Whenever I conduct a preceptor workshop, I always ask the question, “What is the most difficult aspect of precepting?” I usually get a range of answers, but at least one nurse will always say, “Providing feedback to orientees.” Providing feedback can be difficult, especially if it is your first time doing it.
In a preceptor-orientee relationship, the best type of feedback to provide is constructive feedback. Constructive feedback focuses on improving orientees’ performance by reinforcing desired behavior, and correcting poor performance. It allows orientees to maintain their motivation for learning, and enables them to experience at least partial success.
HCPro’s Image of Nursing in Clinical Practice award recognizes nurses who embody a positive image of nursing through their clinical excellence. The award goes to a nurse who has made significant contributions to improve patient outcomes, patient safety/quality initiatives, staff satisfaction, practice changes, research or evidence-based practice projects, interdisciplinary collaboration, or organizational goals.
This year, the judges gave the honor to Rebecca Schorn, RN, BSN, CCRN, nurse clinician level 4 in the PICU at Nemours/Alfred I. duPont Hospital for Children in Wilmington, DE. Schorn serves in a direct care role, providing hands-on, evidence-based nursing care, while simultaneously attending to the emotional and spiritual needs of her patients and their families.
Each year, HCPro’s Nursing Image Awards recognize nurses who have helped elevate the image of nursing. One of the categories, the Image of Nursing in Leadership award, recognizes nurse leaders who embody a positive image of nursing through leadership excellence. The award honors leaders who serve as inspiring mentors and outstanding role models to nurses as they strive to be professional in all they do, whether by overcoming challenges, spearheading change, or fostering teamwork that results in the achievement of operational goals and objectives.
This year, the judges bestowed their accolades on Karen S. Hill, DNP, RN, NEA-BC, FACHE, a visionary vice president and chief executive officer at Central Baptist Hospital in Lexington, KY. Hill began her career at Central Baptist Hospital as a teenage candy striper. Twenty-six years later, Hill is a source of empowerment and support for other nursing professionals.
According to the recently released 2008 National Sample Survey of Registered Nurses, a nurse’s salary is most highly correlated with his or her level of education. Typically, nurses in an advanced practice specialty or higher-level management position are the ones with the highest earnings.
Survey results show the top 10 nursing salaries as follows:
1. Nurse anesthetist: $154,221
2. Management/administration: senior management: $96,735
3. Nurse practitioner: $85,025
4. Nurse midwife: $82,111
5. Management/administration: $78,356
6. Consultant: $76,473
7. Informatics nurse: $75,242
8. Management/administration: middle management: $74,799
9. Clinical nurse specialist: $72,856
10. Management/administration: first-line management: $72,006
By Shelley Cohen
The Internet has proved to be a great resource to managers with the greatest challenge seeming to be finding the time to research all that is available to us. Along with medical and nursing resources, the Internet has become a social highway for individuals as well as organizations.
As the generation gap continues to grow, managers are continuously amazed to hear of personal concerns being posted to social networks such as Facebook. On one hand, some of these sites may provide an opportunity for “pre-screening” job applicants. On the other hand, we see the benefit of looking up a prospective applicant and finding out they are a source for purchasing drugs or the real reasons they were fired from their last job. A question raised on the other side of this is one of discriminatory action. What if you declined to hire a person based on a social networking site story about them and you later find out, the posting was unreliable?
A survey published in a recent issue of Nursing Management revealed nurse leaders say they’re being paid less these days than they were three years ago.
The survey of about 2,000 nurse leaders indicated that the annual salary in 2010 is $80,170—about $4,000 less than the $83,930 they were making back in 2007—and nurse leaders are not happy about it. Almost 60% said they felt they weren’t being appropriately compensated for the level of responsibility they had within the organization.
Ask a new nurse what preceptors are and they may reply “teachers.” At first glance, I agreed with the definition. Preceptors spend a large amount of their time teaching orientees the clinical skills related to their specific role. But as I reflected upon my experience as a preceptor, I realized that preceptors are much more than just teachers or tutors. Preceptors are also:
- Leaders. A leader is someone who inspires and influences others. Preceptors must be leaders in order to inspire and influence their orientees to learn their new role. This can sometimes be a difficult challenge as conflicts arise. However, a true leader can put differences aside and continue on the orientation journey.