belt. I've also taken on the role of stroke liaison in my department, reviewing charts, educating fellow nurses on proper documentation, and counseling team members when documentation errors occur. I will begin training to be relief charge in 1 or 2 months, and will finish my MSN next summer. In my experience, managers of a unit are typically long-term charge nurses that are promoted. In my unit, the current charge nurses are not going anywhere, and I have no interest in waiting years to be promoted. What are some other things that I can start working on now to make myself a viable managerial candidate? I'd strongly prefer to stay in a hospital setting as acute care is where my heart is, and I am passionate about hospital quality and operations, but have been advised that getting managerial experience in an outpatient or skilled nursing setting may be easier. I'd love to hear any suggestions or advice. I'd also love to hear how you obtained your first leadership role. Thank you!​​

Exactly, so when we do know that someone is having a psych crisis, we prepare for the worst possible scenario. Every patient gets stripped down. No sharp cutlery, no aluminum cans. No clothes. Often, no they do not have that right. Involuntary psych holds are a thing.

I just got a new job that I start in 2 months, and I was told that at this job they do pattern scheduling, 12 hours, 3 weekends a month. It was a long interview and I didn't think to ask more about that. Does anyone do pattern scheduling at their facility? I'm looking for an example of what a typical schedule pattern is like. Thanks!

I'm considering a position at a hospital where the observation unit is considered part of the ER and the ER staff is required to staff it. The manager told me that I might be required to work in obs as often as once a week. I'm not super thrilled about the idea, but I thought I'd ask if any of you have dealt with that. Isn't working obs basically like working the floor? Is it boring? How did you like it?

I really like it. I have used both First Net and Surginet (specific components of Cerner) and found it easy to chart and understand. Of course, the only other EMR I used was that DOS-based horror Meditech, so after that almost anything looks amazing.

I'm moving to Colorado this summer and a couple of job applications have asked me what my salary is, and I'm wondering if some of the rejections are due to me asking too much. Or maybe my current rate of $45 an hour makes them think I'll ask an unreasonable amount and scares them off? For real though, if I can't get at least $31 an hour I'm not moving to Colorado, I'll travel nurse instead. I'm an ER RN with 4 years experience, a BSN, and my CEN, so hopefully that will work out.

I thought I wanted to work in another specialty, specifically IR and PACU. But now I have experience in both those areas and I am desperately waiting for my PACU contract to be over so I can go back to the ER. I'm so bored. ER for me, from here out.

I'm moving to Ft. Collins in June. I'm an ED nurse with 3.5 years experience and my BSN, will have my CEN by then too if it matters. 1) How is it working at UC Health Poudre Valley and other area hospitals? Anyplace to avoid, how are staffing ratios, etc.? 2) I hear it's hard to get into Ft. Collins hospitals. I've read that some nurses commute to Cheyenne, Wy. Are there other cities within commutable distance I should be looking at for jobs? I don't mind driving as long as it's under an hour. 3) How's the pay for experienced nurses? Thanks!

I'm leaving Baycare (mobile pool has no ER jobs!) and looking to pick up work at some other ED's, but don't want to to go HCA because I like keeping my license. So, nurses who work at the FH, Bayfront, and TGH: what's the deal? How are staffing ratios, how's the unit culture, do you like it? Any input helps. Thanks!

I'm doing it. I work for a non-profit hospital so I qualify. I do the Income Based Repayment plan and submit a form every year proving that I am a full-time employee. I will be doing it for the 3rd year this fall. It's really too soon to tell if it is worth it, because I have so much time left. However, the IBR plan does make my payments low enough to afford--I couldn't manage them otherwise.

I did my RN to BSN at St. Petersburg College. It's all online, only 4 semesters, and it got the job done. It's pretty cheap, too, and SPC offers a good amount of scholarships. It's accredited and all that jazz, too.