Q.

Absolutely NOT a daycare issue. As siri pointed out, if it wasn't this that killed the baby, it would have been something else.

Not really sure why my position was called what it was (Patient Education Specialist). The position title itself connotes more of a consultant type role, which I'm fine with that, except the expectations of my job require, imo, a Patient Education Manager title. I do hold my BSN, and to my knowledge, that isn't a requirement to hold the manager title. My boss told me that a while ago, it was determined that there were too many manager positions here so alot were eliminated. She doesn't think HR would allow us to change it. I don't even really care so much about any money for it; I'm happy with my pay right now. I just want to be able to function.

I love my job, but I am frustrated at my lack of influence; part of it being the title I hold and all that. Essentially, I function as a manager (as a program manager) attend all the same meetings to get things done, work directly with Vice Presidents, Directors and Managers, yet I cannot attend the leadership DEVELOPMENT seminars or classes, and because my title is "Specialist" and not "Manager," many other managers will dismiss my recommendations on patient education simply because, they CAN. And then, in order to get things done, I have to go my boss to get her to deliver the same message. Yes, some element of influence comes with how someone carries themselves, etc. But ALOT of perceived influence comes from title. Even down to stupid simple things, like my name badge. I can't have my last name spelled out on my name badge, only "managers and directors can." So there I sit in meetings with these individuals with my first name, last initial on my badge ~ many of them will ask if I'm who I am ~ because there is another person in my dept who has the same first name and last initial. So petty, yet so frustrating! It makes my job more difficult! I've spoken to my boss about this, essentially it was tabled. UGH! Just needed to vent.

I just love how people put down a BSN like it just "two" extra classes and essentially a few fluffy courses - nothing really substantial. I often wonder then, if a BSN degree is so insignificant as far as amount of work, why doesn't everyone get a BSN then? I mean, really, if it's just TWO extra classes?

You know, it's been 4 years or so since I've staffed the OB floor, and so many times I miss that, but reading this thread made me laugh and in a way, understand WHY I miss some of that stuff! Thanks!!

I agree with llg. The 2 designations, while similiar for all practical purposes, are two distinct degrees. Using BSN because it sounds better but if you did not in fact, earn it, would not be wise. BSN (Bachelors of Science Nursing) is it's own degree, much like the Pharm-D degrees (doctorate in Pharmacy). A pharmacist who earns a doctorate in something else could not ethically label himself a Pharm-D simply because he is a pharmacist with a doctorate. Same with a Bachelor's prepared nurse. Did this make sense?

Ditto. I haven't had any parents comment about how I handled their newborns, but my DH and my Mom sure did when I'd handle my preemie twins!

No bashing. That's actually kind of funny. I usually say "I hate people" too.

Looking for some guidance from any executives, administrators, etc. I'm a new role (since October 05) and part of my condition of employment was a salary review in 6 months. This was because I originally asked for $6 more than what they offered me; we negotiated down to $3 more than what they offered - which was my intention in the first place. My employer agreed that since my role is new, as in newly created, and huge in scope, that a salary review would be fair. And I agree. So, my question is, how do I justify for additional pay? I mean, I've got documentation of all I've accomplished since I've been here. But there is alot yet to be done. My job, essentially, is to harness the patient education materials, programs and initiatives for a multi-hospital and clinic system and establish some guidelines, policies and procedures, and continue to direct and manage the patient education process. One strategy that I've considered is changing my title. Currently I'm a Patient Education Specialist but in the industry, I've seen people in my role called Patient Education Managers, which might actually be more appropriate, since we are managing a process or program. I'm thinking if I can get a title change, the pay scale would naturally increase. But how do I do this? A proposal? I mean, my Director knows exactly how mounting my job is, so I don't need to convince her of the amount of work (she calls it world hunger), but, I want to appear knowledgeable when I negotiate my salary. Any suggestions?

Excellent post.

I have; your first think is the one dated 1999. The second link that is more current I've looked at, but it doesn't mention the patient education measure. That's why I'm trying to figure out if the patient education measure is still applicable. But thanks for your help.

I'm looking for some help from those familiar with the ANA. In 1999 I read a bulletin from the ANA regarding Nursing-Sensitive Quality Indicators, such as staffing, patient falls, decubti, etc and in that was "Patient Satisfaction with Educational Information." I've tried finding a document from them which is more recent, stating that the educational component is still a quality indicator currently. I need this to help give some meat to a project I'm working on. My VP speaks in terms of quality indicators. Can anyone help?

Bipley - ROCK ON. I'm not a people manager but I work in an administrative role. And I totally get the "management food poisoning" you describe. Top leadership needs to see evidence of patient education documentation. Staff nurses complain about the system to document. I try to fix it. But it's always my fault. The staff blame me for the system; the admin blames me for our lousy quality indicator scores.

BSN completing my MSN.

I hear your pain. I'm not management but I was an educator, and we would have classes 24/7, often we us being there during the night shift, watching as the night shifters got to go home (after NOT attending the class) and me taking my tired self down to my office to report for work! It was horrible. I have a bad taste in my mouth about "accomodations" for this nurse and that nurse because at my prior organization, there was absolutely no accountability. Administration/management would tell us we'd have to put on a "mandatory" session, of course we have to staff it and OH! don't forget we better be around during day hours too like normal. We'd be sitting there staffing these round the clock sessions and maybe ONE nurse would show up. :angryfire Finally we started suggesting consequences for staff who fail to meet their professional obligations.