Steps to be an effective Charge Nurse?
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Hi,\nBoth Edward and Aprils have excellent answers.\n\nHere's another idea.\nNot sure if you are familiar with CINAHL (\nCumulative Index to Nursing and Allied Health Literature).\nIt indexes (largely professionally written) articles.\nUnfortunately it is not available for free on the Internet, but is \navailable at many medical and academic libraries.\nThe actual text of quite a few of the indexed articles may be\navailable online or in print/paper at the library. Others will have to\nbe ordered from other libraries (Ask librarian for details).\nEven if you are not affiliated with a medical or academic library,\nmost let anybody in, and if you ask for a reference librarian, he or she can get you started.\n\nI searched CINAHL using the subject heading...Charge Nurses..\nHere are a few items of interest.\nI've included abstracts when available\n\nMiller DR. “Do you have the "right stuff" to be a charge nurse?.” Nursing Spectrum -- Philadelphia Tri -- State Edition, v. 9 issue 10, 2000, p. 5.\n\nWard leadership: balancing the clinical and managerial roles. (includes abstract) Firth K; Professional Nurse, 2002 Apr; 17 (8): 486-9. (journal article - research) \nAbstract..This qualitative study investigated ward managers' experiences of combining a clinical leadership role with the managerial and administrative parts of their job. Ward managers saw their main task as one of developing their staff and improving the quality of their service, yet found balancing their different roles problematic.\n\nGet back to the basics of "people" management through chief retention officers. Patient Care Staffing Report, 2003 Jan; 3 (1): 1-3. (journal article - pictorial)\n\nCharge nurse leadership development and evaluation. (includes abstract) Krugman M; Journal of Nursing Administration, 2003 May; 33 (5): 284-92. (journal article - research, tables/charts) \nAbstract....OBJECTIVE: To describe the development and evaluation of a permanent charge nurse role and report outcomes of this leadership model over 4 years. BACKGROUND: A permanent charge nurse role was developed to improve continuity of care and develop emerging nurse leaders. An evaluation model was constructed to measure program outcomes. Kouzes and Posner's Leadership Model served as the theoretical framework. METHODS: The permanent charge nurse role was developed, training planned, and the evaluation framework established. Measurements included two survey instruments, an investigator-developed End-of-Shift Report, and institutional patient satisfaction data. Survey instruments included Kouzes and Posner's Leadership Practice Inventory (LPI), concurrently measuring self (charge) and other (staff) perceptions of charge leadership. The McClosky Mueller Satisfaction Scale (MMSS) measured charge and staff nurse job satisfaction. Data were collected at baseline, post-implementation, and additional time periods. RESULTS: Charge RNs reported significantly more favorable perceptions of leadership abilities than staff. The Shift Report successfully tracked both system and charge management issues. Patient satisfaction data did not yield data due to vendor changes. Job satisfaction results showed charge nurses reported higher satisfaction with schedule, praise and recognition, control and responsibility, than staff nurses. CONCLUSIONS: Using data to evaluate charge nurse leadership guides continued program improvements.\n\nCharge nurses juggle many needs. Mathias JM; OR Manager, 2001 Jul; 17 (7): 18-9. (journal article) \n\nDon't forget our charge nurses. (includes abstract) Sherman RO; Nursing Economic$, May/Jun2005; 23 (3): 125-30, 143. (journal article - equations & formulas, tables/charts) \nIn response to the nursing shortage, many health care organizations are utilizing a team approach to nursing care delivery. Although, the role of the charge nurse in these changing nursing care delivery models is a pivotal one to the effective and safe manag
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if you mean; 'tell me about admitting a patient and orientating them to the ward.' lol...then;\n\nmake sure you follow hospital protocal , and give them a tour or fire exits, toilets, nurses station, their call bell, and bed controls, tv remote, etc.
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First you will need to be trained in Medical Billing.  Try Brighton College, they have a great program.
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I don't know of anything specific, but check the hospitals. Sometimes they have nurse training programs.
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Advertising - in company promotions flyers, e-mails. Have self development books that will attract individuals. Keep up to date with ideas coming out in business magazines and post messages on what books or resources you have on specific new "buzz" topics.\n\nHand outs - T-Shirts, pens and promotional items for library users.\n\nWork with other departments.\n   Training and human resources. Identify books or info in your library that will be useful to staff members doing in-house courses or external courses.\n  Legal department - look for law reference books they need.\n  Your operational, procedural and process flow staff can be targeted with books on those areas.\n  Your sales people should be rated on how up to date they are with sales theory and what books have they read.
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This should get you started:\n\nhttp://www.google.com/search?hl=en&lr=&q=connecticut+lpn+to+rn&btnG=Search
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Where do you want to pick them up? If you are in the hospital and a cute nurse has caught your eye, why not stroll up to her and say "Could you give me CPR, please? Your beauty has taken my breath away!"\n\nOr if you are trying to make time with that vixen behind the counter of your neighborhood convenience store, tell her "I love the way you handles your BILLS. Have you ever tried handling RALPHS<or your name>?\n\nThere are a million more. Just relax and let your natural charm come through. Good luck!
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You must be 18 and be a caring, responsibe person.  You need to be literate and able to take orders but also work on some initiate.  I dont know what the entry qualifications are now...they have changed since I was nursing.
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Your best bet for this career field would be to get a bachelor's degree in nursing, resulting in RN licensure.  While in school, take courses that would help you to be admitted to law school.\n\nAfter graduation, apply for law school.
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It's best to use a book.  I suggest the book Fundamentals of Nursing.  Any author will do.
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well you'll need a nursing degree.  here's req. for that:  http://www.jewell.edu/william_jewell/gen/william_and_jewell_generated_pages/Nursing_Requirements_p283.html\n\nyou can't just walk in off the streets as it were.  LPN is the quickest way in. RN is better.  by the way i do know what i'm talking about, i put an old love through college and nursing program.  ER is hell and doesn't pay enough, btw.
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Hi!! let me help you somehow; If you get into the LPN program, there are programs that may help you accelerate into the RN program since you have the groundwork; Pharmacy Tech is usually a certificate program; that is a growing field; Medical Billing is very good; however, check out what each entails; where I live, the local college in my town bought most of the tech colleges and combined it into one and the LPN program merged with the RN program and they started a mobility track where if you have your LPN you can only take like seven classes and finish; but hey check out each and I wish you the best; also most of these fields, there is a need for them; Nursing is critical right now; Pharmacy Techs as well.
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Go visit any hospital's nursing station...and ASK.  The RN's will be happy to tell you. \nSure you'll need to learn how to draw blood and a lot of other euuuuuuie stuff.  But, unfortunately most RNs don't get to do enough of the 'hands-on' stuff, but are (as they'll voluntarily tell you) becoming 'pencil-pushers'; it's a known fact in the medical field that the Nurse's Assistant or the LPNs will have more contact with the patient.  But, only an RN can 'manage' a nurse's station.
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I'm in a course now, and I can a couple of things to the list...\n\n1) lift 125 pounds  (patients on cots)\n2) ride along on an ambulance (or the ER) and observe (you don't touch anything or help, just observe)\n3) pass skill stations where they simulate medical and trauma calls (such as heart attacks, car accidents and child birth), and you take control and verbalize how you would assess the patient and intervene to help them.\n4) the written test might be computerized, and they'll ask harder questions if you find the first questions easy.  (i.e. if you know respiratory well and child birth not-so-well, the computer refocuses the questions on child birth)\n\nThis is for Connecticut, so check your state to see what the standards are..
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You might want to check out volunteer opportunities at your local nursing homes, or hospitals. The Nursing Assistant programs are a great way to enter the nursing field. Training time ranges from 2 weeks full time to about 8 weeks part time. On average about 120 hours. Starting pay ranges from $8.00 to about $13.00 in many states after training. \n\nCulturally competent , caring "nursing Student" seeks a challenging position with a progressive health care facility where my dedication to patients can be utilized. \n\nTry this one on .
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OMG! I want to be a nurse too and in peds too! I know in Cali there are community colleges that offer classes for becoming an RN and it takes about 4 years. You first have to do your pre-requisits and then sign up after those are done, into the nursing program. Then from there you take such classes as anatomy, biology, sociology, etc. But I have to warn you, if you don't think you can do it now then you might not be able to later. There is a 40% drop out rate, so you have to be very determined. I personally love blood and guts but for the life of me vomit kills me to deal with LOL :) If you decide to do it make sure that you volunteer at a local hospital in the department you want to work in. Then you will make friends and be more likely to get in that department after you are done with schooling and are ready to work. I hope this helps!Oh and the pay is great too, up to $5000 a month! Cant beat that!
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There are not many resources on the Web that gives information on medical staffing business. I suggest you check out the following resources:\n\nStaffingIndustry.com has several publications that you may need http://www.staffingindustry.com/publications/\nMedical Staffing Comprehensive Start-Up Manual http://www.semsea.com/html/med_staffing.html\nHealthcare Staffing and Budgeting: Practical Management Tools (Hardcover) by Roey Kirk http://www.amazon.com/exec/obidos/ASIN/0871897849/powerhomebizguid\n\nThere is a Healthcare Staffing Summit that you may want to attend:\nhttp://www.staffingindustry.com/healthstaff_summit/\n\nI suggest you also look at your competitors and see how they are organizing their business and presenting their services:\n\nhttp://www.interimhealthcare.com/\nhttp://www.intelistaf.com/\n\nAs for permits and licenses, check your county office or go to your Secretary of State's website\n\nIf you are considering recruiting nurses from a foreign country such as the Philippines or other countries into the USA, consider the following:\n\n1. Know the immigration laws pertaining to foreign employment inside out - from H1B option to employment labor certification process. The nurses you recruit from abroad should be able to get the proper work permits and documentation to work in hospitals. Some hospitals may be willing to hire only those who have the right papers, while others may be willing to share part of the burden by sponsoring these nurses.\n\n2. Know the tests and certifications required in hiring foreign nurses. This includes passing the board exams required by states to practice nursing, as well as english language (TOEFL) tests. You need to think of how you want to help potential recruits with regards to getting their exams and certifications passed. Will your foreign branch help make sure that the recruits pass their TOEFLs for example? To what extent will you help your recruits pass their exams?\n\n3. Actual foreign recruitment. Will you establish a formal recruitment agency in the foreign country, or will you do it through conduits? How will you oversee the recruitment process making sure that your nurses pass even their TOEFL exams? How often will you travel to your source country?\n\n4. Marketing to hospitals. There is a shortage of nurses in the US, but you also have to be cognizant of the sensitivities of hiring foreign labor (see again the ethics question article). How are you going to tap hospitals and ask them to trust you to supply their nurses recruitment needs?\n\nI found an article from the Sinai Hospital in Maryland about their experience in foreign nurses recruitment that's an interesting read. Check out "Sinai Hospital and Foreign Nurse Recruitment: Getting Beyond “Stealing” Nurses" at http://www.mdhospitals.org/mha/Ideas_in_Action/May2003/sinai.hospital.htm