bethymaester

Looking to find "that" nurse practitioner that I keep hearing about from other professions but have never come across that became a NP without any nursing experience. I have already been enlightened that there are programs that accept BSN new grads and direct-entry programs that only "strongly encourage" students to work as a RN during school, but are there really students who don't do it? I am very curious.

I'm moving and this job will be in Texas, but it seems like most of the jobs are in this pay range. I'm also doing VA assessments for $56.32/hr. But as far as malpractice, all the 1099 jobs that I have talked with potential employers about offer malpractice so I thought that was expected! ETA I'm making $85/hr now at a part-time occ health assessment job that requires travel, but everyone acts like that's ridiculously high when I tell them.

Yeah, I'll be a 1099 contractor. They also aren't covering my DEA and are taking the malpractice out of my pay . . . is this a bad gig? Granted I'll need a DEA at some point anyway and the malpractice only comes out to about $25/month.

That sounds like exactly what I'll be doing, but they've offered $55/hr or $45/H&P and $40/consult . . . sounds like yours is way better! If it takes you 45 to 60 min with your experience, I'm sure it will take me longer which makes hourly look a lot better.

Well, there aren't set hours, the NP just sees new admissions and consults for that day and then is done, so it will vary either hourly or per encounter. That's an excellent point about the metabolic syndrome and other side effects - I feel like I'll be looking up a lot of psych meds since I'm not very familiar with their side effects!

So I just informally accepted a part-time job doing H&Ps and medical consults for a behavioral health facility. They are offering pay either hourly or per encounter. I've calculated it out and to come out better per encounter, total time including documentation for H&Ps needs to be under 50 min and my consults under 44 min. I've never worked with behavioral health patients as a nurse practitioner before, although the complaints I'll be addressing are strictly medical and for the H&Ps are things like hyptertension, diabetes, etc., and for the consults, sore throats, stuffy noses, injuries, etc. The only work I've done as a nurse practitioner so far has been occupational health physicals and clearance exams, so I'm still very new as far as true medical care goes. What do you think?

Well, I totally get the realistic need to have dependable employees and that's why I let them know that I had both a plan and experience in place when they first asked about it (instead of crying - illegal! Personal!). He was so impressed that I graduated with a 4.0 but I guess it didn't occur to him that I did that with a newborn, while working as an RN, with a deployed husband! They are also a 3 location practice with about 10 providers, so they are definitely able to manage when a provider calls out. Come to think of it, when I went to shadow they had to reschedule me from the morning to the afternoon because the physician decided to schedule a dentist appointment for herself! But yes, I am glad I found out what they were like ahead of time.

So I got a nasty taste of discrimination today! I interviewed for a job at a pediatric office and they were gushing about my resume and personality and background. I shadowed the physician, they offered me the job, and we were discussing contract details. Then the office manager (also the physician's husband) started asking personal questions about my childcare arrangements, etc., and I politely let him know that even though it's not necessary for me to tell him, I had a support network in place and have worked, gone to school, and had a child during my husband's deployments before. He then stopped contacting me for 2 weeks. I finally called today and he said, "but what will you do with 2 kids while you're at work?" I was shocked and told him I would do what any mother does and utilize someone else to care for my children during work hours. He said they "really like" me and want to "accommodate" me but he just doesn't know anyone who could have 2 kids, work full-time, and have a husband in the military. "No one could juggle that many balls", is what he said. He also specifically said they've been "burned" before by female employees when their children got sick. I didn't even know what to say so I told him to go ahead and send me the contract details for the part-time job. Since then I came to my senses and said thank-you, but no thank you. I'm convinced the change of heart came because he didn't realize I was pregnant during the interview (I was open about it when I shadowed the physician). Anyway, I'm livid but don't feel that pursuing legal action is worth it. Is there any kind of just reporting that won't involve any further action?

I get the OP's frustration - nursing is a fairly emotional and convoluted profession. This fact by itself has led me to question my choice to leave the med school track so many years ago as well! I believe nursing as a profession struggles when it comes to improvement because so many just put their heads down and take it or leave the profession altogether (no coincidence that a female dominated profession would face the same issues as women in the workforce?). But I'm reading the need for respect and recognition in what was said (a common male concern), and in that case, medical school is probably a better individual choice for the OP. It will still be a long-time coming and bring a new set of frustrations, but after the years are done, that undeniable instant respect that comes with "M.D." might soothe some of those old nursing wounds.

I know there are posts about this but I'm having trouble finding them at the moment. Please point me toward any good ones! I'm preparing myself to negotiate a contract because I feel like the offer is much too low but I also know that they have had at least one new grad accept this offer in the past 2 years. I know their office does well financially - they are very business savvy. - New grad - Private pediatric office in an area considered "metropolitan" that also has 2 rural locations - some occasional travel to cover may be expected eventually (according to labor statistics the mean salary for this general area is $86,030). - Expected to see 20-30 patients/day (other providers have said it's closer to 30-35 and this office sees around 100 patients/day). - Looks like most visits are billed as 99214 - I don't need their health insurance Their offer: - 70,000 - 10 vacation days - 5 sick days - 5 CEU days +$1,000 towards CEU - Benefits start add after a 3 month probation period My rough low-ball calculations based on medicare reimbursement for 20 patients/day with half and half 99213 and 99214 at 85% reimbursement, 5 days/week, and 48 weeks/year is $352,450. So even if they had crazy overhead they would also be making a huge profit off of me. Help!

I am an NP and just saw this was posted in general nursing . . . must have been a glitch with posting from my phone!

I know every is always curious about pay and I thought this was interesting. I've been consistently told that in my area as a new grad I should expect about $45/hr, maybe up to $55 for locums positions. Well, this one job I just worked was desperate and they paid me $85/hr for a 2 day event which was awesome. But what I thought was most interesting was that the medical assistant I worked with does these kinds of short events locally as her full-time job and she said she's had several where she was paid $35/hr and $45/hr! As an unlicensed medical assistant! I told her the average pay for a new grad NP in our area was about $45 and she looked really happy and said, "wow, I guess I was getting a good deal!". I was thinking "yeah . . .why did I go to school?" Lol!

In the Level II trauma center I worked in all the NPs and PAs rotated through fast track and the main side. The acuity of patients they took kind of depended on the individual provider. They were not assigned to cover trauma though and one of our seasoned trauma nurses became a FNP and tried really hard to get a position created for NPs in our trauma department but the hospital wouldn't do it. I don't think they would have even if she had the acute care certification though because the trauma surgeons weren't really NP friendly and wanted the residents to cover. So yeah, depends on the specific facility!

Yes, I'm actually at the job right now and that's exactly what it is! Hazmat and respirator clearances. Wasn't given much guidance on criteria to hold someone's clearance, but luckily almost all have been very straightforward.

So I accepted a rather odd (to me) job for next week. It's one 12 hour night shift (plus 3 hours of training) to do occupational health exams for a big brewing company. The company actually employing me has their own trailers decked out with everything to perform occ health exams - my question is what should I study up on so I don't look like an idiot when I show up? I know pretty much nothing about occ health. They mentioned they would send me something prior, but it's Friday and the job is Tuesday!

I don't have all official details yet, but I have an urgent care job offering $45/hr and a travel assessment job offering $53/hr. I like the urgent care setting better and I don't need any benefits as far as health insurance and all that, so would that be something I could negotiate with the urgent care job for a higher hourly rate? They're a private new urgent care, not part of a chain. I don't know if it costs the employer per employee or not to provide health insurance. Also, do I tell them what the other job is offering?

Unfortunately if they are holding so firmly to their belief that they are not willing to make exceptions for safety, etc., I think it will cause hard feelings (for now anyway). You are both taking stands and it doesn't sound like your parents are backing down, so you have to think long and hard about if this is what you want to cause discord over. My only suggestion would be to try and talk to them again, maybe borrow some of the loosest, most shapeless scrubs you can find to demonstrate how they look in action. Also reinforce that a young nurse in a skirt will be viewed much more sexually than one in loose scrub pants.

Haha, I would love an option C too!

Assuming the take home pay is pretty equal when all is said and done, which sounds like the lesser of two evils? A: Drive 5.5 hours (290 mi.), work three 8-10 hour days, stay in a hotel, drive 5.5 hours home. 2 1/2 year-old child comes along and is in daycare at job location. B: Work three 10 hours days with a 1.5 hour (80 mi.) commute each way, stay at home. 2 1/2 year-old child is in extended hours daycare at home location (husband to pick up from daycare).

I think your job search experience will depend strongly on where you are relocating to. I don't see any issues with applying for jobs before you graduate, but depending on the job market in the area you may get a lot of "call us when you're licensed". But that doesn't hurt anything and gives you an idea of what the market is like. Hopefully your experience is totally different, but here's my cautionary tale with some advice: I graduated in May, took my certification exam quickly, licensed quickly . . . and still don't have a job (and no RN job because I relocated with my husband). Just based on personal experience, I would look at individual hospitals and organizations in the area you're relocating to and see what kind of job openings they have vs. job boards. I only looked at job boards at first and got a false sense that there were plenty of jobs when in reality most of those were old postings or only for those with experience, etc. When I actually got down to contacting hospitals and offices there were basically 3 openings in my local area and none wanted a new grad. When I started talking to recruiters I also got told, "yeah, you're in one of our worst areas for job openings" and now I'm having to look at jobs hours away.

I'm an NP and this is my first travel assignment, but I'm thinking the travel experience is pretty similar in a lot of ways for RNs and APRNs. Anyone accepted an "ongoing" assignment (no specific time commitment, just 30 day notice required) while they look for and actively interview for a better job? Am I going to run into contract type problems talking to other recruiters or facilities?

Well, my problem is that I'm not already working as an RN because we had to move, and the market for NPs (or any job) is terrible in my area (low population). Also, in my state I can't get licensed, get a DEA number, etc. until I first get a job and have a collaborative physician agreement on file. So, if I went the RN route I would probably remain a "new grad" until I have the baby and start looking for work again. Here's another catch in my situation: since my husband is military we know we are going to be moving again by next summer! So . . . take a low paying NP job to get licensed and build experience since I know I have limited time? Or find an easy (likely lower paying) RN job to bring in income and just start over with my job search after we move next year?

That is very helpful! Although, I know new grads can be hired (did clinical at an army clinic that hired one), and I wonder where that number is coming from since the current pay scale has GS-13 step 1 as $73,115. Oh well. I guess there's a lot of variability.

You say GS jobs are good for the benefits - can you elaborate?

Original poster here . . . interesting discussions for sure, but I guess no one knows about the GS level for a new grad or additional benefits that may make up for pay? This would be a job working on an army post treating active duty and/or family members. I'm already a military spouse of a "lifer" so I'm guessing I don't need a lot of the benefits that may make a DOD position more appealing.