Re-applying for my job

[Tweety, BSN, RN]

We got bought out a couple of years ago by a for profit company. It really hasn't effected us much on the floor and I'm happy about that.

One thing they did was create more RN III positions, to encourage people to take leadership, etc. I have had this job for many years, probably 20 years.

They are making all current RN III's re-apply for their jobs "because some of them shouldn't have them". My response is that it's good to review this, but why not address problem people and leave us alone?

The application process is many pages, involves writing exemplars and an interview process. Like I said I've had this job a long time. I've won "Nurse of the Year", and two other "Clinical Nurse Excellence Awards" and have had stellar evaluations and people like me in charge.

I'm seriously thinking telling them to keep their 75 cents and hour and to not apply if my current record doesn't stand on it's own, then demote me. No one wants my job anyway.

I suppose I should play their game, but I have a rotten attitude about it.

[Rose_Queen, BSN, MSN, RN]

Is this like a clinical ladder thing? We have to complete the entire portfolio every two years and have it reviewed by an entire committee of people. Not worth the extra $1/hour to me, so I'm happy with my RN II.

[Flatline, BSN, RN]

If they reviewed everyone by the way you want you or your colleagues would be on this board complaining about the "favoritism."

Re-applying is not necessarily a game, it allows for a greater depth of employee performance analysis in a more impartial way. There may be many little things that you do to make the hospital succeed that are not as big as winning the "nurse of the year" award that the leadership may not know about. This allows you to make those little things known.

If you do not want your extra $1,500 or so a year then don't do the work of filling out a few pages and interviewing, I am sure someone else would love to have your spot.

[HouTx, BSN, MSN, EdD]

Based on my own experience with this type of process - it's chosen simply because it is sooooo much easier to shift the burden of responsibility to staff rather than having managers actually do their jobs. Managers won't actually have to conduct performance evaluations and perform the yukky tasks of terminating or demoting anybody. Instead, they can just 'hire the best ones' . POOF - problem solved. No need to provide targeted development or remediation plans to help anyone. That would actually require some manager-y work.

[Flatline, BSN, RN]

Based on my own experience with this type of process - it's chosen simply because it is sooooo much easier to shift the burden of responsibility to staff rather than having managers actually do their jobs. Managers won't actually have to conduct performance evaluations and perform the yukky tasks of terminating or demoting anybody. Instead, they can just 'hire the best ones' . POOF - problem solved. No need to provide targeted development or remediation plans to help anyone. That would actually require some manager-y work.

LOL. We need to quote this for the middle-management threads that keep popping up...people wonder why it is so hard to hire for those positions.

[llg, PhD, RN]

I've only had to do that once -- and it was more of a formality to move our jobs into a new category. There were minimal hoops to jump through as the paperwork was minimal. I guess it is time to ask yourself, "Do I really want this job or not?" If you want it, you know what you have to do. If you don't ... let it go and don't resent the people who choose to do the paperwork to have the job.

Good luck to you -- whatever you decide.

[Tweety, BSN, RN]

If they reviewed everyone by the way you want you or your colleagues would be on this board complaining about the "favoritism."

Re-applying is not necessarily a game, it allows for a greater depth of employee performance analysis in a more impartial way. There may be many little things that you do to make the hospital succeed that are not as big as winning the "nurse of the year" award that the leadership may not know about. This allows you to make those little things known.

If you do not want your extra $1,500 or so a year then don't do the work of filling out a few pages and interviewing, I am sure someone else would love to have your spot.

The new company opened it up for as many RN III's as the manager would like to have. One person stepped up. So right now, people aren't lining up to take the job as there are positions available and no one is taking them. While I have a big fat ego, I do understand that I'm expendable and replaceable.

I've stepped away from a management job before and took a pay cut. For peace of mind, for doing what I do best, it was worth the money.

It's more than "a few pages".

But you do bring up some good points to consider.

If they reviewed everyone by the way you want you or your colleagues would be on this board complaining about the "favoritism."

I'm not sure I get what you're saying. I'm just saying that someone newly applying for the job certainly should undergo this process if that's what they'd like. But for someone that has had the job for 20 years, with proven excellence in that job, why force them to go through this? If there are some bad seeds, then deal with them. That's not favoritism in my opinion.

I still get an annual review.

[Tweety, BSN, RN]

I've only had to do that once -- and it was more of a formality to move our jobs into a new category. There were minimal hoops to jump through as the paperwork was minimal. I guess it is time to ask yourself, "Do I really want this job or not?" If you want it, you know what you have to do. If you don't ... let it go and don't resent the people who choose to do the paperwork to have the job.

Good luck to you -- whatever you decide.

Thanks. I've seen the packet and it entails quite a bit of work, paper writing, etc.

Part of the reason, besides having to apply for a job I've had 20 years, is that when my boss retires in a couple of years I'm going on the float team. They make $10 differential and that trumps my .75 cents.

More than likely, I'll do it, because I'm loyal to my boss whose been good to me many years.

Their reasons "some people don't need to be in these jobs", seems just lame.