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Secretperson

Secretperson

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  1. Secretperson

    Just a Nurse | Life of a Nurse

    You are right, but they have a five year apprenticeship and many tests for proficiency and competency.
  2. Secretperson

    Just a Nurse | Life of a Nurse

    Yup, this was me that posted it my personal belief is that nursing aligns with a trade more than anything else. I don’t at all find that A comparison with a trade is negative, take for instance a plumber, someone who re-pipes the house as a master tradesman has The responsibility of not killing an entire household by installing gas lines incorrectly. So being called just a plumber would probably get someone just as rattled as being called just nurse.
  3. Secretperson

    Just a Nurse | Life of a Nurse

    Who are you calling a troll? This is an opinion, calm down .
  4. Secretperson

    Just a Nurse | Life of a Nurse

    Trade level?
  5. Secretperson

    Just a Nurse | Life of a Nurse

    My expectations are realistic, i use empathy with my expectations. I want a good nurse not an emotional wreck.
  6. Secretperson

    Just a Nurse | Life of a Nurse

    My expectations are for the clinical staff to do their job just like a trade. being a nurse has an inherent job requirement of showing empathy. Whether organic or fake. If you are a nurse you know how this works, smile and on to the next one. its business
  7. Secretperson

    Bedside Nurses: Undervalued, Poorly Retained and What Experts Say

    Nursing is viewed as an expense by US HCO’s and is recognized as such by the “market”....each HCO looks to the local “market” to determine pay for every level of nursing staff within their organization. Obviously, no HCO is benchmarking this to force competition, so wage improvements for new hires are extremely difficult because it would require increases for existing staff to ensure internal equity. And let’s face it, there are enough nurses that will say yes to what they pay so they are never forced have to actually find stainable measures to improve pay and hours. Why is nursing viewed as an expense? Short answer is it because you cannot bill for what the nurse can offer. Nursing care in an acute care setting is packaged into the care for the diagnosis, procedure, or process meaning that when a nurse comes in and does something they cannot bill $37,000 like a provider who just did a cardiac cath. In a non-acute care such as LTC, HHC, or rehab, there is a small billable portion for “skilled nursing“ this amount usually will not even cover the costs associated with the logistics for the nurse to get to the room or the house, so you have to dip into the operating budget for every nurse visit. It all comes down to revenue for the business, nurses bring in much less revenue than they cost. This requires a strict containment on expenses “nurses“. We all know most organizations have pretty deep pockets Especially the non-profits, they will build a new wing, heavily recruit physicians for obscene amounts of money, or introduce a new technology (that would sustain increases for a decade for the nursing staff), prioritizing and investing in human collateral is imperative, but obviously not required in nursing because we say yes and it goes on.
  8. Secretperson

    Bedside Nurses: Undervalued, Poorly Retained and What Experts Say

    I think you are right, I think that 10, 20, 30 years experience is perfect as a SME in nursing. However, Kickass subject matter expert nurses, do not always make good leaders just like a doctorate does not qualify you as a good manager, CNO, or director of nursing. Again we are thinking that education or experience in nursing equates to decent managerial and/or leadership skills. This whole thread is based on under valued clinicians and poor retention of nurses.... guess what? We’ve done this to ourselves, all of our nursing leadership is put in place by good nurses who turned out to be terrible managers who had very little influence in the operations of their HCO, that is why we can’t retain, recruit, or improve culture.... Good leaders “in theory “ should know they’re not the smartest person in the room, and will identify and rely heavily on their SMEs, and will develop their approach around that, this inevitably improves culture, retention, and value.
  9. Secretperson

    Bedside Nurses: Undervalued, Poorly Retained and What Experts Say

    8’s increase cost exponentially, my point is just that. Understanding the budget is my reasoning behind bringing up managing said budget. Some of us fight daily for resources to improve morale and engagement, which is the point of this thread. Offering three shifts and a weekend duty option is expensive, and is nurse and patient centric. Very few HCO’s will fund this as nursing is still often viewed as an expense as they bring no discernible revenue. I’m on your side, i’m just looking at things from a higher altitude.
  10. Secretperson

    Bedside Nurses: Undervalued, Poorly Retained and What Experts Say

    I’m not even mad about this;)
  11. Secretperson

    Bedside Nurses: Undervalued, Poorly Retained and What Experts Say

    So you are arguing that research directly relating to this is wrong...all of it? You are suggesting that the last few hours of a 12/hr shift actually has a decrease in possible errors? Yeah ok..... However, You cannot argue that it is NOT cost effective for the organization to continue with 12's. The reason you cannot argue this based on two things: 1. You are staff and have never assumed a multi-million dollar budget for your units. 2. You have not sat in ELT meeting debating the need for improved staff morale and engagement by improving staffing ratios and reducing dependence on 12's and every other weekend staffing. Then subsequently being destroyed for having to increase your budget by 25%, so you go back to your staff and continue to crack the whip. Something tells me you are the nurse who knows so much more than your leadership...wait till you get there, your tone will change.
  12. Secretperson

    Bedside Nurses: Undervalued, Poorly Retained and What Experts Say

    Don’t confuse your opinion and anecdotal statements with reality.... The real world runs off of data. Review recent studies related to safety and 12 hour shifts, one recently from the university of Maryland, and then comment. And remember, just because you believe something , it does not mean that it matters or it is important philosophically and translates operationally to all of nursing.... i’m wrong a lot, but I am where I am because I’m right sometimes;)
  13. Secretperson

    Bedside Nurses: Undervalued, Poorly Retained and What Experts Say

    Trust me, as a hospital administrator, it is much more advantageous for 12 hour shifts for the hospital. The 12 hour shift was never brought into operations with the end user in mind (nurse or the patient). It is used for cost control and staffing stabilization. Otherwise all licensed professional nurses would be exempt employees like most other respected professions. I will not argue the fact that some nurses appreciate a 36 hour pay period, but do not drink the Kool-Aid, this is an operational expectation and is not intended to benefit the nurse.
  14. Secretperson

    Nurses Furious As Dentist to Lead Nursing Research Institute

    Are any of the “furious” nurses furious that their CFO, COO, or CEO are not nurses? In most HCO’s the CNO/DON has very little influence related to operations and they answer to a non-nursing ELT.. which can be entirely non-clinical. Hate to break it to you all, but there’s a good reason for this. Most nursing leadership folks have masters degrees in nursing, that means that nine of their advanced degree classes are just advanced nursing, and the last 3-4 classes define their area of major. Conversely, a COO, CFO, or CEO usually will have a graduate level business degree, an accounting background, and proven business acumen. An MSN or nursing PhD regardless of major proves “in theory” you can do good “nursing” not run businesses. DO NOT confuse advanced degrees in nursing with operational ability or understanding.... I think we can all agree nursing generally has very poor outcomes managing their own, yet then nurses get “furious” when they are overlooked for an operational role they do not have the required tools to be successful in.
  15. Secretperson

    Bedside Nurses: Undervalued, Poorly Retained and What Experts Say

    Yup, the 12 hour shift was implemented for the benefit of the HCO, not it’s employees. In fact many large HCO’s are now rolling management into the three 12’s, nights, and every other weekend, so they can pay them hourly and get more with less. Academics are still stating there’s a nursing shortage, yet real world HR and nursing leadership in the acute care setting, home health, LTC, etc, know damn well we have a surplus of nurses in our economy. We just have limited “good jobs” available, and good nurses want better. For the last couple of decades, we have pushed bachelors and Masters degrees in nursing (now pumping out phd’s), yet then we get are confused when a nurse who has a masters degree doesn’t want to stay on the floor wiping asses all day for minimal pay working three twelves:) Nursing accreditation leadership, academia, and yes ma’am/men nurses who are now “nursing leadership” in our HCO’s are the reason retention is low.... ‘‘Tis a tired topic, but we continue to go down the road. The next discussion that will cause panic is a recent study that patients who have their nursing care done by nurses with PhD‘s have better outcomesnew magnet requirement for bedside care!
  16. Secretperson

    New grads in specialties without the basics

    icuRNmaggie, you are pretty inflammatory in this thread. You are coming off as someone who cannot see any side of an issue other than your own. You attack as if personally attached, and my guess is this is a direct reflection of how you are at work. Some of us you accuse of being new, only because our opinion is different from yours. We all know someone like you at work and it creates an uncomfortable environment. Todays "New nurses", whether you like or not, are more educated and have more access to resources than we could have dreamed of having years ago. Geeze stop digging your heels in and be their resource and then hug them, heck if you treat them like you treat the people on this thread then they will end up perpetuating the same tired animosity you present. Two things you never want to hear said: Day one orientation new grad states "based on my experience" Or when a 20 year ICU nurse says "hold my beer and watch this ****!!"
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