Inside... - NursingALD.com

Transcription

Quarterly Circulation 23,000 to
Registered Nurses, LPNs, LNAs, and
Student Nurses in New Hampshire.
January 2014
Official Newsletter of New Hampshire Nurses Association
Vol. 38 No. 1
Inside...
President Messages. . . pages 2-3
Advocate? Who Me?. . . . . page 4
Editorial . . . . . . . . . . . . . . . page 6
ED Violence. . . . . . . . . . . . page 7
Save The Date!. . . . . . . . . . page 9
Awards Banquet . . . . pages 10-11
NHNA on Capitol Hill. . . . . page 14
In Memoriam. . . . . . . . . . page 15
Mentor Program Input . . page 16
Nursing Specialties –
Working Together. . . . . . . page 17
Prof. Development
Through ANA-NHNA
Membership. . . . . . . . . page 18
Presort Standard
US Postage
PAID
Permit #14
current resident or
Princeton, MN
55371
Please be sure to notify us with address changes/corrections.
We have a very large list to keep updated.
If the nurse listed no longer lives at this address–
please notify us to discontinue delivery. Thank You!
Please call (603) 225-3783 or email to [email protected]
with Nursing News in the subject line.
Page 2 • New Hampshire Nursing News
January, February, March 2014
Guidelines for Submissions to NH Nursing News
NH Nursing News (NHNN) is the official publication of
the NH Nurses’ Association (NHNA), published quarterly
– and available in PDF format at our website: www.
nhnurses.org Views expressed are solely those of the guest
authors or persons quoted and do not necessarily reflect
NHNA views or those of the publisher, Arthur L. Davis
Publishing Agency, Inc. NHNA welcomes submission of
nursing and health related news items, original articles,
research abstracts, and other pertinent contributions. We
encourage short summaries and brief abstracts as well
as lengthier reports and original works. An “article for
reprint” may be considered if accompanied by written
permission from the author or publisher. Authors do not
need to be NHNA members.*
Manuscript Format and Submission:
Articles should be submitted as double spaced WORD
documents (.doc format vs. .docx, please) in 12 pt. font
without embedded photos. Photos should be attached
separately in JPG format and include captions.
Submissions should include the article’s title plus author’s
name, credentials, organization / employer represented,
and contact information. Authors should state any
potential conflict of interest and identify any applicable
commercial affiliation. Email as attachments to avery@
nhnurses.org with NN Submission in the subject line.
Publication Selection and
Rights:
Articles will be selected for
publication based on the topic
of interest, adherence to
publication deadlines, quality
of writing and peer review.
*When there is space for
one article and two of
equal interest are under
review, preference will be
given to NHNA members.
NHNA reserves the right
to edit articles to meet
style and space limitations. Publication
and reprint rights are also reserved by NHNA. Feel free
to call us any additional questions at 603-225-3783.
Advertising:
Product, program, promotional or service announcements
are usually considered advertisements vs. news. To place
an ad, contact: Arthur L. Davis Publishing Agency, Inc.
Email [email protected] or call 800-626-4081. Ad sales
fund publication and mailing of NH Nursing News and
are not paid to NHNA.
Outgoing President’s Message
Judith Joy, PhD, RN
This fall I spent time in a city
I have been to in the past and
enjoyed,
Cuenca,
Ecuador.
Cuenca is the third largest city
in Ecuador and is located in
the Andes Mountains near the
equator. It is not large as cities
go (population 350,000) but is
considered the center for culture,
art and health care in Ecuador.
While there I had the opportunity
to visit their school of nursing
at the University of Cuenca, known as la Escuela de
Enfermeria – which gave me the focus for this, my final
President’s column.
I found the school and, appearing in the ‘officina’ I asked
for a meeting with faculty which they graciously granted.
We met the next day and with the help of an English
faculty member at the University, invited by the Directora,
we discussed our shared profession. Although we found
many interesting differences and similarities in nurse
education between us, I want to focus on one part of the
conversation.
In talking about entry into nursing school I learned
that students in Ecuador are given a test at the end of
high school (which they call collegio) and their score
determines entry into university as well as their choice of
major within the university. Public universities are very
competitive; a high score allows the student to choose
their major, a lower scoring student is told which one
they will pursue. Within some limits private universities
admit whoever can pay. Lowest scoring students are not
admitted.
When they asked how our system works, at the end of my
explanation I added that many qualified nursing students
are not admitted because of the lack of nursing faculty.
Since they are struggling to graduate nurses and admit any
who qualify, they were stunned and asked me to explain.
My first response was surprising to them - that nurses in
education did not make more money (often not as much)
than practicing nurses even though educators are required
to have more education and experience. So, I explained,
recruiting nurse faculty can be difficult. [BTW: Nurses
in Ecuador make between $6,000 and $15,000 a year
depending upon their employer – nurses in public hospitals
make more.]
My second, more complex answer, was that support of
nurse education has been limited in recent decades with
fewer nurses who seek advanced degrees interested in or
able to (because of salary) take educator roles. And here
comes the crunch question: ‘Why has support of nurse
education been so limited?’
Insert a long pause here because that is what I did. I
struggled with the answer and the one I finally gave
was that nurses have not had enough power to influence
government policy to support nurse education. BUT - and
I quickly added that ‘but’- we are getting stronger. In a
country where the government and how it makes decisions
so directly impacts the day-to-day life of many citizens,
this group of nurses knew exactly what I meant. They ‘got’
that government policy, as distant and unchangeable as it
may seem, can mean a great deal to nurses and the health
care we provide.
So what does getting stronger mean for your nursing
organization? Among the reasons for our growing
strength is the increase in membership we have enjoyed
with our dues pilot. It seems such a cliché to say it but
there is power in numbers. We are increasing our ability
to communicate with you and with decision makers in
government. We are more able to support membership
activities that lead to important policy decisions. We are
able to pay for the assistance we need in communicating
with legislators. Our members make us stronger.
We recently met with the leadership of many nursing
specialty organizations in New Hampshire to discuss
how we can strengthen our impact even further. It was
gratifying to hear from them an eagerness to join forces
to protect our shared profession. I have reported in the
past that groups other than nurses have reached out to us
as trusted messengers to help them create positive change
in our shared health care environment. Nurses are skilled
at collaborating with others to achieve our goals and the
coalitions we have formed reflect that ability.
We are encouraged by our growing membership and range
of partnerships. What we are most happy about though is
a nurse community that is, like our Ecuadoran colleagues,
‘getting’ that we have to work together to exercise our
power: that exercise of power is not a remote and vague
responsibility; that how we exercise that power will
have a direct impact on the position you have, how you
perform in that position and how happy you are in your
role. Nurses in NH are ‘getting’ that our job satisfaction is
related to successfully implementing mandatory overtime
regulations, staffing committees and safe patient handling
practices. And whether you can get the job you want is
depends on how effective we are in positioning nursing
in relation to community paramedics and any other ‘new’
health care practitioner that appears. Advancement in
your career will rely on how much impact we have when
support for nurse education is decided.
We want the New Hampshire nursing community to be the
strongest in the nation. In your best interest, I hope you do
too.
NURSING NEWS
Vol. 38 No. 1
Official publication of the New Hampshire Nurses’
Association (NHNA), a constituent member of the
American Nurses Association. Published quarterly
every January, April, July and October. Library
subscription rate is $24. ISSN 0029-6538
Editorial Offices
New Hampshire Nurses Association, 25 Hall St., Unit
1E, Concord, NH 03301. Ph (603) 225-3783, FAX (603)
228-6672, E-mail [email protected]
Editor: Susan Fetzer, RN, PhD
NHNA Staff
Avery Morgan, Executive Director
Faith Wilson, Admin. Assistant
NURSING NEWS is indexed in the Cumulative
Nursing Index to Nursing and Allied Health Literature
(CINAHL) and International Nursing Index.
For advertising rates and information, please contact
Arthur L. Davis Publishing Agency, Inc., 517
Washington Street, PO Box 216, Cedar Falls, Iowa
50613, (800) 626-4081, [email protected]. NHNA and
the Arthur L. Davis Publishing Agency, Inc. reserve
the right to reject any advertisement. Responsibility for
errors in advertising is limited to corrections in the next
issue or refund of price of advertisement.
Acceptance of advertising does not imply endorsement
or approval by the New Hampshire Nurses Association
of products advertised, the advertisers, or the claims
made. Rejection of an advertisement does not imply a
product offered for advertising is without merit, or that
the manufacturer lacks integrity, or that this association
disapproves of the product or its use. NHNA and the
Arthur L. Davis Publishing Agency, Inc. shall not
be held liable for any consequences resulting from
purchase or use of an advertiser’s product. Articles
appearing in this publication express the opinions of
the authors; they do not necessarily reflect views of the
staff, board, or membership of NHNA or those of the
national or local associations.
VISION STATEMENT
Cultivate the transformative power of nursing.
Adopted 10-20-2010.
MISSION STATEMENT
NHNA, as a constituent member of the American Nurses
Association, exists to promote the practice, development
and well being of NH nurses through education,
empowerment and healthcare advocacy.
Adopted 10-20-2010.
New Associate Editor
Added to Our Staff
Nursing News Editor, Susan Fetzer is pleased to
announce the addition of Holly Clayton to the
News staff as Associate Editor. Holly received her
BS from Hartwick College and MSN from Loyola
University in Chicago. She completed a a postmasters certificate program – Acute Care Nurse
Practitioner – at Rush University. Holly currently
volunteers her nursing skills with underserved
and underinsured patient populations.
www.NHNurses.org
Published by:
Arthur L. Davis
Publishing Agency, Inc.
Letter
New Hampshire Nursing News • Page 3
from the
Barbarajo “BJ” Bockenhauer,
MSN, ARNP, PMHCNS-BC
Last year NHNA members voted
me in as President Elect. I am
energized by the opportunity to
now assume the Presidency of
NHNA for 2014. In the thirtyseven years that I’ve been a nurse
I’ve learned that ‘followership’
and leadership are two sides of
the same coin – involvement
in a cause. And, although one
individual might be named
“leader,” the leader and follower
roles are interdependent – a partnership rather than a
monarchy. I’ve also learned, sometimes painfully, that the
choice we make about where and how we spend our time
is about where and how we find joy, meaning and purpose
in our lives. I can state, with absolute sincerity, that the
experiences I’ve had with NHNA have always been
meaningful, had purpose and, were surprisingly joyful. I
am anticipating even more positive experiences in the year
to come.
Presidents’ first messages consistently reflect NHNA’s
mission of commitment to the practice, development and
wellbeing of the nurse and share the vision of cultivating
the transformative power of nursing. As your newest
President, I took some time to consider what makes
this organization relevant to its members. I concluded
that what is compelling to me about NHNA is likely
to be so for others and is what called me to nursing in
the first place – relationships that have meaning, and
purpose and bring me joy in a role that can profoundly
influence one person as well an entire community. I’ve
appreciated developing relationships with Commission
and Board and specialty association members, as well
as legislators, lobbyists and coalition partners from
national organizations. I believe that NHNA’s influence
will expand as a result of our continued investment in
creating and maintaining these relationships. We have the
opportunity to engage in a transformational process and
depend on our members and partners to help focus our
efforts.
New President
If you are a member, I would like to thank you. NHNA
could not be the voice of 20,000 NH nurses without
you. As a member, consider telling your non-member
colleagues about your NHNA connection. Tell them
about NHNA’s successful legislative action that protected
the title of “nurse.” One result of that bill is that a call to
Ask-A-Nurse will never be answered by the unlicensed
administrative assistant. NHNA protected the title, in
order to protect the public – and the profession. If you are
not a member, I would ask you to thank a nurse who is –
for it is membership support – in dues and volunteer hours
– that allows us to work on behalf of all NH nurses. And
please seriously consider joining yourself. Now for just
the cost of one specialty coffee per week ($13/month) you
can be part of both NHNA and ANA. (See our website for
details and to sign up.)
M. Proust said “The time at our disposal is elastic; the
passions we feel dilate it, those that inspire us shrink it,
and habit fills it.” Elastic time, passion, inspiration and
habit were words that resonated with me as I contemplated
this message. They brought to mind a story that I want to
share with you.
of
NHNA
needed care. Where there had been no time to even use
the bathroom, there was now time to sit and talk and cry
with a patient. Where there had been a series of nursing
actions, there was now genuine nursing. I was fully aware
that I could do something that was relevant to my patient’s
well-being. And, long after that shift and many more were
over, the meaning of the moment remains significant. It
was a moment when my passion – to be with, in caring –
was truly and deeply experienced and it made that moment
relevant, and influential and powerful.
As Proust predicted, time “shrinks” every time I think
of that patient. That memory is the reason I am still a
nurse and know that I will always have enough “time”
to seek passion in my nursing. NHNA provides so many
opportunities to be reminded of the power of nursing’s
influence... on legislative decision-making about
establishing a registry so that EDs and clinics could
avoid prescribing Schedule II/II drugs to individuals
who, more appropriately, needed referral to treatment for
their addiction... and on new nurses who need a mentor to
support their practice... and on seasoned nurses who need
to celebrate their achievement.
One night shift was passing in a blur. Procedures were
followed with efficiency and skill; documentation was
adequate, if not thorough. Proust would note that “habit”
was filling the time. The nurse would have said the time
was over-filled, but flying by. It was in the vulnerable
isolation that exists in the pre-dawn hours that the nurse
experienced what Proust described as passion’s effect on
time.
I am committed to being truly present and engaged in the
business that is your NHNA. NHNA is unique in that it
is the only statewide nursing organization that represents
ALL NH nurses. NHNA is listened to with respect,
because the nurses it represents are members of “the most
trusted profession.” I am looking forward to developing
our relationship as our time expands over this next year.
In a moment that seemed to stretch endlessly, the nurse
became aware that no pill or repositioning or care protocol
would diminish one particular patient’s distress. The
nurse’s sense of inadequacy was physically painful and
emotionally shocking. So shocking that the horrified nurse
blurted out “I am so sorry, I don’t have anything else I can
do,” and dissolved in tears. The patient took a deep breath
and responded by stating, flatly, “There is nothing anyone
can do.” And then time stood still. That moment expanded,
electrified by the genuine, authentic and in-the-moment
connection between a person who cared and a person who
~ True Care Professionals ~
I’m inventing a new Apply Today:
model of health care.
The agency of choice in your neighborhood.
We are recruiting
RNs, LPNs, LNAs
PCSP, HHA, HM & Companion
For Homecare, Nursing Home, Assisted Living
and Hospitals Facilities. We offer competitive
Salary, Flexible Hours. Contact us at:
Equal Opportunity
Employer
VAcareers.va.gov/ALD
Follow VA Careers
(603) 537-9975 • (617) 276-9658
(800) 398-7708
Fax # (877) 249-9194
[email protected]
www.truecareprofessionals.com
Advocate? Who me?
Becky Graner MS, RN
This material is used and adapted with author permission.
The original was published in the North Dakota Nurses
Association newsletter, the Prairie Rose.
Over the years we have been asked: “What does my state
nurses association do in terms of advocating for nurses?”
The question has been presented several ways, first as
an honest inquiry due to the questioner not knowing
the answer. Second as a challenge to the organization to
explain the questioner’s perception that the professional
organization has not advocated for them in particular. To
answer the first question requires clarification of the role
of the professional organization. To answer the second
question requires clarification of individual responsibility
regarding advocating for a better work environment and
how nurses can activate collegial support by participating
in a professional organization.
Florence Nightingale provides a sterling example of
advocacy. She embodied caring and social responsibility,
also known as citizenship. She wanted nurses to
understand “if we want the world to be a better place, we
must each look for and act upon ways to make it better”
(Dossey, Selanders, Beck, & Attewell, 2005, p. 190). To
clarify, nurses need to look to themselves and not wait
and wonder when the mythical ‘they’ will take action to
change things in nursing.
An advocate is defined as one who speaks in favor
of, argues for a cause, pleads in another’s behalf. The
definition of advocacy was nicely summed up by Tomajan
(2012) as working “on behalf of self and/or others to raise
awareness of a concern and to promote solutions to the
issue.” Advocacy occurs through many channels and roles
including the nurse at the bedside, mentors, preceptors,
serving on unit based councils, educators, administrators,
researchers, serving on hospital/organization boards,
regulatory boards, consumer boards, public office,
professional organizations, lobbyists, expert witness, and
for oneself. Many of these roles are familiar and advocacy
examples are easily described. Advocacy for each other
and oneself is often more difficult to describe and practice.
Advocacy in modern nursing has been often cited.
Nursing’s Social Policy Statement provides a definition
of professional nursing as “the protection, promotion, and
optimization of health and abilities, prevention of illness
and injury, alleviation of suffering through he diagnosis
and treatment of human responses, and advocacy in
the care of individuals, families, communities, and
populations.” (ANA, 2010a, p.3). In the Code of Ethics
for Nurses, Provision Three states “The nurse promotes,
advocates for, and strives to protect health, safety, and
rights of the patient.” (ANA, 2008, p. 23). Provision
Five is “The nurse owes the same duties to self as
others, including the responsibility to preserve integrity
and safety, to maintain competence, and to continue
personal and professional growth.” (ANA, 2008, p.
55). And Provision Nine is “The profession of nursing,
as represented by associations and their members, is
responsible for articulating nursing values, for maintaining
the integrity of the profession and its practice, and
for shaping social policy (ANA, 2008, p. 121). These
particular provisions mandate nursing’s responsibility
to advocate for the person, family, community, self, and
profession.
The Scope and Standards of Practice and Performance
(which belong to the profession and require input for
development and revision by the nurse professional)
describe the characteristics/ tenets of nursing practice.
These tenets are:
1. Nursing practice is individualized.
2.
Nurses coordinate care by establishing
partnerships.
3. Caring is central to the practice of the registered
nurse.
4. Registered nurses use the nursing process to plan
and provide individualized care to their healthcare
consumers.
5. A strong link exists between the professional work
environment and the registered nurse’s ability to
provide quality health care and achieve optimal
outcomes. (ANA, 2010b, p.4-5).
Nursing practice, therefore, requires well developed
advocacy skills. To be successful in developing advocacy
skills one needs well-developed emotional intelligence.
In the midst of an emotionally charged situation that
requires advocating for a successful outcome, proficiency
at guarding against emotional high jacking is essential
(Goleman, 1995). Interpersonal effectiveness or social
intelligence assists the nurse in being effective in social
interactions such as advocating. To be an effective
advocate one needs awareness of the feelings of others,
to be able to listen, to understand other’s feelings, and
know how the social world works (Golman, 2006).
The nurse also needs to be aware of their impact on the
situation, how they present themself and how to shape the
interaction. Many would agree the concept of advocacy
as was introduced in nursing school seemed just a matter
of speaking up. However, it is not that simple. There are
other forces at work that can be very intimidating and
speaking up in some cases can feel like risking one’s job
and one’s reputation. Advocacy skills are developed over
the course of a lifetime, rarely are nurses ready to be
effective advocates upon graduation. Golman writes in a
blog “Degrees in themselves do not guarantee any growth
in emotionally intelligent leadership ability. Emotional
Intelligence competencies develop in the midst of life.”
Nurses develop advocacy skills by recognizing advocacy
behavior and putting a label on these actions. By
naming the actions as advocacy, nurses validate the
act of advocating as an essential feature of a nursing
professional. Seeking opportunities to be an advocate in
venues outside of one’s comfort zone also helps develop
expanded skills. Connecting with mentors and other
support systems that provide guidance and opportunities
to grow advocacy skills will help advocacy competencies
grow “in the midst of life.”
One’s adult developmental stage influences how and when
the engagement in professional development activities.
Given that advocacy is learned throughout a professional
life, the stage of adult development has a hand in how
and when a nurse engages in various advocacy situations.
Nurses are expected to advocate for the patient/family, for
themselves and each other, the system/organization, and
the profession. In collaborative endeavors nurse advocate
for each other across disciplines and cultures. Below are
advocating vignettes for patients/families/communities,
advocating for self and other, and advocating for the
profession.
Advocating for patients / families / communities
Donna is a new nurse; she works in a public health setting,
providing care to people of all ages. Her colleagues have
been very supportive and are available to troubleshoot
problems. Donna relates a story where she provided
education to a family regarding how to manage a
particularly resistant infestation of head lice in a child.
A school secretary told Donna the school had sent home
numerous notices and education material to the parents,
however the children remained infected. Donna talked
with her co-workers who encouraged her to dig deeper
into the story. Donna decided to call the parents and ask
for a home visit. She met with the mother, who expressed
frustration at the re-occurring issues with the head lice.
After some probing, two problems surfaced: money
limitations and neither parent could read. The mother
revealed the cost of the special shampoo and additional
laundry needs were beyond their monthly budget. The
family did not have a washer and dryer in their home. She
admitted she only knew parts of what to do as she was too
embarrassed to admit she could not read nor would she
want to ask anyone she knew how to treat head lice. Donna
read the guidelines for cleaning the home to the mother.
She offered laundry soap to take care of the extra laundry
needs and found lice treatment kits for each of the family
members and provided those for free. With those costs
under control, the family was able to manage the cost of
additional laundry services at a local Laundromat. Donna
read the instructions on how to use the treatment kit to
the mother and used pictures to serve as reminders of
the steps. The family achieved their goal of ridding their
home of head lice. Donna’s story represents an exemplar in
patient, family and community advocacy.
Advocating for self and others
Jason has been a nurse for over ten years. He works in a
busy med-surg unit and has seen many staff members
come and go over the years. He has exceptional skills and
knowledge, yet of late he finds he is becoming more and
more frustrated at the staffing ratios that are becoming
the new normal for his unit. With the chronic shortage of
nurses at his facility, the nurses who remain are expected
to just pick up the slack. He has reached the point
where he is anxious and short tempered at work. In one
particular instance he refused a patient care assignment
and threatened to quit on the spot. He withdrew his threat
to quit when another staff member helped re-arrange
the assignments to more fairly distribute the load. He
has written letters to the editor of the local newspaper.
Unfortunately, he described the dangers of being a patient
at his facility as a result of the short staffing issues. He has
emailed a state nursing organization asking them to “step
in and do something.” Jason is not a member of the state’s
professional nursing organization, he has complained ‘it is
a waste of time, they don’t do anything anyway’. What he
has not done is identify and activate the structure in place
at his organization where issues such as short staffing can
be dealt with, such as the appropriate shared governance
committee. He has long ago stopped talking to his
manager or administration. To be an advocate for self and
others is a matter of learning how to get your voice heard.
A complaining, critical, or threatening discourse does not
gain the type of attention needed to facilitate changes in
situations such as staffing.
Advocate? Who Me? continued on page 5
Advocate? Who Me? continued from page 4
The process for advocating is very familiar, it is the
nursing process. In Jason’s situation he could assess the
situation by collecting comprehensive data which includes
institutional policies related to staffing/ patient safety.
Consider any regulatory scope of practice issues. Seek
out financial data that are related to staffing. Complete
a literature search, look for all topics related to staffing.
Look to national standards and position papers for
guidance on how others are handling these issues. Engage
the facility’s shared governance model to help work
through the problems. If there is no shared governance,
propose one be created and volunteer to help. Compile
all the assessment data, consider creating a concept map
to better define and present your findings. The diagnosis
includes analysis of findings. Jason may find that poor
staffing presents many different problems: decreased
patient safety, decreased patient satisfaction, or high
rate of nurse turnover Use the collected data to develop
conclusions based on evidence, not emotion, and identify
the real barriers to hiring and retaining staff. Perhaps the
unit is in a vicious cycle where short staffing leads to more
problems with recruitment and retention because of the
toxic work environment. Nurses are unlikely to stay in an
environment even if perceived as a caring place to work
with an unsafe patient to nurse ratios. Look at how your
particular facility’s staffing patterns compare to similar
facilities at the national and regional level. Then identify
what outcome(s) should be achieved. Put a plan in place
to achieve those outcomes. Consider recruiting others to
join in your advocacy work. Then implement the plan. The
plan may include presentation of findings, dissemination
of the plan, providing evidence based solutions, all the
while maintaining an atmosphere of collegiality versus
opposition, remembering the principles of emotional
intelligence. As the plan is implemented, evaluate progress
toward goals. Adjust as needed. If the manager is reluctant
to engage in discussions, assess the next steps to get your
voice heard.
An additional dimension of advocacy for self and
others is the positive effect taking care of oneself has in
combating compassion fatigue and burnout. Taking action
is an opportunity to fulfill the provisions of the Nursing
Code of Ethics. Looking at situations through the lens of
empowerment quiets the victim inside, leading to more
professionally mature actions.
Advocating for the profession
Matthews, (2012), wrote
“Advocacy is the cornerstone of nursing - nurses
advocate for patients, causes, and the profession. Our
advocacy, motivated by moral and ethical principles,
seeks to influence policies by pleading or arguing
within political, economic, and societal systems, and
also institutions, for an idea or cause that can lead to
decisions in resource allocation that promote nurses,
nursing, and all of healthcare”(9).
Historically, to accomplish advocacy goals, nurses
found it was far more effective to gather together and
organize their principles, standards, and policies.
These organizations have become a powerful voice that
articulate nursing’s contract with society. Professional
organizations engage in policy development and advocacy.
They disseminate professional knowledge and promote
professional development by publishing research in their
journals, sponsoring conferences, and providing a venue
outside the employment setting where nurses gather across
job titles/descriptions. They create/implement/disseminate
nursing’s foundation work such as the Scope and
Standards of Practice, Code of Ethics, and position papers.
Member involvement is critical to shape policy agendas
within organizations. Organizations provide a framework,
it is the membership that supplies the vital energy for
advocacy work.
It would be inappropriate for any nursing association
to send representatives into a facility’s administrative
offices and demand they fix inadequate staffing issues.
However, it is appropriate to disseminate evidence based
literature on the topic of patient safety and satisfaction and
nurse retention data. It would be appropriate to sponsor
speakers at conventions that address these issues, and
it would be appropriate to lobby at the state and national
level to enact laws related to staffing issues. It would be
appropriate to assist individual members in compiling
evidence to assist them in taking action. Advocacy comes
in many forms. It is an essential feature of nursing. It is
rarely easy and requires courage and perseverance. Skill
what’s next in your
nursing career?
create your next big opportunity
with the new r.n. to B.S.n. program!
granite.edu/nursing
9 locations in nH
online 24/7
on-site locations at
Great Bay community colleGe and
nasHua community colleGe
Bachelor of Science in
NursiNg
develops with practice. Development of emotional and
social intelligence facilitates positive engagements and
outcomes. Membership in a professional organization
is a way to facilitate professional development, a way for
individual nurses to have their voice heard. Professional
organizations provide a way for the individual nurse to
collectively advocate for the patient/family/community,
ourselves and each other, and for the profession.
References
American Nurses Association (ANA). (2008). Guide to the code
of ethics for Nurses. Silver Springs, MD: nursesbooks.org.
American Nurses Association (ANA). (2010a). Nursing’s Social
Policy Statement. Silver Springs, MD: nursesbooks.org.
American Nurses Association (ANA). (2010b). Nursing Scope
and Standards of Practice. Silver Springs, MD: nursesbooks.org.
Dossey, B.M., Selanders, L.C., Beck, D., and Attewell, A.
(2005). Florence Nightingale Today: Healing. Leadership,
Global Action. Silver Springs, MD: nursebooks.org.
Goleman, D. (1995). Emotional Intelligence: Why it matters
more than IQ. New York: Bantam Books.
Goleman, D. (2006). Social Intelligence: Beyond IQ, beyond
emotional intelligence. New York: Bantam Books.
Matthews, J. (2012). Role of professional organizations in
advocating for the nursing profession. OJIN: The Online
Journal of Issues in Nursing, 17(1), doi: 10:3912/OJIN.
Vol17No01Man03.
Tomajan, K. (2012). Advocating for nurses and nursing. OJIN:
The Online Journal of Issues in Nursing, 17(1), doi: 10:3912/
OJIN.Vol17No01Man04.
Editor’s Note: During the New Hampshire legislative sessions,
the NHNA lobbyist has monitored, provided oral and written
testimony before committees on proposed legislation. The
organization develops and disseminates an agenda that provides
members a way to evaluate a proposed bill’s impact on nursing
and health care for NH all citizens. NHNA collects evidence,
disseminates pertinent material to legislators and colleagues in
other professional organizations. NHNA continues to monitor
issues between legislative sessions as well. The last issue of
the Nursing News sent out a call to all nurses to consider the
impact on nursing regarding the proposed community paramedic
program. The NHNA Nurse Practice Act may be revised during
the 2014 legislative session. For the most part the revisions will
likely be housekeeping and or bringing the language up to date.
NHNA will be at the table when changes are being proposed and
voted upon, to advocate for you.
NH Nurse Honored
by Governor
A very special recognition was bestowed on a nurse
Wednesday, November 7, 2013, by New Hampshire
Governor Maggie Hassan and the Executive Council.
Epsom resident Rena Arsenault McDonald, RN (Ret.)
received a Commendation, accepted on her behalf by her
daughter Michele McDonald, for her years of service as
a member of the U.S. Cadet Nurse Corps during World
War II. Originally designated as the Victory Nurse Corps,
the U.S. Cadet Nurse Corps was established with the
passage of the Bolton Act, sponsored by Representative
Frances Payne Bolton of Ohio and signed into law by
President Franklin Delano Roosevelt on July 1, 1943. The
act, also known as the Nurse Training Act, was legislated
in response to the critical demand for professional
nurses to fill stateside positions that had been vacated or
remained vacant as scores of women entered World War
II military service or other wartime roles. The Bolton
Act appropriated substantial funding for recruitment,
full tuition and books, uniforms, and stipends for women
who joined the corps and agreed to serve in civilian or
military nursing roles for the duration of the war following
completion of an accelerated 30-month program.
McDonald was one of 124,065
women across the U.S. who
responded to the call and
completed
their
nursing
education through Cadet Nurse
Corps
programs
between
1943 and 1948. Under her
maiden name of Arsenault,
McDonald was sworn into the
corps as a student at the New
England Hospital for Women
and Children in Roxbury,
Rena McDonald
Massachusetts on September 8,
1943, via a televised broadcast
featuring actress Helen Hayes. For McDonald, her
acceptance into the corps was a dream come true and a
way to serve her country during a time of urgent need. The
tremendous wartime demand for women to fill nursing and
Nursing schools interested in participating in the program
were required to apply and demonstrate compliance
with specific criteria regarding curriculum, faculty
qualifications, and clinical experience and placement
opportunities. Admission criteria for students included
age between 17 and 35 years, and graduation from an
accredited high school with acceptable grades, and
documentation of good health. In addition to tuition, other
expenses, and stipends, enrollees who agreed to serve in
one of a number of stateside or military nursing roles for
the duration of the war received special winter and spring
uniforms that were prized as visible markers of patriotism
and service (Willever, 1994). Senior cadets nearing
program completion were assigned to the areas of greatest
need. The vast majority – over 80% - of senior cadets were
placed in civilian hospitals, with the remainder meeting
their service commitment in other designated settings such
as federal or military hospitals, the Indian Health Service,
public health, or rural health settings (Rochester General
Health System, 2013).
McDonald’s service as a member of the corps included
her work as a student and, following her graduation in
1946, as a professional nurse in hospital-based positions
in Massachusetts. After her service in the corps ended,
she worked intermittently in a variety of acute and longterm care positions in between the responsibilities of
raising a family. Later in her career McDonald relocated
to New Hampshire where she was licensed as an RN in
1981, practicing in long-term care and private duty until
her retirement in 1990. Throughout her career, McDonald
has maintained contact with former cadet nurses across
the U.S. She has been a passionate advocate in ongoing
efforts to gain recognition of former cadet nurses as U.S.
veterans, a status that has yet to be accorded to this group
of women who played such a critical role in the nation’s
history. McDonald’s recent commendation represents a
very meaningful acknowledgment of her wartime service
and dedication.
In addition to ensuring a steady supply of nurses, the
Cadet Nurse Corps is credited with having a significant
positive impact on the public image and accessibility
of nursing as a profession, and for raising the bar for
academic standards in nursing education programs. The
corps also expanded opportunities for nursing faculty
to teach content that had traditionally been limited to
physician lecturers, introduced students to fields of
specialty practice in areas such as public health and
psychiatric nursing, and played a significant role in the
integration of nursing education (Willever, 1994).
2013 marked the 70th anniversary of the establishment
of the U.S. Cadet Nurse Corps. NHNA and the nurses of
New Hampshire are proud to acknowledge the dedication
of Rena McDonald and countless others who have left
a lasting legacy of service to our country. Additional
information about the corps, including historical literature
and brochures, can be accessed at: www.uscadetnurse.org.
McDonald award presented to daughter
other essential roles had left the nursing workforce in U.S.
hospitals largely depleted. At the height of corps activities,
it is estimated that cadet students and nurses filled up to
80% of stateside hospital nursing positions (U.S. Cadet
Nurse Corps, n. d.), playing an essential role in sustaining
the U.S. hospital infrastructure during the peak years
of the war and the immediate postwar period. During a
recent interview, McDonald recalled, “As students, there
were very few RNs around to teach us, so we were both
students and nurses at the same time. It was hard work
but we knew it was important work – we were serving
our country by caring for the families of the servicemen
overseas.”
BEAUTIFUL SOUTHERN MAINE
SEBAGO LAKES REGION
Registered nurses needed for a traditional sleep-away
camp for boys and girls ages seven to fifteen.
Enjoy the summer working at Camp Nashoba North.
•
•
•
•
Three registered nurses, MD on call
Four or eight week sessions available
Camper aged siblings welcome
Modern, friendly lakeside environment
www.campnashoba.com • nashobafun@gma i l.com
Call 978-486-8236 for more information
References
Rochester General Health System. (2013). U.S. Cadet Nurse
Corps. Retrieved from http://www.rochestergeneral.org/aboutus/rochester-general-hospital/about-us/rochester-medicalmuseum-and-archives/online-exhibits/united-states-cadetnurse-corps-1943-1948/
U.S. Cadet Nurse Corps. (n. d.). Welcome, U.S. cadet nurses,
families, and friends! Retrieved from www.uscadetnurse.org
Willever, H. (1994). The Cadet Nurse Corps in historical
perspective. Washington, D. C.: American Nurses’
Association.
Additional information about the corps, including historical
literature and brochures, can be accessed at: www.
uscadetnurse.org.
Camp Half Moon in the Berkshires—Camp
Nurse positions available. RN, LPN. Beautiful
lakefront setting with heated pool. Salary, room,
board and travel—families welcome. Partial summer
available. Season dates: June 18th-Aug. 17th. Must
enjoy working with children in a camp setting. Day
Camp & Sleepover Camp, coed, ages 3 to 16.
Write to P.O. Box 188
Gt. Barrington, MA 01230
888-528-0940
www.camphalfmoon.com
email: [email protected]
In My Opinion
Slavery was
Abolished
Sue Fetzer, NH Nursing News Editor
In a few months, we will be
celebrating the 150 anniversary
of President’s Abraham Lincoln’s
assassination (April 15, 1865).
Other than having his picture
on the five dollar bill, and the
penny, most American remember
Lincoln’s 272 word, 3 minute
Gettysburg address delivered after
one of the bloodiest battles of the
civil war. Yet, one of Lincoln’s
greatest contribution is the fight
for the abolition of slavery. “[The] institution of slavery is
founded on both injustice and bad policy” (Lincoln, March
3, 1837). Injustice refers to misuse, abuse, neglect, or
malfeasance that is uncorrected or else sanctioned by others.
Fast forward 150 years, and you are likely questioning how
Lincoln is relevant to nursing. A friend recently had to
hospitalize her elder parent. From the hospital she went to
a long term care facility for comfort measures and comfort
care. She visited her mother daily, sometimes twice, and as
only a nurse can do, observed the environment of long term
care. After several days, she noticed that, regardless of the
time she visited, the same CNAs and LPNs were working.
She inquired as to their shift schedule. The response of the
staff was the topic of our discussion.
The staff reported that they worked their scheduled 16 hour
shifts, comprising the typical day and evening hours, 7 AM
to 11 PM. A night staff relieved them. Additionally, they
worked 3 of these shifts in a week, a total of 48 hours, with
no overtime pay. Yes, they were discouraged; discouraged
enough to contact the Board of Nursing. But the Board of
Nursing has no oversight over nurses working conditions
unless those conditions create an impaired nurse. The
appropriate agency is the Department of Labor, who has the
power to investigate working conditions and abuses.
While I am concerned for these caregivers, I am more
concerned for their patients. Evidence clearly indicates
that burnout and job satisfaction as well as intent to leave
are nearly two times as common among nursing who work
more than 13 hours per shift. Most importantly, among
acute care nurses, the number of adverse events increases
dramatically after 13 hours. Most long term care facilities
do not have the systems in place to reduce errors such as
bar coding and medication scanning. With the number of
medications required by elders, an average of 6 per patient, I
wonder how many medication errors are made on a 16 hour
shift.
After our discussion on quality and patient safety, I asked
my friend if she ever saw an RN. She had not, not that she
remembered or could identify. Where was the professional
nurse? Where was her voice? Where was her advocacy?
Many long term care units report staff turnover nearly
double that of acute care facilities. Turnover has many
components but job satisfaction is a strong predictor. We
will never stop the long term care staff hemorrhage until
we promote a safe working environment. Lincoln knew
that he would never stop slavery without a taking a stand
as president, his Emancipation Proclamation was a turning
point of the war. A scheduled 16 hour shift is an injustice
to caregivers and long term care residents. In one sense, it
is modern day slavery. What is the profession going to do
about it? What would you do?
Providing legal direction – Getting results
Tarbell & Brodich Professional Association is a full-service
law firm representing our clients in diverse matters.
• Nursing License Revocation/Suspension Defense
• BON Disciplinary Matter
• Nurse Medical Malpractice Defense
45 Centre St., Concord NH • 603-226-3900
ED Violence Poster
Exemplifies Mentoring
Holly Clayton, RN, MSN and
Ann Lak, RN, MSN
There are many ways for nurses to mentor each other. The
NHNA online mentoring program has been publicized in
this newsletter for the past year and you will see another
article on the initiative in this issue. We can mentor
other nurses in our professional association, such as the
NHNA, while serving on committees; in our workplace,
and at larger venues. For example, when you attend a
professional conference, there may be an opportunity to
view Professional Posters. Professional posters, submitted
in response to a “Call for Abstracts” several months before
a conference occurs, can serve as a way to disseminate
information from groups or organizations on best
practice strategies, current trends, hospital and healthcare
initiatives, evidence-based practice and research.
How does a poster presentation fit into mentoring?
A poster can mentor us by outlining the processes an
institution used to improve care. We can learn of nursing
leadership and nurse champion roles within a larger
interdisciplinary hospital committee in identifying the
need for change, implementing change and evaluating
change.
This article looks at a poster presented at the Emergency
Nurses Association conference in San Diego, CA and
the New Hampshire ENA in April 2013. The poster
was entitled “Leaders Care: Mitigation of Violence in
the Emergency Department.” The author was Ann Lak
RN, MSN, former Director of Emergency Services at
Wentworth Douglass Hospital in New Hampshire at the
time the study was done. The Emergency Department
in their ED has 29 beds and two triage rooms. Ann
currently serves as Adjunct Faculty at MCPHS University,
Manchester, NH.
The topic of the poster was violence in the Emergency
Room and strategies to mitigate it. The author noted
that Emergency Departments have been increasingly
dangerous places for clinical staff in recent years. A
review of the literature was done. Some of the findings
were as follows: in a study by the Emergency Nurses
Association members, 25% of registered nurse respondents
experienced physical violence more than 20 times in
the three previous years (Gacki-Smith, Juarez, Boyett,
Homeyer, Robinson, and MacLean, 2009). Hospital
staff may be fearful of reporting violent incidents for
many reasons including performance critique from their
managers (Occupational Safety & Health Administration,
2004). The Joint Commission identified that a causal
factor in 62% of hospital violence events is leadershiprelated, specific to policy development and implementation
(TJC, 2010). Another study revealed limited training
of hospital security officers, numbers of police officers
providing security and carrying weapons (Kowalenko,
Walters, Khare, & Compton, 2005).
The poster stated the objective of the study was to identify
employees’ perceptions regarding environmental security,
and outlined steps for change. The findings of the study
would guide the development of interventions to increase
staff confidence of their security.
So, how was the need for change identified? The hospital
created a pre- and post-intervention survey, using
Survey Monkey. In November 2009, nurses, security
staff and patient registration staff were surveyed preimplementation, using this tool, on their perceptions
of their safety. Eleven key questions were identified.
Initial findings were as follows: staff indicated they
had confidence in their ability to deal with patients
at risk, in their training and resources. However, the
survey clearly identified that the institution needed to
structure more effective procedures to maximize security,
perceive employee security as a high priority, and create
opportunities for effective resolution of issues. Staff
desired more effective role fulfillment in the areas of
behavioral health procedures, de-escalation skills and
patient watch criteria.
In response to the identified concerns, an Interdisciplinary
Committee was established, which helped gain leadership
commitment to change. Membership of this committee
included the Vice President for Human Resources (HR)
and other HR staff, a senior nursing director, the ED
medical director, and managers and staff from Security,
Patient Registration, and the ED. The goals of the
committee were established to identify security concerns
and create strategies to mitigate violence.
Through the interdisciplinary committee, staff champions
were identified. Staff champions would provide an ideal
voice to communicate with colleagues. The champions
spoke at staff meetings, where they promoted the security
changes, presented information to their peers, and fielded
questions or concerns. Importantly, they encouraged
colleagues to report security incidents and to expect a
response. This strategy helped to engage staff support.
Many steps took place in the overall initiative. Initially,
low lying problems that could easily be resolved were
identified and resolved initially. One example was
redirecting police departments who interfaced with the
ED to bring patients under arrest through the ambulance
bay rather than the lobby area. Another was conducting
internal and external environmental assessments, led
by an external security consultant. Situation debriefings
were established, which later included security tapes. This
enabled the team to witness situations first-hand, identify
strengths and weakness, and provide staff education and
remediation.
The most significant accomplishment of this workgroup
was the development of a comprehensive Security
Excellence Plan by the Security Director. This effort took
a significant amount of time to accomplish, and required
administrative backing and support. A key leader, the
security supervisor, and key stakeholders were identified
to support for the needed changes. The implementation
was a significant undertaking for the security department
with substantial restructuring of processes and policies.
The entire process took 17 months to fully implement.
The Security Excellence Plan included updating the
security officer’s and supervisor’s roles; changing security
officer‘s uniforms; certifying security, providing personal
protection equipment, establishing security environmental
controls and camera systems, adding security staff and
conducting reviews of incidents. Policies were aligned
with the new security team. The team worked more closely
on situation debriefings and interventions. To facilitate
change, timely communication of security changes to all
staff was reinforced multiple times.
To evaluate the results of this initiative, the 2009 Monkey
Survey was repeated in March, 2011. The goal was to
determine if the project had influenced initial staff
perceptions of their security and safety. Significant
outcomes included improved staff perception of the
presence of consistent patient watch processes, increased
staff member’s confidence in the hospital’s prioritization
of employee security and increased perception that
effective processes were in place to manage security. The
author noted staff indicated they felt more comfortable
bringing issues forward and receiving feedback regarding
the action plan.
The post-implementation survey conducted in March,
2013 served to guide future plans. Considerations
included additional security environment enhancements,
development of a handoff communication tool for staff and
security, remediation of staff with trended performance
as to escalating patients, and involvement of staff in state
legislative activities to promote regulations.
In conclusion, NHNA nurses are committed to the
mentoring process. We can mentor each other in many
different ways. The discussion of this valuable poster
created by an NHNA member, demonstrates how a poster
can mentor us in the steps of change to improve care.
Additionally, if we look at the nurse’s role in the change
outlined in this poster project, we can identify nurse
leaders and nurse champions serving as “mentors.” These
mentors worked together within the context of a larger
interdisciplinary group to improve processes in patient
care.
Note: The 2011 “ENA Workplace Violence Management
Toolkit,” unavailable to the author during the project, is
highly recommended as a guide for your hospital. It is
posted on the Emergency Nurses Association website,
www.ena.org along with many other resources.
References
1. Gacki-Smith, J., Juarez, A., Boyett, L., Homeyer, C.,
Robinson, L., & MacLean, S. (2009). Violence against
nurses working in US emergency departments. Journal Of
Nursing Administration, 39(7-8), 340-349.
2. US Department of Labor, Occupational Safety and Health
Administration. Guidelines for preventing workplace
violence for healthcare & social service workers. 2004.
3. The Joint Commission. Sentinel Event Alert, Issue 45:
Preventing violence in the health care setting. June 3, 2010.
4. Kowalenko T., Walters B.L., Khare R.K., Compton S.
(2005). Workplace violence: a survey of emergency
physicians in the state of Michigan. Annuals of Emergency
Medicine, 46(2): 142-147.
5. Emergency Nurses Association. (2011). ENA Workplace
Management Toolkit. Retrieved from http://ena.org/IENR/
Pages/WorkplaceViolence.aspx.
Inspire - Transform - Care
Join Spiritual Care’s
2014 Skills Training Programs
Online Courses
January, April and September 2014
~
~
Cultivating Compassionate Presence
7-week course for healthcare professionals
Caring for Others, Caring for Ourselves
8-week course for family caregivers
Contemplative End-of-Life Care
APRN Needed
Center for Life Management is seeking an experienced APRN to
work full time for our agency which has its central location in Derry,
New Hampshire, with satellite locations/affiliations in Southern New
Hampshire. Reporting to the Medical Director, the APRN will be
working with adults eighteen years of age and older with emphasis on
evaluating and diagnosing clients with a wide variety of mental illnesses.
Qualifications and Skills
•Master’s degree with a certification in psychiatry, along with an
APRN license is required.
•Ability to be self-directed, motivated and independent problem solver.
•Ability to work with confidence in a high stress, sometimes
unpredictable environment and as a member of a team.
Qualified candidates interested in being considered for
this opportunity should forward a cover letter and a
resume to [email protected].
EOE
An innovative certificate program
for healthcare professionals
September-December, 2014
Online learning with 8-day residential session,
near Ithaca, New York.
Strengthen knowledge, authentic
communication and resilience through
meditation and contemplative practices.
CE’s
CE’s in
in nursing,
nursing, social
social work,
work, and
and chaplaincy
chaplaincy
spcare.org
1-866-511-CARE
spcare.org|| [email protected] ||1-866-511-CARE
Nursing Work + Humor =s Happiness
Diane Sears, RN, MS, ONC
Reprinted from the Oklahoma Nurse,
September 2013
These 15 tips adapted from Diane Lang, psychotherapist,
author and positive living speaker, if followed, allegedly make
for happier workers.
Show your appreciation when they are working
particularly hard.
Dedicate a week honoring nurses who have ever: “cleared
out an entire Pizza Hut just by talking shop with your coworkers…complimented a stranger on their lovely veins (or
merely ogled from afar!)… proven your ability of identifying
C-diff at a distance, using only your nose…defined
‘medication error’ as “I should have taken the Ativan myself!
had your scrubs seized by the CDC as the most terrifying
thing they’ve ever seen, this week is for you!” (K. Buxman
RN)
Show nurses you care by paying attention to their daily
work and achievements.
Inoculatte: To take coffee intravenously when you are running
late.
Osteopornosis: A degenerate disease.
Dopeler Effect: The tendency of bad ideas to seem smarter
when they come at you rapidly.
Sarchasm: The gulf between the author of sarcastic wit and
the person who doesn’t get it. (The Washington Post)
Appreciate nurses by recognizing their accomplishments
with praise and appreciation.
If Florence Nightingale could make it through the entire
Crimean War, you can make it through this shift.
Know your coworkers by name.
RN#1: “If we’re going to be giving patients’ code names and
code words because of HIPPA, then we should be able to have
code names also. For instance, I can be Moonlight Flower and
you guys can be Grunting Bear and Squawking Crow. Or I
could give you even better names.
RN #2: I’m going to change your name to an
uncomplimentary gesture.” (Nurstoons, Carl Elbing, 2003)
Be involved – say hello, ask about weekends, families, etc.
One day my mother was out, and my dad was in charge of
me. I was maybe 2 years old. Someone had given me a little
‘tea set’ as a gift, and it was one of my favorite toys. Daddy
was in the living room engrossed in the evening news when
I brought him a little cup of ‘tea’, which was just water. After
several cups of tea and lots of praise for such yummy tea, my
mom came home. My dad made her wait in the living room to
watch me bring him a cup of tea, because it was ‘just the cutest
thing!’ Mom waited, and sure enough, here I came down the
hall with a cup of tea for Daddy; and she watched him drink it
up. Then she said, (as only a mother would know), Did it ever
occur to you that the only place she can reach to get water, is
the toilet? (Email 2012)
The more fun and social your workplace is, the happier
you will be.
“People who laugh together stay together. People who don’t
laugh together get mad and form political parties. You don’t
laugh with people you don’t like. You don’t eat with them
either.”
“Laughter untangles you from the ranks of the terminally tight
and rigidly right. It’s good for tissue turgor. Consider it a free
facelift. Call it Bozo botox.” (Ivy Push RN)
Don’t micromanage.
Manager: We need to use research to guide patient care.
Nurse: I do!! Today I performed inductive qualitative research
on pain management using a convenience sample of available
RNs in ICU. Manager: In other words, you asked Donna what
to do… Nurse: “Exactly.” Manager: “That’s NOT research.”
(Nurstoons, Carl Elbing, 2007)
Free time can be even more important that money or
raises.
Nurse: “Hello…I’m not going to be able to come to work
today…my…uhh…leg fell off…uhh…but it should be
reattached in time for work tomorrow. I always feel obligated
to make up a physical ailment when I call in for a mental
health day.” (Nurstoons, Carl Elbing, 2007)
Nurses are happier when their basic needs are met, so
support health and wellness initiatives at work.
When nurses are falling asleep on their 12-hour shifts, while
sitting in an upright position, it’s time to institute PPN, power
productivity nap rooms.
“I’ve accidentally swallowed some Scrabble tiles. My next
poop could spell disaster.” (Email 2013)
A healthy environment includes good lighting, plenty of
natural sunlight, plants, plenty of fresh water, etc.
Sign for posting when something is broke: ”DANGER, Do not
touch. Not only will this kill you it will hurt the whole time
you are dying.” (Email 2013)
Allow short breaks where they can get up, stretch and take
a break from the computer so they can refresh.
Practice up on how to walk like a zombie.
Dial 911 and tell them you’re returning their call.
Make up a language and ask people for directions.
When someone says “have a nice day,” tell them you have
other plans. (Author Unknown)
Encourage vacations. Workers will return happier,
refreshed and motivated.
Job posting: Licensed Vacational Nurse.
Don’t tell your family you have a vacation day and then do
absolutely nothing.
Have weekly meetings to discuss good news.
We’d been called in for an emergency bowel obstruction. Our
scrub nurse had some bad gas – don’t ever trust the cafeteria’s
tacos! In the middle of the procedure, the surgeon starts
freaking out. “I nicked the bowel! Don’t you smell that?” He
ran the bowel over and over before he was finally satisfied that
it was intact, and he closed. Afterward, when I talked to the
scrub nurse about it, she said, “What was I going to do – tell
him I farted?!” (Karyn Buxman RN)
You can never say “thank you” too often.
“Friendship is born at that moment when one person says
to another: “What! You too? I thought I was the only one.”
(C.S.Lewis)
“Courage doesn’t always roar. Sometimes courage is the little
voice at the end of the day that says I’ll try again tomorrow.”
(Mary Anne Radmacher)
Praise workers.
“Promise me you’ll always remember: You’re braver than you
believe, and stronger than you seem, and smarter than you
think.” (A.A. Milne)
Take time to laugh for it is the key to happiness.
Classification:
Program Planning and Review Specialist (12476)
Title: Medicaid Quality Program Review Specialist
Classification:
Program Planning and Review Specialist (30887)
Title: Medicaid Quality Program Review Specialist
The Medicaid Quality Program Review Specialist will perform quality
assurance and improvement activities of the NH Medicaid Quality
Program as it is established regionally and statewide. The Specialist
will coordinate the activities of related contracts of the Medicaid
Quality Program. They will act as a liaison between projects, DHHS
departments and CMS. The Specialist will interpret analyses to promote
improvements and achieve goals within the program (e.g. monitoring of
specific NH quality outcome measures) while focusing on clinical quality
and operational performance. Findings will be prepared in report format
for OMBP, and other partners, and will be formally presented upon
request.
The Medicaid Quality Program Review Specialist Manager will oversee
the population-based programs within the NH Medicaid program quality
assurance and improvement unit. This position will manage the quality
improvement initiatives for the Center for Medicare and Medicaid (CMS)
Adult Medicaid Quality Grant (AMQ). and any other population based quality
programs to ensure they are on track with objectives. The position will be responsible for
having a thorough understanding of the Medicaid Program’s policies (e.g. eligibility, health
care benefits, claims processing, etc.), understanding applicable laws and policies in order
to develop standards, procedures and program design so that goals and objectives align
with legislative and federal intent. They will assist in development of the NH Medicaid Quality
Assurance and Improvement program and will monitor program outcome measures through
data analysis and reporting (specifically with selected AMQ measures).
Primary Responsibilities include:
• Managing program contracts.
• Coordinating, consulting and facilitating Quality Program activities, as
well as developing standards and procedures.
• Working with NH DHHS data systems, tools, templates, etc. to
monitor, assess and refine program policies and procedures to
support quality improvement efforts of the NH Medicaid Program.
• Generating reports from analyses to present to key stakeholders.
• Applying problem-solving (both qualitative and quantitative skills) to
complex quality related data analysis problems.
• Successfully influencing and facilitating improvement initiatives.
• Providing operational assistance for the Medicaid Chief Medical
Officer as needed.
Primary Responsibilities include:
• Supervising, developing and directing data analysis efforts.
• Interpreting complex analyses to guide program objectives and design and seek areas of improvement.
• Evaluating program narratives, federal grant applications and federal reports.
• Coordinating, consulting and supporting the External Quality Review Organization Contract.
• Working with NH DHHS data systems, tools, templates, etc. to monitor, assess and refine program policies and
procedures to support quality improvement efforts of the NH Medicaid Program.
• Generating reports from analyses to present to key stakeholders.
• Applying problem-solving (both qualitative and quantitative skills) to complex quality related data analysis problems.
• Successfully influencing and facilitating improvement initiatives.
• Maintaining communication with key stakeholders (nationally and state-wide).
• Providing operational assistance for the Medicaid Chief Medical Officer as needed.
Basic Qualifications:
• Master’s degree from a recognized college or university with a major study in government, planning, social work, psychology, education, or a human services field.
• Five years of experience in a government or private agency concerned with human services activities, two years of which must have been in a supervisory capacity.
• Valid New Hampshire RN license.
• Must have valid driver’s license and/or access to transportation for statewide travel.
To review the complete job description and apply online, go to:
http://tinyurl.com/NHDHHSAMQ,
click on “All Open Positions” and enter Job ID 232 and/or 233.
If you have questions related to this job posting please contact
Kelly Cote at [email protected] or 603-271-9422.
Their
Stories
Are Our
Stories.
Achieve better outcomes for your patients
and career by joining the HealthSouth
Rehabilitation Hospital of Concord, where
we combine superior resources and
support to impact your career growth, and
the lives of those we serve. We are a 50bed facility specializing in comprehensive
inpatient and outpatient rehabilitation.
Due to our continued growth, we are
always on the lookout for exceptional
individuals to join our nursing team. If you
are just starting out, or are a current nurse
interested in a career in rehab, we have
opportunities for you.
At the HealthSouth Rehabilitation Hospital
of Concord, we achieve better outcomes
by providing our employees with what
they need to grow and advance in
their profession. Learn more about the
difference you can make in your profession
as a member of our collaborative team.
BETTER OUTCOMES AT WORK
TM
www.healthsouthconcord.com
NHNA 2013 Awards Banquet
Rivier University table
Many Roles, One Profession was the theme of the NHNA
2013 Awards Banquet on October 16th at the Holiday
Inn in Concord, NH following the association’s annual
business meeting. The title was chosen to recognize
and celebrate the nursing profession across all practice
specialties and work settings – and the awards conveyed
during the evening were representative of diverse roles.
The event was attended by over 120 nurses plus some
family and friends of award winners.
Dinner began after a social hour
and opportunity to view poster
presentations contributed by
several hospitals and nursing
schools. The audience was then
treated to the wit and wisdom of
special guest speaker Barbara
Blakeney, MS, RN, FNAP –
Innovations Specialist with the
Institute for Patient Care at Mass.
General Hospital and former
President of ANA. Ms. Blakeney
expounded on the evening theme, Barbara Blakeney
discussing how the wide diversity
of nursing roles – and talent for innovation - provide great
strength for the future of the profession as knowledge,
skills and medical technologies continue to evolve.
NHNA President Judith Joy, PhD, RN then presented
the following awards – also recognizing other nominees
who were in attendance, and thanking those who took the
time to submit nomination letters to honor and recognize
exemplary nurses. Nominations had been reviewed by
members of the NHNA Commission on Nursing Practice –
and objectively scored based on published criteria for each
category.
• The award for Professional
Advancement – for a
registered
nurse
who
has made a significant
contribution
towards
developing or advancing
the professional practice
- or the art and science
of nursing – was given to
Kathleen Perrin. PhD, RN,
CCRN from St. Anselm
College for her exemplary
Kathleen Perrin
career in nursing education
and Judith Joy
and research. Dr. Perrin’s
nomination packet included numerous letters of
support from colleagues as well as current and former
students as to her positive and lasting impact.
• Lisah
K.
Carpenter
Esq., RN-Retired, Risk
Management Specialist for
Concord Hospital, was named
this year’s Champion of
Nursing. This award is given
to an institution or individual
who
has
demonstrated
significant support to either
individual nurses or the
nursing profession. Lisah has
for many years combined her
Judith Joy and
legal and political acumen
Lisah Carpenter
plus nursing knowledge to be
an invaluable advocate and advisor on legislative issues
which impact nursing and healthcare.
• The 2013 Leadership Award
winner was Colette Tilton,
RN, MSN, FNP, NEA-BC
– and Chief Nursing Officer
of Southern NH Medical
Center. This recognition
is conveyed to the New
Hampshire Nurse Leader
who positively impacts her/
his healthcare organization
by converting the challenges
encountered in the workplace
Judith Joy and
into
great
opportunities.
Colette Tilton
Ms. Tilton was selected for
demonstrating transformational leadership through her
communication skills, knowledge, professionalism,
and strong business skills over her two decades
as a CNO – achieving Magnet designation and
recertification.
• Direct Care Nurse of
the Year is granted to an
RN who is recognized
by peers as exemplifying
strength and passion in
clinical practice using best
practice standards, patient
advocacy and community
involvement. NHNA was
pleased to award that title for
2013 to Christine Wyrsch,
MEd, BSN, RN-C from the
Center for Pain Management Christine Wyrsch
at Wentworth Douglass Hospital. A long list of work
accomplishments was shared – along with testimony of
her impact as an inspiring role model and “The kind of
nurse others would like to be.”
• Then came the special,
discretionary
President’s
Award – granted this year to
Margaret
Franckhauser,
RN, MS, MPH, APRN
and CEO of the Central
NH VNA and Hospice for
her significant impact on
nursing in New Hampshire
and at the national level. Ms.
Franckhauser is a sought after
presenter and advisor on a
wide range of nursing issues.
Wentworth & SNHMC guests
St. Anselm and other faculty friends
Judith Joy and
Margaret
Franckhauser
• The only award not
pre-selected
before
the event was favorite
poster presentation - as
judged and voted upon
by attendees. Top honors
went to WentworthDouglass Hospital.
Grace St. Pierre, NHNA Board
As President Joy was ready
to leave the podium – she
Best Poster - WDH
herself was presented with a
plaque recognizing her leadership of NHNA this year.
NHNA extends its sincere thanks to event sponsors
Arthur L. Davis Publishing Agency, Astra Zeneca,
Dartmouth Hitchcock Medical Center, Sanofi Pasteur,
and Southern NH Medical Center. Also to raffle prize
donors: Catholic Medical Center and Huggins Hospital.
Franckhauser-Lafavre-Blackmer-Carpenter
NHNA 2013 Awards Banquet
Wyrsch family
UNH table
Enjoying dinner...
M. Walker; M. Franckhauser; C. Gray
Volunteers table
VIP table
Wentworth Douglass guests
Between courses....
Cheshire and Huggins guests
New London Hospital - Table 1
New London Hospital - Table 2
Elliot table
Addressing Substance Misuse in New Hampshire –
Resources for Nurses
Rekha Sreedhara, MPH
NH Center for Excellence
Community Health Institute/JSI
New Hampshire faces a complex challenge in addressing
the public health issue of substance abuse and its broad
health, social, and economic effects. A publication of the
New Hampshire Governor’s Commission on Alcohol
and Drug Abuse Prevention, Intervention, and Treatment
focuses on reducing the number of New Hampshire
residents misusing alcohol and other drugs and to increase
the number of individuals with substance use disorders
receiving treatment and recovery support services. The
Collective Action Collective Impact: New Hampshire’s
Strategy for Reducing Alcohol and Other Drug Misuse
and Promoting Recovery is available at (http://www.dhhs.
nh.gov/dcbcs/bdas/documents/collectiveaction.PDF) and
serves as the state’s five-year strategic plan to reduce
substance abuse.
Nurses are uniquely positioned to influence and impact
outcomes related to the two goals. Specifically, New
Hampshire nurses have been instrumental in passing
legislation to implement a Prescription Drug Monitoring
Program. During the 2013 legislative session the New
Hampshire Nurses’ Association (NHNA) represented
nursing on the Governor’s Commission and the
Prescription Drug Task Force.
One strategy encouraged within the state plan is the
adoption of the evidence-based practice Screening, Brief
Intervention, and Referral to Treatment (SBIRT) program.
The program, federally endorsed, encourages health
and medical settings to prevent and intervene early in
substance abuse problems, to promote low-risk alcohol
use with adults, and to increase access to treatment and
recovery supports. A four-hour, self-paced online training,
Substance Use SBIRTmentor (http://www.cmecorner.
com/program_link.asp?audience=&ProductID=1044)
is available for those interested in enhancing SBIRT
knowledge and competency. The Board of Nursing has
Register today
to begin your search
for the perfect
Nursing Job!
Search job listings
across the
United States!
A pArt-time cAreer thAt reminds you
why you becAme
A heAlth professionAl.
Serving part-time in the Air National Guard, you’ll have the opportunity to help
others. You’ll receive comprehensive benefits, a flexible work schedule and
experience the satisfaction that comes from serving your community and country.
Talk to a recruiter.
Registration is
FREE and your
information
is not sold or
shared!
WWW.NURSINGALD.COM
recognized the tutorial for three hours of relicensure
education.
Based on recommendations derived from the state plan,
a series of issue briefs will be released over the coming
year. Its first two issues, on young adult substance abuse
and prescription drug abuse, are available now at http://
www.nhcenterforexcellence.org/resources/news.
These
briefs provide statistics and information on resources
available to health clinics, colleges, businesses, and
others that interact with different populations who may
be affected by substance abuse. Future briefs and other
resources can be found on the NH Center for Excellence
website at www.nhcenterforexcellence.org.
The New Hampshire Center for Excellence, a project
of the Community Health Institute provides technical
assistance, disseminates data and information, and
promotes knowledge transfer to support the effectiveness
of communities, practitioners, policymakers, and other
stakeholders working to reduce alcohol and other drug
misuse and related consequences in New Hampshire.
Lead Instructor for the Practical Nursing Program
Description: acts as a liaison and vital resource regarding subject
matter and program delivery between the departmental faculty and the
Program Director. The Lead Instructor’s responsibilities are instructional,
administrative and supervisory as determined by the needs of the department
and established by and in coordination with the Program Director.
Requirements: Master’s degree in nursing; minimum of 3 years of
nursing experience; hold a current and unencumbered New Hampshire
registered nurse license number or multi-state license number issued by
a compact state
Clinical Adjunct Practical Nursing Instructor
Join our Practical Nursing Educator Team. Under the leadership of the
Program Director, you will provide clinical supervision in a Long Term
Care, Rehabilitation or Medical Surgical environment. Clinical experiences
are scheduled for Thursdays and Fridays or Saturday and Sundays. Call
us today for an interview.
Requirements: Minimum of a Bachelor of Science Degree in Nursing
with 3 years of relevant clinical and/or teaching experience, hold a
current an unencumbered New Hampshire registered nurse license
number or multi-state license number issued by a compact state
Contact: Michele Gore, MSN at 603.622.8400 or
email [email protected]
Talk to a recruiter today to learn more.
salternursing.com
The region’s leader in nursing education
RN to BSN Program at
Saint Anselm College
www.anselm.edu/bsn-today
Advance with Excellence
in New Hampshire’s
Top Nursing Program.
Undergraduate and Graduate Programs to Advance Your Career
Complete your bachelor’s degree with our Online RN-BSN program. Advance your career with
one of our four master’s degree programs including our new online M.S. in Nursing Leadership
Reasons to advance your nursing career at Rivier University:
• Strong educational partnerships with many of the region’s top hospitals in New Hampshire and Massachusetts
• Clinical and practicum courses capped at eight students per section
• Online nursing classes and nearly all classroom sections capped at 22
• All programs are accredited by the Accreditation Commission for Education in Nursing (ACEN-formerly NLNAC)
• Programs are designed to accommodate your busy nursing schedule
420 S. Main Street, Nashua, N.H. • www.rivier.edu/nursing • 1-800-447-4843 • [email protected]
•Online hybrid program
•Rolling admission
•Accelerated
•Flexible
(603) 641-7334
[email protected]
ANA Health Risk
Appraisal
Take Health Risk Appraisal
to Evaluate Your Health,
Wellness, Safety
ANA HealthyNurse™ Program
Positions RNs as Role Models
You are always encouraging your patients to adopt healthy
lifestyle behaviors, reduce their stress and improve their
wellness. But how much attention do you place on your
own health and wellness? If you consistently felt your best,
how might that affect the quality of care you provide and
outcomes for your patients?
Now you can compare your health, safety and wellness
to the overall U.S. population and other nurses within
demographic categories, including nursing specialty,
by taking ANA’s new HealthyNurseTM Health Risk
Appraisal. This HIPAA-compliant online survey, which
takes about 20 minutes to complete, also allows you to
assess your workplace risks such as patient-lifting injuries,
workplace violence, and sharp device hazards.
The appraisal is a component of ANA’s HealthyNurseTM
program, which encourages nurses to focus on self-care
so they can be at their healthiest – physically, mentally,
emotionally, and spiritually – to provide the highest
quality of care and serve as role models, advocates, and
educators for their patients.
“When we model the healthiest behaviors ourselves, it
becomes easier to help our patients to do the best things
for their health,” said ANA President Karen A. Daley,
PhD, RN, FAAN. “This appraisal will help each nurse to
optimize their health and serve as an online check-up on
the health risks they face in their personal and work lives.”
A partnership between ANA and Pfizer Inc, the datagathering tool is combined with an interactive “Web
Wellness Portal,” a website for you to obtain information
and educational resources based on your individual results
and interests. The appraisal will become a continually
accumulating database that will enhance the nursing
profession’s ability to track trends and set policy and
advocacy priorities and strategies.
All RNs and RN nursing students are encouraged to take
the appraisal for free and access the Web Wellness Portal
at: www.ANAhra.org.
Ask Flo...
Ask Flo is designed to answer questions about practice,
education, administration or employment. Send your
questions to Ask Flo c/o NHNA Nursing News. All
questions will be printed anonymously.
provided to the Board was false, coupled with intent to harm
a reputation.
Good luck,
Flo
Dear Flo,
In an effort to improve hand washing compliance, my
organization has recently begun using “undercover”
observers who watch providers and caregivers as they enter
the room and leave the patients room. Our nurse manager
then reports to us if we are meeting the standards. But many
times I will answer a call bell and simply stick my head in the
patient’s room to ask what they need. Do I still have to wash
my hands when I enter and exit?
Signed, Chapped Hands
Dear Flo,
The long term care facility that I work at does a morning
medication pass at 9 AM. Many of our patient’s are on
diuretics such as Lasix. In my previous position we always
gave these drugs before breakfast. Does it matter when they
are taken?
Sincerely, Med-Nurse
Dear Chapped,
I have always advocated cleanliness and hand washing is
a key safety action nurses and providers can do to improve
patient outcomes. However, if you are not touching the
patient or any of the furniture or equipment in the patient’s
room, there is not a handwashing requirement. In fact,
some facilities call this the 3 foot or red line rule. Standing
at least 3 feet away from the patient to communicate does
not meet the handwashing requirement. One hospital even
places a piece of red tape inside the door of the patient room
indicating a safe non-handwashing required distance. Speak
to your infection prevention specialist about the policy at
your institution.
Flo
Dear Flo,
I practice in an office environment with 5 providers and
3 other nurses. Lately, I suspected one of the nurses was
impaired by drugs or alcohol at work. I am the newest
member of the staff and she is my senior. I approached the
office manager, who is not a nurse, and she has not done
anything. I am afraid to contact the Board of Nursing because
the nurse could get me fired, or worse, sue me. I am looking
for a new job, but not sure what I should do. Can you help?
Signed, Silent and scared
Dear Silent,
Clearly, you are in a difficult situation. However, the Nurse
Practice Act requires you to report impaired behavior of
another professional. You were correct in informing the
Office Manager, and when you did not get any satisfaction,
you should report your suspicions to the Office Manager’s
superior. Anyone, another provider, patient or family
member, can report inappropriate professional behavior
to the Board of Nursing for an investigation. Nurses are
obligated to report. You should not be afraid of a lawsuit;
the law clearly states that you have immunity from civil
liability for defamation, providing you have not acted with
malice. Malice means actual knowledge that the information
Dear Med-Nurse,
You are correct to question your facility’s procedure.
Diuretics such as Lasix should be given on an empty
stomach in order to be absorbed completely. Research
indicates that giving these drugs after breakfast can result in
40% less effectiveness. In some facilities, diuretics are given
by the night shift prior to 7AM.
Flo
CONTINUING NURSING
EDUCATION
100 Saint Anselm Drive
Manchester, NH 03102
(603) 641-7086
www.anselm.edu/cne
Committed to Promoting Excellence
in the Practice of Nursing
NEW! Online programs now available.
Visit our website for an updated list of
programs or call for a brochure
UNIVERSITY of NEW HAMPSHIRE
DEPARTMENT of NURSING
“Preparing skilled, knowledgeable, reflective leaders in health care.”
Doctor of Nursing
Practice (DNP) Program
• Are you a busy ARNP? CRNA? Midwife? CNL? Nurse Executive?
• Have you thought about a doctoral degree?
• Have you heard about the DNP?
The purpose of Doctor of Nursing Practice education is to prepare clinically
focused advanced practice nurses with the competencies needed for increasingly
complex practice and leadership roles.
DNP prepared nurses address challenges in the current health care system as
experts in clinical scholarship and practice improvement.
To learn more about excellence in nursing as a
Doctor of Nursing Practice through UNH contact
Dr Donna Pelletier at 603-862-2271 or visit
http://chhs.unh.edu/doctor-nursing-practice-dnp
Director of Nursing – Clough Center
New London Hospital is located in the beautiful Lake Sunapee Region and serves an area
of 32,000 residents who depend on the quality care and excellent staff of the hospital
for preventive and acute care. By joining New London Hospital, you will become part
of a team that values patient and family focused care and provides staff with a caring,
supportive environment.
In this role the chosen candidate will plan, direct, and manage the operational activities of
the Clough Center, while ensuring that quality and compliance standards are met. You will
ensure the leadership and management of all staff and identify and implement performance
measures for the department, to help achieve the operational goals of the organization.
Qualified applicants will possess strong written and verbal communications skills.
Applicants must have 2 years of previous management/supervisory experience and 3-5
years of relevant clinical experience to be considered. Applicants must have previous longterm care experience. The chosen candidate will be a graduate of an accredited professional
school and a bachelor’s degree or enrolled in a program within one year of employment or
equivalent in education and experience is required.
www.newlondonhospital.org
273 County Road | New London, NH 03257
603-526-5095
An Equal Opportunity Employer
On the Bookshelf
Commission Appointments
Reviewed by Alex Armitage, MS, CNL, APRN-BC, FNP
Alexandra Armitage is a Nurse Practitioner and a certified Clinical
Nurse Leader, specializing in neurology and neurosurgery; bringing
evidence-based practice to the bedside to improve patient care, patient
outcomes and institutional viability.
NHNA Appoints RN Members
to State Commissions
Fast Facts About EKGs for Nurses: The Rules of
Identifying EKGs in a Nutshell
NHNA was pleased this year to be invited to name representatives to three new or
expanding state commissions / councils. It is important that nursing interests and
viewpoints be represented in discussions and decisions which impact either healthcare in
general or the profession specifically. NHNA will now be “at the table” for NH nurses in
the following arenas:
Michele Angell Landrum
Springer Publishing Company (August 2013)
Paperback, 138 pages
This is a fabulous little book for nurses outlining the most
salient points of reading EKGs in a clear and concise format.
Starting with a quick revision of basic cardiac anatomy and
electrical conduction, the book quickly moves into learning
to recognize common cardiac rhythms and those rhythms
that you want to be sure never to miss. Michele Landrum
manages, very successfully, to focus the reader at the crux of
the subject: What am I looking at and what does this mean?.
I liked this book as it is written clearly with enough of a personal feel to
make it an interesting study.
Chapter 1 opens with “Every nurse knows the heart” And so we should, both literally and
figuratively. Part 1 Understanding the Basics is a quick review of basics and ends with
sample rate calculation questions. In Part 2 common cardiac rhythms are discussed with
example rhythm strips for visualization. There are rhythm strips and practice scenarios
at the end of this second section. The pocket size means that Fast Facts About EKGs
for Nurses is convenient to carry around as a reference book while on the floor or at the
bedside. Fast Facts About EKGs for Nurses is the latest in Springer Publishing’s Fast
Facts for Nurses series. This little book packs a powerful punch.
• The passage of SB 17 established a state Commission to “study palliative care
and associated quality of life initiatives” for which we were asked to identify and
appoint an RN with hospice and palliative care experience. Mary Scott, APRN,
AOCN of Colby-Sawyer College was selected.
• The passage of HB 232 added 6 members to the Governor’s Commission on
Alcohol and Drug Abuse Prevention, Intervention, and Treatment - with one new
seat designated for an RN. The chosen candidate was Donna Roe, DNP, FNPBC,CEN of St. Joseph Hospital.
• The NH Council on Autism Spectrum Disorders now includes a provision for an
RN member appointed by NHNA through a new amendment to RSA, 171-A:32,
I(v), Pamela DiNapoli, PhD, RN of UNH has been appointed as our designee.
Congratulations to these nurses and our thanks to all those who answered the call to
apply for consideration.
NHNA Meets Capitol Hill
Barbarajo Bockenhauer,
MSN, ARNP, PMHCNS-BC
In September, Judy Joy and I were privileged
to attend the American Nurses Association/
State Nurses Association (ANA-C/SNA)
Annual Lobbyist Meeting in Washington
D.C. This was an eye-opening experience on
more levels besides the $14 price tag on the
French toast! Nurses and their lobbyists from
twenty-nine states ranging from California
to Texas to Missouri to Maine all shared
their “hot topics,” state trends, and strategies
for effecting legislative change. We learned
that the legislature “tweets,” and so does
our ANA. Twitter is why we all have access
to breaking news about legislative actions
that ANA provides and can be a way for
us to communicate our questions to get an
immediate response.
BJ Bockenhauer,
Representative Annie Kuster,
NHNA President Judy Joy
on Capitol Hill
Mary Scott,
APRN, AOCN
Donna Roe,
DNP, FNP-BC, CEN
Pamela DiNapoli,
PhD, RN
Don’t forget to check out
the NHNA Mentor program!
We were proud to acknowledge to our colleagues that, in NH, all nurses and nurse
practitioners are able to “practice to the full extent of our education, training and
competence.” However, we were cautioned not to get complacent. Other states’ lobbyists
noted that many factions are seeking to encroach on or restrict our practice. Any time we
open our Nurse Practice Act, 424 legislators have an opportunity to recommend changes
– with goals that may not be consistent with our own. We learned what a tremendous
resource the ANA can be when we need advice and “facts” to support a position.
The Senior Policy Advisor and Director of Provider Engagement Office of
Intergovernmental and External Affairs at the U.S. Department of Health and Human
Services, Mandy Cohen MD, MPH, spoke to us about the impact that the Affordable
Care Act would have on state policy. Her message was timely, as we had all been
bombarded by the recent media melodramas suggesting that “Obamacare” would be
the equivalent of the “end of the world as we know it.” She made it very clear that she
appreciated the opportunity to speak to nurses and their lobbyists about the ACA. As
she noted, we had the power and influence of a much respected and impressive title –
Registered Nurse.
Martin Luther King once said “Our lives begin to end the day we become silent about
the things that matter.” In our meetings with aides to Senators Jeanne Shaheen and
Kelly Ayotte and Representative Carol Shea-Porter - plus our face-to-face session with
Representative Annie Kuster, Judy and I were anything but silent. In tag-team style, we
lobbied in support of nurse practitioners being able to order long term care and against
mandatory staffing ratio bills. We lobbied in support of safe hospital environments and
funding for nursing education. We offered NHNA as a resource to these legislators as
they worked to build coalitions across the aisle and throughout the chambers. The
experience provided validation for the coalition-building and collaboration that is the
foundation of NHNA.
If you could use a mentor or would like to BE one
visit http://nhna.moodlehub.com
to review the profiles of our
current volunteer mentors and
find out more.
In Memory
OB Nurse
Marion (Bickford) Baker, 89, died August 12, 2013. A 1945
graduate of the Notre Dame Hospital School of Nursing in
Manchester, she practiced as a private duty nurse and then in
long term care in Ashland, New Hampshire after graduation.
She practiced at Speare Memorial Hospital and retired as an
obstetrics nurse after a 49 year career.
Sacred Heart Grad
Rosemary (Lambert) Genest died
August 17, 2013 at age 75. She was a
graduate of the Sacred Heart Hospital
School of Nursing and was employed
by Catholic Medical Center. Prior to
her retirement she practiced at the
Hillsborough County Nursing Home.
of
Our Colleagues
Addictions Nurse
Linda M Pavia, 57, died September 7,
2013. A New York native, she practiced
as an RN for over 31 years. She worked
in the field of hospice and most recently
at the Greater Nashua Mental Health
Center specializing in addiction care.
Linda Pavia
Elliot Grad
Gail Ann (Brown) Simano died
September 15, 2013 at age 71. She was
a 1963 graduate of the Elliot Hospital
School of Nursing.
Second Career Nurse
Alberta G. (Hall) Varney, 77, died
August 21, 2013. After raising a family,
at the age of 50 she received her LPN
from St. Joseph’s Hospital school of
Nursing and then returned to the New
Hampshire Technical Institute for her
associate’s degree in nursing at age 56.
She practiced at St. Joseph’s Hospital
and Dartmouth Hitchcock Medical
Alberta Varney
Center in Milford.
Occupational Nurse
Judith A. Frizzle, 66, died August 21, 2013. Judy received
an associate degree in nursing in 1995 from the Manchester
Community College. After practicing at several nursing
facilities, she served as a managed care specialist for
Concentra, an occupational health provider.
Lakes Region Nurse
Jeannine C. (Dutil) Dutile died August
27, 2013 at age 79. Receiving her diploma
in nursing from Maine, she practiced at
Lakes Region Hospital and Lakes Region
OB-GYN Professional Association for
over 40 years.
Jeannine
Dutile
50 Year Career
Margaret Jane “Peggy” (Woodbury) Collins, 76, died
September 2, 2013. A 1958 diploma graduate of the Concord
Hospital School of Nursing she practiced at the Elliot
Hospital in Keene and later at the Maplewood Nursing Home
for over 50 years, retiring as a supervisor.
Seacoast Nurse
Maxine L. Lacy died September 4, 2013 at age 65. A New
Hampshire native and 1980 BS graduate of New York
University, she returned after her education and practiced at
the Rockingham County Nursing Home, Tri-City Visiting
Nurses Association and Dover Rehabilitation.
Air Force Nurse
Marilyn Jeanette (Astle)
Derrickson,
88,
died
September 7, 2013. A graduate
of the Cadet Nursing Program
after practicing in Vermont, she was
commissioned in the US Air Force in
1953 and served two years of active
duty. In 1969 she continued her career at
Speare Memorial Hospital in the ED and
briefly as the Director of Nursing. Her
practice also included camp nursing and
the health officer for the town of Plymouth.
Gail Simano
Public Health Nurse
Doreen
A.
(Johnson)
Knight, 76, died September
19, 2013. After earning
her diploma and bachelor’s
degree in Minnesota in 1959, her early
career was spent practicing at Cottage
Hospital, Mary Hitchcock Hospital,
Littleton Hospital and Lake’s Region
Hospital. She practiced for 13 years
Doreen
for the NH Department of Health as
Knight
a communicable disease nurse with a
focus on TB. In the 1970s she helped establish the Central
NH Visiting Nurse Association and Hospice, eventually
specializing in bereavement.
Army Nurse
Amogene (Travis) Kimball,
age 92, died September
24, 2013. After receiving
her diploma in nursing she obtained
a bachelor’s degree in public health
nursing. From 1944-1946 she served in
the US Army Nurse Corps in Mississippi
in charge of the rheumatic fever unit.
After discharge she practiced at Exeter
Hospital and was employed by the
Metropolitan Live Insurance Company
as a public health nurse.
Annette
Saulnier
Psych APRN
Linda Gail (Corbin) Flynn, 62, died
suddenly October 24, 2013. A diploma
graduate of the New Hampshire Hospital
School of Nursing she later obtained
her Master’s degree in Nursing from
Rivier College and was credentialed as a
psychiatric nurse practitioner. She spent
her early career at the New Hampshire
State Hospital and later was employed by
the VA hospital working with veterans.
Linda Flynn
Elliot Grad
Bettyann Davisson Cheney, 81 died October 27, 2013.
A graduate of the Elliot Hospital School of Nursing, she
practiced nursing for over 40 years.
Amogene
Kimball
Pulmonary Nurse
Marianne “Kelly” (Fournier) Barrette,
54, died October 30, 2013 after a long
illness. After obtaining her RN license
she practiced with the Elliot Pulmonary
Medicine Associates in Manchester. She
recently received her bachelor’s degree
in nursing from Rivier College in 2012,
studying while undergoing chemotherapy.
Marianne
Barrette
DHMC Nurse
Carol A. Fellers, 69, died October 2,
2013. A 1965 diploma graduate of the
Elliot Hospital School of Nursing, she
practiced a year at the Elliot before
relocating to the Upper Valley and Mary
Hitchcock Hospital. She practiced at
DHMC until her retirement in 2008.
Carol
Fellers
Geriatric LPN
Janice A. (Rollins) Manson died
October 6, 2013 at age 73 after a sudden
illness. She worked as an LPN in
geriatrics at the Laurel Center in Bedford.
Janice
Manson
Marilyn
Derrickson
Arline Rich
PACU Nurse
Annette (Grenier) Saulnier died
October 14, 2013 at age 65. A 1970
diploma graduate of the Sacred Heart
Hospital School of Nursing she practiced
nursing at Catholic Medical Center for
over 40 years. Her practice area was postanesthesia which she later managed.
Rosemary
Genest
North Country Nurse
Rachel Marion (Knapp) Whitney, age 85, died August
20, 2013. Rachel received her nurses’ training in Vermont,
Montreal, and New Jersey - finally settling at Cottage
Hospital in Woodsville. She later practiced at the Grafton
County Nursing Home.
Nursing Instructor
Arline Ann Downes Rich, 87, died
October 13, 2013. A NH native, she was a
diploma graduate of the Mary Hitchcock
Hospital School of Nursing in 1947. She
remained at the school to be a nursing
instructor and later became a supervisor.
She was employed at MHMH in nursing
administration for 39 years. She also
became the first instructor of nursing at
the Hartford High Vocational School in
1971.
Visiting Nurse
Claire (Verrette) Perry died October 9,
2013 at age 85. She was a 1949 graduate
of the Elliot Hospital School of Nursing
and practiced at the Elliot for many
years. She later was employed by the
Visiting Nurse Association.
Opthalmic Nurse
Gladys Adele Moffitt, 96, died
November 1, 2014. Obtaining her nursing
diploma in 1938 in Massachusetts she
later received a Bachelors in psychology
from New England College in Henniker.
Her practice specialty was ophthalmic
nursing. The last 20 years of her
career was spent at the VA Hospital in
Manchester caring for veterans as she
had during WWII at Walter Reed Army
Hospital.
Gladys
Moffitt
St. Joes Grad
Kathleen E (Inglis) Mack, 63, died
November 2, 2013. She received her
nursing education from the St. Joseph’s
Hospital School of Nursing and retired
in 2011 after 23 years of practicing at the
Elliot Hospital.
Kathleen
Mack
Long Term Care Nurse
Diana E (Bristol) Knox, 74 died November 6, 2013. She
became an LPN in 1976 and received her BSN from Baylor
University in 1975. She had practiced as the charge nurse at
the Miriam House in Conway since 1999.
Claire Perry
NHNA Mentor
Program Invites
Your Input
Over the past year we have presented information in this
publication on the NHNA Mentor program – including
profiles of the first group of volunteers*. This initiative
was created by our Commission on Nursing Practice in
response to what appeared from various surveys and focus
groups to be a large demand. A website was developed to
facilitate connection between nurses (or students) seeking
guidance or information to those willing to share expertise
on a wide range of topics. (http://NHNA.moodlehub.com )
The site is open to all NH nurses whether or not they are
NHNA members.
In November NHNA hosted a social gathering to “Meet
the Mentors” – which was ultimately attended by nurses
who had already signed up to BE mentors with the
program - rather than those seeking their advice. The
evening did provide the perfect chance for those volunteers
to connect in person and share experiences of important
‘mentor’ relationships from their own lives. Stories
indicated that each had benefit of different types of help
/ guidance / support from others – at all stages of their
careers, from ‘newbie’ through changing specialties or
obtaining advanced degrees.
Knowing the critical value of these relationships, the
group began discussion of how we could increase
utilization of the NHNA program to benefit more nurses.
All our mentors are excited to give back to the nursing
profession and share their experiences. They especially
look forward to helping nurses who are facing the
challenges of returning to school – which is something
most of them have been through.
One thought was that there may be some misperception
about the term ‘mentor’ and that it automatically involves
a long term, formalized relationship. The dictionary
definition of the word is simply “someone who teaches or
gives help and advice to a less experienced person.” That
can happen with fairly brief contact. When envisioning
the NHNA program, developers viewed ‘mentoring’ as
a continuum – from merely answering questions and/or
suggesting resources via phone or email (ie: ‘Mentoring in
Minutes’) - to job shadowing – to more regular connection
and counsel as agreed upon.
The website tool allows nurses to explore the directory
of expertise available to decide where best to direct a
question - but can also be used as an online discussion
forum. It does require creating a login ‘account’ – which
some felt might be impeding usage – but it’s truly much
less cumbersome or revealing than setting up a Facebook
profile. J
Said Destiny Brady of the Nursing Practice Commission,
“I thought the evening was a great opportunity to
meet and network with nurses from across the state.
Our conversations really validated the importance of
mentoring. We were happy to see so many enthusiastic
volunteers from many different specialties and practice
settings!”
New Hampshire Action Coalition:
Transforming Health Through Nursing
The Campaign for Action Representative
Visits New Hampshire
Dr. Susan Hasmiller of the National Campaign for Action
visited New Hampshire on September 10, 2013 to share
a vision of healthcare transformation in New Hampshire
and talk with key stakeholders to answer questions and
offer support. Dr. Hasmiller began the day with the
NHAC Leadership Group and Executive Committee for
breakfast. Thank you to Kelly Laflamme for organizing
a discussion circle with members of the Endowment for
Health, Granite State United Way, and the NH Nursing
Diversity Pipeline Project. We are grateful as well to
Representative Laurie Harding for organizing a session
for legislators. The legislative session was well attended by
many current policy makers in the state were able to hear
from Dr. Hasmiller about Campaign for Action success
stories from around the country. Dr. Hasmiller had lunch
at the New Hampshire Hospital Association organized by
Trish Sweezey and the NH Organization of Nurse Leaders.
That session spawned an exciting discussion on the
support of nursing leadership in the state. The day ended
at the Institute for Health Policy at Saint Anselm College.
Thank you to Dr. Sharon George for coordinating the
session and inviting faculty and students throughout the
state for a discussion on the future of nursing and nursing
education in New Hampshire. Over 75 students and faculty
from associate and bachelor degree programs around the
state engaged in candid conversation with Dr. Hasmiller
on strategies for academic progression and student support
(see pictures).
Reports from the NHAC Pillars:
• Data: Thank you to Data Workgroup leader Pam
DiNapoli, University of New Hampshire and Denise
Nies, NH Board of Nursing for their efforts toward
nursing workforce data collection in New Hampshire.
The Institute of Medicine (IOM) in The Future
of Nursing: Leading Change, Advancing Health
report recommends to “Build an infrastructure for
the collection and analysis of inter-professional
health care workforce data.” In an effort to meet
that recommendation, the Forum of State Nursing
Workforce Centers advocates for a minimum set of
data that should be collected. The Board of Nursing
will now be collecting this data through online license
renewals.
•
Education Transformation: Thank you to Dr. Sharon
George, Saint Anselm College and Dr. Thomas
Connelly, Keene State College for their service to the
Education Transformation workgroup. Dr. George
has been leading educational improvement efforts for
years in New Hampshire as an original member of
the PIN IV grant committee which created seamless
academic progression models throughout the state.
We welcome new co-leads Dr. Sherrie Palmieri, St.
Joseph’s School of Nursing and Carol Boutin, Nashua
Community College.
•
Diversity: Led by Kelly Laflamme, Endowment for
Health and Kerry Nolte, Jonas Scholar and UNH
Faculty, the NH Nursing Diversity Pipeline Project
funded through a RWJF Partners in Nursing grant,
celebrated its accomplishments on September 20, 2013
at Nashua Community College. (see photo) Thank you
to all who contributed to this project.
•
New Pillar Leadership: Members of the New
Hampshire Organization of Nurse Leaders (NHONL)
have agreed to take responsibility for forming a new
pillar focused on Leadership. The Campaign to
Champion Nursing is lending a particular focus to
this work over the next year. As this Pillar is further
developed, more information will be provided in
upcoming reports.
NHAC Executive Committee:
• The NH Organization of Nurse Leaders (NHONL)
represented by Linda J. von Reyn, PhD, RN and Chief
Nursing Officer – Dartmouth Hitchcock Medical
Center
• NHNA represented by Sandra McBournie, RN, BS,
M.Ed. – Plymouth State University
• Nursing Champions represented by Shawn LaFrance,
Executive Director – Foundation for Healthy
Communities (FHC) and Kelly Clark, State Director,
AARP–New Hampshire
For more information on the Center to Champion
Nursing in America go to http://championnursing.org/
CCNA-overview-2010. You can find more information
on the NHAC and join the conversation at http://
campaignforaction.org/state/new-hampshire
Would you like to get involved in the New Hampshire
Action Coalition? We would love your hand and your
voice! Contact us at [email protected]
Reference: IOM, (2011). The Future of Nursing: Leading Change
Advancing Health. The National Academies Press, Washington:
DC.
The Commission plans to organize other gatherings with
a specialized focus – such as panel discussions on how
to choose the right BSN program - or surviving your
first year in a new role. NHNA invites your comments
and suggestions on how we can expand and improve the
program to better serve your needs. Email: nhnamentor@
gmail.com or call our office at 225-3783.
(*For profiles of current Mentors, visit the Moodle website
directly or see the April-June issue of NH Nursing News at
the archive link on our homepage: www.nhnurses.org )
Linda von Reyn, Susan Hassmiller,
and Sandra McBournie
Susan Hassmiller and Mary Bidgood-Wilson,
Exec. Director of NHNPA
No Campus Visits
Liberal Credit Transfers
Competitive Tuition
Classes That Fit Your Schedule
Barbarajo Brockenhauer, Linda von Reyn,
Susan Hassmiller, and Judy Joy
Trinidad Tellez, Linda von Reyn,
Susan Hassmiller, Margaret Franckhauser
Nursing Specialties – Working Together
On October 24th NHNA was pleased to host a gathering
of leaders from several specialty organization chapters
to network and explore common interests. After a social
hour and introductions, the group convened in discussion
of how to apply the collective power of all nursing
associations in New Hampshire, and to identify how to
best work together.
Specialties represented were: ENA (Emergency
Nurses); NHNPA (Nurse Practitioners); NH-VT APAN
(Peri-Anesthesia Nursing); NASN (School Nurses);
AWHONN (Women’s Health, Obstetric & Neonatal);
AORN (Operating Room Nurses); NADONA (Directors
of Nursing in long term care), and NHANA (Nurse
Anesthetists). Other groups expressed interest but were
unable to attend.
Some of the areas discussed were: increased use of
medical assistants and community paramedics in
outpatient settings; unresolved legislation around
violence against nurses; a pending oral health act:
NP prescribing restrictions; insurance reimbursement
problems; increased acuity of patients in long term care;
Looking for the
perfect career?
Look no further than...
a rise in births with drug affected babies, and non-nurses
administering emergency drugs in school settings.
“I am gratified that the nursing leaders of NH specialty
organizations are fully committed to working together on
issues, stated NHNA President Judy Joy. “Although we
talked a great deal about shared concerns, there was clear
understanding that jointly supporting the unique issues of
an individual specialty also strengthens our profession.”
Discussions will continue at our upcoming Legislative
Forum, January 29th. (See pg. 9.)
Looking for cutting edge training in the
management of STDs and HIV?
Visit www.RatellePTC.org to view the latest
course offerings and register for a course
that is convenient for you. Many courses
offer free CME/CEU credit.
nursingALD.com
Find the perfect nursing job
for you!
Ratelle STD/HIV
Prevention Training Center of New England
Member
Spotlight
ANA News
ANA Supports Federal Bill to
Eliminate Manual Patient Handling
Bill Would Require Employers to Develop Plan to
Prevent Worker, Patient Injury
SILVER SPRING, MD – The
American Nurses Association
(ANA) applauds the introduction
of federal legislation to protect
registered nurses (RNs) and
other health care workers
from costly, potentially career-ending injuries and
musculoskeletal disorders (MSDs) caused by manual
patient handling, such as lifting, transferring, and repositioning.
The Nurse and Health Care Worker Protection Act of
2013 (H.R. 2480) would improve patient safety and
quality of care. Crafted with input from ANA, the bill
is sponsored by Congressman John Conyers (D-MI), a
long-time champion of safe patient handling and mobility
(SPHM) issues. The legislation, revamped from earlier
bills, incorporates key content of the newly published
Safe Patient Handling and Mobility: Interprofessional
National Standards, a publication for creating,
implementing, and managing a SPHM program developed
by ANA and a multi-disciplinary team of national subject
matter experts.
“Now, even though there have been great advances in
safe patient handling and mobility technology, its use
and availability continue to be spotty, and policies have
been inconsistent, as well,” said ANA President Karen A.
Daley, PhD, RN, FAAN. “Federal legislation will increase
protections for patients and ensure safe working conditions
and overall health and wellness for nurses. Health care
worker and patient safety go hand-in-hand.”
Data from the Bureau of Labor Statistics in 2011 showed
that registered nurses ranked fifth among all occupations
for the number of MSD-related injuries and illnesses
resulting in days away from work. Safe patient handling
and mobility programs have been shown to benefit both
health care workers and patients.
Research from the National Institute for Occupational
Safety and Health (NIOSH) in 2006 reported that the
implementation of a SPHM program is associated with
improved quality of care, resident safety, comfort, and
satisfaction. Regarding cost, a study by the Centers for
Disease Control and Prevention (CDC) found that the
investment in equipment and training was recouped in less
than three years in lower worker compensation claims.
Among its provisions, the bill would require the
Occupational Safety and Health Administration to develop
and implement a safe patient handling and mobility
standard that will eliminate manual lifting of patients
by direct-care RNs and health care workers, and require
health care employers to:
• Develop a safe patient handling and mobility plan,
and to obtain input from direct-care RNs and health
care workers during the process of developing and
implementing such a plan;
• Purchase, use and maintain equipment and to train
health care workers;
• Track and evaluate injuries related to the
application of the safe patient handling and
mobility standard; and
• Make information available to employees and their
representatives.
For more information on ANA’s safe patient handling and
mobility initiative, visit www.anasphm.org.
Ti
ackage. Earned
fits p
&S
e
n
e
ick
b
a
Health Care
Li
ental & fe Insuranc
h, D
e,
&
alt
Ne
He
s.
10 Paid H
ual.
r
oli
c
c
da
eA
y
m Sullivan County
“All day, every day, we make life better.”
Positions available
RNs & LPNs
Full Time 3-11 or Per Diem
IV certification and experience is preferred for
nurses, but we will train. This is an opportunity
you do not want to pass up.
w
t
ha
For more information, or to set up an interview,
please contact Human Resources
(603) 542-9511 ext. 286 or
humanresources@
sullivancountynh.gov
5 Nursing Home Drive
Unity, NH 03743
AMHC provides competitive pay and a supportive team environment.
Our mission is to provide comprehensive mental health, substance
abuse treatment services to Aroostook, Washington and Hancock
County communities.
❍ Psychiatric Nurse Practitioners
Recruitment is underway for Master Level Psychiatric Nurses who are
independently licensed in the State of Maine. Primary responsibilities
are to provide psychiatric assessments and medications management,
as well as consultation to multidisciplinary care teams.
This position requires a Masters Degree that represents study in
advanced clinical practice in a selected area of psychiatric nursing, and
passing of a national certification examination. This position requires
the individual to be independently licensed as an Advanced Practice
Nurse by the Maine State at time of hire. AMHC is also NHSC approved
employer.
Salary commensurate with experience. Assistance also available for
interview, relocation and licensure expense reimbursement.
Please submit a letter of interest, resume to:
Brittany Haines
Human Resource Specialist
AMHC
P.O. Box 1018, Caribou, Maine 04736
Email to: [email protected]
www.amhc.org
AMHC is a non-profit organization and an Equal Opportunity Employer.
Professional
Development Through
ANA & NHNA Benefits
Your Career and
Your Patients
A nurse and an ANA/NHNA
member for just over four
years, Grace St. Pierre BSN,
RN-BC, believes in life-long
learning. “Whatever health care
related topic I want to learn
about – surgeries, drugs, care
coordination, managing stress or
safe patient handling – I know
that ANA or NHNA will have
the educational resources to help
me,” explains St. Pierre.
Grace St. Pierre,
BSN, RN-BC
For many nurses the question
is not whether to attend classes that will keep your skills
current– it’s how to find the time. That’s why ANA /
NHNA offer a variety of programs tailored for nurses’
busy schedules. Options include live and archived
webinars; self-paced online courses, books, periodicals
and of course, in-person meetings and conferences. “I love
the monthly Navigate Nursing webinars – and the new
Healthy Nurse program. As nurses, we are so focused on
caring for others that we forget the importance of caring
for ourselves - which can impact the care we give to our
patients,” says St. Pierre.
Active involvement in the association adds greatly to a
nurses’ professional development. “As the ‘recent grad
director-at-large’ on the NHNA Board, I also have an
amazing network of built in mentors,” said St. Pierre.
“When at Board or Commission meetings I am surrounded
by strong, vibrant and passionate nurses who have
welcomed me into their midst and helped me learn how to
understand the ‘big picture’ of nursing. I’m still learning,
but I now have an expanded support system to turn to.
This has been a great opportunity for growth – and lets
me make a meaningful contribution to the profession in
New Hampshire through the association that advocates for
nursing practice across all specialties.”
“Involvement is also FUN,” she continues. “I’ve been able
to take part in many events this past year: sharing my ‘new
nurse’ experiences with graduating RNs at our student
conference in April - and enjoying the fall awards banquet
and recent social networking events. We are planning
more get-togethers around our Mentoring program and
a special ‘Healthy Nurse’ field day in June. I encourage
other nurses to join us in organizing these events.” *
“My ANA/NHNA membership has been a great career
investment. I receive discounts on my ANCC certification;
I get free or discounted online CE, and when I applied to
Georgetown University for my Masters, the application
fee was waived because I was an ANA member,” explains
St. Pierre. “I think the benefits outweigh what I pay in
dues. Membership is worth the investment. Perhaps most
valuable is having my voice represented at the both the
state and national levels.”
New lower dues for joint NHNA and ANA membership,
just $13/month or $150/year, make these valuable benefits
more affordable. Visit www.nhnurses.org/membership for
more details and the link to join online.
* Live events provide an opportunity to meet and network
with other nursing professionals while you learn. Register
for the ANA Quality Conference February 5-7, 2014 in
Phoenix, AZ to gain true insights and strategies for the
toughest nursing practice challenges. For the next NH
event – see page 9 of this issue.
ire
psh
am
H
Reti
r
e
m
ent
W
Welcome New &
R einstated M embers
Patricia Abrams
Jacqueline Aguilar
Mary Allard
Stephanie Andrade
Nicole Annis
Kim Bernard
Susan Black
Kristy Blundell
Kimberly Bosma
Destiny Brady
Elizabeth Brancic
Donna Briere
Heather Brooks
Carolyn Brown
James Calimeri
Pamela Carley
Karen Carmona
Jodi Carner-Higgins
Gail Cartier
Mary Churchman
Mary Clancy
Barbara Collins
Ina Cruite
Deborah Danzig
Kathi Degregorio
Carol Delisle
Farrah Deselle
Nancy Desotto
Casey Deyoung
Patricia Dille
Deborah Dodge
Sarah Doherty
Audrey Donovan
Margaret Dorson
Lynne Duhaime
Elaine Durand
Elizabeth Dyer
Valerie Edwards
Kelly Elliott
Lynn Emery
Patricia Fahy
Kelly Feciuch
Vickie Fieler
Jennifer Finn
Katherine Firth
Laurie Flanders
Cheryl Gagne
Melissa Gauthier
Lisa Gray
Loretta Grimm
Ruth Guin
Shaina Haley
Glenna Hart-Mercure
Danielle Hatfield
Rachel Hollingsworth
Kyle Hotaling
Lisa Howard
Deborah Irish
Paula Johnson
Rachel Johnson
Catherine Johnston
Nancy Jones
O’Reilly Joyce
Karen Kearney
Diane Ketchum
Shelley Kiesel
Elizabeth Kotrady
Lillian Krajenka
Linda Krylov
Erica Lambert
Kathie Leclerc
Robin Legacy
Amy Leroux
Danielle Libby
Dorothy Long
Terry Malec
Kelly Manson
Swanzey, NH
Londonderry, NH
Newmarket, NH
Plaistow, NH
Cornish, NH
Nashua, NH
Dublin, NH
Kensington, NH
Dunbarton, NH
Boscawen, NH
Nashua, NH
Milan, NH
Center Barnstead, NH
Moultonborough, NH
Pembroke, NH
Claremont, NH
Nashua, NH
Manchester, NH
Newport, NH
Portsmouth, NH
Merrimack, NH
Manchester, NH
Weare, NH
Chelmsford, MA
Concord, NH
Concord, NH
Bedford, NH
Epping, NH
Raymond, NH
Westmoreland, NH
Amherst, NH
Hooksett, NH
Stratham, NH
Peterborough, NH
Manchester, NH
Litchfield, NH
Hudson, NH
Greenville, NH
Weare, NH
East Hampstead, NH
Hampton, NH
Londonderry, NH
Hampton
NH
Salem, NH
Auburn, NH
Barrington, NH
Nashua, NH
Nashua, NH
Deerfield, NH
Hampton, NH
Woodsville, NH
Lincoln, NH
Keene, NH
Portsmouth, NH
Manchester, NH
Jaffrey, NH
Kingston, NH
Concord, NH
Lebanon, NH
Hanover, NH
Raymond, NH
Greenfield, NH
Portsmouth, NH
Laconia, NH
Manchester, NH
Claremont, NH
Fairlee, VT
Derry, NH
Brookline, NH
Plaistow, NH
Gorham, NH
Chester, NH
Melvin Village, NH
Lebanon, ME
Woodsville, NH
Newport, NH
Dalton, NH
Narra Martineau
Cynthia Mathews
Mary Matthews
Isobel McCallum
Twila McInnis
Janet Meade
Mary Merrill
Jessica Michakczyk
Eliot, ME
Campton, NH
Concord, NH
Colebrook, NH
Bedford, NH
Henniker, NH
Merrimack, NH
Fremont, NH
Mary Munyu
Pamela Murphy
Alicia Musto
Jerilyn Nadeau
Christina Nicatra-Knasick
Carolanne Nissi-Jordan
Sherrie Palmieri
Sara Parenti
Erica Peery
Silvia Pena
Julie Percy
Debra Petersen
Nancy Petlon
Jenna Poulin
Lynda Powers
Jean Proehl
Krista Provost-Tate
Jennifer Rivera
Nashua, NH
Peterborough, NH
Manchester, NH
Windham, NH
Salem, NH
Berlin, NH
Nashua, NH
Litchfield, NH
Peterborough, NH
Nashua, NH
Franklin, NH
Nashua, NH
Dover, NH
Spofford, NH
Strafford, NH
Cornish, NH
Nashua, NH
Keene, NH
Denise Ruby
Michelle Rudolph
Jillian Saunders
Brianna Seaver
Aisling Sheil
Kelsey Skeffington
Cynthia Smiddy
Min Sobozenski
Joan Sontag
Lawrence Spector
Sarah Stickney
Patricia Stone
Heather Sullivan
Heather Sweeney
Cheryl Szacik
Marian Tatarczuk
Helena Turner
Erica Tuttle
Donna Urbanek
Katherine Veysey
Joan Walsh
Pamela Wetmore
Timothy Wheaton
Angela Whissel
Jennifer Wing
Stephanie Zarr
Boscawen, NH
Nashua, NH
Concord, NH
Millers Falls, MA
Manchester, NH
Auburn, NH
Derry, NH
Pembroke, NH
Mont Vernon, NH
Merrimack, NH
Allenstown, NH
Nashua, NH
Merrimack, NH
Amherst, NH
Madbury, NH
Brentwood, NH
Exeter, NH
Campton, NH
CONCORD, NH
Derry, NH
Belmont, NH
Mt. Vernon, NH
Sandown, NH
Nashua, NH
Windham, NH
Nashua NH

Inside... - NursingALD.com

Transcription

Similar documents

Travel Nursing 101: Get the Facts

Mary Ellen Smith Glasgow, PhD, RN, ACNS-BC

Who are we?

RN-BSN Program - the UC Irvine Health Home Page

Cal State Fullerton, School of Nursing

Your hometown. Their future.

Loma Linda University School of Nursing

Nurses Exerting an Influence: Advocacy in the Modern Era

Charles “Tripp” Francis Charles “Tripp” Francis

Best of 2012 - ADVANCE for Nurses