Best NursiNg team - ADVANCE for Nurses

Transcription

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ADVANCE for Nurses • Mid-Atlantic
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Contents
ADVANCE for NURSES • April 29, 2013 • Volume 15
13 • Number 7
2
[15] More Best
Nurses are known for our
desire to help others, but
truly our role is to help others
help themselves. While we
use various techniques to
motivate patients toward
better health outcomes,
not all are applicable to
motivating our co-workers
to strive for excellence
professionally. Learning
what extrinsic and intrinsic
factors motivates all of
us, while considering the
multigenerational differences
of our fellow nurses, will
help us better understand
motivation in the workplace.
Nursing Teams
ADVANCE highlights four
more nursing teams from the
Mid-Atlantic & Lower Great
Lakes that have gone above
and beyond to ensure quality
patient care.
Learning Scope:
[25] Motivating Co-Workers
10
Cover story:
[10] 2013 Best
Nursing Team
The critical care setting is fastpaced and nurses have to be
ready for just about anything
— but add to that a new
facility and twice the staff, and
you know what it’s like to work
in the ICU at Einstein Medical
Center Montgomery in East
On the Web
Norriton, Pa. Above, Regina
Salyer, DrNP(C), MSN, RN,
CCRN, (left) Ann Witkowski,
MBA, BSN, RN, and Sandra
Remaily, BSN, RN, show off
their winning certificate. The
cover photo highlights the ICU
Nursing Care Team that came
together to provide optimal
patient care while transitioning
to a new facility. photos by
Jeffrey Leeser
On any given day, a nurse is
devoted to two groups of
people: those we care for
and those we work with.
Departments
Editorial: Happy Nurses Week........................................................... 4
News Mid-Atlantic & Lower Great Lakes......................................... 5
Rx Update: Bedaquiline................................................................... 29
Education Opportunities................................................................. 30
Career Opportunities....................................................................... 35
ADVANCE Healthcare Shop Catalog............................................... 42
Where We Work: MedStar Washington Hospital Center............. 46
www.advanceweb.com/Nurses
Visit www.advanceweb.com/Nurses anytime for national and regional news, timely articles, forums, blogs and more.
New Nurse Grads
Tough Times
Mental Health
Together in Boston
This edition
highlights
resources recent
grads need to
find their first
job, excel in their new positions
and grow into seasoned nurses.
Find them at www.advanceweb.
com/NurseGrads.
Healthcare
organizations
must be
taking steps
to ensure they
are engaging the employees
they have. Learn more at
www.advanceweb.com/
NurseLifestyleCenter.
Effective
communication:
Working with
depressed and
anxious patients.
Sign up for this free
webinar, held May
16, 2-3 ET, at www.advanceweb.
com/NurseWebinars.
Medical staff
across the city
does whatever
it takes to
save lives after
the Boston
Marathon tragedy. Read more
about the responsders at www.
advanceweb.com/Nurses.
Postmaster: Send address changes to ADVANCE for Nurses, Mid-Atlantic and Lower Great Lakes, Merion Publications Inc,
2900 Horizon Drive, King of Prussia, PA 19406.
ADVANCE reaches RNs with editions of ADVANCE for Nurses in five zones: • Northeast • Mid-Atlantic & Lower Great Lakes
• South • Midwest • West
ADVANCE is a member of the National Association for Health Care Recruitment (NAHCR),
the American Society for Healthcare Human Resources Administration (ASHHRA), the New
Jersey Association of Healthcare Recruiters (NJAHCR), the Philadelphia Area Association of
Healthcare Recruiters (PAAHCR), the New Jersey Organization of Nurse Executives (ONE/NJ),
the Washington Metropolitan Healthcare Recruiters Association (WMHRA), & the Maryland
Association for Health Care Recruiters (MAHCR).
Advertising Policy: All advertisements sent to Merion Matters for publication must comply with all applicable laws and regulations. Recruitment ads that discriminate against applicants based on sex, age, race, religion, marital status
or any other protected class will not be accepted for publication. The appearance of advertisements in ADVANCE Newsmagazines is not an endorsement of the advertiser or its products or services. Merion Matters does not investigate
the claims made by advertisers and is not responsible for their claims.
e This M
cycl
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azin
ag
ADVANCE for Nurses, Mid-Atlantic and Lower Great Lakes is published 20 times per year on a biweekly basis, except for single
issues in June, July, August, and December by Merion Publications Inc, 2900 Horizon Drive, King of Prussia, PA. ADVANCE for
Nurses, Mid-Atlantic and Lower Great Lakes was established January 1999 and is free to all licensed RNs and senior nursing
students in areas of PA, NJ, DE, MD, DC, WVA, MI, OH, and KY. Contents are not to be reproduced or reprinted without permission
of publisher. ©2013 Merion Publications Inc.
Pleas
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Career Opportunities
Job search by facility below, or use the Specialty Key on page 35 to target
your job search by your area of expertise.
Facility
Abington Memorial Hospital
ACTS Retirement
Beebe Medical Center
Broomall Rehabilitation
and Nursing Center
Bryn Mawr Medical Specialists Assoc
Catholic Healthcare Services
CFG Health Systems
Children’s National Medical Center
Cooper University Hospital
Dimensions Healthcare System
Einstein Healthcare Network
Exceptional Medical Transportation
Fox Chase Cancer Center
Friends Hospital
Golden Health Services Inc.
Grand View Hospital
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Healthways
Hebrew Home of Greater Washington
HSC Health Care System
Inspira Health Network
Kennedy Krieger Institute
Lehigh Valley Health Network
Lifebridge Health
Main Line Health System
Mercy Health System
Mercy Philadelphia Hospital
Nursing Unlimited
Ohio Health
OMV Medical, Inc.
Robert Wood Johnson University
Hospital
SAIC Frederick Incorporated
Sentara Healthcare
Spring Grove Hospital Center
Springfield Hospital
St. Mary Medical Center
The Hill at Whitemarsh
Visiting Nurse Association of Greater
Philadelphia
Washington Hospital Center
World Bank
York County School Of Technology
web/email address
www.acts-jobs.org
www.beebemed.org
http://www.broomallrnc.com
www.catholichealthcareservices.org
www.cfghealthsystems.com
www.childrensnational.org/nursing
www.Einstein.edu
www.foxchase.org
www.goldenhealthservices.com/employment
www.gvh.org
www.hahnemannhospital.com
www.healthways.com/careers
www.hebrew-home.org
www.hscsn-net.org
www.inspirahealthnetwork.org
www.kennedykrieger.org
www.lvhn.org
www.mlhs.org
www.mercyhealth.org/careers
www.mercyhealth.org
jobsatohiohealth.com/nursing
www.omvmedical.com
Pg. #
20
40
37
Back
Cover
40
23
38
39
21
35
12
38
40
21
38
36
19
39
36
23, 37
20
40
20
19
18
38
35
41
36
38
www.rwjhamilton.org
19
www.saic-frederick.com/careers
35
21
41
41
35, 38
41
www.dbm.maryland.gov
www.crozer.org
www.stmaryhealthcare.org
www.thehillatwhitemarsh.org
www.vnaphilly.org
23
46
40
40
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Front Inside
Cover
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32
Venoscope
www.venoscope.com
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Widener University
law.widener.edu/MJDegrees
30
From the Editor
Happy Nurses Week
Looking back and looking ahead at this fitting
observance By Richard Krisher
A
s everyone in and around nursing knows, National
Nurses Week is celebrated May 6-12 each year, ending on Florence Nightingale’s birthday. Seems like
it has been around forever, but in fact this is only the 19th
year it has been observed in its current form.
The first “National Nurse Week” was held in October 1954
to commemorate the 100th anniversary of Florence Nightingale’s work in the
Crimean War, according to the American Nurses Association, which played
a lead role in making National Nurses Week a reality. Following efforts of
ANA and Congress, President Ronald Reagan signed a proclamation declaring a “National Recognition Day for Nurses” to be observed May 6, 1982.
That day of recognition eventually turned into a week, and the ANA’s
board of directors designated May 6-12 as permanent dates for National
Nurses Week starting in 1994.
As we launched ADVANCE for Nurses, one of our first missions was to
find a way to recognize the efforts of the nurses we serve. Realizing the nursing profession is ultimately a group endeavor, we initiated the Best Nursing
Team awards program in 2000. It has allowed us to honor scores of nursing
teams in a wide variety of settings.
This year’s top team in the Mid-Atlantic & Lower Great Lakes region is
the ICU nursing care team at Einstein Medical Center Montgomery, East
Norriton, Pa.
Other teams recognized for 2013 include:
• Oncology Nursing Team, Thomas Johns Cancer Hospital, Richmond, Va.
• Cardiopulmonary Rehabilitation Team, Inova Alexandria Hospital,
Alexandria, Va.
• 17th Floor Interventional Cardiology and Women’s Health Unit, Hahnemann University Hospital, Philadelphia
• Dermal Defense Team, Paoli Hospital, Paoli, Pa.
Our own team of editorial director Linda Jones, consulting editor Pamela
Tarapchak and everyone at Merion Matters joins me in congratulating this
year’s Best Nursing Teams and offering a well-deserved thanks to all nurses
during National Nurses Week. n
More Nurses Week Celebration!
For more National Nurses Week coverage, visit
www.advanceweb.com/Nurses.
advance FOR
Serving RNs in areas of the Mid-Atlantic is published by Merion Matters, publishers of leading healthcare magazines since 1985
Publisher Ann Wiest Kielinski • General manager W.M. “Woody” Kielinski • Chief Information Officer
Bob Mozenter • REGIONAL STAFF Editorial Director: Linda Jones Editor: Pamela Tarapchak Lead Nurse Planner: Deanna
H. McCarthy, MSN, RN Assistant Editor: Catlin Nalley Web Manager: Jennifer Montone • design Vice President, Director
of Creative Services: Susan Basile Design Director: Walt Saylor Multimedia Director: Todd Gerber Art Director: Doris Mohr
Senior Graphic Designer: Jennifer McGinithen • advertising Director of Marketing Services: Christina Allmer Art
Director: Chris Wofford • events Public Relations Director: Maria Senior Job Fair Manager: Laura Smith Events Product
Manager: Mike Connor • administration Vice President, Director of Human Resources: Jaci Nicely Information
& Business Systems Director: Ken Nicely Circulation Manager: Maryann Kurkowski Billing Manager: Christine Marvel
Subscriber Services Manager: Vikram Khambatta • Media & marketing opportunities Vice President, Media
Sales: Amy Turnquist DISPLAY Advertising Corporate Sales Manager: Kevin Miller Display Sales: Shannon Ferguson
• healthcare facility Advertising Group Sales Managers: Becky McCafferty, Robert Murray, Dan Stuart • education advertising Sales Manager: Becky McCafferty Account Executives: Brock Bamber, Bill Egan, Sarah Rucinski
• Custom Promotions Sales Manager: Mike Kerr Senior Account Executives: Noel Lopez, Sue Borjeson-Romano
Sales Associates: Kristen Erskine, Danielle Lasorda, Gina Willett
Compiled by Jolynn Tumolo
News*mid-atlantic & lower great lakes
CONFERENCES EXPANSION PROMOTIONS HONORS LEGISLATION GRANTS APPOINTMENTS CERTIFICATION WORKSHOPS
Nurse Thanks Medical Center
for Deployment Support
▶
Lancaster, Ohio Fairfield Medical
Center recently received an American flag flown
during a combat mission in Afghanistan from
ICU nurse Matthew Boyer, RN.
In addition to working at the medical center
as a critical care nurse, Boyer served in the U.S.
Army for a year. During his tour, he was a part
of a team of seven who cared for comrades who
were traumatically ill.
“I just wanted to say thank you to Fairfield Medical Center for being so accommodating during my
deployment and so supportive,” Boyer said. “I felt
that donating the flag and certificate would show
my appreciation and also show how important our
mission was to people in my local community.”
Boyer presented the flag and an accompanying certificate to chief nursing officer Cynthia
Pearsall, MSN, RN. The certificate noted that
the flag was flown on a UH-60 Blackhawk during a combat mission in the Baghlan Province
in support of Operation Enduring Freedom,
April 15, 2012.
and 46% of its eligible operating room nursing
staff are certified. Abington Wins Award for
CNOR Certification
▶
Abington, Pa. Abington Memorial
Hospital recently earned the Competency &
Credentialing Institute’s 2013 TrueNorth Award
for the surgical services department’s commitment to advanced credentialing. The hospital boasts an 87.5% CNOR certification rate among perioperative nurse leadership,
CNOR SUCCESS: Mary Mahabee-Betts, MSN, CNOR,
(right) nurse clinical educator, surgical services, accepted
the Competency & Credentialing Institute’s TrueNorth
Award. courtesy Abington Memorial
EXPLORING
OFFICIAL THANKS: On behalf of Fairfield Medical Center,
CNO Cynthia Pearsall, MSN, RN, accepted an American
flag flown in Afghanistan from Matthew Boyer, RN, who
served there. courtesy Fairfield Medical Center
Want to Read
More? For more
news from your
area, go to www.
advanceweb.com/
Nurses and read
about more programs in your region.
Advanced
Practice
NURSING PROFESSIONS
Our MSN programs prepare you for
in-demand advanced careers in nursing.
Hear alumni present how our
programs advanced their clinical
expertise in the workforce. Meet
nursing faculty. We offer:
Nurse Practitioner
Nurse Educator
Clinical Nurse Specialist
3RVW0DVWHUV&HUWLÀFDWLRQ
How to Contact Us: Merion Matters, ADVANCE for Nurses,
Mid-Atlantic & Lower Great Lakes, 2900 Horizon Drive, King of Prussia, PA
19406-0956 On the Web: www.advanceweb.com ▶ E-mail: advance@
advanceweb.com ▶ Editorial: 800-355-5627 ▶ Pamela Tarapchak, Editor,
[email protected], ext. 1360 ▶ Catlin Nalley, Assistant Editor,
[email protected], ext. 1459 ▶ Linda Jones, Editorial Director,
[email protected], ext. 1229 Article Reprints: 800-355-5627, ext. 1446
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REGISTER NOW!
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gmc.edu/advancednursing
or call 267-448-1349
5
NEWS
Nursing Students Achieve
100% Pass Rate on NCLEX-RN
▶
Trenton, N.J. The first graduates of the
accelerated second-degree BSN program at
Thomas Edison State College achieved a 100%
pass rate on the NCLEX-RN, according to the
New Jersey Board of Nursing. The statistic represents the 14 graduates who took the exam in
2012; two of the 16 graduates did not.
Launched in 2011, the yearlong program is
designed for students who have already earned
a bachelor’s degree in another field.
St. Mary Medical Center Opens
Four New Operating Rooms
▶ Langhorne, Pa. St. Mary Medical Center
recently completed a surgical expansion that
added four new operating rooms to support
growing patient volume. The state-of-the-art ORs
include a software integration system designed to
enhance a surgeon’s ability to perform minimally
invasive procedures.
St. Mary received a $3 million grant through
Pennsylvania’s Redevelopment Assistance
Capital Program to complete its $8.4 million
Names & Faces
Rich Honored for
Diversity Initiatives
▶ P h i lad e l p h i a
Victoria Rich, PhD, RN,
FAAN, chief nurse executive at the University of
Pennsylvania Medical
Center, recently received
the Prism Diversity Award
from the American OrganiVictoria Rich, PhD,
RN, FAAN
zation of Nurse Executives.
The award recognizes Rich’s efforts to promote
diversity within the nursing workforce and enhance
an understanding of diversity issues across the
health system and greater community.
Kirschling, Grant
Garner HPNA Honors
▶ Baltimore
Jane
M. Kirschling, PhD, RN,
FAAN, dean, and Marian
Grant, DNP, RN, CRNP,
ACHPN, assistant professor, University of Maryland School of Nursing,
recently
received honors
Jane M. Kirschling,
PhD, RN, FAAN
from the Hospice and Palliative Nurses Association.
Kirschling received the 2013
Leading the Way Award, and
Grant was named a fellow in
palliative care nursing.
One of the association’s
highest honors, the Leading
Marian Grant, DNP,
the Way Award recognizes
RN, CRNP, ACHPN
leaders in palliative care
nursing who demonstrate a commitment to furthering the philosophy, mission and quality of palliative
care. Early in her career, Kirschling became involved
in hospice care as a staff nurse. She is a past president of the association.
6
Fellows have demonstrated lengthy dedication to
the association, extensive professional experience
in hospice and palliative care, and a significant
commitment to scholarship in the field. Grant has
served as an association board member and as its
content expert for communication.
prevention at Beebe. Cooke is a newcomer to
Beebe and has spent 18 years in various settings
within the field of women’s health.
GBMC Promotes Gardner, Marbley
▶ Towson, Md. Two
Myers Receives DAISY
▶ Westminster, Md.
Nicole Myers, RN, emergency department nurse,
recently received the DAISY
Award for Extraordinary
Nurses at Carroll Hospital Center. A nurse at the
Nicole Myers, RN
hospital for 5 years, Myers
was nominated for compassion and exceptional
care of a patient who was homeless.
Beebe Welcomes New
Clinical Nurse Educators
▶ Lewes, Del. At Beebe Medical Center
on March 25 a new position was launched to
take nursing in the organization to the next level.
This position now in women’s health and critical
care service areas is titled clinical nurse educator.
In this pivotal role, the educator will work at the
bedside with nursing staff to coach, mentor and
educate the staff on the latest evidence-based
practice available so patients receive the highest
level of quality care. In addition, the educator
will develop a strong partnership with the unitbased nurse manager to ensure the orientation of
new staff, competencies, and future educational
planning strategies are streamlined, coordinated,
and facilitated for all staff in those service areas.
Theresa Houston, RN, BSN, CCRN, will serve
as critical care nurse educator and Jacqueline
Cooke, MSN, RN, as women’s health nurse
educator. Houston most recently worked as an
accreditation and infection specialist in infection
Umkembia “Kim”
Gardner, BSN, RN, CCRN
C. J. Marbley, RN
nurse leaders at Greater
Baltimore Medical Center
recently earned promotions:
Umkembia “Kim” Gardner,
BSN, RN, CCRN, was named
clinical manager of Unit 34,
and C. J. Marbley, RN, was
named administrative director
of perioperative services.
Gardner has served in
an interim role leading Unit
34, a 27-bed med/surg and
telemetry unit, since September 2012.
Marbley has served in his
role on an interim basis since
June 2012.
Beebe Nursing Students
Win Scholarships
EXCELLENCE: Students at the Margaret H. Rollins
School of Nursing at Beebe Medical Center, Lewes, DE,
recently earned the Louise Jarmon Hopkinson Scholarship for academic excellence. From left are (back row)
Andrew Hudson, Jillian Gamble, Beebe Foundation
president Alex Sydnor, Thomasina Roe, Eric Lehr, (front
row) Jill Petrone, Alexa Colegrove, Ashley Ward Istenes
and Breann Davidson. courtesy Beebe Medical Center
NEWS
®
The Venoscope II
& Neonatal Transilluminators.
surgical services expansion project. The scope of the grant also included
construction of new preop, postop and postanesthesia care unit areas
to support the new OR suites. The patient care surgical areas were
completed a year ago.
Shine
a Light
On Patient Care
Komen Grant Funds
Nurse Outreach
▶
Lewes, Del. The Beebe Medical Center Tunnell Cancer Center
recently received a $92,860 grant from the Philadelphia affiliate of Susan
G. Komen for the Cure Foundation to help fund a breast cancer outreach
program involving nurse navigators.
The program, Sharing Our Stories, Saving Our Sisters, provides free breast
cancer screening and education to women in minority and underserved
populations.
Cancer nurse navigators educate women and help them obtain screenings
and, when necessary, treatment. The nurses work together with lay navigators — breast cancer survivors who volunteer to educate other women. Since
2010, more than 5,000 women have received education and other services
through the program.
Prince William Health System
Celebrates Certified Nurses
The Venoscope® Transilluminators make
it easy to locate veins on all skin tones
and ages - reducing response time and
preventing multiple sticks.
The Venoscope® II
Transilluminator
Neonatal
Transilluminator
800.284.7655 toll free | 337.268.4080 fax
PO Box 52703 | Lafayette, LA 70505-2703
www.venoscope.com | [email protected]
THURSDAY, MAY 16
Mental Health: Every Nurse’s Concern
2:00 - 3:00 PM ET (11:00 AM PT)
CERTIFIED EXPERTS: Prince William Health System, Manassas, VA, celebrated Certified
Nurses Day by honoring its board-certified nurses. courtesy Prince William Health System
Continuing Care Hospital
Adds Ten Beds
▶ Lexington, Ky. To meet increased demand, Continuing Care Hospital,
part of KentuckyOne Health, recently added 10 beds at Saint Joseph Hospital. Continuing Care Hospital is a long-term acute care hospital with
locations at Saint Joseph East and Saint Joseph Hospital, both located in
Lexington. It operates as a “hospital within a hospital,” and provides care
to patients who are medically complex and chronically critically ill and
who need an average of 25 days of acute care. The expansion will increase
the number of Continuing Care Hospital beds available at Saint Joseph
Hospital from 15 to 25. Continuing Care Hospital has 30 beds at Saint Joseph East. n
While the vast majority of nurses may not work directly in
mental health, they can play a major role in contribution to
the mental health care of the patients they care for. Nurses
working in general practice will at some time be in contact
with people whose health is impaired and quality of life
reduced as a result of depression and anxiety.
SPEAKER:
Marsha Snyder, PhD, PMHCNS-BC, CADC
Marsha Snyder is clinical assistant professor, Department
of Health Systems Science, University of Illinois at Chicago,
School of Nursing.
REGISTER FOR THIS
FREE WEBINAR TODAY!
www.advanceweb.com/NurseWebinars
7
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9
Best
Nursing
Team
By Rebecca Hepp
2013
The ICU nursing care team at
Einstein Montgomery came
together to provide optimal patient
care while transitioning to a new
health system and a new facility
10
The critical care setting is always fast-paced
and nurses have to be ready for just about
anything — but add to that a whole new health
system, new facility and twice the staff, and
you know what it’s like to work in the ICU at
Einstein Medical Center Montgomery in East
Norriton, Pa.
The ICU nursing care team’s journey began
more than five years ago as plans for their new
facility began to take shape. Before, during
and after the transition, the entire team came
together to tackle new policies and procedures;
the new facility layout with a 22-bed unit nearly
the length of a football field; brand-new state
of the art equipment; a new electronic medical record system; an expanded ICU patient
population through the new cardiac surgery,
neurosurgery, bariatric surgery, and general
surgery robotics programs; and nearly double
the staff — all while still providing the best
possible patient care.
Hurdles
All of these changes certainly presented many
challenges for the ICU staff, not the least of which
was learning to use the electronic medical record.
“The staff that moved over had gone from an
entirely paper medical record to a completely
new electronic medical record system,” explained
Regina Salyer, DrNP(C), MSN, RN, CCRN, ICU
clinical educator. “99.9% of what was in the old
building did not come over here, and staff literally
had to learn the entire unit and hospital, from
processes and supplies to pieces of equipment to
the cardiac monitors to the medical record itself.”
Each member of the team put in at least 80-90
hours of training before the transition, according to Sandy Remaily, BSN, RN, nurse manager,
and once in the new space they helped each
other adjust to the new environment — and
the new faces. Augmenting what was already
a cohesive team was nearly twice as many staff
with a myriad of special talents.
“We should have had a great deal of challenges
Best Nursing Team 2013
ICU Nursing
Care Team
Einstein Medical Center Montgomery
integrating all the staff, but we
haven’t,” said Tim Robbins, BSN, ICU
staff nurse. “The Montgomery staff as well as
the people coming in have really come together
in an incredibly quick fashion. I believe that has
happened for two reasons. First, the existing staff
is incredibly welcoming and flexible. The second
is our manager’s ability to select talented people
who are willing to fit into this group.”
Teamwork
Everyone on the unit agreed that the key to their
success was this commitment to teamwork that
extended far beyond integrating new members.
“Our unit transitioned very well by examining
and accepting the uniqueness of the individuals
and coordinating them into a team,” said Gina
Braxton, RN, ICU staff nurse. “We are out of our
comfort zone and we are still succeeding, and it
is really exciting when you can take a group out
of their comfort zone, throw all this new material
at them and still come out on top.”
East Norriton, PA
Because everyone was in the same boat when it
came to learning the new systems and procedures,
new staff jumped right in.
“We had each other to rely on,” Remaily
explained. “We had various individuals with
different backgrounds who offered their sets of
skills … so I think all the new members definitely
added to the great team we already had.”
No matter where they transferred from, new
staff knew they could count on the ICU nurses
for help. Tonya Pendleton, night shift patient
care associate, transferred from the Montgomery Hospital OBGYN clinic to the new ICU,
and couldn’t be happier with her transition
experience.
“The nurses here have helped a lot with teaching; they are always there to answer questions and
explain things, and they made it a really smooth
adjustment for me,” Pendleton said. “Their time
Through teamwork
and extensive
training the ICU
Nursing Care Team
at Einstein made a
seamless transition
to the new facility
while continuing to
provide exceptional
patient care.
and their knowledge have been greatly appreciated on my end.”
Rounding/Collaboration
As focused on teamwork as these nurses are, it’s
no wonder they are also pros at collaborating
with other disciplines. The nurses love the new
daily rounding on each ICU patient with the
intensivists, nutritionist, respiratory therapist,
pharmacist, and even the physical therapists
and case management when necessary.
“Rounding is a great patient and nurse satisfier because it gives us one individual to go to
during the day to help take care of patients,”
Remaily said.
“The wonderful thing about the intensivists
is that they really want our input because they
realize we are there all the time and they trust
our judgment,” continued Denise Pileggi, RN,
11
2013 Best Nursing Team
part-time charge nurse, ICU staff nurse. “Together
everyone can work together to figure out the best
plan for the patient.”
“The Get Well Network also lets us know how
we are performing because during the day, the TV
will come up with a question, and it will say: Are
the call bells being answered in a timely manner?
Are your pain needs met?” Pileggi explained. “It
is really good because we get good feedback from
the patients about how they perceive we are doing
as far as our nursing care.”
ability to explore, in a fresh way, why it is that
we are doing what we are doing, and how we are
doing it. Then we are changing those behaviors
for the good of the patient.”
The team’s focus on care improvement isn’t
about to stop with the new space, and they are
already setting their sights on the future.
“We are looking at including other surgical
procedures and moving toward getting new
programs in the near future,” said Sandy Horne,
BSN, CCRN, ICU staff nurse. “So there are a lot of
learning opportunities here and I think with the
team that we have as well as the team that is still
going to be joining us, we are really going to be
looking for new challenges and new opportunities
and just continue to grow together and build this
into a great hospital.” n
Patient Care
Although the transition presented many challenges for the team, it has had its perks. While
the nurses love their new communication badges
and the electronic ICU, they also love the patientcentered details.
Growing
“We are in a brand-new facility and it has
Above and beyond the upgraded technology, one
state-of-the-art technology and it’s great for us
of the best opportunities to arise from the move
as a staff, but more than that, they directed this
has been the chance to reevaluate and improve
state-of-the-art-technology toward improving
nursing care.
the family and patient experience,” Robbins said.
“Moving into the new site, we have had a chance,
“Every room is private and has the opportunity for
because of the culture that we are entering into
a family member to sleep over, and every room
and the staff that we brought in, to really rehas equipment that is quieter. Even the view
examine what we are doing,” Robbins said. “We
Rebecca Hepp is on staff at ADVANCE. Contact:
from the rooms is pretty nice. It is all designed
are extubating faster, we are ambulating quicker
[email protected]
to enhance the patient’s and family’s experience.” … and I think that is happening because of our
To help patients feel as comfortable as possible,
the hospital uses the Get Well Network, which
Get on Board!
provides Internet access, TV, movies and a mulCheck out the all new www.advancehealthcarejobs.com.
titude of educational videos — not to mention
You can sign in with your Facebook or LinkedIn account.
ongoing patient satisfaction inquiries.
The Best Nursing Team in the
Mid-Atlantic Region is at Einstein.
You can be, too!
Our ICU/Open Heart nursing team succeeded in winning this award
and we are honored. Our mission was to provide exceptional patient
care and a seamless transition as we moved to our new state-ofthe-art facility. Keeping patient care our top priority and creating a
medical destination remain our number-one priority.
We believe that this award captures the teamwork and
professionalism our nurses display every day throughout the Einstein
Healthcare Network, and we have many career opportunities for
experienced nurses like you.
If you’re looking for a job with our award-winning ICU/Open
Heart team, or with any other unit, please visit
www.einstein.edu.
Einstein Healthcare Network
congratulates our ICU/Open Heart
team and thanks all of our nurses
during National Nurses Week.
EOE
12
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14
Runners-Up Best Nursing Team 2013
Thomas Johns Cancer Hospital
Oncology Nursing Team
Richmond, Va.
Nominated by Kelly Anchell, RN, OCN
A
nyone who has ever been an oncology
nurse has heard the response from individuals not in this field when they learn of
this occupation. “Oh, that must be so depressing.”
However, for those of us who do work in this area,
we know this is not necessarily true. We do, however, need to learn to provide this care and cope
with these situations while our goals of care may
differ from what is thought of as a “success” story.
Being an oncology nurse requires not only
clinical expertise and skill in providing care, but
the compassion to care for patients with lifethreatening diseases on a daily basis. This compassion may be just as important or even more
important to our patients and their families. To
help in achieving these expectations, we are given
the opportunity to attend many oncology-related
programs to gain knowledge in our field. These
programs include how to respond to difficult
situations and maintain our emotional health.
On a clinical level, what sets us apart is that our
nurses pursue disease-specific certifications to
ensure our clinical expertise in this field. We
have almost 50% of our nurses who are certified
in oncology nursing (OCN).
Throughout the cancer journey, whether it is
the patient, the patient’s family or the nurse caring
for the patient/family, the key to bringing care to a
different level is the issue of support. This includes
support of self (nurse), each other (peers), patients
and their families. Patient support is provided on
an outpatient basis through our cancer resource
center and facilitated by nurses and social workers. We have support groups for the following:
General Cancer Survivors’ Support Group, Breast
Cancer Support Group, a Support Group for
Newly Diagnosed Breast Cancer Survivors, and
a Gynecological Support Group. Inpatient support of our patients/families is provided by our
nurses as well as our social worker and chaplain.
Sometimes our support of family takes us in
different directions as we recently assisted in
planning a wedding for the daughter of one of our
inpatients. This was coordinated through multiple
departments. The result was not only a wedding
ceremony, but a reception that was catered by our
dietary department with viewing of the reception
(down the hall from the patient’s room) through
the IT capabilities of having a display monitor in
the patient’s room.
Support of nurses takes place in a few different
ways. In addition to the support that we give to
each other through our daily huddles, we hold
events that allow us to learn how to cope with loss
and also to provide teambuilding. We have participated in a Staff Reflections program through our
cancer resource center. This program allowed us
to enjoy fellowship with our peers and an ability
to “reflect” about patients who have died and what
they meant to us. We recently participated in a
staff retreat (offsite) with speakers and exercises
to learn more skills in dealing with death/dying
along with an opportunity to bond with our
peers. And, for the last 10 years, we have held
an Oncology Recognition Program where our
oncology nurses who have achieved certification
in oncology nursing (OCN), receive recognition
and support of our achievement by our physicians,
supervisors, administrators and peers.
When viewing this issue of support and selecting
the one defining moment related to this, I would
have to choose the support provided by our staff to
our patient’s families after their loved one has died.
Much support is provided to family members when
their loved one is undergoing care by our inpatient
and outpatient staff. However, when a patient stops
treatment or when a patient dies, we may never
have an opportunity to see that family member
again. We have instituted a memorial service in
our hospital auditorium as a way to remember our
patients who have died and to acknowledge and
support their families. We developed this program
and provide the readings and songs. During this
program, we read the names of each patient whose
family members are in attendance. Each family
comes up and lights a candle in remembrance of
their deceased loved one and receives the herb
rosemary which, for centuries, has signified great
meaning as a symbol of remembrance. A reception
follows and staff and families stay to talk with the
staff members they remember who cared for their
family member/friend.
The first time this program was held, we were
uncertain if family members would want to return
to the hospital to see staff members and revisit
feelings about their loved ones. The response
was overwhelming with 120 family members
attending. We knew at that time the creation of
this program filled a need. This need was not only
so a family could remember their loved one, but
for them to be able to see those nurses again who
they remembered so well. In addition, it has been
very healing for us as well. As we may not have
been present on the day their loved one died, it
gives us an opportunity to connect with that family
member with whom we have had a long standing
relationship. The result is a program that allows
for closure between family members and nurses
who might never have had the opportunity to
experience that otherwise. n
15
2013 Best Nursing Team Runners-Up
Inova Alexandria Hospital
Cardiopulmonary Rehabilitation Team
Alexandria, Va.
Nominated by Kathy Delaney, BSN, RN
T
here are a few moments in my 27 year nursing career when I have experienced a fully
engaged team aligned around a common
goal. I had this opportunity in 2012 in my role
as nurse manager of a Cardiopulmonary Rehabilitation Program. I witnessed creativity, talent,
initiative and positive energy flow to achieve
amazing results. Short- and long-term goals were
achieved with perseverance and momentum that
would not allow detours or barriers get in the way.
This journey began in December 2011, with
our annual planning session to discuss quality
improvement initiatives for 2012. Early in the
discussion, it became clear that our education program would be our focus with a special emphasis
on creating more engaging, interactive classes.
The road was not without challenges. Our staff
consists of six full-time employees. First came the
retirement of a highly skilled registered nurse after
25 years of service. Second was the resignation of
an experienced RN. And, finally, the resignation
of our senior exercise physiologist. This cardiopulmonary rehabilitation staff had been a solid
team for more than five years and now three key
players were moving on.
It was decision time. Do we delay the initiative
for a year? The resounding response from the
group was to continue to move forward. Three
new clinicians including a nurse and two exercise physiologists joined the team. Additionally,
we engaged a student intern who was assigned
to rehab for a semester to participate as part of
16
his graduate project. Our PRN nurses embraced
the opportunity to work on this initiative as well.
We met to assess the strengths of each new and
seasoned member to include clinical expertise,
multimedia and technical skills, and creativity
to create the classroom interactive environment
we set to achieve, and to create enthusiasm for
our wellness services among hospital employees.
Our first step was to apply for an education grant
for $25,000 that would financially support our
technology needs and renovation of our conference
room to enhance the learning environment. We
were quite excited when our grant was approved.
Second, we looked at the class schedule and did an
assessment of how best to meet the needs of our
diverse population that included the elderly, patient’s
working full time, and employees who work a variety
of shifts. After completing an informal survey of our
population, we changed from a single weekly class
to a monthly seminar of 3-4 classes.
We first began the work of updating and reorganizing the class content and creative presentation
of materials. Bringing together the highly experienced staff and newly hired clinicians created a synergy of experience and fresh ideas that ultimately
led to very dynamic, multimedia presentations and
interactive content. Revised classes included: Your
Heart and How It Works; Diagnosis and Treatment
of Heart Disease; Healthy Exercise Guidelines;
Managing Stress; Managing High Blood Pressure;
Managing Cholesterol; Healthy Eating Guidelines;
Lifetime Management of Weight; Your Lungs
and How They Work; Breathing Techniques and
Energy Conserv tion; and Pulmonary Medication,
Oxygen and Home Equipment.
Our class attendance increased from a total of
10 participants during the fourth quarter of 2011
to 62 participants for the fourth quarter of 2012,
and included patients, families and the community.
We then focused our attention to how to expand
our services and expertise to become wellness
ambassadors in our hospital. The challenge was how
to generate employee enthusiasm and engagement
in our Employee Fitness Program, which expanded
to include free use of our fitness facility during
lunch time and evening hours and free attendance
at our Healthy Living seminars. In addition, we collaborated with nutrition services to offer additional
nutrition related lunch and learn sessions.
With the summer Olympics scheduled for
July 2012, we created the ALEX WELL games,
our hospital’s own Olympic games. We knew
engaging our leadership, internal marketing and
staging friendly competition would be key to a
successful program. The program was embraced
by all. Within two weeks, 15 departments, including 122 employees signed up to participate in the
8-week Olympic training. Through the use of the
American Heart Association website and exercise
and weight-loss tools, we were able to develop a
point system that allowed individuals/teams to
track progress and where they stood among their
peers. Additional points were achieved during
the ALEX WELL games that included points for
overall fitness, strength and flexibility.
The ALEX Olympic Award Ceremony was
held Friday, July 27, 2012. Gold, silver and bronze
medals were awarded to the top three teams and a
healthy lunch was enjoyed by all ALEX Olympic
athletes. Marketing of this program resulted in
146 new employees signing up for the employee
fitness program. This program was so successful
that we have begun a tradition for an annual
ALEX WELL games and we are currently in our
next planning period.
Beyond the enhancements made to our education program and the expansion of our wellness
services to employees, there was an unexpected
outcome of this initiative. The multidisciplinary
team came together with a very ambitious common goal. This created the opportunity to quickly
build respect and appreciation for one another’s
talents. The team and relationship building that
resulted from this project has carried over into
every aspect of patient care and program management. This newly formed team adapted to change
and is functioning as if they have been together
for many years.n
Runners-Up Best Nursing Team 2013
Hahnemann University Hospital
17th Floor Interventional Cardiology
& Women’s Health Unit
Philadelphia
Nominated by Kimberly Hummel, BSN, RN
I
nitiative is defined as an introductory act or
step. In more simpler terms a leading action.
The nurses of the 17th floor Interventional
Cardiology and Women’s Health Unit are the
definition of Initiative. Each area, with their own
unique focus, worked in collaboration with one
another to lead a nursing-driven initiative to
improve the quality of care on their unit. Through
the process of shared governance, nurses from
both areas collaborated to improve the nursing
care that is provided on their inpatient units.
Collective meetings started in 2010 with other
inpatient units to define what the model of nursing
care should be at our facility. In March 2011, an allRN care model was birthed and implemented as a
pilot on the 17th floor. It was not without resistance
and fear of change that the nurses embarked on this
journey to improve patient quality and satisfaction.
Quality ratings that improved were patient satisfaction focusing on nursing communication, discharge
preparation and responsiveness to patient needs.
Nursing communication scores from our SMART
electronic reporting system increased from 63% to
87%. Nursing satisfaction also increased with an
NDNQI rating of high satisfaction. The nursing staff
included a bedside hand off to include the patient
in the report process and discussions regarding
pain management or plan of care.
In a high-volume patient care environment,
challenges are placed on nursing to increase the
number of patient admissions, transfers and discharges in a timely manner, presenting significant
barriers for optimal patient flow. Patient comments related to care while on the floor include
“nursing took excellent care of me, very interactive,”
“very patient focused, hated to see his shift end” and
“your staff was superior in every way.” This pilot was
brought forward to decrease the delay in assigning
inpatient beds to improve patient flow through the
organization as well as provide immediate patient
care on the inpatient units. Significant positive
outcomes related to patient quality care, nurse
satisfaction and cost-savings have resulted from
the all RN Care Delivery Model pilot.
Some statements nurses are saying include, “we
have an opportunity to spend more time with our
patients,” “teamwork and rounding has improved,”
“we have an increased awareness in changes for our
patient’s condition,” “we have a more organized
day and there are fewer opportunities for mistakes,”
and “we are able to leave on time.” Nursing staff
were more accountable to their patient’s plan of
care and could educate and provide resources during their stay and upon discharge. Nursing staff
found that they had more time at their patient’s
bedside and could notice the subtle changes in a
patient’s condition and react proactively for treatment rather than reactive to an emergency. Retention of RNs on the unit increased from 63% to 86%.
The all RN Care Delivery Model pilot not
only focused on improving patient outcomes,
but also reflected great improvements in cost
savings related to overtime dollars. Before the
pilot, 37% of nurses completed patient care timely
within their scheduled shift. During the pilot, this
increased to 74% of nurses completing patient
care timely within their scheduled shift. The pilot
was also an innovative venue for increasing nurse
accountability by bedside shift report. The nurses
conducted their own shared governance RN satisfaction survey and data showed 84% of day shift
RNs felt bedside report increased accountability
and 92% for night shift RNs.
Additionally the orientation process was
restructured to meet the needs of the nurses with
more clinical and didactic time with identified
preceptors and support of the unit educator and
clinical manager.
The nurses are the model floor for initiatives to
trial and implement. Current projects that have
piloted on this inpatient nursing floor are SBAR
report and reduction in patient flow delays from
the emergency department to inpatient units,
SEPA-reads Literacy and Heart Failure readmission reduction initiative, HEN of PA Skin Incidence and Prevalence Study, and the HEN Falls
Reduction Campaign.
Through shared governance their voice in
advocating for their patients and nursing care
model has made them leaders for promoting
safe quality patient care. Through their tireless
efforts the care model has been implemented on
four additional units with a plan to go housewide
in 2013. Challenges present daily for the nurses
of the 17th floor during times of low volume or
collaboration with staff from sister units. The nursing staff is proud of the care that they provide on
the 17th floor and welcome staff that are floated
or combined on our floor. Nursing students are
prevalent on our 73-bed combined floor. Students
and instructors are welcomed from three local
universities and nursing schools and remark on
what a great experience their time was on our
unit. Many return after graduation to interview
for positions based on their clinical time.
There is a true team spirit and one of caring and
support of the human being whether colleague or
patient. Our annual floor campaigns in support of
the American Heart Association through fundraising and raffles. Their fundraising increases the
awareness in the community supporting the AHA
initiative to improve patient outcomes.
Annually our nurses participate in the walk at
Phillies stadium side by side with our patients.
Our theme and statement for our floor is simply
ONE… we do, we care, it’s who we are! n
17
2013 Best Nursing Team Runners-Up
Paoli Hospital
Dermal Defense Team
Paoli, Pa.
Nominated by Kathleen McLaughlin, MSN,
RN, CWOCN
A
defining moment denotes that one point in time when the true
essence of the group is manifested. In the context of nursing and
nursing teams, that defining moment reveals itself when a group
develops to the point of true cohesion, establishing themselves as living
exemplars of what that group/organization truly represents. I am honored
to chair such a committee, the Dermal Defense Team, at a suburban community hospital, a level II regional trauma center, located in Pennsylvania.
The Dermal Defense Team consists of a staff nurse from each hospital unit,
including the emergency department, operating room, recovery room and
ambulatory surgery unit, as well as a patient care technician and a physical
therapist. These professionals represent a variety of shifts, years of experience
and specialty areas. They have undergone specialty training regarding the
prevention of wounds, assessment and documentation of wounds, as well
as the treatment of wounds of various types and stages. They act as subject
matter resources for the staff on a daily basis. This select group also has been
trained to gather the NDNQI (National Data Base of Nurse Driven Quality
Congratulations!
Well Deserved.
Main Line Health Applauds Our Nurses
for Demonstrating their Excellence
The impact of the nurses at Main Line Health stretches
far beyond the hospital walls. Their hard work and
determination affects thousands of people and their
commitment to excellence is unending.
In honor of National Nurses Week, we would like
to extend our thanks to all of our nurses. You
make a difference together, every day.
mainlinehealth.org/careers
18
Indicators) data concerning pressure ulcer prevalence.
Meeting on a monthly basis, they collect and share data, develop plans of
care, engage in interactive learning, and foster collegiality and professionalism. In addition, each member of the team has participated in scholarly
projects this year resulting in three abstracts for poster/podium presentations
being submitted to national nursing organizations. Thus far, one abstract
has been accepted for poster presentation at the National Wound Ostomy
and Continence Nurses Society (WOCN) conference. The team successfully
grappled with the development of pressure ulcers in the operating room
and successfully developed a multidisciplinary approach to eliminate and
sustain the elimination of pressure ulcers intraoperatively. Presently, the
team is developing a strategy to implement pressure ulcer prevention in
the emergency room, the source of entry into acute care for approximately
30% of the hospital’s patients.
The defining moment for our Dermal Defense team was when they
decided to sponsor “Dermal Defense Day.” Team cohesion was evident as
they planned, gathered supplies and implemented a 12-hour peer-to-peer
teaching event. This event was entirely orchestrated by team members with
mentoring by the team chair, a WOCN. The members researched principles
of adult education and utilized these as the program was planned.
Six interactive stations were developed. “Can You Dress This Wound”
challenged the participant to identify a wound (after they removed the
doll-like clothing on a two dimensional patient diagram designed by an
artistic team member), and determine the appropriate dressing for the
wound. “Wound Jeopardy” enabled game players to pick a category, introduced by the voice of Alex Trebek, in order to guess the correct question
to the answer provided. This game challenged the learner’s knowledge of
advanced wound care such as stages of healing, prevention techniques and
negative pressure wound therapy. “Do You Know Your Bed?” allowed nurses
to ask questions and familiarize themselves regarding advanced pressure
reduction beds without an actual patient in the bed, while learning the
extra features these beds possess, thereby demonstrating safer ergonomic
techniques for nurses to reposition patients. The present challenges of
healthcare delivery make it important to the Dermal Defense team for their
peers to recognize and eliminate waste. They accomplished this objective
Continued on page 34
On behalf of Hahnemann University Hospital, we would like to express our
sincere gratitude to all of our nurses for their care delivery philosophy and
collaboration across disciplines to advance the profession of nursing.
It is with your drive, motivation, and commitment we produce exceptional outcomes
for our patients and families through safe, quality, and caring services.
It is evident in everything you do, “The art of caring is demonstrated
everyday through the actions of a Hahnemann nurse.
Hahnemann Nurses... We Do, We Care, It’s Who We Are!”
Because of you, we are MAGNET!
A HEARTFELT
Thank You
TO OUR NURSING TEAM!
Your dedication to high quality care and service
continues to earn RWJ Hamilton national recognition
and the trust of generations in our community.
Happy Nurses Week!
Saluting Nurses
Happy Nurses Week
u
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Yours is a tough,
demanding job.
Long hours.
Hard work.
But then,
the intangible
rewards are great touching hearts,
healing lives.
And, we appreciate
all you do.
Visit www.lifejobs.org
to learn about rewarding
opportunities at
LifeBridge Health.
VISIT WWW.RWJHAMILTON.ORG FOR
AVAILABLE CAREER OPPORTUNITIES.
19
Saluting Nurses
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To our valued nurses:
9OU¬TRULY¬EXEMPLIFY
!¬0ASSION¬FOR¬"ETTER¬-EDICINE
Thank you for your energy, drive and determination during
Nurses Week and throughout the year!
With your passion comes a commitment to excellence.
Anne Panik, MS, BSN, RN, NEA-BC
Senior Vice President, Patient Care Services
and Chief Nursing Officer
You are the reason we have been designated a Magnet® hospital
three times by the American Nurses Credentialing Center.
Thank you
Abington Nurses
for raising the bar
in patient care!
Thanks to your dedication and compassion, we have received
Magnet® recognition for the third time.
Our Nurses give patients every reason to choose Abington
Memorial Hospital for great care. They continue to inspire every
member of our team to achieve excellence every day.
Consider joining the Abington Memorial Hospital Magnet®
Nursing Team where Nurses are Valued.
Learn more and view our open opportunities:
www.abingtoncareers.com
Equal opportunity employer
20
CELEBRATING EXCELLENCE
Inspira Health Network’s nurses make us think of many
words. Dedicated. Smart. Resourceful. Compassionate.
But these words are the most important – thank you.
INSPIRING MEDICINE
Saluting Nurses
Every day, our nurses
Caring
>
elevate their impact.
Discover more at our website: sentara.com/employment
At Sentara our nursing team reaches more lives more often
as they embody our mission: To Improve Health Every Day. We
know from personal experience that the extraordinary skill and
compassion our nurses demonstrate not only lift patients —
but inspire us all to be better people.
For information about Sentara Healthcare and our Nursing
opportunities, visit:
www.sentara.com/employment
During National Nurses’ Week
and every day, we extend our
gratitude to our nurses.
EOE, M/F/D/V. Drug Free/Tobacco Free Workplace. Criminal History
Background Check Required.
To those who are the best:
A heartfelt thanks
To Cooper Nurses
YOU CRAVE NEW CHALLENGES AND STRIVE FOR
EXCELLENCE EVERY DAY. WE ARE PROUD THAT
YOU ARE ON OUR TEAM.
To learn more about Career Opportunities at South Jersey’s
only Level I Trauma Center and leading provider of
comprehensive health services, medical education and clinical
research, visit:
Friends Hospital Recognizes
National Nurses Week
We congratulate all of our
NURSES!
We appreciate your SERVICE
We value your DEDICATION
www.cooperjobs.org
National Nurses Week
May 6th – May 12th, 2013
www.coopernursing.org
Friends Hospital
4641 Roosevelt Blvd.
Philadelphia, PA 19124-2399
Phone: 215-831-6966
Fax: 215-831-6951
E-mail: [email protected]
Part-time weekends and Per Diem Positions Available
EOE
21
NURSES
Heart of Healthcare
A R E
T H E
You embody compassion and
caring in everything you do.
We join the nation in celebrating
W
yyour achievements and
■
National Nurses Week Celebration Ideas
accomplishments during
a
■
Facts about Nurses Week
NATIONAL NURSES WEEK.
N
■
Best Nursing Team Winners’ Profiles
Thank you for your hard work
T
and dedication – your contributions
a
to healthcare are vital!
22
Join the ADVANCE for Nurses celebration
at www.advanceweb.com/nurses
and you’ll find:
Saluting Nurses
Thank You
To Our Nurses.
Your impact is larger than you know.
To our Nursing Team: Every day we see how your
dedication to quality and innovative care not only
lifts children with special needs, but families and
entire communities as well. The difference you
make is deep and wide, as is our admiration for you.
National Nurses Week 2013:
Delivering Quality and Innovation in Patient Care
For more information visit:
hschealthcarecareers.org
Equal Opportunity Employer
© 2013 THE HSC HEALTH CARE SYSTEM
For your
commitment to caring.
For the difference you
make in our patients’ lives.
For your sincere dedication
to being a nurse.
We offer a heartfelt
Thank You
to all of our nurses.
A Tradition of Caring since 1886
THANK YOU
to all of our Nurses and Health
Care Professionals for your
care and dedication.
www.vnaphilly.org
An Equal Opportunity Employer
For more information or to see how you can become part of the Catholic
Health Care Services family, please visit CatholicHealthCareServices.org.
23
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24
CE Offering • 1 Contact Hour ▶ THE LEARNING SCOPE
FREE
CE
Motivating Co-Workers
Successfully motivating nurses leads to higher levels of job
satisfaction and improved patient care By Elaine B. Llanos, MSN, RN, OCN
The author has completed a disclosure form and
reports no relationships relevant to the content
of this article.
O
n any given day, a nurse is devoted to two
groups of people: those we care for and
those we work with. Nurses are known
for our desire to help others, but truly our role
is to help others help themselves. While we use
various techniques to motivate patients toward
better health outcomes, not all are applicable to
motivating our co-workers to strive for excellence
professionally.
Learning what extrinsic and intrinsic factors
motivates all of us, while considering the multigenerational differences of our fellow nurses,
will help us better understand motivation in
the workplace. It has been said that, “In the real
world, motivation is highly valued because of its
consequences: Motivation produces.”1
Since successfully motivating nurses leads
to higher levels of job satisfaction, which can
ultimately improve patient care, discovering
how to motivate our co-workers adds to our own
professional abilities.
The Learning Scope
CE Offering • 1 Contact Hour
This offering expires in 2 years:
April 29, 2015
The goal of this continuing education offering
is to provide the latest information to nurses
about motivating co-workers. After reading
this article, you will be able to:
Kyle Kielinski
1. Identify both intrinsic and extrinsic
motivating factors of nurses.
2. Differentiate how nurses of various
generations may be motivated.
3. Explain how motivating co-workers
translates into improved patient care.
Online CEs
Earn contact hours with just a click of the
mouse, www.advanceweb.com/nurseCE
Self-Determination Theory
The psychology of motivation can be explained
by using the self-determination theory (SDT) as
a framework. As social beings, each one of us has
needs of autonomy, competence and relatedness.
SDT defines autonomy as choosing freely, with
competence referring to feelings of self-efficacy
and relatedness meaning the ability to emotionally connect to others.1
Both intrinsic and extrinsic forces affect how
or if indeed these needs are met. In any work
arena, how these three needs are supported
can make an impact upon a worker’s level of
motivation.
For example, if you are a Cirque de Soleil
performer, your needs for autonomy may be met
by the accepted practice of transferring between
different shows. This enables new skills to be
honed as well, increasing one’s sense of competency and worth, while adding to an atmosphere
of expected high-level performance.2
Applied to nursing, scheduling an inpatient
nurse to spend a morning with an ambulatory
nurse in the outpatient setting, then vice versa, is a
wonderful way to share, appreciate and motivate
each other’s excellent practice.
In the corporate world, relatedness is expressed
as a “drive to bond,” with team projects offered as
opportunities to develop the cohesion essential
to have highly competitive businesspeople share
joint ventures.2 When a group is proud of their
business, this bonding is a powerful motivator
to produce both individually and for the good
of the parent corporation.
Healthcare facilities rely on an interprofessional approach to patient care, with nurses
able to relate to each team member, viewed as
natural advocates for our patients. This inclusion and expectation to bring not only clinical
details but also insight to the conversation
regarding those in our care is a tremendous
external motivator to present this information
competently.
Otherwise stated: “There are two things that
you should always do in any place you work. The
first is to add value to your workplace and the
second is to add value to yourself.”3 Motivated
nurses are positioned to accomplish both.
Simple Gestures
As professionals, we are expected to carry our
assignments with competence in the care of our
patients, while filling vital positions within our
healthcare organizations. Nurses are intrinsically driven to help, support, heal and comfort,
with efforts that often seem to go unnoticed.
How great it would be to incorporate simple
gestures of praise and acknowledgment toward
our co-workers, providing memorable moments
of motivation.
Responding as an engaged listener will send a
signal to any colleague that what you have to say
is of value, so turn toward the human face rather
than the computer screen when in-person dialogue ensues. Compliments go a long way toward
encouraging workers when made sincerely, as
does welcoming new staff on the unit by even a
simple smile and handshake when introduced.
Creating an enthusiastic, warm atmosphere
where we can share our ideas and goals can in
itself be a powerful external motivator, attracting
nurses who appreciate having their voice heard.4
This applies to all types of meetings too, for just
as we are expected to refrain from cell phone use
while tending to patients’ needs, we must give the
same attention to our colleagues, respecting their
needs of competency and relatedness. Showing
interest in what they have to say will motivate
our co-workers toward more meaningful group
discussions.
On a larger scale, acknowledging co-workers’
exemplary work can be done by nominating them
for one of the many awards given both locally
and nationally for specific nursing practice.
This can motivate them to continue nursing at
a high level, as well as set an example for others. Although we hear it at award shows on TV
each year, it is true that to even be nominated is
25
THE LEARNING SCOPE ▶ CE Offering • 1 Contact Hour
Table: Generational Comparison8-9 Generation
Intrinsic Forces
Extrinsic Forces
Veteran
(born 1920s –
1940s)
• Loyalty to organization
• Respect for authority
• Belief in doing one’s part
• Personal expressions of appreciation
• Retirement and pension benefits
• Recognition and respect of wisdom
and experience
Baby Boomers
(born 1940s –
1960s)
• Competitive both as individual and teams
• Socially conscious
• Expects rewards for work well done
• Public recognition
• Group work
• Tangible rewards (i.e., more pay/time off)
Generation X
(born 1960s –
1980s)
• Expects to hold many jobs in a lifetime
• Seeks work-life balance
• Enjoys challenges
• Educational opportunities
• Flexible scheduling
• Technology-related assignments
Millennials
(born 1980s –
2000s)
• Collaborative and inclusive
• Value safety of feelings and physicality
• Fun-loving
• Involvement with planning and decisions
• Immediate feedback about concerns
• Comfortable atmosphere
a thrill. Even if they are ultimately not chosen
as the award recipient, these acclaimed nurses
will feel like a winner. Handing your colleagues
the final application along with a collection of
comments others contributed about their career
as a professional nurse really sends a wonderful
statement as to their worth.
Higher Learning
A recent topic for dialogue circles around the
question of whether or not to return to school to
complete a bachelor’s or master’s nursing degree.
With some employers now mandating higher
levels of education, reactions of staff members are
captured in Dr. McGrath’s article “Why Would I
Want to Do That?”5
Exploring what motivates some nurses to seek
continued academic learning while others resist
this expectation has all to do with perceived benefits and barriers. For instance, cost is absolutely
part of any conversation regarding attending
college. If my employer offers insufficient tuition
reimbursement, even my co-workers who have
the desire to enroll in school may declare cost as
the foremost barrier.
To boost their motivation while recognizing
their need of autonomy, I could suggest various
outside sources of financial assistance to explore,
such as state or federal scholarships; private
organizations that set aside monies for specific
nursing initiatives; or specialty nursing societies
that support members’ education. Or perhaps I
know of another nurse who successfully obtained
school funding whom I could contact to ask if she
would share her methodology with my co-worker.
This way, my fellow nurse’s intrinsic motivation
to pursue the next level of professional education is not dampened due to a perceived lack of
26
funding, but rather encouraged by offering real
solutions with an optimistic attitude. Showing
interest by asking at a later date how things are
working out regarding school funding is a way to
partner with my co-worker, rather than merely
give advice with no follow-up.
Just as partnering with a patient to facilitate
healthier choices promotes and supports their
intrinsic motivation, so it can with a co-worker.
Partnering involves not telling another what
they should do, but rather, what options they
might choose.6
Continued Motivation
For those nurses at risk of leaving their employer
due to feeling their years of solid commitment
to their healthcare institution has not been
recognized, programs have been established
such as Fanning the Flame. This is an innovative
initiative undertaken using grant money with
the expectation that investing in these devoted
nurses as individuals will give them reasons to
feel motivated to stay, so all parties benefit.7
Although clearly a large-scale program, knowledge of events such as Fanning the Flame can be
brought to the division of nursing by nursing staff
as a suggestion to consider for the purpose of
continued motivation. Our nursing environment
is evolving to be more inclusive of staff nurses on
councils that generate ideas and policies to present to nursing administration. Open reception of
these efforts motivates staff to continue putting
time and energy into thoughtful reflection of
how to continually improve both practice and
our profession itself.
It must be pointed out that although we may at
times be motivated by negativity, research strongly
suggests a positive approach is much more effective toward building intrinsic motivation.1
Co-workers who show up late repeatedly are
more likely to break that pattern if asked to share
their expertise about their primary patient during
change of shift meetings. Addressing the problem
by focusing on their strengths to heighten intrinsic motivation is more effective than threatening
to report them to administration for the tardiness.
Generational Differences
Taking into account the reality of the nursing
workforce today, we work alongside colleagues
with varied life experiences, influenced by the
times in which we were born. However, when a
co-worker lacks motivation to improve practice,
make an educational move or even keep up with
technology, taking a closer look at where each
other “comes from” can offer ways to change
attitudes. Nurses raised and educated in different
generations still share the common desire to help
others, but they may respond to diverse intrinsic
and extrinsic forces cultivated in the work arena
(see Table).
Understanding these differences helps to
choose more appropriate actions one can take to
motivate a co-worker. Suppose I lead a council of
nurses interested in revamping how we celebrate
Nurses Week. To attract representatives across the
age span from our four generations of professional
nurses, our council would have to use various
external forces to motivate staff to join.
The veteran nurses are more likely to respond
positively to a face-to-face invitation with
acknowledgement of the valued experience
they bring, while the Generation X nurse could
be contacted by email with an offer to arrange
for protected time off the unit to research how
other institutions mark Nurses Week. Nurses
raised during the Baby Boomer generation may
be most satisfied if voted leader of the group,
while there is an excellent chance of Millennial
involvement if these nurses are asked to learn
Integrity in the Workplace
Successful professionals must have integrity in their work lives. Explore your
own value of integrity and prepare to work effectively in a setting with
mixed values, and earn 1 contact hour, by viewing the webinar “Integrity in
the Workplace” at www.advanceweb.com/NurseCE. Look for CE #36.
CE Offering • 1 Contact Hour ▶ THE LEARNING SCOPE
by participating in setting up actual celebration
events. All these nurses’ needs of autonomy,
competence and relatedness are met with an
extrinsic force individualized to stimulate their
internal motivators.
Or perhaps there is a new narcotic medication
dispenser that requires a plan be developed to
inservice the staff. Baby Boomer nurses can be
enticed to volunteer by the chance to claim partial
authorship of the new policy. Engaging veteran
nurses by asking which inservice method historically was most helpful while asking for suggestions from the technologically savvy Generation
X staff can provide the policymakers with rich
material. The Millennials will be attracted to an
opportunity to be mentored, thereby gaining new
abilities while participating in a meaningful group
accomplishment.
These are opportunities for valuable “intergenerational knowledge transfer,” with each nurse
motivated to contribute as an individual and a
member of the division of nursing.7
Research shows having workers motivated to
perform at their highest levels is positively connected to overall company success.1,2,10 Although
in the business world success may be measured
by annual profit, healthcare providers focus upon
improved patient outcomes. A motivated nursing
staff enhances these results.
Changing attitudes toward managing staff
has resulted in nursing administration and our
direct supervisors charged with practicing more
transformational leadership. This style involves
developing more positive relationships between
levels on the career ladder, leading to higher levels
of motivation.10
Integrated into individual nursing units, we
can take the basic components of this leadership
practice and apply them to our co-workers. For
instance, we can set an example of consideration
and support of others’ needs and ideas by agreeing
to pilot a follow-up phone call assignment sheet
requested by a unit member. Sharing new nursing
research findings applicable to our patient population at staff meetings is a way to intellectually
stimulate our workgroup.
Enthusiasm is contagious and a powerful motivator toward not just getting through the workday
but finding enjoyment in those we work with.
Having the nurse who has conquered the many
functions of a new infusion pump show others
how she did it can be inspiring and motivate her
colleagues toward machine domination. These
are all ways to tend to our co-workers’ needs of
autonomy, competence and relatedness toward
increased unit-based motivation.
Working With Students
Now, imagine in your presence a nursing student
assigned to you during her clinical rotation.
Everything you do and say, whether it be to your
patient or co-worker, will be noticed and register
a reaction in the psyche of your protégé. Impressionable and sponge-like, nursing students soak
it all in as they picture what kind of nurse they
can become by watching you.
We have a tremendous responsibility to facilitate their intrinsic motivation to become professional registered nurses by bringing them into the
circle of inspired nursing. The small gestures we
impart can make a huge impact upon students’
continued belief that however overwhelming
that ventilator looks, they are capable of learning
how to manage the settings for the best patient
outcomes.
In turn, we are motivated to teach this student
not only how to perform exceptional trach care,
but how to speak to the patient with kind words
as we are doing so. If we view nursing students
sharing our day as the ultimate compliment, we
and our co-workers have undisputed motivating
forces that positively affect our own practice, leading again to higher potential for our healthcare
institution and those we serve.
Support Staff
Not to be left out of any discussion regarding
motivating co-workers in our field are the vital
support staff within our workgroups. Whether
called patient care technician, nurse’s aide, orderly
and the like, each impact and are impacted by us.
As members of our nursing staff, this cohort
of co-workers also carry the internal motivator
to help others, whether it be their patient or their
nurse. Therefore, it behooves us to recognize
their needs of autonomy, competence and relatedness in their daily work, and understand the
positive influence we can assert toward meeting
these needs.
Opportunities abound, such as asking rather
than assigning your nurse’s aide which lunch time
slot she prefers today, or conferring with your PCT
about the trend in your patient’s fingerstick read-
ings, or even joining to help make your patient’s
bed together. Although seemingly simple acts,
they all can make a tremendous difference in
how motivated our support staff are to continue
striving to perform their duties proficiently as
part of our nursing team.
Discover Motivational Insights
Identifying how our psychological needs of autonomy, relatedness and competence are influenced by
both intrinsic and extrinsic factors in our work as
professional nurses leads us to a better understanding of how to motivate our co-workers. Differentiating between generational variations as applied to
what drives us professionally is extremely helpful
when working alongside colleagues across the age
span. Discovering these motivational insights has
great potential for improved patient outcomes,
with a motivated nursing staff the key component.
For our nursing profession, there is not greater
motivator than this. n
References
1. Ryan R, Deci E. Self-determination theory and the facilitation of intrinsic motivation, social development, and wellbeing. Am Psychol. 2000;55(1):68-78.
2. Nohria N, Groysberg B, Lee L. Employee motivation: a
powerful new model. Harv Bus Rev. 2008;86(7-8):78-84, 160.
3. Simuyemba M. Motivation for dreamers. http://www.
motivation-for-dreamers.com/free-motivation-quote.html
4. Shaw T. Small actions matter when motivating staff.
http://www.nursingtimes.net/nursing-practice/clinicalzones/management/small-actions-matter-when-motivatingstaff/5026046.article
5. McGrath J. Why would I want to do that? Motivating
staff nurses to consider BSN education. J Perinat Neonatal Nurs.
2008;22(2):88-90.
6. Wiley E, Irwin J, Morrow D. Health care practitioners’ perceptions of motivational interviewing training for
facilitating behaviour change among patients. J Allied Health.
2012;41(3):131-9.
7. DeLong D. Fanning the flame to retain boomer nurses.
http://www.rwjf.org/en/research-publications/find-rwjfresearch/2010/10/fanning-the-flame-to-retain-boomernurses.html
8. Carver L, Candela L. Attaining organizational commitment across different generations of nurses. J Nurs Manag.
2008;16(8):984-91.
9. Kalar T. Motivation in a multigenerational radiologic science workplace. Radiol Manage. 2008;30(4):47-51.
10. Curtis E, O’Connell R. Essential leadership skills for
motivating and developing staff. Nurs Manag. 2011;18(5):32-5.
Elaine B. Llanos is a clinical nurse IV at Memorial
Sloan-Kettering Cancer Center, New York.
This CE offering expires April 29, 2015
You can earn 1 contact hour of continuing education credit in three ways: 1) Grade and certificate are available immediately after
taking the online test. 2) Send the answer sheet (or a photocopy) to ADVANCE for Nurses, Learning Scope, 2900 Horizon Dr., King
of Prussia, PA 19406. 3) Fax the answer sheet to 610-278-1426. If faxing or mailing, allow 30 days to receive certificate or notice of
failure. A certificate of credit will be awarded to participants who achieve a passing grade of 70 percent or better.
Merion Matters is an approved provider of continuing nursing education by the Pennsylvania State Nurses Association (No. 221-3-O09), an accredited approver by the American Nurses Credentialing Center’s Commission on Accreditation. Merion Matters is also approved as a provider by the California Board of Registered Nursing (No. 13230) and by the Florida Board
of Nursing (No. 3298).
27
THE LEARNING SCOPE ▶ CE Offering • 1 Contact Hour
1. According to the self-determination
theory, which of the following psychological
needs involves our connections with
others?
a. autonomy
b. competence
c. relatedness
d. security
9. Which of the following initiatives is
an example of transformational nursing
leadership components applied at the
unit level?
a. creating a welcome binder for new hires
b. involving only senior staff in decision-making
c. limiting team meetings to once per year
d. maintaining the same charge nurse each day
2. Satisfying our need for autonomy in
the workplace correlates to which
statement?
a. each employee works independently
b. choices are made available when possible
c. conversation is kept to a minimum
d. information is kept private
10. The ultimate value of motivating nursing
coworkers can be realized by:
a. employees who hold off retirement
until age 70
b. higher levels of job satisfaction resulting
in improved patient care
c. large percentage of staff who pursue
an advanced degree
d. less administration necessary to
lead initiatives
3. How can one best support coworkers
who express a desire to take a continuing
education course?
a. be sure they understand they will have
to pay for it
b. praise them for seeking additional knowledge
c. remind them that it isn’t a requirement
of their position
d. t ell them that you haven’t taken one
in the last 10 years
4. How could you best motivate the patient
care technician (PCT) to measure all foley
output by 3 p.m.?
a. explain how important this information is
b. point out that the other PCTs all do
c. promise him a longer lunch period
d. tell him that you are too busy to do it
5. A plaque to honor years of dedication
and service to one’s patients will be
most appreciated by a nurse from
which generation?
a. Baby Boomer
b. Generation X
c. Millennial
d. Veteran
6. Which of the following gestures can
motivate coworkers to strive toward
continued excellent nursing practice?
a. continue reading while they ask about
a new medication
b. q uestion them as to why they are working
so much overtime
c. roll your eyes when they report their third
successful IV insertion
d. thank them for teaching you how to safely
access a mediport
7. One would expect a nurse raised in the
Millennial generation to most benefit
from which external force used to
increase internal motivation regarding job
performance?
a. inclusion in unit decisions
b. stern directions from supervisor
c. strict time limit to complete orientation
d. waiting three months before
first evaluation
8. Partnering with coworkers to support
internal motivation refers to:
a. leading them through each step toward
their goal
b. o ffering them suggestions and following
up on progress
c. reminding them to expect a lengthy process
d. telling them what they should do to be
successful
28
Evaluation
1. I can identify both intrinsic and extrinsic
motivating factors of nurses.
a. strongly agree
b. agree
c. neutral
d. disagree
e. strongly disagree
2. I can differentiate how nurses of various
generations may be motivated.
a. strongly agree
b. agree
c. neutral
d. disagree
3. I can explain how motivating coworkers
translates into improved patient care.
a. strongly agree
b. agree
c. neutral
d. disagree
4. The objectives relate to the overall
goal of the article.
a. strongly agree
b. agree
c. neutral
d. disagree
5. The article is well-written and logically
organized, and defines terms adequately.
a. strongly agree
b. agree
c. neutral
d. disagree
Motivating Co-Workers
Earn 1 Contact Hour NOW!
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RN02
Rx Update
Bedaquiline
Fast-track approval for treatment
By Grace L. Earl, PharmD, BCPS
▶ Bedaquiline (Sirturo) represents a new class of
anti-TB drugs called diarylquinolines that have
a novel mechanism of action to stop replication
of TB.1 It has FDA approval for treatment of
multi-drug resistant pulmonary TB. The drug
has not been evaluated with extra-pulmonary TB
affecting the CNS. Standard treatment involves a
four-drug regimen with isoniazid, rifampin and
pyrazinamide (PZA). A recent meta-analysis
showed the percentage of patients dying from
TB was 3% in non-HIV patients, 9.2% in HIVinfected patients and 30.9% in HIV-infected
patients with multi-drug resistant TB.2 This drug
achieved fast-track approval by the FDA due to
risks associated with multi-drug resistant TB.
Recent clinical trials included patients with
pulmonary TB and used the same dosing strategy
(400 mg orally twice daily for two weeks followed
by 200 mg three times per week).3,4 The clinical
endpoint was the time to convert to a normal
sputum culture (culture conversion), which
indicates cessation of mycobacterium growth.
A phase 2 study assessed the mycobacterial
activity and safety of using bedaquiline added
to standard therapy.3 Adult patients with the
presence of acid-fast bacilli in sputum that were
resistant to isoniazid and rifampin were included.
Patients with uncontrolled HIV were excluded.
This eight-week study was conducted in South
Africa and was a double-blind, placebo-controlled
study. The study group (n = 47) had a median age
of 33 years, 74% were male and 87% were HIVnegative. The study drug significantly decreased the
time to culture conversion (p = 0.003), and resulted
in a greater proportion of patients who were culture
negative (48% versus 9%). Strengths of the study
were achieving a 97% medication adherence rate.
A two-year follow-up of these patients found
23 patients (48.9%) in both treatment arms had
discontinued the study.4 At week 24, 81% in the
bedaquiline group and 65.2% in the placebo
group maintained culture conversion.
Bedaquiline is effective against mycobacterium
about the potential for developing harmful
ventricular arrhythmias (long QT syndrome). In
follow-up studies, QT interval was prolonged but
of tuberculosis
there were no readings higher than 500 msec.4
The proportion of patients dying during one
clinical study was greater in the bedaquiline
isolates resistant to isoniazid, rifampin PZA and
group versus the placebo group. The reasons for
others.5 It acts by inhibiting a proton pump affect- this are unclear. Therefore, the boxed warning
ing the cellular enzyme, ATP synthase, which
cautions to only select this drug for patients who
depletes the cell’s stores of ATP and ultimately
are not candidates for other approved drugs. This
decreases mycobacterium survival.5,6 It has bacte- underscores the need to closely monitor patients
ricidal activity and a minimum inhibitory concen- with frequent follow-ups. Some adverse effects
tration that is similar or lower than current drugs.
identified in clinical studies were not found to be
significantly different than the placebo-group and
Dosage, Costs, Pharmacokinetics
include non-cardiac chest pain and deafness.3,4
Take a medication history and advise patients
Bedaquiline is used in combination with at least
to stop any CYP3A4 inhibitors for 14 days before
three other drugs.1 The initial dose is 400 mg
orally once daily for two weeks, followed by a
starting bedaquiline.1 Carefully select and monitor
drug therapy to avoid interactions that may cause
maintenance dose of 200 mg orally three times
QT interval prolongation on the electrocardiogram.
per week for 22 weeks. The treatment continues
Drugs that may have an additive effect on
for a total of 24 weeks. Maintenance doses should
be scheduled on specific days (e.g., Monday- prolonging the QT interval include clofazimine
(a drug for TB), tricyclic antidepressants, dofetiWednesday-Friday) to promote adherence.
In patients who are non-adherent or fail ther- lide and others. Drugs that inhibit CYP3A4 are
macrolide (erythromycin, clarithromycin) and
apy, use Directly Observed Therapy. The doses are
fluoroquinolone (levofloxacin) antibiotics, and
available in 100 mg tablets, and should be taken
ketaconazole (antifungal). Rifampin, a main-stay
with water and food. Patients should store their
of therapy for TB, and others in the class (rifabutin,
medications in the original container. Tablets
rifapentine) are hepatic enzyme inducers and may
stored in a medication organizer can break down
decrease levels of bedaquiline. If used in HIV
due to exposure to light and moisture.
co-infected patients, current literature should
Bedaquiline has a long half-life for the active
be evaluated to determine if new information is
drug (164 days) and M2 metabolite (159 days).1,4,6
The metabolite is less active than the parent drug.
available on interactions with HIV drugs.
The drug is slowly released from the peripheral
Frequent monitoring should include checktissues, which accounts for the persistent concen- ing hepatic transaminases (AST, ALT, alkaline
tration in the blood. The maximum concentration
phosphatase), total bilirubin and uric acid
is achieved six hours after taking a 400 mg dose. (hyperuricemia).1,4 Check an electrocardiogram
to measure QT intervals at baseline, weeks two,
The drug is highly protein-bound (99%). It is
12 and 24. Order and maintain electrolytes within
metabolized by the hepatic cytochrome P450 3A4
normal limits (calcium, magnesium, potassium).
enzyme and is susceptible to drug interactions by
Patients should avoid alcoholic beverages that
this pathway. The drug should be used cautiously
could increase the risk of liver injury; report
in patients with severe kidney dysfunction. The
symptoms of an arrhythmia such as syncope,
benefits should outweigh the risks if used with
fainting, palpitations or racing heart; and sympsevere liver dysfunction.
toms of possible liver damage such as abdominal
pain, darkened urine or jaundice. This drug is
Drug Interactions & Side Effects
Pregnancy Category B. n
Common side effects are headache and nausea.1,4
Patients also reported arthralgia, hemoptysis and
References for this article can be accessed at www.advancerash. The FDA prescribing information warns
web.com/Nurses. Click on Resources, followed by References.
TB Testing Today
Age-old disease remains a constant challenge to healthcare workers
around the globe. Learn more at www.advanceweb.com/Nurses,
keyword search “TB Testing Today.”
Grace Earl is an ambulatory care pharmacist at
the University of the Sciences and her practice
site is at Hahnemann University Hospital, both in
Philadelphia.
29
EDUCATION OPPORTUNITIES
MAY 2-3, 2013
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1][^ZWO\QS/RdWa]`
The Michigan Association of School Nurses and the Michigan
Departments of Education and Community Health have
joined forces to bring this unique and extraordinary two-day
conference opportunity. The 2013 Statewide School Nurse
Conference will take place Thursday, May 2 and Friday, May
3 at The Henry Hotel in Dearborn, Michigan. Not just for
school nurses, but geared to all staff interested in safe and
legal health practices for our school children. Learn about
the most current mandates and standards for practice. Hear
from national authorities and get an opportunity to ask your
questions to our expert panelists. Contact: www.michiganschoolnurses.org or e-mail: michiganschoolnurses@gmail.
com for more information and to register.
0ST]`Sg]cPSQ][SO
1ZW\WQOZ1][^ZWO\QS
1]\acZbO\b
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6]a^WbOZ1][^ZWO\QS
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g]c\SSRbVSa^SQWOZWhSR
aYWZZabVSX]P`S_cW`Sa
EWRS\S`
:SORSàVW^
E]`Ya
MAY 20, 2013
PHILADELPHIA, PA
Complex SCI Patient:
Team Approach to Challenging Issues
EWbVÀSfWPZS]\ZW\SQZOaaSabVObO`S110O\R611/O^^`]dSR
EWRS\S`:Oe¸a6SOZbV1][^ZWO\QS^`]UÒ[UWdSag]cbVSaYWZZag]c
\SSRb]acQQSSR
@SUWabS`T]` !QZOaaSab]ROg
DWaWbZOeeWRS\S`SRc;82SU`SSa
DEARBORN, MI
Michigan 2013 Statewide
School Nurse Conference
GW\cc`cZ@Uk
INTERACTIVE WEB SEMINARS:
Join the MossRehab Spinal Cord System of Care for “The
Complex SCI Patient: Team Approaches to Challenging
Issues” on Monday, May 20, 2013 at the Chemical Heritage
Foundation in the Old City section of Philadelphia. This 7.5
contact hour educational symposium highlights many of the
medical and psychosocial challenges faced by the spinal
cord team and offers the participant clinical strategies to
develop expert spinal cord programming. Contact: Sheila
Wallace, 215-663-6457; www.mossrehabconference.com
for complete conference information, including contact hour
providers, agenda and registration.
IN-PERSON SEMINAR:
CRA & CRC Beginner Program
This beginner course provides an excellent
introduction to clinical research and the
job responsibilities of Clinical Research
Associates and Clinical Research
Coordinators. It explores topics relevant to
those considering a career as an entry-level
monitor or site coordinator.
10-Week CRA & CRC Beginner Program
This course is appropriate for college students, recent college grads, nurses,
CRAs/CRCs with less than six months of clinical research experience, or individuals
seeking a new career or career change into clinical research, but who don’t know
which clinical research job track to pursue.
May 1 - July 3, 2013
July 25 - September 26, 2013
Wednesday nights, 6:00 PM - 9:00 PM Eastern Thursday nights, 6:00 PM - 9:00 PM Eastern
10-Week Clinical Research Associate (CRA) On-Boarding Program
This course is appropriate for individuals who have less than two years experience as
a Clinical Research Associate. The course provides practical, hands-on training as it
relates to the CRA job function, and covers core sponsor and research site activities that
promote the successful monitoring of studies for both drug/biologic and device trials.
May 14-16, 2013
Courtyard San Diego Downtown
San Diego, CA
June 25-27, 2013
The Hub Meeting Center - Cityview
Philadelphia, PA
June 14 - August 23,
Friday mornings, 8:30 AM - 11:30 AM Eastern | No class July 5, 2013
Barnett International: A division of Cambridge Healthtech Institute
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To register for upcoming courses
visit Barnettinternational.com
Programs
enrolling now:
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RSVP by email:
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[email protected]
Clinical Practice
Indirect Track:
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MSN
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Nursing Administration
or Adult Primary Care
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And it starts here, at Saint Peter’s University.
Our nursing program caters to student’s needs with a
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When you’re ready to
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We want you to make an informed decision about the university that’s right for you. For more about our graduation rates, the
median debt of students who completed each program, and other important information, visit www.apus.edu/disclosure.
31
32
BALTIMORE, MD
LAS VEGAS, NV
RALEIGH, NC
Childbirth Educator
Certification Program
All of PCE’s certifications are on the American Nurses
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is evidence-based following nursing standards and offers
16 contact hrs. Topics include pain management theories,
relaxation, breathing patterns, comfort measures, prenatal
exercises, pushing techniques, support person, teaching
strategies, curriculum development, childbirth education as
a business. PCE offers programs to become infant massage
instructors, breastfeeding counselors, labor doulas & pre/
postnatal fitness instructors. Independent study courses
available. Group, PCE member and multiple course discounts
available. Contact: Prepared Childbirth Educators, Inc., 888344-9972; or www.childbirtheducation.org for details, dates
and locations nationwide.
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The RN to BSN degree completion program at BSMCON is accredited by the Commission on Collegiate Nursing Education, One Dupont Circle,
NW, Suite 530, Washington, DC 20036, 202-887-6791. Certified to operate in Virginia by the State Council of Higher Education for Virginia.
An Essential Program for
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is approved as a provider of continuing education
for RNs, LVNs, and respiratory therapists by the
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GIVE YOUR MARKETING
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33
Dont Miss the #1 Holistic Nurses Conference this Year!
Leah Curtin, DSc(h), RN, FAAN
Executive Editor of American Nurse Today
Kathleen Bartholomew, RN, MN
National Speaker on Nursing
AHNA's 33rd Annual Conference brings together many talented nurses & other healthcare
professionals commited to sharing their experiences and expertise in holistic healthcare.
The conference will take place June 5-8, 2013 (with Preconference Workshops June 4-5) at the
Norfolk Marriott Waterside in Norfolk, Virginia
Register online now at www.ahna.org/conference
Continuing Nursing Education (CNE)
You can earn up to 31.5 contact hours* by registering
for and fully attending:
Tuesday Pre-Conference: (2) 1/2 days = 7 contact hours
Wednesday Pre-Conference: (2) 1/2 days = 7 contact hours
AHNA General Conference: Thurs = 7.5 contact hours;
Fri - 6.5 contact hours; Sat = 3.5 contact hours
Scan the QR code
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* Contact hours subject to change
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34
Discover our selection of
season-friendly favorites at
advancehealthcareshop.com
Paoli Hospital
Continued from page 18
by the development of the most popular feature
of the day, playing “The Price is Right…Or Is
It?” This station had participants place price tags
on various items used throughout the hospital
for wound care, including the negative pressure wound therapy, various dressings, wound
cleansers, superabsorbent disposable underpads
and ostomy supplies. “Abdominal Compartment
Syndrome” was addressed at yet another station,
where nurses had the opportunity to learn about
this medical condition seen in trauma patients,
place and experience the advantages of using
a negative pressure device in this situation.
Participants were also able to learn trouble
shooting techniques for this device. Closing out
the event, “Seymour Butts”, a wound simulation
model, was utilized. This station allowed staff the
opportunity to practice measuring, identifying
undermining and tunneling, as well as to discuss
periwound issues. This station concluded with
a free form question and answer session, where
staff could discuss any wound care issues they
have encountered at the bedside.
The entire day was well received by staff that
attended. So much so, that this has become an
anticipated annual event at the hospital. The
stations change yearly, however, the passion of
the Dermal Defense team members continues to
grow. Their knowledge and level of engagement
in making “Dermal Defense Day” a success is a
paradigm of nurses sharing the love of their profession with their colleagues. The dynamic power
of peer-to-peer teaching is exemplified by the staff
feedback regarding this educational event. Defining moments can be rare in an institution. Yet, I am
privileged to work with a dynamic group of staff
nurses who create yet a new “defining moment”
each year with this event.
Their passion for creating a safe patient
environment, paying acute attention to what
many consider mundane, makes this team shine
over and over again. They continue to grow
in knowledge regarding skin and wound care,
perennially seeking innovative ways to convey
this information to their peers. Skin care is “alive”
at our hospital because of this teams unwavering
mission to have no patient sustain harm while
an inpatient. Florence Nightingale is quoted as
saying, “So never lose an opportunity of urging
a practical beginning however small, for it is
wonderful how often in such matters the mustard
seed germinates and roots itself.” Her words speak
to this team’s mission to educate their peers in
the intricacies. I believe she would be proud to
know of these nurses and the “defining moment”
of their team. n
MULTIPLE OPPORTUNITIES
Career
Opportunities
Management/Administration . 40
Want to make a career move, or interested to
see what’s out there? Use this section to
check out the latest nursing career opportunities in the Mid-Atlantic & Lower Great Lakes
regions. Specialties are listed conveniently
under categories so it’s easy to find the openings that are right for you.
Mental Health. . . . . . . . . . . . . 41
Multiple Opportunities . . . . . . 35
Acute Care . . . . . . . . . . . . . . . 40
Cardiac, Clinical Specialist, Critical
Care, Dialysis, Emergency Room,
Oncology, Telemetry
Case Management, Education,
Infection Control, Informatics,
Management, Quality Assurance,
Research
Addictions, Mental Retardation:
Developmental Disabilities,
Psychiatric
Post Acute. . . . . . . . . . . . . . . . 41
Assisted Living, Geriatric, Home Care/
Hospice, MDS Coordinator, Registered
Nurse: Assessment Coordinator,
Rehabilitation,
Subacute
Surgical. . . . . . . . . . . . . . . . . . 41
Ambulatory, Certified Registered
Nurse Anesthetist, Operating Room,
Post Anesthesia Care Unit
Thank
You
to our nurses for your dedication.
Happy Nurses Week!
SAIC-Frederick, Inc. is accelerating the development of new technologies and
treatments for patients with cancer and AIDS. SAIC-Frederick is the operations
and technical support contractor for the Frederick National Laboratory for
Cancer Research, part of the NIH.
Thank you for all that you are
and the gifts you share with us
each and every day.
We are currently seeking Nurses to work at NIH in Bethesda and Ft. Detrick.
• CRN II (HIV, NIH) - 324924
• CRN II (HIV / Neurocognitive Disorder, NIH) - 325337
• NP (Oncology, NIH) - 322457
• Nurse Case Manager II (HIV, NIH) - 324932
• Part-Time NP (Occupational Health, Ft. Detrick) - 321877
• Part-Time Sr. NP (Oncology, Night Shift, NIH) - 320971
• Protocol Nurse Coordinator II (HIV, NIH) - 325454
Apply online at: www.saic-frederick.com/careers
We value cultural diversity in the workplace. EOE M/F/D/V
Mercy Philadelphia Hospital is currently hiring RNs
for the following Case Management Positions:
A Promise
to Our Community,
an Opportunity
for You…
Full-Time and Part-Time ED Care Transition RN
Openings (Job #s 152211, 152212, & 152213)
The Emergency Department Care Transition RN assists
physicians and the interdisciplinary team in facilitating
the entry of patients into the appropriate level of care
(outpatient observation, inpatient admission, or no
admission) with attention to the issues presented by
readmissions and recommending options for safe
discharge (services, resources, primary care follow-up, etc.)
Dimensions Healthcare System is the second largest
employer in Prince Georges County, Maryland,
committed to serving our community for over 67 years.
We are looking for exceptional people to join our
exceptional team. If you are looking to use your skills
and talents for the greater good of a wonderful community,
we want to talk to you.
Please visit our website to learn more about our state-of-the-art
facilities, innovative services and exciting opportunities.
To view complete position descriptions with minimum
certifications, registry, or license requirements as well
as minimum education and experience requirements,
please visit our website at www.mercyhealth.org.
www.dimensionshealth.org
02-06064
An Equal Opportunity Employer
WWW.ADVANCEWEB.COM/NURSES
■
APRIL 29, 2013
■
MID-ATLANTIC & LOWER GREAT LAKES
■
ADVANCE FOR NURSES
35
35
My View
Together,
WE can achieve
world-class results.
The leadership skills I’ve developed
are valued at Grand View.
Join Grand View Hospital,
where our commitment to quality has
earned us the Distinguished Hospital
Award for Clinical Excellence and
the Outstanding Patient Experience
Award from Healthgrades.
Clinical Coordinator,
Wound Care Center
Supervisory experience required;
WOCN and BSN preferred.
Clinical Supervisor,
Hospice
BSN required; Hospice experience
preferred.
WE have an unwavering commitment to put
our patients at the center of everything we do,
providing quality care and an exceptional
patient experience.
Quality Specialist
Strong data management and computer graphics skills and healthcare
experience required, preferably in an
acute care environment.
“Our nurses focus on connecting… with each
other and with patients. And this is one of the
things that makes working at OhioHealth so
rewarding.”
– Donna Hanly, Chief Nursing Executive
Accreditation & Regulatory
Affairs Specialist
Apply online at www.gvh.org
We value our Clinical Staff.
Happy Nurses Week!
The Hebrew Home of Greater Washington,
a Charles E. Smith Life Community, seeks
skilled nurses to help lead our growth into
the future.
Wound Care RN
Wound Care certi¿cation and 2 years of
wound care experience in acute care or
LTC/sub-acute environment required.
Sub Acute/Rehab RN
One Year experience preferred. Will
consider New Grad.
Located on a beautiful 34-acre campus,
we provide a generous compensation
package and continued opportunities for
career development.
Apply now and work together with us to
improve the health of those we serve.
jobsatohiohealth.com/nursing
Please send resume to: Michelle
King, Clinical Recruiter, Charles
E. Smith Life Communities, 6121
Montrose Road, Rockville, MD
20852. E-mail [email protected].
Fax: 301-770-8511. EOE, M/F/D/V.
At OhioHealth, you'll find that we're making a difference. Together, inclusion and equal
opportunity make us great.
BOOST YOUR CAREER — GO TO WWW.ADVANCEWEB.COM
ADVANCE FOR NURSES
■
■
APRIL 29, 2013
EOE
EXCEPTIONAL HISTORY.
COMPELLING FUTURE.
To all of our nurses, thanks for being part of the
OhioHealth family.
36
I love knowing that
my expertise contributes to the success of
my department and
the well-being of my
patients. That’s my
view.
BS degree, experience with
JCAHO and regulatory
agencies, and strong PC skills
are required.
Join us!
…if your passion is to work in a caring environment
…if you believe that learning is a life-long process
…if you strive for excellence and want to be
among the best in the healthcare industry
36
Grand View
would like to
recognize all of our
outstanding nurses
during National
Nurses Week. We
appreciate you!
■
Exceptional kids
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special like you.
Health Services for Children with Special Needs, Inc. (HSCSN) is
an innovative care management network that coordinates the health, social
and educational services for the pediatric Supplemental Security Income
(SSI) and SSI-eligible Washington, DC residents.
Care Manager, RN
To succeed in this role, you must be an RN licensed in DC (or eligible)
with experience working with the pediatric special needs population; have
disease/asthma management experience; and a minimum of 3 years
clinical practice and case management background.
Behavioral Health UR Nurse
Ideal candidate must have a BSN and DC RN licensure; at least 3 years of
UR experience; and 2+ years of case management and behavioral health
experience with pediatric developmental disabilities, care coordination,
residential behavioral health and utilization management for target
population. Interqual experience a plus.
Home Care UR Nurse
Individual must have a BSN and DC RN or LPN licensure; home care,
behavioral health and managed care experience; one year of UR
experience; and five years of clinical experience in pediatric nursing, care
coordination and utilization management for target population.
We offer competitive salaries and a complete benefits package including
medical, dental, 403(b) retirement savings plan, and
more! For immediate consideration
please apply online at:
www.hschealthcarecareers.org,
or e-mail your resume to:
[email protected]. EOE.
RENEW
www.hscsn-net.org
YOUR FREE SUBSCRIPTION NOW!
CALL 800.355.1088
TRY ADVANCE REPRINTS! CALL 800-355-5627
■
APRIL 29, 2013
■
■
ADVANCE FOR NURSES
37
37
THANK
YOU
TO
OUR
NURSES!
If you’d like to hear about great opportunities
Learn About
that you may not have thought of, speak to
Nursing’s Best Kept
Nancy.
She can tell you about the rewards of
Secret...
a career in correctional nursing, answer your
...Correctional Nursing
.
questions while you tour a facility, and tell
Let’s Speak. –Nan
you about the opportunities for professional
cy–
growth and advancement.
RNs and LPNs
at Correctional Facilities in these New Jersey counties:
Middlesex U Essex U Warren U Camden U Atlantic
FT DON U Middlesex
Celebrating Nurses Week
Current NJ license required. Experience in corrections a plus. We
offer excellent compensation. Full-Time employees enjoy a generous
benefits package. Send resume:
During Nurses Week and every day, we honor
your professionalism, skill and compassion.
Nancy DeLapo, Director of Staff Development
i>«JVv}«V°VÊUÊ>ÝÊnxÈÇÇ{Çn
www.cfghealthsystems.com Equal Opportunity Employer
Learn about our exciting opportunities
for careers in Care Coordination and
Nursing at Mercy Health System by visiting
www.mercyhealth.org/careers.
$5,000
Sign On Bonus!
Exceptional Medical
Transportation is seeking
Mercy Fitzgerald Hospital
Mercy Suburban Hospital
Nazareth Hospital
07-06095
RN’s for our Specialty Care
Transport teams. Critical
Care or ED experience along
with ACLS & PALS
is required. For more
information and to set up an
interview call Joy,
856-809-9300, ext. 116
EOE
RNs: Surgical Services
OR & Per Diem
Home Care Nurses
Golden Health Services is Hiring
Diabetes Stats
According to the American
Diabetes Association, the latest
diabetes statistics show that
one in three American adults
are at high risk for developing
type 2 diabetes. Seventy-nine
million American adults have
pre-diabetes, which means
their blood glucose is higher
than normal, but not high
enough to be classified as diabetes. What's more, out of the
nearly 26 million Americans
with diabetes, one-fourth of
them do not realize they have
the disease.
• RNs for homecare visits
St. Mary offers an unbeatable
combination: sophisticated work
to challenge you, a beautiful
campus to inspire you, and
friendly people to make you feel
right at home.
Specialty service lines include
the county’s only stateaccredited Trauma Center; the
Heart Center, providing
specialized cardiac services that
include open heart surgery,
cardiac catheterization, and
electrophysiology; a regional
Cancer Center; orthopedics; and
women’s services. The Primary
Stroke Center and Joint
Replacement Center have earned
disease-specific accreditation
from the Joint Commission.
• RNS & LPNs with experience in vent,
trach & g-tube to work pediatric shift
cases in Philadelphia areas. Independent
contracting opportunities and flexible
hours available.
We currently have openings in
the following areas:
Surgical Services
Please call: 215.289.9005
or Fax resume to: 215.289.9024
UÊ RNFAs
HAPPY NURSES WEEK!
Per Diem
Urgent need for RNs
of all disciplines
UÊ Care Manager,
M-F, 8am-4:30pm
UÊ Electrophysiology Lab,
M-F, 7am-7:30pm
UÊ Wound Care,
M-F, 8am-4:30pm
Washington Metro Area,
Military and Civilian Facilities
We offer free parking, no city wage
tax, a convenient commute, and a
picturesque campus that is just
perfect for an afternoon stroll.
ADVANCE FOR NURSES
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with ADVANCE Custom Promotions.
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AT AN ADVANCE JOB FAIR
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CALL 800.546.4987 FOR DETAILS!
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OMV Medical, Inc. at:
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www.omvmedical.com
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FTE, PT and PRN; short-term, long-term,
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please e-mail resume to:
Please apply online at
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APRIL 29, 2013
■
Mention code CPFIL50 and save $50 on
orders of $500 or more.
Our admiration for our
nurses continues to grow.
NATIONAL NURSES WEEK 2013
Delivering Quality and Innovation in Patient Care
Every day our nurses display remarkable skill,
talent and compassion in advancing the
art of caring for kids who need them most.
Thank you for everything you do.
www.childrensnational.org
How can you improve the big picture of healthcare?
Maximize your talents in an innovative setting, and make the world a healthier place, with Healthways. As the largest independent global provider of wellbeing solutions, we use the science of behavior change to produce positive change. Join us, and see the big difference you can make.
Local Care Coordinators – RN
Full-Time Opportunities in MD, DC AND VA
It’s one thing to work with a healthcare provider that treats symptoms. But it’s quite another to work directly with individuals in your community
to help improve their health, and create lasting solutions. This is a unique position—and a rare opportunity to offer the patient education, care
management, and care coordination that others will need in order to learn and maintain healthier habits—and build longer, happier lives.
Working remotely from your home and in the field, you will travel locally approximately 50-60% of the week. Dedicated to educating our
participants, you will develop and coordinate care plans with physicians, patients, and Allied Health professionals to provide engaging, costefficient, quality care to the highest-risk health plan members in your community.
UPCOMING OPEN HOUSES:
Thursday, May 2nd, 9:00AM – 5:00PM
Holiday Inn Rosslyn at Key Bridge
Dogwood Room, 2nd floor
1900 North Fort Myer Drive
Arlington VA, 22209
Friday, May 3rd, 8:00AM – 6:00PM &
Saturday, May 4th, 8:00AM – 2:00PM
Healthways
7055 Samuel Morse Dr., Ste. 200
Columbia, MD 21046
We seek Local Care Coordinators to work in MD, DC and VA. Three (3) years of RN experience and
RN licensure required. Case Management experience strongly preferred.
Our competitive pay and benefits package, fitness programs,
professional and personal development, and community volunteer
opportunities encourage balance, helping you stay emotionally and socially fit.
Please contact us at 866-754-1884
or online at www.healthways.com/careers
Equal Opportunity Employer M/F/D/V
■
APRIL 29, 2013
■
■
ADVANCE FOR NURSES
39
39
ACUTE CARE, MANAGEMENT/ADMIN
}} ACUTE CARE
}} MANAGEMENT/ADMINISTRATION
The Nursing Administration Team
of Kennedy Krieger Institute
would like to wish our nursing staff a
LEADERSHIP OPPORTUNITIES
Fox Chase Cancer Center is currently looking for the
right candidate to provide leadership in the following areas:
Happy Nurses Week
DIRECTOR – Professional Development and Practice Innovation
The candidate will optimize nursing-focused knowledge management, and practice
innovation using education, simulation and evidence-based practice and research.
Requirements include:
t DNP or PHD in nursing
t PA RN license required
Thank you for your loyality and dedication to our mission
of being a premier facility that cares for individuals with disorders
of the brain, spinal cord and musculoskeletal system.
ADMINISTRATIVE DIRECTOR – Infusion Services
The candidate will be responsible for directing and leading infusion services under direct
supervision of the Department of Medical Oncology and in collaboration with ambulatory
service lines and the Department of Nursing.
Requirements include:
t Minimum of 5 years experience in management; minimum of 5 years working
experience in infusion area preferred
t Bachelor’s degree in management / healthcare
t MBA preferred
t PA RN license preferred
t National certification preferred
t Chemotherapy specialty certification preferred
We invite experienced Registered Nurses
to consider the following positon:
Spinal Cord Injury Registered Nurse Clinician
is an integral part of the outpatient spinal cord injury program, which treats adults
and children. This Nurse Clinician is responsible for case management, providing
direct patient care, patient/family education, telephone triage and support for
the patients and their families. This is a full-time, Monday-Friday, 9:30am-6pm
position, which encompasses hands-on care in the clinic and office time for patient
follow up. This position requires two years of rehabilitation or medical surgical
experience. Adult nursing experience is required.
CLINICAL MANAGER – PACU/Pre-op/Pre-Admission Testing
The candidate will have:
t Outstanding skills in communication, collaboration and organization
t Proven ability to successfully lead clinical practice and project teams
t 3-5 years management experience, specialty certification and relevant clinical
experience preferred
t MSN required
Please contact our Nurse Recruiter regarding other available positions.
We offer competitive salaries, employer contributed child care accounts,
tuition advancement, employer matched 401(k), full-time and part-time
benefits, free secure parking, a professional career ladder and a comprehensive
competency-based orientation.
We have exciting opportunities for registered nurses
in the operating room, medical and surgical oncology.
Please phone, mail, fax or e-mail your resume to:
Shellie B. Williams, RN, BSN, CRRN, Nurse Recruiter
Ask about our new rates for registered nurses.
Visit www.foxchase.org for more information
and a complete list of openings.
Kennedy Krieger Institute
707 N. Broadway, Nursing Administration, Baltimore, MD 21205
Phone: 443-923-9420 • Fax: 443-923-9435
E-mail: [email protected]
www.KennedyKrieger.org
Oncology Nurse
Full-time/Part-time coverage needed
in our busy outpatient chemotherapy
infusion clinic. Oncology trained.
Well-established private physician
practice located in Western suburb
of Philadelphia. Competitive salary/
excellent bene¿ts. No weekend or
on-call responsibilities.
Call 610-527-2999
to leave call back information
or e-mail resume to
[email protected]
LEAVE A LASTING
IMPRESSION
[email protected]
40
40
ADVANCE FOR NURSES
■
Adult Nursing
Education
Administrator
In Demand
The demand for direct-care
workers – particularly those
employed in home and community-based settings – will
continue to outpace supply
through this decade, warns
Paraprofessional Healthcare
Institute. As many as 3.3
million direct-care workers – including nursing home
aides, home health aides, and
personal care aides – were
employed in 2010 and 1.6
million new positions are projected by 2020.
■
APRIL 29, 2013
333 Cottman Avenue
Philadelphia, PA 19111
1-888-FOX CHASE
Pool/Per Diem RN opportunities available.
EOE
Nurse Assistant
Instructor
Per Diem
The Adult Ed department
at York County School of
Technology is seeking a
FT Administrator for our
Adult Nursing programs.
Masters in Nursing, nurse
education experience and
current nursing registration
in PA a must.
ACTS Health Services Institute,
located in Ambler, PA, seeks a PA
licensed RN to teach theory/lab
and clinical classes at our state
approved Nurse Assistant
Training Course. Our ideal candidates have a PA Train-the-Trainer
certification (TTE) along with
exp teaching nurse assistants in
LTC and demonstrated teaching
skills. 2 yrs LTC exp required.
BSN preferred.
For more details
visit www.ytech.edu for
more information.
Deadline: 5/8/13 EOE
Enjoy a competitive salary in
a team oriented environment.
Forward resume to
[email protected] or
call 215-371-3783 ext. 86715.
Registered Nurse
Health Services Institute
EOE, M/F/D/V
A Washington based Int. Agency is
seeking to fill part-time RN position
for their urgent care clinic. Strong
physical assessment skills, varied
experience preferred, travel medicine
and 2nd language a plus. DC
license required.
Fax resume
by May 10th, 2013
to (202) 522-1746
■
www.acts-jobs.org
Colorectal Cancer
CDC Fact: Of cancers affecting both men and women,
colorectal cancer is the second
leading cancer killer in the U.S.
MENTAL HEALTH, SURGICAL, POST ACUTE
}} MENTAL HEALTH
}} SURGICAL
Happy Nurses Week
to Our Wonderful Nurses
Join a team of
highly motivated individuals
focused on professional growth
and exceptional patient care!
OR Nurse
For everything you do, this week and every week of the year.
Thank You!
Full-time, Days
Experienced OR RN needed to provide direct and indirect nursing care to
patients in the Operating Room.
– Spring Grove Hospital Center Administration
Requirements:
• Current PA licensure
• Experience scrubbing and circulating for surgical procedures
• On-call required
• ACLS and BCLS
We offer competitive rates and benefits, tuition reimbursement, terrific learning opportunities and a convenient suburban location with no city wage tax.
RNs (All Levels)
Springfield Hospital is a 33-bed not-for-profit community hospital and a
member of the Crozer Keystone Health System, which admits over 1,700
patients, completes more than 1,500 surgeries and receives more than
11,000 Emergency Department visits.
Spring Grove Hospital Center, a 24/7 State of Maryland facility is recruiting
all levels of psychiatric Registered Nurses: full-time and part-time, Staff RNs,
Charge RNs, RN Supervisor, RN Manager, Nurse Recruiter, and Clinical Nurse
Specialist. Requires four years of experience as a RN; two years in psychiatric
nursing, with one year in a supervisory capacity. These positions will be
utilized within the Nursing Department. An MS-100 form must be accessed
and electronically submitted to the Department of Budget and Management’s
website at www.dbm.maryland.gov for employment opportunities.
All submissions must include RN license or CNA certification.
Apply online at
www.crozer.org
CALL 800-355-5627
HOME CARE RNs
NUI (est. 1989) a homecare nursing
brokerage company, is seeking registered nurse independent contractors for
skilled, intermittent overÀow/revisits (no
OASIS). Weekdays/weekends; Àexible
scheduling. All areas of Philadelphia,
Delaware, Chester, Montgomery, and
Bucks Counties are needed.
Call Nursing Unlimited, Inc.
215-663-8450 or
Fax Resume to 215-663-8748 or
[email protected]
SET THE SCENE WITH
s&RESH3CRUB3HOE3TYLES
s7ARM7EATHER!PPAREL
s/UTDOOR!CCESSORIES
s3PRING3UMMER
&AVORITES
Brain Injury
& Infection
Left-sided brain injury is
associated with a higher
rate of HAIs during inpatient
rehabilitation than right-sided,
according to a study in the
Archives of Physical Medicine
& Rehabilitation. Findings are
consistent with the hypothesis
that a left-dominant brain
immune network may influence HAI rates after stroke
and TBI.
FREE
SHIPPING!
6ISITOUR
HOMEPAGEFOR
OURLATESTDEAL
Discover our selection of
season-friendly favorites at
advancehealthcareshop.com
■
APRIL 29, 2013
■
Thank You to our
Amazing Team
of Nurses
for all you do!
We are also seeking additional
experienced RNs to join our
incredible team!
L a f a y e t t e H i l l , PA
Successful candidates will be
compassionate, team-oriented,
and have solid clinical skills
EOE
FAST,
LOW-COST,
FLEXIBLE
}} POST ACUTE
Apply Online:
www.thehillatwhitemarsh.org
EOE
In 2011, about 21% of
adults who smoke traditional
cigarettes had used electronic
cigarettes, up from about
10% in 2010, according to a
study released Feb. 28 by the
Centers for Disease Control
and Prevention. Overall, about
6% of all adults have tried
e-cigarettes, with estimates
nearly doubling from 2010.
FIND YOUR
SEASONAL STYLE!
SPRINGFIELD
HOSPITAL
EOE
Visit www.dbm.maryland.gov
E-Cigarette Use
SPRINGFIELD
THE BEST JOB FAIR & CAREER EVENT
WWW.ADVANCEWEB.COM/JOBFAIRS
■
ADVANCE FOR NURSES
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Prices and offers valid through 05/26/13
45
* Where We work
advertising feature
MedStar Washington
Hospital Center
Highlights
MedStar Washington
Hospital Center
Washington, D.C.
By Elizabeth Rosto Sitko
▶ As a large institution in a major metropolitan
area, MedStar Washington Hospital Center in
Washington, D.C., serves a vast array of diverse
clinical experiences and patient populations. “I
think our nurses find that extraordinarily rewarding,” said Susan Eckert, MSN, RN, senior vice
president and chief nursing executive.
“We provide support and services to those who
might be marginalized within our community
and, at the same time, we are providing care to
individuals who have more resources available,
and select us for the technology and innovation
we can provide,” she added. Hospital Center nurses have many opportunities for career development and advancement,
including tuition assistance and reimbursement
programs. Full time employees can be eligible for
$4K-$10K per year, depending on their occupa-
tion. The tuition assistance program is open to all
nursing staff who wish to attend any accredited
school of nursing or other health related field to
pursue a bachelor’s, master’s or doctorate degree. “Our commitment to certifications ensures that
our nurses have the credentialing that provides
tangible evidence of their excellence in practice.
The very structured programs that we provide
for nurses, as they advance or move from one
specialty to another, is a distinguishing factor
for the hospital. I think that’s a hallmark of the
center’s professional practice that is very valued
by the nursing community,” she added.
For more information, visit www.nursingatmwhc.com. n
926 beds
1,800 staff RNs
BENEFITS
• Full-time and part-time employee
benefits: paid time off; medical, dental
and vision plans; life insurance; short-term
and long-term disability plans; and retirement fund plans. • Additional perks: wellness programs,
discounts to area health clubs, discounts
on parking; free Metro shuttle bus services; discounts to area sporting events,
amusement parks and other recreational
activities.
Elizabeth Rosto Sitko is on staff at ADVANCE.
Contact: [email protected] THEY SAY EXCELLENCE
ATTRACTS THE BEST TALENT.
AND WE’RE
SO GLAD
YOU WORK
WITH US.
During this time of year we want to pause
and give recognition to the people who
give so tirelessly of themselves, who
practice their craft to the best of their
ability, and who truly believe excellence
is attainable – our Nurses. Thank you for
sharing your talent with us.
National Nurses Week 2013
New Courses
Added weekly!
stay Current on your Ce with ADVANCE.
Get your CE the fast, easy and economical way with ADVANCE for
Nurses. With fresh courses added weekly, plus live webinars, our CE
library has what you need to stay up-to-date on your CE requirements.
Here’s just a small example of the courses available:
• Multidrug-Resistant Organism Infections
• Foodborne Illness
• How to Be an Effective Charge Nurse
• Sickle Cell Disease
• Changing Your Case Management
Care Model
Plan on taking more than one course? Sign up for CE On Demand.
Pay just $29.99 and get unlimited CE courses for 12 months.
Visit www.AdVANCeweb.com/NurseCe
to get started!
Tobacco-Free Workplace.
EOE/AA.
46
To learn more and apply, please visit:
nursingatmwhc.com
Merion Matters is an approved provider of continuing nursing education by the PA State Nurses
Association (No. 221-3-O-09), an accredited approver by the American Nurses Credentialing
Center’s Commission on Accreditation.
Merion Matters is also approved as a provider by the California Board of Registered Nursing (No.
13230) and by the Florida Board of Nursing (No. 3298).
7 days to celebrate nurses?
We prefer 365.
SUBSCRIBE TO ADVANCE OR RENEW FOR FREE.
That's our gift to you—today and every day of the year!
WE HAVE AN ENDLESS SUPPLY OF CAREER
RESOURCES WAITING FOR YOU:
Q Articles on the latest innovations in patient care
NOT SURE WHEN YOUR
SUBSCRIPTION WILL EXPIRE?
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SUBSCRIBE OR RENEW TODAY!
Call 800-355-1088 (M-F, 8am-6pm ET)
Visit advanceweb.com/General/Subscriptions.aspx
Thank you for taking the time to renew your FREE subscription.
47
Our Nurses Make a Difference
One Person At a Time
Dally Alex
Jocelyn Alexander
Marjorie Archer
Michael Aurelio
Brenda Avery
Denise Barattini
Elizabeth Barnes
Viola Bell
Margaret Biegel
Danielle Bouzi
Teresa Brown
Lecia Brown
Joanne Bundrick
Deborah Carberry
Catherine Chandlee
Beverly Chandlee
Gladys Charlemagne
Marie Clack
Frances Clemens
Alan Clinkscales
Joan Crowley
Joceline Dazilme
Patrice Dolan
Margaret Donahue
Erlinda Estampa
Porleah Farley-Krah
Frank Farmer
Jennifer Faulkner
Sandra Francis
Kishea Gibbs
Joann Grady
Barbra Groome
Marie Harrington
John Heneks
Fayanne Hersh
Susan Hewitt
Diane Host
Lisa Huleatt
Linta John
Carmen Jones
Angela Jones
Bryan Jones
Ronald June
Catherine Koval
Katharine Laven-O’Brien
Mary Leedom
Georgeann Littleton
Debby Madison
Gwen Mandel
Sarah Mayo
Mai-Ellen Mayson
Christine McConnell
Joan Mest
Donna Miller
Karen Mitchell
Arthur Moindi
Millicent Nakholi
Martha Ndanyu
Keshia Nelson
Ratsamay Nguyen
Leslie Nothstein
Irene Novosad
Kathi Nygard
Rebecca Okyere Mensah
Juliana Omile
Esther Onono-Yarrington
Linda Peck
Mary Grace Pedrick
Suneethi Rajasimaan
Michelle Rossi
Socorro Saniel
Wanda Seese
Rita Senderoff
Miranda Swearinger
Belinda Tabada
Ellen Tanberg
Cynthia Thompson
Lea Villacastin
Erin Warner
Nancy Woodruff
Natasha Worjloh
Paulette Wray
Mindy Yan
Broomall Rehabilitation and Nursing Center
50 North Malin Road, Broomall PA 19008
Recruiter: [email protected] • Phone 610-356-0800 • Fax 610-355-7680
EOE/Smoke Free Facility & Campus
48

Best NursiNg team - ADVANCE for Nurses

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