Calling all nurses! Springer Publishing Company has launched the 2019 Nursing Career Survey, and we want to hear from you!
This study is designed for professional nurses and nursing students in every stage of their careers. Springer Publishing Company is surveying nurses to find out more about your professional paths, academic achievements, and leadership goals.
We are interested in learning about what steps you take and what tools you use to further your career, whether you’re just starting out or you’re thinking about pursuing a specialty. Your feedback will help us determine how we can better serve you and your needs in your nursing careers.
As always, there’s a perk for participating and helping Springer Publishing Company report the most up-to-date nursing career data. Survey participants will be entered to win one of five $25 Amazon gift cards!
Click here now to participate in the survey. We look forward to hearing your responses!
Indeed recently released a report of the 15 most difficult healthcare roles to fill in the United States, after reviewing which jobs remained unfilled after 60 days. Nurse practitioner roles and agency nurse roles neared the top of the list, ranked at third and fourth respectively.
Preparing for the Nursing Shortage
There is a strong need for more healthcare workers of all specialties, but especially nurses. As the nursing shortage continues, it remains likely that the US will be in need of at least 95,000 nurse assistants and 30,000 nurse practitioners by 2025.
59.7% of nurse practitioner roles remained open after 60 days of being posted. These roles in particular remain crucial as NPs have more responsibilities than registered nurses, and are able to write prescriptions. Agency nurse roles were similarly difficult to fill, with 57.8% of these roles still available after 60 days.
“To identify the hardest-to-fill healthcare roles, we compiled a list based on the percentage of jobs unfilled after two months,” Indeed wrote in its report. “Job postings can be open for longer than 60 days for different reasons; in this case Indeed uses this measure as a proxy for hiring difficulty.”
Indeed also noted that nurse practitioner roles, as well as pulmonologist and rheumatologist roles, had over two thirds of their job listings still open after 60 days.
“One of the biggest challenges facing the field of nursing right now is that many will soon retire,” Indeed reported. “This represents not only a shortage of people to do the job but also a large loss of institutional knowledge.”
Expanding the Recruitment Reach
Rethinking nursing recruitment efforts is key for hospitals looking to fill nursing roles of all specialties. Some hospitals offer bonuses, tuition coverage, and housing options in hopes of attracting top nursing talent. But expanding nurse recruitment to other states can help fill crucial roles sooner.
In its report, Indeed highlighted that the nursing shortage was not found in every region of the United State. Recent research by the US Department of Health and Human Services shows that in 2030, though some states are predicted to have serious shortages of nurses (California, Texas, New Jersey and South Carolina), others may have a significant excess supply of nurses (Florida, Ohio, Virginia and New York).
Recently, we connected with Dr. Mary Lilly to talk about the benefits of being a Primary Care Mental Health Integration (PCMHI) Nurse Practitioner at VA. Her insights will give you a better idea of what it’s like to be on VA’s collaborative, multidisciplinary team, and help you decide if a career with VA is right for you.
Can you tell us about PCMHI at VA?
Through this model, primary care providers work directly with the mental health team to address patient needs that require specialty expertise. This can be anything from psychiatric evaluations and diagnoses to medication management and more. By doing so, we streamline the service delivery process and ensure more efficient and effective treatment.
What does a typical day look like for you?
My workdays focus on the mental health questions and concerns of Veterans, who are referred to me by their primary care physicians and other NPs. I also consult with these professionals on medications they may wish to prescribe, and I provide follow-up services to patients as needed.
As a VA NP, you have full and independent practice authority. How does this impact your career?
Autonomy helps me grow every day, which is essential to my overall job satisfaction. Fulfillment like this is part of what drives employee retention and service quality throughout our organization.
One of the many reasons is the benefits—they’re outstanding. They give me the scheduling flexibility, PTO and financial support I need to make the most of my personal life, which includes spending time with my family. And if we ever need or want to move to a different state, I have the freedom to do so, since our health system has locations throughout the country. This is my fourth year with VA, I spent the first two years at El Paso, one year at Loma Linda and recently came back to the El Paso facility. Transferring is straightforward because only one state clinical license is required to work at any VA facility nationwide. You won’t find that kind of mobility anywhere else.
What’s the best part of working at VA?
Serving those who’ve served America. Veterans are the most interesting and rewarding patients to care for. Their service and stories are truly inspirational, and I am forever grateful for both them and the opportunity to impact their lives.
What are you most excited for in 2018?
We have a new Primary Care Chief, Dr. Barrett Hayes, who will work to help providers reach their full potential. I’m confident that his team’s leadership will be transformational and drive the advancement of Veteran care at my facility and beyond.
This story was originally posted on VAntage Point.
Katherine Kuren Black, MSN, RN-BC, shares insights from her book
The New Jersey Action Coalition, in response to the Institute of Medicine’s recommendation to implement nurse residency programs across all practice settings, initiated a statewide program for new graduate RNs working in post-acute care (PAC) beginning in 2014. To date, more than 100 nurses and their experienced preceptors from more than 50 facilities in the state have completed this education program. The new book, Developing a Residency in Post-Acute Care, that I co-authored shares the experiences, program content and lessons learned from that innovative project.
How can this book help nurse leaders in post-acute settings to meet the challenges they presently face to provide safe, person-centered, evidence-based nursing care? It provides current, ready-to-use education for PAC nurses as well as other caregivers. Nurses in PAC strive to care for increasingly complex patients; adapt to new regulations and financial restrictions; and incorporate patient care technologies previously unknown outside of acute care. The rapid rate of change is unprecedented, requiring continual, stressful and swift improvements in knowledge and skill. Preventing rehospitalization alone requires a nursing staff with proficiency in assessment, early identification of deterioration, and appropriate intervention. Adding to this environment is high nurse turnover with vacancies expected to increase as experienced nurses retire. These events will create a practice gap that nurse leaders will have to fill, much of it with education to insure the competence and confidence of nursing staff.
Clinical safety and competence are always critically important; however, nurses must be knowledgeable and skilled in many areas in order to be effective. For example, teamwork and collaboration are essential to thriving in an interprofessional environment. Expertise in communication is required for all interactions with patients, families and colleagues; and as consumers develop greater expectations for care, communication becomes an indispensable skill. Regulatory expectations for nurses to participate in evaluating and implementing best practices as well as leading performance improvement projects requires education in these areas as well. These are among the topics detailed in Developing a Residency in Post-Acute Care.
The need to intensify nursing professional development in PAC is compounded by often limited resources. Nurse educators with a dedicated role are less common than in acute care, and responsibility for education often falls on someone with multiple jobs. Management, infection control and/or employee health are commonly combined functions, and these may take precedence over education. PAC care settings may not be able to afford subscriptions to print or online journals, and usually do not have access to medical libraries. Even with those resources, the time to research best practices or innovative solutions to problems probably does not exist in the extremely busy life of a PAC nurse leader. The Internet is a vast store of educational resources, but locating and evaluating options can be very time consuming. This book can dramatically reduce the amount of effort spent researching and preparing educational sessions by suggesting content, methods and literature/media sources.
With education come increased nurse confidence, greater accomplishment and the possibility of role expansion. With that, staff engagement and satisfaction increase, yielding the added benefits of improved retention, workplace stabilization, renewed professional energy and a more successful PAC setting.
This story was originally posted on MedPage Today.
Luis considered going to work at a private-sector hospital following military service. But he chose a career as a nurse at VA, in part after benefiting from the care and comradery of VA.
“Being a Vet myself, I would like to influence how other Veterans are taken care of and the overall environment,” Luis says in a video. “I felt more comfortable here, so I think I can contribute more here.”
Luis’s story is a reminder that many Veterans choose VA healthcare careers for the chance to work with and care for others who have served and use their military skills in a civilian job.
“While in the service, I was a hospital corpsman,” he said. “My service, I feel, just carried on from there.”
Choose VA to advance in nursing
Veterans like Luis have flourishing nursing careers at VA, by applying skills learned in the military and by taking advantage of the many opportunities for continuing education and professional development.
VA is the nation’s largest employer of nurses, with programs in student employment, residency and orientation and nursing education scholarship programs such as the National Nursing Education Initiative (NNEI).
“Whether nurses are LVNs (licensed vocational nurses) or RNs (registered nurses), they can move up,” said Marlene Brewster, associate director for Nursing and Patient Care Services at the VA Greater Los Angeles Healthcare System in another video.
NNEI supports nurses like Luis with obtaining baccalaureate and advanced nursing degrees such as bachelor’s, master’s and Doctor of Nursing Practice from an accredited education program.
Luis is getting his bachelor’s degree through the initiative. After graduation, he plans to study for a master’s degree, he said.
Choose VA today
“There’s a lot more benefits here than you might see on first glance,” he said.
Luis chose a VA nursing career to care for other Veterans and to learn and grow on the job.
This story was originally posted on VAntage Point.