Children's Health Queensland Hospital and Health Service’s Post

The SPN Pediatric Fellowship Course is designed to help transition nurses from adult health nursing to the pediatric specialty through in-depth education focused on topics that are critical within our unique specialty. SPN recognizes that experienced nurses typically have developed competencies in routine components of nursing care such as documentation, time management, and critical thinking and as a result, this course focuses on the pediatric-specific knowledge, skills and attitudes that are needed for success. Learn more: https://lnkd.in/gyvXi_Em

Looking to elevate your nursing career from the comfort of your home? Choose MEDVA! 🏡 We're here to support Filipino nurses in achieving their career goals remotely. Comment "MEDVA" to learn more! #MedVA #WorkFromHome #FilipinoNurses

Perhaps now is the time to address all discrepancies in the systems? Having recently joined an agency after 30 years of nursing experience, I’ve been reflecting on the current system for agency staff. Despite my extensive background, I am paid just £15 an hour—a rate that feels disproportionate to the value that experience brings to patient care. Additionally: access to essential systems like electronic patient records (EPR) until you’ve completed five shifts is demoralising . While I understand the rationale behind onboarding processes, this limits my ability to work efficiently and safely. The NHS agency cap was introduced to control spending, yet it impacts professionals like myself who bring experience to the workplace. 1. Agency Pay and Experience • Current Pay Structure: £15 an hour is significantly below what many might expect for 30 years of experience. The NHS cap creats a “flat rate” where experience isn’t appropriately valued. Could we : • Advocate for a weighted system where highly experienced nurses can negotiate slightly above the cap due to their added expertise. 2. Access to Systems and Documentation • Impact of Restrictions: Not allowing access to electronic patient records (EPR) until after five shifts can delay your ability to work effectively. It also puts additional strain on permanent staff who have to bridge gaps in documentation. • Proposed Solution: • Agencies and trusts could collaborate to provide an induction day or access training on EPRs before placement. • Immediate temporary system access for experienced nurses with good professional references might streamline this. 3. Valuing Experience • Experience Beyond the Basics: Long-serving nurses not only have clinical skills but also bring leadership, mentorship, and the ability to manage high-pressure situations. • Recognition Mechanisms: • Develop a portfolio system where agencies and trusts evaluate the added value of experienced nurses. • Trusts could offer “enhanced pay shifts” for roles requiring leadership, mentoring, or high responsibility. 4. Retaining Experienced Nurses • If agency nurses feel undervalued, they may leave the sector, worsening staffing shortages. Addressing pay, onboarding, and recognition issues is crucial to retaining experienced professionals. I recognise the need for agency pay caps, but shouldn’t experience count for something? Shouldn’t there be a system that rewards expertise, allows seamless integration into care teams, and ensures that agency staff can hit the ground running? It’s time we start a conversation about how agency pay and processes can better reflect the value of experienced professionals while ensuring that systems like EPR are accessible to those stepping in to support stretched teams. What are your thoughts? How can we make the agency experience better for both nurses and the organisations we support? #fairpay #RCN #experiencednurses

"Not all internationally educated nurses were being treated fairly." Gino was shocked when he discovered that other internationally educated colleagues, with similar skills and experience, were being employed at a higher increment than he was. Read how an RCN intervention has ensured he and his colleagues are now being paid fairly based on their clinical experience ⬇️ https://bit.ly/3ZzlUPQ

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Association for Nursing Professional Development (ANPD) 2024 ASPIRE Conference key take aways bridging my two personal missions: - 1 million nurses expected to retire by 2029 - By 2031 projected to have 195,400 novice nurses in practice - The US must increase nurse workforce by 80% ⭐️Must be proactive in welcoming and onboarding the novice nurse! -In safety sciences- education is the weakest intervention and often not the contributing cause, yet it is the most frequent ask - Creates an illusion of doing something - Educators as influencers in the identification of real practice gaps, systems or process issues ⭐️Building relationships, mentoring and supporting the front lines to mitigate risk.

WVU Medicine Berkeley Medical Center hosted a ceremony on Friday (Jan. 24) to welcome 13 new nursing students from Blue Ridge Community and Technical College (CTC) and West Virginia Junior College to the WVU Medicine Aspiring Nurse Program. The Aspiring Nurse Program at WVU Medicine provides financial and human-centered support to nursing students enrolled at select schools in West Virginia and neighboring regions. Nursing students accepted into the program will receive up to $25,000, which includes a sign-on bonus and expense funding over the course of four semesters, in exchange for a three-year work commitment following graduation. Learn more. ⬇️ https://lnkd.in/ekgztTZh

“Professional nursing organizations can play a significant role in educating and preparing nurses to work more effectively toward achieving the UN Sustainable Development Goals,” write Janice Hawkins and colleagues in their Original Research article, “Nurses’ Perceptions of the Role of Nursing Organizations in Promoting Engagement with the Sustainable Development Goals: A Global Study.” Learn about their study findings here: https://lnkd.in/e7AfHcYt It's been an extremely positive experience working with this team: Patrick Chiu PhD, RN, CGNC Mercy Ngosa Mumba, PhD, RN, FAAN Sarah E. Gray DNP, RN, CEN, FAEN and Robert Hawkins American Journal of Nursing (AJN)

We recently asked Heather Thornton DNP, RN, CNE why she chose her current area of practice! Here is what she shared: "I feel one of the greatest areas of impact for nurses is empowering people to achieve their goals. Information sharing is an important part of empowerment. As a professor, I am allowed to learn with students and share information, so students can achieve their dreams of becoming nurses. These graduates, in turn, continue the cycle of education and empowerment in their individual areas of expertise. Essentially, my current practice as a faculty member allows me a broad impact on patient care because I am a part of so many future nurses lives each semester." Share your story: https://bit.ly/3NiTDpn