Job Description: Staff Nurse at Massachusetts General Hospital

Nurse Manager Alicia Hubbard, RN, MSN, NE-BC, is the Nurse Manager at Texas Health Plano, Neurology/Telemetry unit. She started her nursing career in 2003 as a LPN. She achieved her BSN and MSN from Arkansas State University. She holds a nurse executive certification (NE-BC), which is designed for current BSN or higher degree, currently holds a mid-level or higher for at least 2 years in the last 5 years (ANCC: American Nurses Credentialing Center, n.d.). She has applied to the DNP program at University of Houston to further her education. Alicia has been has a manager for total of 11 years at several different hospitals with the last three and a half at Texas Health Plano.

I am a Nursing Student at the University of Massachusetts Boston and a resident of Roxbury. The purpose of this memo is to propose a healthcare policy on adequate nurse staffing levels. The State of Massachusetts is highly understaffed a situation which requires immediate measures to correct this disarray (MNA, 2017). The policy will involve an audit in all the public hospitals in Massachusetts this will help determine the number of nurses needed. This policy should be implemented as it will offer a solution to the long-term problem of limited nurses in health centers to a surplus of patients. Research indicates that nurses are essential for quality healthcare for both private and public health centers. Adequate nurse staffing levels are critical

| 1- Collaborative work environment.2- Cooperation between physicians.3- Changing lines of authority.4- RNs maintain professional standards across care centers.

R.T. worked as a floor nurse for 5 years, first in a SNF and then in a hospital, started as LPN to RN to BSN program. Then she switched carrier and accepted a position as a case manager and MDS nurse. After 4 years working as MDS she was promoted to QAPI Nurse Consultant, and her responsibilities include providing healthcare management consulting services to QAPI committee.

Unlike the MA job duties, nurses’ roles and responsibilities are different from the MA. The nurse are responsible to do phone calls to and from patient, faculty, doctor and other staff members all day long. They help manage day-to-day operations of the health care clinic, maintain health records, documenting each patient contact and updating patient profiles, ensure confidentiality during visits and telephone contact, distribute non-prescription medication after appropriate assessment, encourage health maintenance and promotion through counseling and awareness activities and assure that patients understand instructions.

Over 33 years of nursing experience ranging from staff nurse to nurse administrator, in the areas of long-term care, psychiatric nursing, managed care, disease management, and case management. A flexible and practical team player, with excellent organizational and time management skills.

The staff employed in a medical facility depends on many things to keep the quality of patient care in the positive and efficient. Physicians and nursing need the current and most

Inspect and manage medical records to insure that the correct information is being used for the right patient.

Monitoring everything, payroll, billing, human resource, scheduling, follow-up with nurses and employees, doctor requests, communicate with the doctor about patients and pre-authorization documents needed for the plan of care, HMO, training, physical therapy for patients.

In addition, nurse managers must make skilled staffing and scheduling decisions to ensure that safe and cost-effective care is provided by caregivers (Yoder-Wise, 2015, p. 256). However, as a nurse manager I would select “to require hospitals to have a nurse driven staffing committee which create staffing plans that reflect the needs of the patient population and match the skills and experience of the staff.” In addition, as a nurse manager, I would also select “for legislators to mandate specific nurse to patient ratios in legislation or regulation” since during the TJC accreditation process, the surveyor reviews the staffing plans developed by the nurse manager for any obvious staffing deficiencies, such as, a shift or series of shifts in which the unit staffing plan is not met (Yoder-Wise, 2015, p.

Responsibilities: Perform Follow-Up Appointments, Refer Patient to other doctors for more in depth tests, First point of contact for family members

Registered nurses are a special breed of individuals that oversee the care of patients in multiple health care settings and are an important asset to have within a health care team. Society generally compares the roles of a registered nursing and the roles of a licensed practical nurses similar as far as care and responsibility which is true to a certain degree however, the opportunities for expansion into other settings along with more invasive care and treatment is greater for registered nurses compared to licensed practical nurses. LPN’s are generally seen in the long-term care setting due to the opportunities to move up in rank and become nursing supervisors and unit managers. LPN’s in the hospital settings are limited

The nurse manager stated that her vision for her unit was to have her entire staff be clinically sound and function confidently under adverse client load. She expects upmost teamwork from her staff and expects the unit to operate efficiently with upmost regard for staff and client safety.

As I think over the jobs I have held throughout my life. I had one supervisor I appreciated the most. This was a nursing supervisor, and I appreciated this individual the most because she was totally different from the other supervisors on the job.She was very hard at first, but she got easier as we showed her she could trust us. I found even though she was hard, she had our backs. When she felt we were doing the right thing, she would fight tooth and nail for us.

I agree with your post-Sabrina. I am currently working in ICU and I have a co-worker that works day shift that nobody wants to take the report from her. She’s a bully, she has been to the manager’s office couple of times already but she is still the same. No doubt she is hardworking, well-rounded open-heart nurse, but her attitude “sucks”. Not sure why my manager tolerates her attitude. But since my manager does not want to do anything about it, the night shift nurse came up with an idea to rotate all of us (night shift staff) to take turns in a getting report from her.