This just in from the CommonWealth fund: New 11-Country Survey of People 65 and Older Finds Those in U.S. Are Sickest and Most Likely to Have Problems Paying Medical Bills, Getting Needed Health Care.
Commonwealth Fund Survey Underscores Importance of Medicare for Older Adults; Finds U.S. Does Well on Helping Patients with Chronic Illness and Access to Specialty Care.
Dated November 19, 2014 Thank you http://www.commonwealthfund.org/
Here are 40 statistics on surgery center staff wages, salary and hours per case by geographical location, according to VMG Health’s ASC Intellimaker Survey 2011. Complements of Becker’s ASC REview. It covers West, Southwest, Midwest, Southeast, and Northeast for staff nurse, tech staff, administrator staff and Administrator. Click here to see the survey results
In their weekly newsletter, the “Periop Insider” has a great article titled “5 Traits of a Perioperative Leader“.
The five traits covered are 1. Honesty, 2. Forward looking, 3. Competency, 4. Inspirational and 5. Intelligence. The narrative gives credit to Vangie Dennis, RN and Administrative Director of Spivey Station Surgery Center in Jonesboro, Georgia and Consultant Brenda Ulmer, RN of Snellville, GA and a Past President of AORN. Both gave fabulous thoughts regarding insight for all Nurse Leaders.
I encourage all nurses both in leadership and in staff roles (because staff nurses all do spend time being leaders) to read the article with an open mind toward improvement of self and sharing with others.
Regards,Stephen Collins, Manager AllMyNurseJobs.com a domain of Nurse Your Future, LLC Safety Harbor, FL 34695 Stephen@AllMyNurseJobs.com Visit our website: www.AllMyNurseJobs.com Phone: 954-283-8980 “Keeping the focus on your future………” Join us on Twitter: http://twitter.com/AllMyNurseJobs
You will want to check out Healthcare Purchasing News for a great article about Operating Room systems. They are talking about OR workflow optimization carving order from chaos.
All Surgical Services (Perioperative Services) people involved in the work flow of the Operating Room should read this article.
It covers intuitive systems to help improve patient safety and meet quality goals, provide comprehensive utilization data analysis and bench-marking capabilities, increase throughput and case volumes and improve physician, staff and patient satisfaction. See the whole article at http://www.hpnonline.com/inside/2014-02/1402-OR-Scheduling.html
Check this out:
Did you know that a hospital is one of the most hazardous places to work? In 2011, U.S. hospitals recorded 253,700 work-related injuries and illnesses, a rate of 6.8 work-related injuries and illnesses for every 100 full-time employees. This is almost twice the rate for private industry as a whole.
OSHA created a suite of resources to help hospitals assess workplace safety needs, implement safety and health management systems, and enhance their safe patient handling programs. Preventing worker injuries not only helps workers—it also helps patients and will save resources for hospitals. Download the overview* and explore the links below to learn more about the resources available.
More information here: https://www.osha.gov/dsg/hospitals/
|Check this out, thanks to the Periop InsiderSeven steps to attract and retain perioperative staff|
|Every hospital knows it’s going to have perioperative nursing turnover. What it does to proactively address that turnover could be the difference between having and not having the right nurses it needs. Here are seven steps that can help your organization evaluate and support new hire and retention processes. Read more|
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The U.S. health care sector accounts for 8 percent of the national carbon footprint — the medical industry hasn’t exactly had a reputation for environmentally sustainable practices. Now, though, health care workers are cleaning up their act.
Recent advances in the sector, aimed at reducing energy use and waste, have helped steer medicine in a more earth-friendly direction, says Jane Weldon, who teaches health care administrationcourses at the University of Phoenix Madison Campus. Here are a few of the latest green innovations coming to a health care facility near you: http://www.phoenix.edu/forward/perspectives/2012/07/5-ways-health-care-is-healing-the-planet.html
A survey finds 65% of healthcare employers find recruiting nurse to be difficult in some way ( see the survey at CareerBuilderResults).
24% of healthcare employers indicated they needed to hire experienced nurses, not new graduates. Thoughts? Posting job descriptions instead of writing a “job posting” will turn off “experienced nurses’ while the “new graduates” have the extra time and may apply for any job that is listed for a ‘Nurse”. Better writing should limit the new graduates applying for the experienced nurse positions. You’ll also want to look at the job boards you are posting on. Some have an objective of getting any traffic and getting anybody to apply just to raise their numbers – substituting quantity for quality and that wastes your resources.
22% of healthcare employers are challenged getting nurses trained in a specialized area. Thoughts? See above. Also the “outsourcing” has created many small firms that want to attract trained nurses but they are not able to afford the preceptor training and education larger facilities have. This makes skilled nurses more scarce then in past years. Developing and retaining skilled staff will continue to be a challenge.
19% of healthcare employers believe their organization is not able to offer competitive pay. Thoughts? Somehow an organization needs to be competitive including in the “pay” category. Everyday I see the results of not being competitive. This morning it was three hospitals being purchased by a larger hospital system.
11% of healthcare employers indicate a lack of graduates with nursing degrees. Thoughts? This 11% needs to talk to the 24% that stated they “need to hire experienced nurses, not new graduates” as they must be getting the applications the 11% needs.
In summary, surveys are fine but we need to learn from them. I run many targeted job boards and am willing to help anyone write a job posting. All my postings require only one small payment to run the posting for as long as it takes for you to find the candidate that is right for you.
Nurse Positions therefore are becoming more and more specialized making it difficult for healthcare employers to clearly target a specific nurse skill required.
Here are some sites to try for targeted job postings:
Three areas of interest were recently surveyed by Career Builder CB Report regarding healthcare hiring and vacancies.
Overall, 59% of employers cited at least one negative effect of extended vacancies. The negative effect of vacancies begins with erosion in employee morale. 36% of employers believe morale suffers because existing staff is overworked. Secondly, 20% of employers believe patients get less attention. Thirdly, and fourthly, at 11 and 10 % respectively are higher voluntary turnover and more mistakes in administration of patient care. A distant fifth at 4%, believe increased lawsuits may result. Only 41% agree that extended vacancies have not impacted their health care organization.
Thoughts? Seems 59% of employers have work to do. They will need to learn why vacancies are becoming extended vacancies. Time to examine where the job postings are not performing and where to try out new job postings. Here are some sites to try for targeted job postings:
The second area is a separate survey that indicates the barriers to filling healthcare positions. These barriers include:
- applicants not having any relevant experience (47%)
- applicants having salary requirements that are too high (42%)
- applicants having less than 3 years relevant experience,
- not having the proper education or experience and/or lacking good communication skills work schedule/hours are not desirable (38%)
And 30% of employers state they lack the training resources to get inexperienced workers up to speed.
Thoughts? Could the writing for job postings be improved? I see many job postings with what appears to be an HR job description. Could we improve the job posting? If I am searching for an Operating Room Nurse Manager the person I am looking for if I am an ambulatory surgery center only doing eyes is quite different than the Operating Room Nurse I am looking for to work with my general OR with 18 rooms at a Level I Trauma center. Everything is probably different: education, experience, salary, soft skills, even the opportunity to advance in the organization is different.
Many of us expect to attract the best applicants and have them go right to an online ATS application that might take an hour to complete while the applicant has no idea if the job really will pay them in a range that they are interested in. Could this be part of the reason so many applicants are not qualified? Or their salary requirements are higher than the range? Are we missing well qualified candidates because they will not “apply” because they “think” the salary will not be where they need to be? Are we missing candidates because the applicant will not apply until they learn more and we do not offer a way for them to learn more as part of the posting? There are other reasons of course, but the point is we need to reflect on the ads we post and what we are asking candidates to do – Would you do it?
The third area is “Why is Recruiting Nurses a Challenge? This will be covered in a separate post.
This space is reserved for healthcare professionals to write about the job process in healthcare. Write about what you like or dislike but most importantly what can be done to improve the process of matching employees to jobs they are interested in.
We want to hear from both sides. Candidates can tell us how employers could improve. Employers can tell us what candidates could do to improve the process.