By The Gypsy Nurse

April 19, 2017

9544 Views

ADVERTISEMENT

Ask A Travel Nurse: Compact RN Licensure

The Gypsy Nurse strives to be your #1 source for Travel Nursing Answers. For new and experienced travelers alike. CHECK HERE or Search our articles to see if your travel nurse question has already been answered.

How long do I have to live in a compact state to obtain compact state RN licensure?

A nurse is eligible for a compact state license in their state of residence once state residency is established.  The amount of time required for this varies state to state. You must be a state resident in order to qualify for a compact license. The amount of time required for this varies state to state.

If I hold a valid compact license, what do I need to do to work in another of the compact states?

If you hold a valid compact RN license, you don’t need to do anything. Essentially, you hold license in all of the compact states. Just show any potential employer proof of your valid compact license.

How long do I have to live in a compact state to obtain compact RN licensure?

You are eligible for a compact state license in your state of residence once state residency is established. You must be a state resident in order to qualify for a compact license. The amount of time required for this varies state to state. Usually this requires auto registration, drivers license, banking and voter registration.  Check with each state on residency to determine their specific requirements.

Ask A Travel Nurse: Compact RN Licensure
Effective: 4/1/19 Source: https://ncsbn.org/nurse-licensure-compact.htm

Steps to Establishing Residency for Compact RN Licensure

The list below isn’t all-inclusive. Check with each state’s residency requirements. They vary greatly from State to State. In most states, the requirements for obtaining a drivers license meet the proof of residency that would be needed for Compact RN licensure.

  • Change your mailing address.
  • Get a driver’s license in the new state and register your car there.
  • Register to vote in the new state. (You can probably do this in conjunction with getting a driver’s license.)
  • Open and use bank accounts in the new state. Close accounts in the old state.
  • File a resident income tax return in the new state, if it’s required. File a nonresident return or no return (whichever is appropriate) in the old state.
  • Buy or lease a residence in the new state, and sell your residence in the old state or rent it out at market rates to an unrelated party.
  • Change the address on important documents, such as passports, insurance policies, and wills or living trusts.

Recent Changes in Compact RN Licensure

The traditional ‘compact license’ has been recently updated to the ENLC. Furthermore, there are several pertinent changes to the licensure status due to these changes. If your residence is part of the ENLC states, please check how these updates may affect you.

Further reading on the Compact RN Licensure


By The Gypsy Nurse

April 9, 2017

7592 Views

ADVERTISEMENT

Texting Trends in Travel Nursing

There has been some recent controversy on the newly developing trend of travel nurse staffing agencies texting potential jobs to travel nurse candidates.  What is the point of the new texting trends in Travel Nursing?

Texting trends in travel nursing

 With an ever-changing workforce and a new generation of Travel Nurses (and nurses in general) joining the career, it’s only inevitable that staffing trends begin to change.  The new generation of nurses entering the field is much more ‘plugged-in’ than ever before.  Life revolves around tech and social media.  I know many people that utilize text and email as their primary communications resources.  Phone calls and in-person meetings seem to be becoming a thing of the past.

A new generation of travel nurses

As the generations evolve, it’s expected that the means of communication for travel staffing agencies will evolve.  There are pros and cons to this new trend in staffing alerts.  For me, the pros would be simply quick notification.  If I’m looking for a position, texting me of availability is the fastest way to contact me.  By quickly knowing of an opening, I can choose if I want to be submitted. And perhaps be one of the first profiles on the manager’s desk.  The other advantage for me would be any changes.  If I’m contracted and the hospital needs something last minute, a quick text is a good notification system.

On the flip side.

I wouldn’t want to be bombarded by companies that I am not already registered with. Nor would I want to be constantly notified if I am not currently seeking a contract position.  Email is more than effective for these situations.
I would caution the travel nurse staffing agencies not to be Annoyance.  Agencies may want to consider an ‘opt-in’ for text in order not to alienate the generation of non-tech nurses, as well as those that are currently not registered with your company.  Consider it like spam…if I didn’t ask for notification, please don’t send it.  The other item to remember with texting is that some have to pay additional fees for text messages.  The last thing that an agency ‘should’ want is to alienate potential travelers by costing them money for their advertising.
If you are a travel nurse, I would love to hear your thoughts about being text messaged by the travel staffing companies. Alternately, if you are an agency representative. I’m interested in finding out if your agency utilizes text messaging and, if so, in what regard.

By The Gypsy Nurse

March 17, 2014

7447 Views

ADVERTISEMENT

Travel Nursing Challenges: “Where Do I Find That Dr’s Number?”

Travel Nursing Challenges

There are many travel nursing challenges; leaving new friends behind, negotiating contracts, finding housing, etc.  One of the most frustrating for me is figuring out which physician I’m supposed to call, who I can’t call, which Dr’s prefer to be text’ed, etc.

You would think that a hospital that frequently uses travelers would have some sort of quickie ‘cheat sheet’ for all of us newbies?  Not necessarily the case.  So how do you manage finding the appropriate number and method of physician contact?

The first couple of weeks on the floor can be nearly overwhelming…even for this experienced traveler.  Learning a new charting system, where to find the IV fluids or dressing supplies and simply getting through the first several shifts with everyone and everything still intact can be a major challenge in some facilities.  But then what happens when you need the Dr?  And…need him/her NOW?

One of the ways that I combat this ‘unknown’ is to ask during my floor orientation (which is usually only one day), and take vigorous notes.

These 3 questions should give you the basics to cover any immediate physician needs:

  1. What is the standard process of contacting a physician at this hospital? Page? Text? Phone?
  2. Which physicians are ‘excluded’ from the standard process and how do they prefer to be contacted?
  3. Is there a listing of the physicians and their numbers?  It’s a long-shot but sometimes you’ll get lucky!

Not knowing or not following the hospitals standard operating procedure in this matter can sometimes cause a development of bad relations between yourself and the physician.

Personally Speaking: 

At one hospital I recently worked at; the night shift Hospitalist had given strict ‘orders’ to NOT be notified via text, pager or phone.  We (the staff nurses) were told to write our requests down on a sheet of paper at the nurses station and he would address them during his rounds which were done at 9pm, 12am, 3am, and 6am. I personally thought that this was a totally crazy and potentially unsafe procedure.  I once dis-regarded his orders due to a patient experiencing a potential blood transfusion reaction (as per the standard protocol orders) and thoroughly got my @$$ chewed.  Being an experienced RN, this didn’t phase me much and if the situation arose again, I would have notified him again…regardless of the consequences.  This experience did leave me concerned about the ‘New’ nurse and how he/she might have handled this situation or a potentially more threatening situation: Call the Dr and reap the repercussions or put the concern on a note and hope the patient survives until the Dr rounds?

– Gypsy

What interesting standard operating procedures have you seen in how hospitals handle the ‘call’ situation for their physicians? Do you have an interesting story you would like to share involving contacting a physician? Advice on how you mange this challenge?

We would like to hear your story!  Leave your comment here.

By The Gypsy Nurse

June 20, 2013

10952 Views

ADVERTISEMENT

Nurses “Eat Their Young”?

I did a phone interview the other day for a Healthcare Magazine in Chicago. The interviewer asked me about the saying, ‘nurses eat their young? and what does it mean?’  She also wanted to know where/why this term started.  I was stumped.  How do you explain this type of behavior within your profession? It’s actually embarrassing…

I began to reflect on this question after the interview was over, and I still can’t say that I understand the ‘why.’  Is it jealousy?  Perhaps we don’t want to see others succeed?  Maybe it’s just a rush to get our own work done under stressed-out, short-staffed conditions?  

The morning of the interview, I had just completed a pretty challenging (for me) hike with a new friend here in Panama.  If you know me, you know that I’m not a great hiker.  I love to hike, but I’m certainly not in ‘hiking’ shape.  My skills are that of a brand new nurse comparatively.  The hiking friend “Richard” was forewarned and agreed to support me through this hike.  Richard gave me the option to take a flat hike without a view or a ‘more challenging’ hike with a great view.  Of course, I choose the great view.  Warning Richard of my lack of skills…he was supportive, and off we went.

How did the hike go?  

I made it as far as I could….with a lot of verbal support, a little hand-holding, and lots of patience from Richard. He slowed his hike to keep my pace, gave me tips and pointers along the way, and exhibited a grand attitude of teamwork and camaraderie.  In turn, when it got to a point where I couldn’t go any further, I encouraged Richard to go ahead and get the ‘great view.’  We worked together, both supporting and respecting the skill levels each possessed.  He held back to help me gain a little experience, and I let him forge ahead when I knew I had reached my limit.

I didn’t’ reach the summit that day…

I did, however, gain some great experience and confidence as well as a wonderful view.  I finished the day feeling motivated, energized, and encouraged.

Why am I telling you about hiking?

Later that afternoon, while reflecting on all of the day’s events, I began thinking about how the hike with Richard and working with a new nurse are very similar.  Like me (when it comes to hiking), a new nurse needs lots of encouragement, support, a little hand-holding, and a lot of patience.  I’ve been on hikes where the others forged ahead, left me behind, and didn’t work with me to help build my hiking skills, and these hikes were never enjoyable.  Not only were they not enjoyable, but they also left me with a feeling of defeat and want to give it up.  We’ve all seen nurse preceptors that will forge ahead with their work, never stopping to explain or allow a much slower new nurse an opportunity to attempt a skill or procedure. I’ve worked with nurses who will completely ignore questions from a new nurse while forging ahead to get their tasks completed.

The lack of camaraderie in nursing is disheartening and embarrassing.  It pains me to be associated with a career of ‘carers’ who carry a stigma of ‘eating their young.’  

I would encourage you, the next time you encounter a new or inexperienced nurse; think of my hike and the support provided by Richard and help that new nurse reach her summit, it only takes a bit of your time, and perhaps one by one, we can attempt to change the culture from “Nurses Eat Their Young” to “Nurses support their young…” Let’s work together to help the new nurse walk away from her shift feeling motivated, energized, and encouraged instead of defeated.

Do you have any insight into why many believe ‘nurses eat their young?’

By The Gypsy Nurse

June 19, 2012

8475 Views

ADVERTISEMENT

Understanding the Nursing Shortage

Everyone has heard that there is a Nursing Shortage.  The nursing shortage provides a never-ending supply of Travel Nurse Assignments.  A continued nursing shortage is primarily a cause of the following factors:

  • The average age of RNs projected to 44.5 years by 2012. Nurses in their 50s are expected to become the largest segment of the nursing workforce, accounting for almost one-quarter of the RN population.
  • According to the July 2001 report, Nursing Workforce: Emerging Nurse Shortages Due to Multiple Factors (GAO-01-944), a serious shortage of nurses is expected in the future as demographic pressures influence both supply and demand. The future demand for nurses is expected to increase dramatically as the baby boomers reach their 60s and beyond.
  • Nursing colleges and universities across the country are struggling to expand enrollment levels to meet the rising demand for nursing care.
  • According to a May 2001 report, Who Will Care for Each of Us?: America’s Coming Health Care Crisis, released by the Nursing Institute at the University of Illinois College of Nursing, the ratio of potential caregivers to the people most likely to need care, the elderly population, will decrease by 40% between 2010 and 2030. Demographic changes may limit access to health care unless the number of nurses and other caregivers grows in proportion to the rising elderly population.
  • In the March-April 2005 issue of Nursing Economics, Dr. Peter Buerhaus and colleagues found that more than 75% of RNs believe the nursing shortage presents a major problem for the quality of their work-life, the quality of patient care, and the number of time nurses can spend with patients. Looking forward, almost all surveyed nurses see the shortage in the future as a catalyst for increasing stress on nurses (98%), lowering patient care quality (93%), and causing nurses to leave the profession (93%).
  • According to a study in the October 2002 Journal of the American Medical Association, nurses reported greater job dissatisfaction and emotional exhaustion when they were responsible for more patients than they can safely care for. Researcher Dr. Linda Aiken concluded that “failure to retain nurses contributes to avoidable patient deaths.”

What are your thoughts on the nursing shortage?  Do you agree with the experts above?