Obtaining Your First Professional Nursing Position
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- Michael Chambers
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1 Obtaining Your First Professional Nursing Position
2 University Career Services Annual Nursing Career Fair Saturday, November 2 nd, , Haynes Hall Reference file service: Interfolio ($19/yr) Practice interview support Resume support Career Handbook And, much more!
3 Nursing Workforce Shortage < < Balance > > Glut
4 Currently: Job Market Outlook Glut: West Coast, major cites in NE and along Eastern seaboard Shortage: rural areas, highly transient areas, military, USPHS, IndHS, ARC, VAs Near balance: most every place else
5 Forecast. Source: Bureau of Labor Statistics 2012: 3,449,000 nurses in US 120,7401 openings ~2020 (2025): 26% increase in need 900,000 to 1M new jobs ~200, ,000 vacancies in US NC: 32-35,000 vacancies
6 Factors Affecting Forecast 1. Economic recovery 2. Aging of baby boomers (~2025: 1 in 5 persons >65) 3. Affordable Care Act ( soon to be formerly uninsured ) 4. Employer changes 5. Market changes 6. Care coordination
7 Fastest Areas of Growth Outpatient Care: clinics, surgi-centers, etc. Gerontology ED Care Coordination: nurse navigators, care coordinators, utilization review, etc. Transitional Care: HH, ECF, Rehab, APRN: NP, NM, NA NEW roles not yet discovered
8 Securing that 1 st Position: Prepare: always do your home word Plan: be methodical, use multifaceted approach Pliable: flexibility is critical Positivity: be open to new opportunities Patience: if at 1st you don t succeed, try again Persistence: highly determined & motivated People: network, network, network PROFESSIONAL: at all times, in all ways
9 Employer Research Be proactive Be knowledgeable: do your homework! Never consider/ approach a potential employer blindly You are in charge of your career
10 Employer Research Power of the Internet.. Web surfing vs. methodical searching Search engines Newsgroups Professional organizations Specific facilities Note: currency of info!
11 Employer Research The Power of Networking Use your connections Remember Alumni Whenever possible, ASK an insider Use of Social Media: LinkedIn, Twitter, etc.
12 Work Environment Corporate Culture What Am I Looking For? Nursing Culture
13 Corporate Culture Facility characteristics University teaching, community, federal. Private for-profit, NFP Size: number of beds, number of FTE s City vs. Rural Reputation JCAHO, AARP data
14 Corporate Culture Changes, challenges, new programs Customer satisfaction data Workforce diversity Organizational structure Communication venues Accreditation Financial report
15 Nursing Culture Magnet program designation Orientation Preceptors Scheduling options Internship/externship/fellowship Supervision Clinical specialties
16 Magnet Program Designation The magnet program recognizes those health care facilities that have fostered an environment that attracts and retains competent nurses through its respect for the values, art, and science of nursing.
17 Magnet Program Designations: NC NC Baptist Hospital of Wake Forest University Baptist Medical Center (Winston-Salem, 1999) Catawba Memorial Hospital (Hickory, 2001) High Point Regional Hospital (High Point, 2001) Northeast Medical Center (Concord, 2002; merged w/cmc; NR) not renewed New Hanover Regional Medical Center (Wilmington, 2003; NR) Forsyth Medical Center (Winston-Salem, 2004; renewed as Novant Health) Pitt County Memorial Hospital (Greenville, 2004; renewed as Vidant Medical Center) Cone Health System (Greensboro, 2005) Rex HealthCare (Raleigh, 2006)
18 Magnet Program Designations: NC Cont d Duke University Hospital (Durham, 2006) FirstHealth Moore Regional Hospital (Pinehurst, 2006) Lake Norman Regional Medical Center (Lake Norman, 2007; NR) Caro-Mount Health: Gaston Memorial Hospital (Gastonia, 2007) Durham Regional Hospital (2008) Presbyterian Hospital System (Charlotte, Huntersville, Mathews, 2008; now Novant Health) Southeastern Regional Medical Center (Lumberton, 2008) Duke Raleigh Hospital (2009) UNC Hospitals (2010) Carolinas Medical Center (Charlotte, 2013)
19 Components of an Orientation Program Appropriate length of time in orientation Consistent support and evaluation of progress Establishment of positive relationships with preceptor(s) Classroom content that compliments the clinical
20 Residency/Internship/Fellowship Terms are used interchangeably A type of orientation/preceptorship program (inc. didactic?) Investigate all details Make no assumptions No two programs are the same True residency programs having superb outcomes
21 Scheduling Options: Preference vs. Availability. Shift start/end times Shift rotations, frequency Weekend rotations, frequency Permanent shift assignments Bonus packages Open to new grads?
22 Supervision = Supervisor Management style Unit R&R plan, ongoing projects, CQI activities Ask staff!! Length of time in role Unit atmosphere Patient satisfaction data Staff satisfaction data
23 Nursing Culture Numbers of new grads hired, retained Chain of command Orientation components Preceptor training Commitment Career advancement Continuing education
24 Nursing Culture Unique programs Anticipated departmental changes Job description Methods of communication Dress code Relocation/compensation/benefits
25 Getting an image of.. Who you are What challenges and motivates you What role best matches your individuality What you want from 1 st position
26 Job Search Check online job boards Use only vetted websites: Nursingcenter.com Healthjobsplus.com Discovernursing.com Monster.com Nurse.com Nursepath.com Nursingworld.org
27 Benediction All signs point to a slowly improving economy There are jobs locally, regionally, nationally Expand your search area as broadly as possible Make networking a part of daily routine Take a job, but not just any job Always be positive, professional, flexible And, remember, you are bright, capable, well educated AND marketable
28 GOOD LUCK!!
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