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  1. old&improved

    How to retain nurses?

    "How can we retain nurses?" This question was queried at my last staff meeting by the director. We currently are using 17 or more travel nurses in our approximately 150 bed hospital with at least 20 or more openings for full time, part time and seasonal nurses posted. I heard that one nurse said something to the effect that no one in admin listens to us so why ask? Hospital positions were always the "sought after" positions for new grads. Now they leave after 1 year to find something more tolerable. When things go right, when we get complimentary letters and "good" patient satisfaction scores we are told, "good job", "keep up the good work", but when one patient or family member complains, when there is one fall, one problem there is a verbal or written (or God forbid a final written) warning that stays on your record for a year and a required essay as to how you're going to fix the problem. And yet here we are day in and day out dealing with abuse, criticism and complaints from patients and family members, and a workload that is frequently impossible to complete in a safe or sane manner. The other day admin bought everyone pizza because the day was so bad. Really!? Is that what you think will fix the problem? I've had it. We are NOT appreciated. If we were, YOU would back us up instead of pandering to the ones who complain. YOU would hire enough staff so we weren't completely fried. Sorry for this rant. I just had to vent. And, yes, I am looking for another job after many years of bedside nursing.
  2. old&improved

    Will a past suicide attempt provent me from joining the army?

    I don't know about the UK, but I would be surprised if they allowed a person with a suicide attempt to join the military.
  3. old&improved

    Action plan

    By references I mean books, articles, etc. It is kept confidential by the managers. It is the people who it happened to that spoke up on a personal basis to the workers they felt safe with. It is very "over the top" as you say and the interesting thing is that they are having personal 1 on 1 meetings with staff every 6 months asking what they can do to retain nurses!
  4. old&improved

    Action plan

    I also wondered what would happen if they refused to do it. I think I would. So far the 3 people I know who received an action plan have not refused and its a fairly new thing.I imagine they would not get a raise at the least. And when they do it is up to them. There's no time during work so they have to do it off the clock. Our manager has been referred to as a bully by a few people. I wish the staff was brave enough to stand up to her, but I doubt they would. Everyone doesn't even know this policy exists yet. I only found out about it through the people experiencing it.
  5. old&improved

    Action plan

    At the place in which I work the director has started a new disciplinary method for nurses who have been reported for some wrongdoing regardless of whether it is against policy or a complaint from a fellow staff member. She makes them come up with an "action plan". From what I understand this is a long essay where references are required and there are roman numerals and subgroups a,b,c and the "goals" are written in by the director. I was shocked when I heard about this. I understand the point is to think about what was done and how to correct it, but this seems extremely punitive, humiliating and time consuming. If it's not done to their satisfaction the nurse has to revise it. One nurse had to do it 5 times before it was accepted. Has anyone else heard of this or experienced this where they work?
  6. old&improved

    nursing directors, administrators

    Wow. That is bad. I can't say my facility has gotten bad as far as providing us with supplies, but they are having 1:1 meetings with RNs to find out what they need to do to retain us (because they're having large numbers of RNs quitting). Why have these meetings when they don't listen?
  7. old&improved

    nursing directors, administrators

    That's good to know. I thought some of it may be due to all the new ways hospitals are losing money (i.e.no reimbursement if a pt gets a UTI while having a foley, poor HCAPs, etc) which affect all hospitals. I'd like to find one to work at.
  8. old&improved

    nursing directors, administrators

    Oh my! I hope I haven't "outed" myself. But, yes. That is the place. So Davey DO, is it this way everywhere? I have only worked at WRMC, but I suspect it could be similar everywhere else.
  9. old&improved

    nursing directors, administrators

    So I'm wondering if this is something that is only happening at the hospital where I work or if other nurses (especially those who have been in the field >15 years) are seeing this as well. When I first became a nurse in 1991 our bosses were supportive, friendly, and would back us up when we deserved it. They disciplined fairly and were well liked for the most part. I'm talking about the DON, directors and middle managers. But in the last 8-10 years or so these people have been replaced by nasty, bullying directors who are more concerned about their budget without regard for safety or running their nurses ragged. They don't care about our opinions on whether something works well or not. They just tell us this is what you're going to do now whether you like it or not. Of course they don't say that, but that's what they mean. If something happens they're quick to blame the nurse first before looking for other reasons. I can't believe these people are naturally nasty people. Is this what the CEOs and other hiring managers want in their directors? Are they told they must be this way? I recently was told our previous wonderful DON who we all loved was forced out (about 7 years ago) although the public reason was that she was retiring. The DON who replaced her is AWFUL. Another director we all liked was forced to quit 2 months before she was going to retire anyway after she'd worked there for 30 years. Several nurses quit as a result. I don't get it. If there are any directors or managers who are privy to this new "leadership" style I sure wish you would chime in and let me know how this is productive. All I see is that RNs want to get the hell out because of it.
  10. old&improved

    On-call or cancelled? That is the question!

    When we are put on call we get $2 or 3/hr and are put on call in 4 hr increments. So 7-11, 11-3, 3-7. If you get called in within that 4 hr period you get time and a half until the end of the 4 hr period then straight time the rest of the shift. You have to call around 10 to see if they will need you at 11 or not. It used to be that if you got called in it was time and a half for the whole shift and there were no 4 hr increments. The CNA's are quitting because they're getting put on call or cancelled twice a pay period lately. They can't pay their bills.
  11. old&improved

    So is there really a nursing shortage?

    Wow. Where I work they offer time and a half and THATS IT. When it was suggested they offer something more incentive-wise the nursing director repeated that time and a half IS the incentive. And we only get time and a half if you're asked to work in the next 72 hours; if you're agreeing to pick up a shift 4 days away you get straight time until you reach 40 hours.
  12. old&improved

    possible ebola patient

    Thank you. Yes. I will definitely get in touch with our infectious disease nurse. I think that will do more than addressing admin.
  13. old&improved

    possible ebola patient

    He was in the Congo. I googled the Congo and it said there was ebola there last August and the last confirmed case that tested negative twice was Nov 21 2014. That is only 3 months ago. So, yes, there has been ebola there very recently.
  14. old&improved

    possible ebola patient

    A patient came to the small hospital I work at (100 beds) late one night with vomiting and diarrhea. He had come from west Africa 2 weeks before where he travels frequently in relation to his work. The ED would not let him in the ER for several hours while they tried to get the ambulance to take him to Phoenix. There was a lot of communication between the chief medical officer, doctor and someone in Phoenix- probably an arm of CDC or infectious diseases. Eventually, he was allowed in the ED and was treated (at first with appropriate PPE) until someone determined he didn't have ebola. He was admitted to my med/surg floor at midnight. There was no order for isolation, he was put in a regular room and there was no communication to the nurse assigned to care for him regarding the process that was used to determine he didn't have ebola or some other infectious disease. The nurse was just supposed to take the ED nurses assurance(via the doctors) that he did not have ebola or some other contagious illness. his upset many of the nurses working that night because he wasn't even tested for ebola (we are aware results would not have been instantaneous), and there was NO COMMUNICATION to the nurses caring for him about what assurances they would have that he was not contagious. Some of us are very upset with the way our hospital handled this and I wonder what RIGHTS I have as a nurse to protect myself. I felt very bad for this pt because it took a long time for us to decide how to approach his room (we don't have the proper PPE for ebola on the floors), but at the same time I do not feel I should expose myself to something potentially deadly without being properly taught how to protect myself). The only people at our hospital trained for this were ED nurses, ICU nurses on a different campus and the engineering dept (I don't understand that). In his chart there was no mention of potential for ebola (which I think was intentional); only that he had recently been in West Africa. Can someone out there tell me what my rights are as a nurse, what I can do to address this and what the hospital should have done? (Besides communicate a lot more effectively, I'm sure) I hate to say this but I think if this had happened during the earlier hours the nurses would have been given a lot more information and the communication would have been handled a lot better.