Anna Louise Tittman Memoir - University of Illinois Springfield

Anna Tittman
available. Now she once wasn't, she lived way off
we would
refer her to her own reglstuy or her own placement
was advlsed by them that it wasn't local, she wanted to $ places, $he
wanted to be in so= other state, she wanted to
a chance to state her preferences. They
got all their credentials, and they me confidential
we had the privilege of, not changing the statemnts,
things and I only got into trouble once about that
employed a nurse that was a friend of one who
that woman1s reference wasn't just exactly
many things, you can kind of make up your mind that myb? the enployer
wasn't handling her situation just ri@t. But of course we had ow
system -king, excellent when the reference was entire14 that, and an
okay if they were just fair, a minus sign if it's poor.
have this nurse listed for, or have her case opened for
You see, we have all those references up to that time,
record up to date but if we how enough about her f'rorn
record repor%, why we can go right away and go right
them about positions which zulc their preference in
they are qualified to do and the locality they want to b
t-s. We try to follow any worthy interest. Then we
we have had her record on before, and that is when I rec
joy, when a record that I have built with all the detai
if they are good then it will be good in this case too.
talk jobs with her before I get one on the last work.
out alright, I think. And, somtirnes the prejudice in
of the person vho wrote the mference didn't see any o
well, now in own reference there was one situation
forgotten how, that I don't think that I could have
though I wasn't . . .
Q. So when you excluded, you excluded certain p&s the references
if you felt it was unjust to the nurse?
A. Yes, or if it was too mch of a repetition. Not alw s though. We
would, for instance, take a poor record and try to make 4"t fair unless
it was, well, they would say, "Well, the employee, she nqver liked me,''
see. Well, you had to decide for yourself whether that qas the nurses's
fault or whether it was the director's fault. S
compile the professional history andwetreat the
way. W e him analyze his work and the type of
may be able right away, knowing he's holding a
Take a principal of a high school for instance, we
kind of a person and so you begin to discuss pos
with him. Then if their ional record is ope
can magbe prepare or gi s WSB ls profess
Then we let her know t
rd bs been sent
occurs. She, maybe we will her infomt i
positions, and she
or which she 'd lik
really very enjo
mg nurse comes in
doesn t necess
she's trying t