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May 2016 • Vol 2 • Issue 5
Contents
2016 Best Nursing
Team Winner
10
Thomas Jefferson
University Hospital
This facility’s emergency department
reduced left-without-being-seen rates
and improved wait times and patient
satisfaction. (Cover photo by Kyle Kielinski)
ON THE WEB
www.advanceweb.com/Nurses
Visit www.advanceweb.com/Nurses
anytime for national and regional news,
timely articles, forums, blogs and more.
Time Is
Running Out!
▶ Data collection closes
June 1 for the 2016 National
Salary Survey of Nurses.
2016 Best Nursing Teams
14 Children’s National
Health System
Best Expertise: Neonatal Intensive Care Unit
16 Duke University
Medical Center
Best Initiative: PeriAnesthesia Care Unit
18 Einstein Medical Center
Best Outreach: Women’s and Infants’
Cluster Council
20 Froedtert Hospital
Best Adaptability: Inpatient Virtual Hospice
Program
CE ARTICLE:
37 Violence in the Workplace
Strategies for reducing risk.
Features
30 A Perfect Storm
Nurses are susceptible to plantar fasciitis.
33 Patient Satisfaction Scores
Optimizing the experience for all.
35 Reducing Malpractice
Exposure
New claims data
provide guidance.
Adult Onset
Allergies
▶ Why do some people
develop allergies as adults?
Find this article in the
Features area after May 2.
Suicide Prevention
▶ Better access to mental
healthcare is essential to
reduce suicides. Posted in
the Features area after May 9.
2016 Career Guide
▶ Our new annual career
guide is available for viewing
and download on our
homepage.
Departments & Opportunities
Ad Index. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4, 7
Editorial . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
News & Happenings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
Education Opportunities & Career Development . . . . . . . . . . . . . . . . . . . . . . 48
Career Opportunities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 56
Find us on
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Career Opportunities
Job search by facility below, or use the key on page 56 to target your job search by your region.
ADVERTISER WEB ADDRESS PG #
Abington Memorial Hospital www.abingtonhealth.org 26
Aria Health 23
Athens Regional Medical Center www.athenshealth.org 24
BayCare Health System 62
Beebe Healthcare 60
Capital Health System www.capitalhealth.org 24
Catholic Medical Center www.catholicmedicalcenter.org 56
Chamberlain College of Nursing www.chamberlain.edu/careers 29
Children’s Hospital Los Angeles jobs.CHLA.org 25
Children’s National Medical Center www.ChildrensNational.org/Nursing 14
Children’s National Medical Center www.ChildrensNational.org/Nursing 27
Concorde Career College job.concorde.edu 66
Coordinated Health Systems 60
CritiCare 59
Diamond HealthCare www.diamondhealthcare.com 66
Duke University www.dukenursing.org 17
Einstein Healthcare Network www.einstein.edu 25
Einstein HealthcareNetwork www.einstein.edu 19
Elizabeth SetonPediatric Center 57
Florence DarlingtonTech College 61
FOJP Service Corporation 57
Fort Duncan Regional Medical Center www.fortduncanmedicalcenter.com 28
Fox Chase Cancer Center 58
HCA North Texas careersathca.com 29
Hillcrest Hospital South 64
Holy Redeemer 60
Horsham Clinic www.horshamclinic.com 56
HSC Health Care System www.hscpediatriccenter.org 61
Hudson Valley Hospital Center 57
Humboldt General Hospital www.hghospital.org 65
Inspira Health Network, Inc 58
Kennedy Krieger Institute www.kennedykrieger.org 27
Lee Memorial Health System www.leememorial.org 26
Lourdes Health System 22
Lower Keys Medical Center 64
Main Line Health System 59
Maxim Corp www.maximnurses.com/careers 19
MedStar Montgomery Medical Center montgomerygeneral.com 61
Memorial Healthcare System 63
Mercy Philadelphia Hospital 25
MJHS www.MJHS.jobs 21
New Hanover Health Network www.nursingatnhrmc.com 28
Nursing Unlimited 60
Our Lady of Consolation 59
Penn State Hershey Rehabilitation 56
Prime Home Health Services www.primehomehealth.com 24
Project Self-Sufficiency 57
Providence Community Health 66
RML Specialty Hospital 64
Royale Health Care 65
Roze Room Hospice 65
Saint Francis Medical Center www.stfrancishealthcare.org 27
Sentra Healthcare www.sentracareers.com 23
Shield Institute 58
Source 4 Nurses www.source4nurses.com 58
South Peninsula Hospital www.sphosp.com 66
South Shore Dialysis Center 57
Spring Grove Hospital Center www.dbm.maryland.gov 22
St Lukes Magic Valley Regional 65
St. Mary’s Health Care System www.stmarysathens.org 64
Stamford Hospital www.stamfordhospital.org 15
Summit Oaks Hospital www.psysolutions.com 58
Thomas Jefferson University Hospitals 13
VA Palo Alto Medical Center 66
Valley Health System www.valleyhealthcareers.com 21
VMI Home Care 64
VNA Care Network & Hospice www.vnacarenetwork.org/careers 22
Westchester Medical Center www.wmchealth.org 26
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Editorial
Happy Nurses Week 2016!
By Michelle Perron
ON BEHALF of ADVANCE Healthcare
Network and the editorial team at ADVANCE
for Nurses, I wish you a Happy Nurses Week!
Each year we look forward to preparing
the print issue that encompasses this annual
celebration. That’s because in addition to
thanking nurses for sharing their talents,
skills and unique brand of care, we have the
distinct honor of announcing the winners
of our Best Nursing Team contest. Find this coverage starting
on page 10.
National Nurses Week begins each year on May 6 and ends on
May 12, Florence Nightingale’s birthday. The American Nurses
Association (ANA) set these as permanent dates to position Nurses
Week as a nationwide event. Please visit www.advanceweb.com/
NursesWeek for our Nurses Week coverage.
For 2016, the ANA has set a theme of creating a culture of safety.
ANA defines a culture of safety as one in which core values and
behaviors emphasize safety over competing goals. ANA states
that attributes of a positive safety culture include: openness and
mutual trust when discussing safety concerns and solutions without
individual blame; marshaling of appropriate resources, such
as safe staffing and skill-mix levels; a learning environment in
which healthcare professionals learn from errors and proactively
detect systemic weaknesses; and transparency and accountability.
“ANA is asking all nurses to consider how they can individually and
collectively work toward creating a culture of safety in their workplaces,
which means ensuring not only the safety of their patients, but
also their own safety,” according to a statement on the ANA website.
In closing, I want to honor my favorite nurse: my mother. Carolyn
O. Perron, RN, BSN, is pictured instead of me this month in the
inset photo. The photograph was taken when she was a freshman
at Hotel Dieu Nursing School in New Orleans in 1958. Her nursing
skills continue to serve her and our family well many years after
she stopped wearing a cap and cape! n
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PRESIDENT Ann Wiest Kielinski • GENERAL MANAGER W.M. “Woody” Kielinski • EDITORIAL Executive Editor: Michelle
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4 ADVANCE FOR NURSES n MAY 2016 n www.advanceweb.com/Nurses

Celebrate Nurses Week
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News&Happenings
Le Bonheur Awarded Magnet Designation
▶ MEMPHIS, TENN.—Le Bonheur Children’s Hospital recently
received Magnet designation, joining an elite group, since only
7% of hospitals in the country have earned this distinction.
“This achievement is a testament to the exceptional care we
provide to patients and families,” said Nikki S. Polis, PhD, RN,
chief nursing officer of Le Bonheur Children’s Hospital. “We
are incredibly proud of having achieved this momentous goal.
Magnet is evidence that each and every one of us is committed
to providing a higher standard of care for all children in need.”
Virtua Vorhees Earns First-of-Its-Kind Award
▶ VORHEES, N.J.—The 4A Acute Pulmonary Care Unit at Virtua
Hospital received the PRISM award (Premier Recognition in the
Specialty of Med-Surg), which is co-sponsored by the Academy
of Medical-Surgical Nurses (AMSN) and the Medical-Surgical
Nursing Certification Board (MSNCB). This is a relatively new
For Sale!
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▶ The clinical staff from the 4A Acute Pulmonary Care Unit at Virtua Voorhees
Hospital proudly receive their PRISM Award. Photo courtesy Virtua Voorhees
honor recognizing exceptional nursing practice, leadership and
outcomes in medical-surgical units across the country.
MSK Cancer Center Earns Magnet Recognition
▶ NEW YORK—Memorial Sloan Kettering Cancer Center
recently earned Magnet recognition, the most prestigious distinction
a healthcare organization can receive for nursing excellence
and quality patient outcomes.
“Our leadership has always recognized the integral role nurses
play in the care team and has empowered and engaged our nurses
to achieve excellent clinical
outcomes,” stated Elizabeth
Nelkin McCormick, MSN,
RN, CENP, senior vice
president and chief nursing
officer of MSK. “The
lifelong relationships that
many of our nurses have
with patients serve as a testament
to the compassion
and relationship-centered
care we provide.”
▶ Nurses from the Memorial Sloan
Kettering Cancer Center toast their
victory in attaining Magnet status.
Photo courtesy Memorial Sloan Kettering
Homestead Health Achieves Magnet Status
▶ MIAMI—Out of nearly 6,000 healthcare organizations in the United
States, only 425 have been awarded the prestigious Magnet designation,
which ensures that rigorous standards for nursing excellence
have been met. Homestead Health, which is part of Baptist Health
South Florida, is proud to have recently joined those select few.
“Achieving Magnet recognition is tangible evidence of our nurses’
commitment to providing the very best care to our patients,” said
Bill Duquette, the chief executive officer of Homestead Hospital. “It’s
the ultimate benchmark to measure the quality of our patient care.”
6 ADVANCE FOR NURSES n MAY 2016 n www.advanceweb.com/Nurses
-1619046_CB_GreensideMeadows.indd 1
4/29/16 2:25 PM

▶ The team from Carroll Hospital’s Anticoagulation Clinic has demonstrated a
strong commitment to providing the highest level of care to patients taking
antithrombotic medications. Photo courtesy Carroll Hospital
Carroll Clinic Is Center of Excellence
▶ WESTMINSTER, MD—Carroll Hospital’s Anticoagulation Clinic
was recently declared an “Anticoagulation Clinic of Excellence” by
the Anticoagulation Forum, a multidisciplinary nonprofit organization
that works to improve the quality of care for patients who take
antithrombotic medication. Carroll received this honor following an
extensive review to ensure it met the program’s rigorous standards.
“We are very proud to have passed the assessment,” said Maria
Goldman, CRNP, coordinator of the Anticoagulation Clinic.
“Our clinic is dedicated to actively participating in all aspects of
our patients’ care, since working together with our patients is the
best way to improve health outcomes.” n
Products, Services, Education
For more information on these advertisers, go to www.advanceweb.com/nursesdirectory or
visit their Web sites.
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Amer Health Info Mgt Assoc www.ahima.org 53
American Public Univ 50
Cardinal Health www.cardinalhealth.com 2
Champion Manufacturing www.bestchoosechampion.com 12
CM&F www.cmfgroup.com 9
Dansko www.dansko.com 31
Fidelity Investments www.fidelity.com/nurses 5
Frontier Nursing 50
Helene Fuld Coll Nurs 55
Gwynedd Mercy 54
Glenside Meadows 6
Memorial Sloan Kettering 50
Memorial Sloan Kettering 54
Morgan State Univ 52
Neumann University 55
Pacific Coll Oriental Med 52
Rider University 51
Rocky Mt Univ Health 54
Rowan University 48
Southern New Hampshire 7
Thomas Edison State Coll 49
University of Phoenix www.phoenix.edu/nursing 68
Wheeling Jesuit Univ 48
THANK YOU.
Two words we think nurses
need to hear more often.
It’s National Nurses Week, and there’s no better time
to thank you for going the extra mile, every day. As
a nonprofit university, SNHU is dedicated to helping
working nurses succeed, with online programs
designed by nurses for nurses to fit your busy life and
your budget. Find your degree at snhu.edu/nursing.
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www.advanceweb.com/Nurses n MAY 2016 n ADVANCE FOR NURSES 7

News&Happenings
Names & Faces
Ora Strickland, PhD,
RN, FAAN
Carl Kirton, DNP, MBA,
ANP, RN
Lisa Rowen, DNSc, RN,
CENP, FAAN
Jerome Bagaporo,
MSN, RN
Nurse to Direct PA Patient Safety
Authority Board
HARRISBURG, PA—The board of directors of the
Pennsylvania Patient Safety Authority (PPSA) named
a new executive director, Regina M. Hoffman, RN,
BSN, MBA, CPPS, who was formerly the director of
PPSA’s Patient Safety Liaison (PSL) program.
“The Authority is pleased to announce Regina as its
new executive director,” said Rachel Levine, MD, chair
of PPSA. As director of the PSL program, Hoffman
managed eight PSLs placed regionally throughout the
state. “Her grasp of the current programs the Authority
is involved in” made her a good choice, Levine stated.
Nurse Inducted into Researcher
Hall of Fame
MIAMI—Ora Strickland, PhD, RN, FAAN, the dean
of Florida International University’s (FIU’s) Nicole
Wertheim College of Nursing & Health Sciences,
was chosen as one of 19 nurse researchers worldwide
who will be inducted into the 2016 International
Nurse Researcher Hall of Fame this summer in Cape
Town, South Africa. Fewer than 100 nursing professionals
have received this prestigious honor since its
inception in 2010. “I am both humbled and honored
by this recognition,” Strickland said.
Kirton Announced as CNO of
University Hospital
NEWARK, NJ—University Hospital recently
announced that Carl A. Kirton, DNP, MBA, ANP,
RN, will serve as its new chief nursing officer. Kirton
brings a wealth of experience to the job, having served
as deputy executive director and CNO at Lincoln
Hospital and Mental Health Center in Bronx, N.Y.,
and as senior vice president of patient care services
and CNO at North General Hospital in New York
City. “I am very excited about teaming up with the
UH nurses to heal our patients and help members
of the community live healthier lives,” Kirton stated.
Rowen Named CNE for UMMS
BALTIMORE—Lisa Rowen, DNSc, RN, CENP, FAAN,
has been named system chief nurse executive for the
University of Maryland Medical System (UMMS)—an
accomplishment that will add a nursing voice at the
system level for strategic planning, nursing workforce
development and continuous clinical improvement
initiatives.
“Nursing is a key to our continued success, and
Lisa will provide input and leadership for patient care
issues,” said Robert A. Chrencik, MBA, CPA, president
and chief executive officer of UMMS.
Bagaporo Becomes CNO of
United Hebrew
NEW ROCHELLE, NY—Jerome Bagaporo, MSN,
RN, has been named the new chief nursing officer at
United Hebrew (UH), overseeing a department with
280 full- and part-time staff members. In his new role,
Bagaporo is committed to seeing that the growing use
of technology works to patients’ benefit—a fitting goal
since he began his career at UH as the minimum data
set and technology coordinator and was tasked with
completing the electronic recording of all residents’ data.
“With the transition to EHRs, nurses have a better
view of what is going on with a resident with just one
click,” Bagaporo said. “But we’re not removing the
tender loving care that we give the residents, nor the
interpersonal relationships. Those personal relationships
cannot be replaced by technology, a philosophy
we maintain here at United Hebrew.”
Lehmann Wins ARIN Award
HERNDON, VA—Not only is Sharon Lehmann, MS,
APRN, CMS, a past president of the Association for
Radiologic and Imaging Nursing (ARIN), now she is
one of its award winners as well. Calling her a “quiet,
unsung heroine” who always “engages new member
interest in the association,” current ARIN president
Mary Sousa, BSN, RN, presented Lehmann with the
2015 Presidential Award for Exemplary Service.
Lehmann has served as the editor of the ARINVision
newsletter for the past 6 years, “giving endless time and
foregoing the usual compensation for this position,”
Sousa noted. In addition, Lehmann has contributed
handmade aprons for years for the annual ARIN silent
auction, to help the association raise money. n
More Nursing News
READ MORE about your colleagues’ accomplishments
and news around the country online at www.advanceweb.
com/NurseNews.
8 ADVANCE FOR NURSES n MAY 2016 n www.advanceweb.com/Nurses

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2016 Best Nursing Team Winner
Beating
the Clock
Thomas Jefferson University Hospital
changed its workflow to give patients
a better ED experience
By Danielle Bullen
PHILADELPHIA — Leaving the emergency department (ED)
before treatment presents a danger to both patients and hospitals.
Patients risk worsening health when they are not properly diagnosed
and treated. High left-without-being-seen (LWBS) rates correspond
with ED overcrowding, a scenario that angers patients and makes
it difficult for staff to deliver appropriate care.
Additionally, LWBS rates are now a quality metric assessed by
the Centers for Medicare and Medicaid Services. Hospitals are
required to report LWBS numbers, which are accessible to the
public. Patients cannot always choose their ED; but when they can,
would they choose go to a facility with high wait times?
In first quarter 2015, Thomas Jefferson University Hospital
(TJUH) in Philadelphia had an LWBS rate of 5.7% and a door-toprovider
time of 43 minutes. The national average for LWBS was
2%. The hospital set a goal to lower its LWBS to less than 2% and
its door-to-provider time to less than 20 minutes.
Exceeding those goals is the reason the emergency department
at Thomas Jefferson University Hospital was named the ADVANCE
for Nurses 2016 Best Nursing Team.
Leading the Charge
The emergency department at TJUH is a bustling place that takes
up an entire city block. It has 54 beds and its staff evaluates approximately
62,000 patients each year. The most common presenting
complaints are orthopedic injuries, chest pain, abdominal pain
and viral symptoms. Similar to other EDs, the busiest times are
weekdays between 2 p.m. and 10 p.m.
In 2014, Jefferson leadership created a blueprint for strategic
action (BSA), which provided direction to secure Jefferson’s future
and defined how to achieve success. In support of the BSA, ED
leadership developed ED 2.0, a strategic initiative aimed at transformation
and focused on reducing LWBS rates, door-to-provider
times, and improving patient and staff satisfaction.
“We adopted it as our mantra and challenged ourselves to become
a more patient- and family-centric ED,” said Stephan McDonald,
MSN, manager of the emergency department. That slogan—Patients
and Families First—is prominent across the emergency department.
“Jefferson wants to be the best in all areas,” McDonald said. “It’s
a privilege to care for 62,000 people in the Philadelphia area, and
we don’t take that lightly.”
Nurses as Champions
The ED staff already knew the high quality of medical care provided
at the hospital, since many of them receive care there. “We receive
a lot of referrals and have a good deal of people who travel a great
distance to come for the Jefferson brand,” McDonald remarked.
The ED sees especially high rates of neurological and orthopedic
patients brought in from other facilities. Improving the patient
experience in the ED, where many patients are introduced to the
hospital, was the lofty goal.
Before the ED 2.0 project even got off the ground, the department
had tremendous support from hospital leadership. Physician
leadership in the department was extremely engaged in the process
and redesign. “This support was the only way we could institute
10 ADVANCE FOR NURSES n MAY 2016 n www.advanceweb.com/Nurses

2016 Best Nursing Team Winner
Stephan McDonald, MSN, nurse manager of the emergency department,
checks the track board featuring up-to-the-minute patient status information.
KYLE KIELINSKI/thanks to Thomas Jefferson University Hospital
TEAM: Emergency
Department
ENTRY SUBMITTED BY:
Stephan McDonald, MSN,
manager of the emergency
department
such radical change,” McDonald acknowledged. “We set our own
path and looked at best practices across the country.”
McDonald cited the emergency department at University of
Colorado, which he and other staff members visited to prepare for
ED 2.0, as a model for effectively moving patients through an ED.
Prior to the kickoff of the initiative, the department staff held
countless meetings. A conference room was turned into de facto
office space, where anyone interested could learn about the processes
and provide input. As the primary front-line patient care
staff, nurses’ opinions were highly considered. “We wanted to
leverage the amazing nursing staff and we really worked hard
to engage them throughout the process,” McDonald explained.
Improving Patient Flow
The first sign that something is different at TJUH’s ED is the
absence of traditional nurse triage. When an ambulatory patient
first comes in, he or she checks in with the registrar and “Pivot
RN,” who does a cursory triage based on appearance and chief
complaint. “The Pivot Nurse has algorithms to follow,” explained
Susan Cissone, MSN, administrative supervisor in the emergency
department. Those algorithms determine if the patient gets an ED
bed immediately or goes to the intake area.
Four intake rooms are staffed with a physician, a scribe, a vitals
tech and mover techs. After vital signs are taken, the physician
performs a 5-minute assessment. This determines if the patient
will be discharged, moved to the Fast-Track ED (staffed by a physician
assistant or nurse practitioner) or moved to the main ED for
further treatment.
“The goal is anyone who will stay in the emergency department
less than 2 hours goes to Fast Track,” Cissone said. Patients with
low acuity or minor injuries are sent there. Staff members wear
headsets to facilitate communication with one another.
The main ED houses intake, two trauma bays, the A/B areas with
patient beds, and one unexpected feature. “We have our own OR in
the ED. Very few Level I trauma centers have that,” McDonald said.
While the preference is to transfer patients to the operating rooms in
the main hospital, he said, “If you’re hemodynamically unstable with
penetrating trauma, the ED and trauma team can take the patient
directly to our ED OR and attempt to resuscitate the patient and
perform lifesaving surgery immediately.” The ED OR is for the most
critical trauma cases; it is typically used less than 20 times per year.
Less Waiting Means Happier Patients
With ED 2.0 and the new intake model, Jefferson has pretty much
eliminated the external waiting room. An internal waiting area
is opened when the ED is at capacity. With the physician intake
model, patients are typically evaluated by a physician before waiting
in the internal waiting room. To ensure that patients in the
internal waiting area are well cared for and informed, they staff
the area with a nurse and technician. “Your wait time should be
as productive as possible,” Cissone explained.
Located strategically throughout the department are real-time
dashboards designed by TJUH’s IS&T application development team;
these provide up-to-the minute data on a number of key performance
www.advanceweb.com/Nurses n MAY 2016 n ADVANCE FOR NURSES 11

2016 Best Nursing Team Winner
Emergency
department nurse
Meghan Quinn, RN
prepares for a busy
day by checking
in at the nurses'
station at Thomas
Jefferson University
Hospital.
metrics. The dashboards track how many patients are waiting and
the average wait time; the current census; and the longest length of
stay in Intake, Fast Track and the A/B Areas. Colors change when the
emergency department reaches saturation, triggering action plans.
“Nurses should keep the patients at the center of all their decisions,”
Cissone noted. The flow of the ED ensures that patients are
where nursing staff can see them and give them what they need.
Coordinating to Hit Goal
Communication is at the heart of the redesigned workflow. “There’s
an enormous interdependent relationship, especially between the
nurses and the techs and the nurses and the physicians as it relates
to changes in patient status,” McDonald said.
Nurses interact with physicians, social workers, case managers,
pharmacists, radiologists, the transport team and other departments
on a regular basis. Those relationships rely on information
sharing and are critical to patient throughput.
“Anyone looking to change their intake model needs to be bold,”
McDonald said. Challenging the status quo is always a formidable
undertaking, and it needs support from front-line staff, physicians
and leadership.
“Including nursing staff in decisions led to our success,” Cissone
emphasized.
Thomas Jefferson University Hospital’s bold vision paid off.
With the implementation of ED 2.0, it saw immediate success with
a 0.42% LWBS rate in the first week, far exceeding the original
goal. These efforts have been sustained to this day, with the most
recent quarterly data (Q4 2015) showing a 0.8% LWBS rate and
an 11-minute door-to-provider time. Patients and families have
appreciated the changes in the ED. Patient satisfaction scores have
never been higher.
“While ED 2.0 was a call to action to ensure we were putting the
patients and their families at the center of all we do, it was also a
tremendous example of the power of teamwork and staff engagement,”
said Joseph Anton, MSN, RN, vice president of clinical and
support services. ■
Danielle Bullen is a staff writer. Email her at dbullen@advanceweb.com.
and
80 % of
For more information: BestChooseChampion.com
Best Nursing Team Honorable Mentions
Find their essays at www.advanceweb.com/Nurses. Look for
the 2016 Best Nursing Team coverage.
▶
▶
▶
▶
▶
▶
▶
▶
▶
Broward Medical Center, Ft. Lauderdale, Fla.
Children’s Hospital Los Angeles, Los Angeles
Gulf Coast Medical Center, Ft. Myers, Fla.
HonorHealth Scottsdale Shea Medical Center,
Scottsdale, Ariz.
Inova Loudon Hospital, Leesburg, Va.
Memorial Hospital UCH, Colorado Springs, Colo.
Mount Sinai St. Luke’s Hospital, New York
Newton Medical Center, Newton, N.J.
Tufts Medical Center, Boston
▶ UT Southwestern Medical Center—William P.
Clements Jr. University Hospital, Dallas
12 ADVANCE FOR NURSES n MAY 2016 n www.advanceweb.com/Nurses

Best Nursing Team of 2016
Jefferson Emergency Department Nursing Team
Congratulations to the ED at Jefferson for being recognized as the Best Nursing Team of 2016!
At Jefferson, we are proud of their efforts to create an exceptional experience for each and
every patient and their families. In the ED at Thomas Jefferson University Hospital our Nursing
staff expect the best and give the best. To our nurses and to nurses across the country, Happy
Nurse’s Week and thank you for all that you do.
Interested in how you can become a part of this great team?
To learn more and apply, visit Jefferson.edu/JeffNurses
1-866-JEF-NURSE
HOME OF SIDNEY KIMMEL MEDICAL COLLEGE
Thomas Jefferson University Hospital and Jefferson Hospital
for Neuroscience are Magnet ® recognized hospitals
EOE

2016 Best Nursing Team Runner-Up
Children’s
National Health
System
An educated team of NICU
nurses established a strong
breast milk culture
OUR NEONATAL intensive care unit (NICU)
nursing team at Children’s National Health System
has been working on a continuous quality improvement
initiative to increase the number of patients
receiving breast milk. This presents a special
challenge in a NICU that has a high acuity level,
since the small patients in our care are so vulnerable
and may stay for extended periods of time
while running the risk of serious complications.
In the first phase of our project, 6 NICU staff
We champion kids.
And applaud our nurses
for providing the
most outstanding care.
As a national leader in pediatric medicine, we are dedicated
to changing the lives of kids everywhere. It’s about caring for
kids. Nurturing families and communities and inspiring the
most exceptional staff. It seems other people are noticing our
performance…noticing that our staff, especially our nurses,
are the absolute best at what they do.
Congratulations to our Neonatal Intensive Care Unit Nursing
team, for being named the “2016 Best Nursing Team” by
ADVANCE for Nurses magazine.
Learn more about our services, our Nursing careers and other
opportunities in Washington D.C., Virginia and Maryland.
www.ChildrensNational.org/Nursing
Equal Opportunity Employer of Minorities, Females, Protected Veterans,
and Individuals with Disabilities
www.ChildrensNational.org/Nursing
nurses earned certification as
International Board Certified
Lactation Consultants (IBCLCs)
to inaugurate our Lactation
Resource Nurse Service. This
was followed by several nursing
initiatives to support the use
of lactation technology (pump
rentals, scales, creamatocrit and
nipple shields).
Dedicated breast milk refrigerators
were placed at each
patient’s bedside. Breast milk
Children’s National
Health System,
Washington, D.C.
TEAM: Neonatal Intensive
Care Unit
CATEGORY: Best Expertise
ENTRY SUBMITTED BY:
Judith Campbell, RNC, IBCLC,
lactation consultant
freezers were placed in conveniently located nourishment stations,
and a secure nourishment room, complete with deep freezers, was
created and devoted to milk management.
Mothers were told they were welcome to pump at their baby’s
bedside; or, they could choose to pump in an airy room containing
private spaces stocked with supplies and necessary equipment.
This was followed by the creation of a full-time dedicated RN
IBCLC position.
Our team is empowered through staff education that includes
inservices, mentoring, monthly e-newsletters and our interdisciplinary
NICU Human Milk Oversight team, which is chaired by nurses.
This panel is committed to valuing breast milk and breastfeeding
as a critical contribution to the recovery of our patients.
We have implemented many improvements through this collaboration,
including expanded parental education efforts; colostrum
labeling for chronological feeding; the establishment of weekly
bilingual mother-to-mother support groups; electronic orders
for lactation consults; the use of donor human milk; improved
Photo courtesy of Children’s National Health System
14 ADVANCE FOR NURSES n MAY 2016 n www.advanceweb.com/Nurses

2016 Best Nursing Team Runner-Up
practices for reducing
the potential loss of milk;
advocacy for appropriate
breast pumps outside the
hospital (including at our
local Ronald McDonald
House); the use of colostrum
for oral care; providing
meals for lactating
mothers; equipment
and furniture upgrades;
a milk management system
(which is managed
and monitored weekly by
a small team of nurses);
and the use of a breast
milk bar-coding system,
which is considered the
“gold standard” for patient
safety.
Implementation of
our projects is guided by
monthly data, initially
using estimated volumes of breast milk
fed, with chart review of about half of the
monthly discharges.
We then changed our approach to use
data reflecting the percentages of patients
discharged on breast milk.
Data assessment has confirmed that
the efforts of our NICU nursing team are
worthwhile: Our statistics validate that
breastfeeding and breast milk feeding are
a high priority in our NICU.
Initial data shows a 1,000% increase in
volumes of mothers’ milk fed to infants
over a period of 18 months.
We’ve also found that the mean percentage
of patients who had been admitted to
our NICU at less than 1 week of age and
were discharged on breast milk between
the third quarter of 2011 and the fourth
quarter of 2013 was 62%.
Recent monthly reports show the mean
through the beginning of the third quarter
of 2016 is 80%, which represents an 18%
increase! These findings demonstrate that
the establishment of a strong breast milk
culture by an educated team of nurses can
indeed have a significant impact on quality
of care.
We are thrilled that this initiative has
contributed to empowering our community’s
families while in our care.
As an added benefit, the monthly data
provide feedback to our team that a nursing-led
patient care project can improve
our standing in national NICU rankings.
We have found this success to be very
motivating for all of us. n
Careers. Inspired.
Reimagine how you see your nursing career.
At Stamford Health, taking care of people means providing the absolute finest
care and that extends past our patients to our employees as well. Through the
growth, development, and evaluation of the Shared Governance model and
the work of our nursing councils, our nurses are proud that they can and do
have an impact on patient care.
Critical Care & Step Down Staff Nurses
Flexible & Night Shifts
We’re seeking BSNs (or enrollees with an established completion date) with
3 years of progressive med/surg experience. The ability to read cardiac rhythm
strips, and telemetry or step-down experience preferred; required for ICU.
BCLS required; ACLS preferred.
ICU Clinical Coordinator
Night Shift
We’re seeking a BSN with a minimum of 3 years of ICU experience. Cardiac
experience highly preferred. Charge nurse experience, and CCRN or AACN
ECCO also preferred. BCLS and ACLS required.
Stamford Health also recognizes the importance of your financial health and
overall well-being. We’re offering a $10,000 sign-on bonus, competitive salary
and generous shift differentials; comprehensive, low cost health insurance
plans available day one; wellness programs; 26 PTO days; tax deferred annuity
and (403b) pension plan; rich tuition reimbursement; professional clinical
ladder with varying levels of additional compensation; high acuity care and
level of autonomy; free on-site parking and train station shuttle; and much more!
Qualified candidates only, please forward your resume to Sarah Devine, RN,
Nurse Recruitment and Retention Manager at: sdevine@stamhealth.org.
For more information, please visit StamfordHealth.org. EOE M/F/D/V
Visit Our Website for More!
WE HAVE dedicated an entire section of
our site to National Nurses Week 2016 and
our Best Nursing Team contest! Visit www.
advanceweb.com/Nurses/NursesWeek today.
www.advanceweb.com/Nurses n MAY 2016 n ADVANCE FOR NURSES 15

2016 Best Nursing Team Runner-Up
Duke University
Medical Center
The PACU team implemented phased
postoperative care in the OR platform
IN SEPTEMBER 2014, the Duke University
Hospital PeriAnesthesia Care Unit (PACU) Team
partnered with anesthesia colleagues to implement
phased postoperative care in our operating
room platform. Our 120+ member team overcame
challenges to achieve a significant reduction in the
average recovery care time for patients in the Duke
University Hospital PACU, while improving their
overall experience.
Prior to September 2014, the Duke University
Hospital PACU was a single-phase, mixed care
area that safely treated more than 25,000 patients each year. Our
average length of stay for ambulatory patients exceeded national
benchmarks at 120 minutes. National data show that top-performing
facilities safely recover and discharge ambulatory surgery patients
in less than 60 minutes. We identified phased PACU care as our
best opportunity to reduce discharge delays for our inpatient
population of intermediate care postsurgical patients.
In a phased PACU, we would fast-track specific patients to a
defined care area designed to support safe recovery. It was staffed
with nurses who specialize in the needs of a target population.
The phased approach would be supported by multidisciplinary
colleagues, including anesthesia providers, physical therapists,
social workers, pharmacists and surgeons.
We implemented an evidence-based scoring system for patients
waking from anesthesia in the OR to help discern proper postsur-
Duke University
Medical Center,
Durham, N.C.
TEAM: PeriAnesthesia
Care Unit
CATEGORY: Best Initiative
ENTRY SUBMITTED BY:
PACU Team Members
gical PACU placement (Phase I or Phase II care).
We adopted American Society of PeriAnesthesia
Nurses guidelines for staffing ratios and care foci.
We reviewed and modified nurse staffing and
scheduling to meet the operational needs of the
unit. Education was rolled out to the surgeons,
anesthesia providers and OR staff, highlighting
the goals for the Phase II implementation and
evidence-based scoring application. Our PACU
Phase II Team also identified and purchased the
equipment and supplies necessary for a dedicated
Phase II area in the PACU.
The Duke University Hospital PACU Team collaborated
with numerous interprofessional colleagues.
Most importantly, with support from their peers,
a core group of Phase II PACU nurses partnered
with two anesthesia providers to lead the initiative
from inception to implementation. Our multidisciplinary
team helped the PACU achieve significant
improvements in distinct areas over the course of
one fiscal year, based on our preliminary review. We
reduced the average recovery time for ambulatory
surgery patients and intermediate inpatients by
54%, to 65 minutes.
Our Phase II area now cares for more than onethird
of our total postoperative volume. And, the
projected cost savings of Phase II PACU secondary
to decreased length of stay
are significant. We estimate that
the Phase II PACU initiative has
saved more than $1 million so far.
Even better, our patient satisfaction
scores have not been affected.
Our PACU team continues
to demonstrate its initiative by
pursuing improvements, including
the expansion of phased care
and the refinement of processes.
The nursing members of the
Phase II Team developed discharge instructions
for patients receiving intraoperative chemotherapy
instillations. We continuously review
patient feedback and average length of stay by
surgical service, then identify areas for improvement
initiatives.
From the onset of the Phase II PACU plan,
our multidisciplinary team has been inspiring to
watch. We have demonstrated not only initiative,
but also teamwork and interprofessional collaboration.
The Duke University Hospital PACU
Phase II implementation has helped our service
line improve patient throughput, but our greatest
accomplishment by far is our PACU’s renewed
drive for continuous improvement. n
Photo courtesy Duke University Medical Center
16 ADVANCE FOR NURSES n MAY 2016 n www.advanceweb.com/Nurses

Dedicated to
IMPROVING EACH PATIENT’S EXPERIENCE
Duke Health celebrates the Duke University Hospital PeriAnesthesia Care Unit (PACU) for being selected a 2016 Best Nursing
Team by ADVANCE for Nurses. The PACU Team took the initiative to implement phased post-operative care, which significantly
reduced the length of stay for our surgical patients, while improving their overall experience.
Duke Nurses are valued members of interdisciplinary
teams that continually seek to enhance patient
outcomes. Through their professional practice, Duke
Nurses live our organization’s values of excellence,
safety, integrity, diversity and teamwork.
In observance of National Nurses Week, we
recognize, celebrate and thank Duke Nurses,
who deliver patient-centered care throughout
our Magnet ® -designated health system, which is
comprised of three hospitals, and our home care
and hospice services, ambulatory surgical centers,
outpatient practices, community clinics, and schools
of medicine and nursing.
National Nurses Week
May 6-12
dukenursing.org | 888-358-2383
U.S. News & World Report
Duke University Hospital (#1),
Duke Regional Hospital (#8) and
Duke Raleigh Hospital (#12)
are proud to have been selected
as top hospitals in North Carolina
by U.S. News & World Report (2015).
Duke Raleigh Hospital and
selected units of Duke Regional Hospital
and Duke University Hospital
have been recognized by the NCNA
with Hallmarks of Healthy Workplaces.
Duke University Health System
is very proud to have achieved
Magnet recognition (2014).

2016 Best Nursing Team Runner-Up
Einstein Medical
Center, Philadelphia
TEAM: Women’s and
Infants’ Cluster Council
WINNER: Best Outreach
SUBMITTED BY:
Marybeth Lahey, MSN, RN,
NE-BC, nursing clinical director,
women’s and infants services
Einstein Medical
Center Philadelphia
Nurses band together to support victims
of domestic violence
THE WOMEN’S and Infants’ Cluster Council at Einstein Medical
Center consists of five staff registered nurses working in Labor and
Delivery, the Mother-Baby Units and the Neonatal Intensive Care
Unit. Their passion in providing compassionate nursing care is
palpable, as is their commitment to honor and follow our practice
model of nursing as caring science.
The birth of a baby is a wonderful but stressful time under the
best of circumstances. Unfortunately, we have a population of
mothers who are victims of domestic violence and who fear going
home. They often do not share this information while hospitalized.
Because our patient population can be at a higher risk for domestic
violence, our team of council members brought this issue forward
at a cluster meeting and asked for staff feedback across the division.
Staff members unanimously made a decision to address the
issue as a division-wide community outreach project. The cluster
members reached out to a local domestic violence
shelter and asked for information about the depth
of the social issue, as well as items mothers and
infants may need when they make the potentially
lifesaving decision to leave their home.
To respond to this community need, the divisionwide
cluster council engaged all staff members
across the divisions to determine a schedule for
donation of supplies and reviewed the amount
needed based on the shelter’s recommendations.
The council marketed this outreach drive to disciplines
outside of nursing, which created a col-
laborative sense of supporting our patients in a
meaningful way.
Often, mothers take their children out of their
home at a critically violent time. As a result, they
only have the clothes on their back. They typically
do not have the items necessary to provide for the
basic needs of children. The cluster council collected
items to meet the basic needs of mothers
and infants—for example, soap, diapers, infant
cloths, toothbrushes and toothpaste. In addition
to the basic necessities, the cluster council
recognized that women in these situations suffer
from low self-esteem. Our team decided to also
consider items to make moms feel better about
themselves. Items collected for this part of the
project include perfume and nail polish.
Currently the support of the domestic violence
shelter includes the donations of 50 gift bags filled
with items delivered twice a year, at Christmas and
Mother’s Day. Because of the issues surrounding
safety of mothers and infants and the importance
of anonymity at an incredibly vulnerable time, we
are not permitted to follow up with mothers who
have received our donations. To date, our team
has provided more than 300 donation bags and
supported community outreach to one of the
most vulnerable populations in our community.
The staff nurses on the cluster council organized
this project, recognized its worth, engaged all
staff in donations and led the team in sustaining
this valuable initiative. This team has chosen to
work with this patient population, spearheading
this outreach project, because they are passionate
about helping these patients in the acute care
setting and in a supportive way after they leave
the hospital. n
Photo courtesy of Einstein Medical Center
18 ADVANCE FOR NURSES n MAY 2016 n www.advanceweb.com/Nurses

Well Done!
It’s not just the care our team provides or their dedication
to enhancing the lives of our patients. It’s that our nurses
continue to provide the highest levels of care day in
and day out. And that just when you think the care they
provide couldn’t be any better, they find a way to push the
boundaries of excellence even further.
Congratulations to the Women and Infants Cluster at
Einstein Medical Center Philadelphia!
To learn more about
how to join
the Einstein team, visit
www.einstein.edu/careers
At Einstein, you’ll always be in good company. Our team
has many extraordinary nurses who demonstrate excellence
in patient care while providing compassion to our patients
and their families.
EOE
Take Your
Career
to the
Next Level
Well Done!
Maxim Healthcare Services is seeking compassionate nurses for career opportunities in a
variety of care settings, such as homecare, medical facilities, flu/wellness clinics, and travel nursing.
As a Maxim caregiver, you will experience the joy and satisfaction of helping others along with
a gratifying career in the healthcare industry. We provide our caregivers with flexibility that fits
their lifestyle, a variety of rewarding assignments and commitment to customer service.
Maxim’s Benefits *
Competitive pay
Health, dental, vision,
and life insurance
401(k) savings plan
Weekly paychecks
Well Continuous professional Done!
and clinical training
Awards and
recognition programs
*
Benefit eligibility is dependent on
employment status.
Contact us today to join the Maxim team!
1-844-276-3083
www.maximnurses.com/careers
www.advanceweb.com/Nurses n MAY 2016 n ADVANCE FOR NURSES 19

2016 Best Nursing Team Runner-Up
Froedtert Hospital
Virtual hospice nurses have been a
valuable asset to bedside nursing staff
OUR INPATIENT virtual hospice program was
established in January 2015. It brings in expertly
trained hospice nurses from a local home hospice
agency to partner with the palliative care experts
within our inpatient units. This allows for support
and improved patient and family experiences
during end of life.
The program was developed to be a bridge to a
future inpatient hospice unit, which is projected to
open in the next year or two. The virtual hospice
program was the first of its kind in our area, and
it specializes in providing inpatient hospice support
to patients and their family members when
a hospital death is anticipated because the patient is unable to
transition to his or her home or a hospice facility.
The partnership provides 24/7 hospice nursing support, enrollment
of patients into the hospice benefit, and enhancements to
the patient’s room.
The knowledge and mentoring the hospice nurses bring to the
inpatient setting are pivotal to the success of the program. The
inpatient virtual hospice program served nearly 200 patients and
families in 2015. Preliminary patient/family satisfaction data have
been outstanding, with an overall score of 97.9% at the 1-year mark.
We have also seen a halo effect of increased hospital discharges
to residential hospice and inpatient palliative care consultations,
resulting in substantial decreases in inpatient mortality.
Froedtert Hospital,
Milwaukee
TEAM: Inpatient Virtual
Hospice Program
CATEGORY: Best
Adaptability
ENTRY SUBMITTED BY:
Katherine Walczak, BSN, RN,
CMSRN, palliative care clinical
nurse coordinator
The virtual hospice nurses’ workflow includes
rounding with the bedside RNs of the hospice
patient to aid with symptom management and
family support, and to act as a link to the palliative
care provider on service. The virtual hospice
nurses have been a valuable asset to the bedside
nursing staff throughout the inpatient units of
this busy level I trauma center.
Many acute care nurses can be uncomfortable
managing end-of-life care. Having that added layer
of support for the bedside nurse, which builds
confidence in caring for this patient population,
has been rewarding on multiple levels.
An increase in the bedside nurse’s knowledge
of medication management for pain, nausea,
delirium and respiratory distress has resulted in
enhanced comfort for patients at the end of life.
Family members often require ongoing education
about the dying process of their loved one.
Communication with the family members about
the symptoms they are witnessing is a technique
at which our virtual hospice nurses excel.
The convenience of the bedside nurse calling
the virtual hospice nurse and receiving a quick
response allows the bedside nurse to provide
interventions sooner. All nurses caring for the
patient can consult and collaborate on the best
nursing intervention for the current
situation.
Should the patient need a new
order from the provider, the virtual
hospice nurses manage this,
thus allowing for the bedside
nurse to prioritize additional
nursing care within his or her
assignment. Care management
staff, such as case managers and
social workers, can connect with
the virtual hospice nurses for
questions on hospice enrollment
or with their more general home
hospice questions.
The virtual hospice nurses rotate, attending
interdisciplinary rounds within the five ICUs,
to listen in and advocate for patients who may
benefit from the services they can provide. The
presence of the virtual hospice nurses at these
rounds increases care team providers’ awareness
of the benefits and added support of hospice,
including bereavement services.
The virtual hospice nurses are an amazing team
who have made a big difference in the end-of-life
experience for many patients and their families
at our hospital. n
Photo courtesy of Froedtert Hospital
20 ADVANCE FOR NURSES n MAY 2016 n www.advanceweb.com/Nurses

Truly
MAGNIFICENT
V A L L E Y C E L E B R A T E S N A T I O N A L N U R S E S W E E K 2 0 1 6
SALUTING NURSES
In recognition of National Nurses Week, we thank
the more than 1,600 nurses on Valley’s staff for
the clinical expertise and compassionate
care they provide.
www.ValleyHealth.com
You take care of our patients and we’ll take care of the rest.
At MJHS we have an exceptional team
of nurses caring for our patients every
minute, every day. These extraordinary
individuals have chosen to dedicate their
careers to making the lives of others
better. For this, we are truly thankful.
To our Nurses
Your unrivaled commitment to patients is what makes the care that is found at MJHS second to none. We believe in
the importance of recognizing, respecting, and rewarding you for the work that you do. You may not find this everywhere,
but you’ll find it at MJHS.
From all of us at MJHS – A heartfelt thank you to all of our nurses!
Learn more about our team, join our talent community,
and explore career opportunities at
MJHS.jobs/thank-you
We are an equal opportunity employer M/F/D/V.
www.advanceweb.com/Nurses n MAY 2016 n ADVANCE FOR NURSES 21

SALUTING NURSES
Thank You Nurses!
VNACare Network & Hospice wants to sincerely thank it’s wonderful Nurses for their
great care and compassion they haven given year after year to their patients!
Nurses dispense comfort, compassion, and caring without even a prescription.
- Val Saintsbury
•LIAISON RNS/LPNS
Home care experience preferred.
•CLINICAL TEACHER
•CLINICAL NAVIGATION MANAGER
Needham Of ce.
•RNS/LPNS
Minimum 1 year recent med/surg experience; home care experience preferred.
•FLOAT NURSE
Home care experience preferred.
Full, part time or per diem. Days, Evenings or
Weekends; Ask about our Baylor schedules!
We invite you to join our team!
Please contact Ann Bohac:
abohac@vnacarenetwork.org
Visit our website for all our career opportunities:
www.vnacarenetwork.org
EOE/M/F/D/V
NW-1619075_CB_VNACare.indd 1
4/29/16 10:25 AM
Happy National Nurses Week!
Thank You for Being a Nurse!
By definition, a nurse is a person formally educated
and trained in the care of the sick or infirm. This National
Nurses Week, we at Lourdes Health System and
St. Francis Medical Center would
like to celebrate who you really are…
Lourdes Health System and St. Francis
Medical Center are always searching
for motivated professionals to join our
team. We are excited to extend to you
the opportunity to take your career to the
next level.
the
We want to hear from you! Visit us at:
Heart
Healthcare!
lourdesnet.org/careers/ to learn more and apply.
of
Happy Nurses Week
to Our Wonderful Nurses
THANK YOU!
For everything you do, this week and every week of the year.
- Spring Grove Hospital Center Administration
RNs (All Levels)
Spring Grove Hospital Center, a 24/7 State of Maryland psychiatric
facility is recruiting all levels of Registered Nurses: Full-time and
Part-time. Required possession of RN license issued by the MBON.
Applications can be accessed and electronically submitted to the
Department of Budget and Management’s website at:
www.dbm.maryland.gov
for consideration of employment opportunities.
Member of Trinity Health. Diversity lights our way. EOE/M/F/D/V
22 ADVANCE FOR NURSES n MAY 2016 n www.advanceweb.com/Nurses

During National Nurses Week and Always,
ARIA HEALTH APPRECIATES OUR NURSES!
Congratulations to all our Nurse Excellence Award winners!
SALUTING NURSES
Professional Nursing Practice Award
Jennifer Luboff, RN, PCCN Torresdale Campus
Edward Gillespie, RN
Torresdale Campus
Melissa Natalini, RNC
Bucks Campus
Joanne Przeworski, RN, CNOR Frankford Campus
Clinical Leadership Award
Lisa O’Hara, RN
Torresdale Campus
Michele MacConnell, RN, CCRN Torresdale Campus
Nancy Larkins, RN, CCRN Bucks Campus
Tessy Mary Mathew, RN
Frankford Campus
Nurse-Patient Family Award
Rick Anderson, RN, PCCN Torresdale Campus
Sarah Hanlon, RN, PCCN
Torresdale Campus
Melissa Raymond, RNC
Bucks Campus
Kerri Hartnett, RN, CEN
Frankford Campus
Care Partnership Award
AnneMarie Lyons, RNC
Torresdale Campus
Charles Davis, RN
Torresdale Campus
Helenanne Faulls, RN
Bucks Campus
Matthew Malinowski, RN Frankford Campus
Professional Scholarship Award
Andrea McCabe, RN, PCCN Torresdale Campus
Ryan Kelly, RN, CEN
Bucks Campus
Rebecca Rush, RN
Frankford Campus
Capstone Preceptor of the Year
Teresa Browne, RNC
Torresdale Campus
Sharon Logan, RN
Bucks Campus
Colleen Sagias, RNC
Frankford Campus
1 877 808 ARIA (2742)
ARIAHEALTH.org
Thanks to our Nurses,
we improve health every day.
This is the mission of Sentara Healthcare,
and we have to thank our nurses for taking
it to heart the way that they have. Our
nurses view each day as an opportunity to
elevate healthcare to a new level, to practice
clinical excellence, and to administer
compassionate care to each and every patient.
Our health system, our patients, and our
communities are all better because of the
work that you do. Thank you.
www.sentaracareers.com
EOE, M/F/D/V A Drug Free/Tobacco Free Workplace.
www.advanceweb.com/Nurses n MAY 2016 n ADVANCE FOR NURSES 23

SALUTING NURSES
After battling recurring ear
infections, a surgical procedure
to insert ear tubes was
no match for this brave
caped crusader…
Integrity, Excellence,
Compassion and Teamwork.
These are the values of our health system that
are consistently exemplified by our Nurses
every day.
During National Nurses Week, we join the nation in recognizing
Nurses everywhere, including our own.
We salute our Nurses for their hard work and dedication to our
patients and our community.
If you are interested in joining the Capital Health Nurses who
have earned the prestigious national Magnet ® designation
three consecutive times, please visit
www.capitalhealth.org and
click on Careers for current
opportunities.
Equal Opportunity Employer
…But even this
superhero has a hero.
At Athens Regional, our nurses
are the unsung heroes of our
world. They work tirelessly on
the front lines of patient care.
Because of them, our community
is a happier, healthier place!
Prime Home Health Services
would like to give
a heartfelt thank you
to all Nurses
In honor of National Nurses
Week, we want to thank our
nurses for a job well done.
Your tireless efforts, caring
and dedication never go
unnoticed. You’ve helped
make us the Agency
we are today.
To learn more about our organization,
please visit our website:
www.primehomehealth.com
To Our Nurses:
Thank You.
From: Prime
706.475.7000
AthensHealth.org
Care starts at home.
We are an EOE.
24 ADVANCE FOR NURSES n MAY 2016 n www.advanceweb.com/Nurses

Einstein Healthcare
Network is proud
and honored to
recognize our
dedicated Nurses for
the exceptional care
they provide to patients,
for their wonderful
contributions to the
community, and for
their commitment
to the nursing
profession.
Learn how you can join our
amazing nursing staff.
www.einstein.edu/careers
SALUTING NURSES
We specialize in
laughter in motion.
EOE
Nurse Practitioner RN, Operating Room RN, Emergency Physical Therapy
Laughing children cascading by on Rollerblades, forgetting they are
patients for a while, doing what they should be doing: being kids. Every
child deserves to enjoy all the happy memories that childhood has to
offer, free from pain and suffering. And our Nurses at Children’s Hospital
Los Angeles help make this possible, enjoying our own special moments
along the way.
Children’s Hospital Los Angeles congratulates all
members of the CHLA team that assisted at the Special
Olympic World Games for receiving an Honorable
Mention award in the 2016 ADVANCE for Nurses Best
Nursing Teams contest.
Honoring Our Nurses
Mercy Health System’s culture of safety starts with our
nursing staff. And we celebrate their professionalism,
dedication and compassion. We thank them for all
they do for our patients and their families every day.
Thank you for helping us create hope and build healthier futures for the
children of Los Angeles and beyond.
Interested in joining our team?
jobs.CHLA.org or call 1-866-CHLA-HIRE
Mercy Fitzgerald Hospital
Mercy Philadelphia Hospital
Nazareth Hospital
Mercy Home Health
Mercy LIFE
07-08893
mercyhealth.org
Children’s Hospital Los Angeles is an Equal Employment Opportunity and Affirmative Action
Employer. We do not discriminate on the basis of race, color, gender, sexual orientation, age,
religion, national or ethnic origin, disability or veteran status.
www.advanceweb.com/Nurses n MAY 2016 n ADVANCE FOR NURSES 25

SALUTING NURSES
wmchealth.org
Happy Nurses Week!
Ready to join the best?
Learn more about us and
view open opportunities:
Jefferson.edu/Abington
Thank you to our Nurses
at Abington Hospital –
Jefferson Health and
Abington – Lansdale
Hospital!
Your commitment to
making a difference so
deeply touches the lives of
our patients ... their families
... and the professionals
around you.
You are an inspiration
to us all and a model of
excellence. Words cannot
express our gratitude
enough for all that you do.
We are extraordinarily
proud to have such an
amazing group of nurses.
We attract the brightest stars.
Congratulations to the Emergency Department Nursing Team
at Gulf Coast Medical Center for receiving Honorable Mention
recognition in the ADVANCE Best Nursing Team contest!
In honor of National Nurse Week, we’d like to recognize all
of the dedicated nurses of Lee Memorial Health System
for delivering the highest quality, personalized care to our
community. Thank you for everything you do.
For more information about Lee Memorial, please visit
jobs.leememorial.org
Drug/Tobacco–free workplace. EOE
EOE
It’s your career
only brighter
JoinLMHS.org
26 ADVANCE FOR NURSES n MAY 2016 n www.advanceweb.com/Nurses

To our nurses:
SALUTING NURSES
You deliver best practice care to our children
every day. You are selfless and compassionate.
You make a difference. You are our champions.
And for that we say thank you.
NATIONAL NURSES WEEK 2016
www.ChildrensNational.org/Nursing
The Nursing Administration Team would like to wish our nursing staff a
Happy Nurses Week, and thank them for their loyalty and dedication
to our mission of improving the lives of children and young adults
with pediatric developmental disabilities and disorders of the brain,
spinal cord and musculoskeletal system, through patient care, special
education, research, and professional training.
We invite experienced Registered Nurses to inquire about the following positions:
Inspiring positive change
through clinical transformation.
Advance
The administration of St. Francis Medical
Nurses Week 2016
Center and 3052146 Life St. Francis would like
to thank our CHINAM staff for their quality and
compassionate 3.62 care x 4.87of our patients. As
well as their dedication Marianne Deming and commitment
v.1
to our community.
THANK YOU FOR
ALL YOU DO!
For employment consideration please see
our website: www.stfrancismedical.org
NURSING CARE MANAGER I – This Registered Nurse will work 40
hours/week, Monday-Friday 8am-4:30pm serving as the admission
liaison for the inpatient neurorehabilitation unit. Other duties include
monitoring services delivered, evaluating collected data for outcome
information, and initiating change to improve processes. This role also
includes local travel and community outreach to referral sources and
payors. The successful candidate will possess excellent oral and written
communication skills and cultural sensitivity. In addition, the candidate
must possess the ability to prioritize and multi-task while maintaining
a patient/family centered focus. Qualifications: Current registered
nurse licensure in the State of Maryland Bachelor’s Degree in Nursing
required. Related case management, quality assurance or utilization
review certification preferred and certification preferred. A minimum
of three years’ experience in a healthcare setting with knowledge of
community resources is required. Applicant must be proficient with MS
Office suite and pediatric hospital experience is preferred.
LOWER/MIDDLE SCHOOL NURSE – This Registered Nurse will
work 24 hours/week M, T, F or M, W, F 7:45am-3:45pm during
the school year and 7:45am-3:15pm during the summer months. The
School Nurse adheres to the standards set by the Maryland Nurse
Practice Act and utilizes the nursing process in developing, implementing
and evaluating a plan of care which will help the student achieve and
maintain their optimal level of wellness. The School Nurse involves
the parent/guardian, therapist, teacher, and other appropriate staff as
needed to promote the student’s level of wellness. The school is located
at 1750 E. Fairmount Avenue Baltimore, MD 21231. Qualifications:
Current registered nurse licensure in the State of Maryland. Minimum
of one year of clinical experience required, with one year school health
experience required.
We offer competitive salaries; employer contributed childcare accounts,
tuition advancement, employer matched 401(k), fulltime and part-time
benefits, free secure parking and a comprehensive competency-based
orientation.
Please phone, mail, fax or email resumes to:
Shellie B. Williams, RN, BSN, CRRN, Nurse Recruiter
Kennedy Krieger Institute | 707 N. Broadway
Nursing Administration, Baltimore, MD 21205
Phone: 443.923.9420 Fax: 443.923.9435
E-mail: WilliamsS@KennedyKrieger.org
www.KennedyKrieger.org
Equal Opportunity Employer M/F/Disability/Protected Vet
www.advanceweb.com/Nurses n MAY 2016 n ADVANCE FOR NURSES 27

SALUTING NURSES
Fort Duncan Regional Medical Center would
like to thank our dedicated Nursing Team
Happy Nurses Week!
If you would like to join our Nursing Team. We currently have positions open for:
Experienced Nurses
Love where you live, Love where you work!
RN – ER - Provides professional nursing care within the Emergency
Department. Must have current Registered Nurse license in the State of Texas.
Current BLS Certifi cation. ACLS,PALS and TNCC certifi ed within six months of
employment.
RN – Med/Surg - Provides direct and indirect patient care in the
medical-surgical setting. Population includes adolescents, young adult, middle
adult, mature adult, and geriatric groups. Must have Registered Nurse license
in the State of Texas. ACLS / PALS within six months of hire. Current BLS/
CPR required. Demonstrates knowledge and skills necessary to provide care
appropriate to the age of the patient served.
RN – Nursery - Provides nursing care for newborns in the Nursery
Unit. Must have Registered Nurse license in the State of Texas.
Special Skills, Knowledge: BLS/CPR required. NRP within six months of hire.
Demonstrates knowledge and skills necessary to provide care appropriate to the
age of the patient served.
Visit our website to view all positions available
www.fortduncanmedicalcenter.com
3333 N. Foster Maldonado Boulevard
Eagle Pass, TX 78852
State-of-the-art Nursing opportunities in a great location –
Wilmington, North Carolina – a vibrant city with miles of beaches!
Why New Hanover Regional Medical Center?
• Southeastern North
Carolina’s Largest Employer
• Clinical Ladder
• Certification Pay
• Flexible Self Scheduling
• Low Cost Health Coverage
• Employee Fitness Center
• Employee Health Clinic
• State-of-the-art Technology
Join Our Team of Talented Nurses Today!
nursingatnhrmc.com
EOE
Wilmington, NC
ADVANCE for Nurses
Author Guidelines
NW-1619124_CB_FortDuncan.indd 1
CONTACT THE EDITOR:
Michelle Perron
(800) 355-5627, ext. 1221 • Fax: (610) 275-8562
Or e-mail: mperron@advanceweb.com
GENERAL POLICIES
ADVANCE for Nurses accepts original articles by members of the
nursing profession, professional writers and members of related
healthcare professions. All technical material is reviewed by at least
one clinical consultant prior to acceptance. The consideration process
ranges from 6 to 12 weeks. If accepted for publication, manuscripts
become the property of ADVANCE for Nurses. They may be used in
print or online by any of the ADVANCE Healthcare Network publications
and will be archived online. Once published, articles cannot
be reproduced elsewhere without permission.
PREPARING THE MANUSCRIPT
Feature articles should be approximately 1,200 words in length
and must be submitted as a Word document attachment via
e-mail to mperron@advanceweb.com. All articles must include
on the first page: author name, phone number, e-mail address,
credentials, professional titles and current position.
The article should follow the writing guidelines set forth in The
Associated Press Stylebook and common English usage. A title page
should be included and contain a suggested title and the name or
names of the authors. Subheadings are encouraged throughout
the article to enhance readability.
4/29/16 3:19 PM
REFERENCES
All statements based on published findings or data should be referenced
appropriately. References should be cited in numerical order
in the body of the article and listed at the end of the article, following
American Medical Association style. APA style is not accepted.
If the referencing is not in AMA, the article will not be considered. A
maximum of 15 references will be printed with the article. All references
should be dated within the past 5 years, unless citing a seminal
work on a given subject.
EDITING
All submissions are edited for clarity, style and conciseness
in accordance with ADVANCE format. Authors will receive a
copy of the edited version prior to publication and can make
updates and change requests at that time. All final decisions
about editing are made by our editorial team. n
28 ADVANCE FOR NURSES n MAY 2016 n www.advanceweb.com/Nurses

Thank you
to
- Carol Gregory • MSN, MBA, RN, NEA-BC Chief Nursing Executive
all our HCA North Texas nursing colleagues for your exquisite
compassion, your unyielding patient advocacy and your ongoing
commitment to excellence always. Happy Nurse’s Week. ”
”
SALUTING NURSES
As an experienced RN, you deserve all the opportunities, advantages and conveniences that make for a satisfying career
and that’s exactly what you’ll find at HCA North Texas. We are one of the largest healthcare networks with multiple
facilities in Dallas/Fort Worth and Oklahoma City. At HCA North Texas, you don’t have to go far to get far. We also have
careers advantages that are among the very best. Ask about our sign on bonuses and our great benefits package. Then
ask where your talent can take you when you build your nursing career with us.
CAREERSATHCA.COM
NW-1619104- HCA NORTH TEXAS.indd 1
4/29/16 2:31 PM
“ We are transforming the
landscape of nursing education.”
Chamberlain. Where to care.
Susan L. Groenwald
PhD, RN, ANEF, FAAN
President
Chamberlain College of Nursing
Join our faculty as we shape the next generation of nurses.
• Full & part-time positions available (MSN degree required)
• Advancement opportunities
• Strong mentorship & support programs
• Up to $50,000 in Doctoral program reimbursement *
Find your extraordinary at chamberlainfaculty.com
Chamberlain College of Nursing | National Management Office | 3005 Highland Parkway | Downers Grove, IL 60515 | 888.556.8CCN (8226) ext. 5 | chamberlain.edu
*Subject to reimbursement program limitations and requirements.
We are proud to be an EEO employer, M/F/D/V, maintain a drug-free workplace and perform pre-employment substance abuse testing.
© 2016 Chamberlain College of Nursing LLC. All Rights Reserved.
www.advanceweb.com/Nurses n MAY 2016 n ADVANCE FOR NURSES 29

Lifestyle
arch and minimizing the impact of each step.
When the plantar fascia is strained, it becomes
weak, swollen and irritated. Repeated stretching
can cause tiny tears in the ligament, leading to
the painful condition known as plantar fasciitis.
The pain is usually most severe with the first
few steps out of bed after waking, but it can also
be exacerbated by prolonged standing or getting
up after a long period of sitting.
Foot pain that occurs mostly at night is likely
caused by a condition such as arthritis or tarsal
tunnel syndrome.
A Perfect Storm
How nurses can prevent and
treat plantar fasciitis
By Anne Collins
NURSES are on their feet all day, walking—sometimes sprinting—up
and down concrete hospital hallways, bringing items to
and from patient bedsides, lifting heavy equipment to free up space,
and even lifting patients themselves.
With every step a nurse takes, the foot absorbs 3 times his or her
body weight—7 times when running. Is it any wonder that nurses
often develop foot problems? The scenario described above could
be considered “the perfect storm” for developing plantar fasciitis.
Heels Sound the Alarm
“If you wake up one morning and find you have an intense pain
in the arch of your foot or your heel, and can’t put any weight on
it, plantar fasciitis is developing,” stated Johanna Shira Youner,
DPM, a podiatrist who owns a private practice in New York City
and who speaks for the American Podiatric Medical Association.
The plantar fascia is the ligament that connects the heel bone
to the toes and supports the arch of the foot. Under normal circumstances,
this band acts as a shock absorber, supporting the
Risk Factors
A few factors can be addressed to try to avoid or
reduce the symptoms of plantar fasciitis. Primary
risk factors include:
• Age. Most people develop plantar fasciitis
between the ages of 40 and 60. “The plantar
fascia deteriorates with age; this is a degenerative
process,” Youner said. “We don’t see many
patients under age 40 with this condition—but
after the age of 40, people start to experience
foot pain.”
• Occupation. People who stand or walk for
long periods on hard surfaces (teachers, factory
workers, nurses) are more prone to develop
plantar fasciitis.
• Excessive pronation. During walking, the foot
should land on the outer side of the heel first.
Body weight should then pass along the inner
edge of the sole (normal pronation) and then
back to the outside of the foot. If the weight stays
on the inner edge of the sole of the foot, this is
considered excessive pronation—the foot rolls
inward too much when walking.
• High arches, flat feet, tight Achilles tendon or
tight calf muscles. These can adversely affect the
way weight is distributed when standing, putting
added stress on the plantar fascia.
• Obesity. Excess pounds put extra stress on the
plantar fascia.
• Wearing worn-out or ill-fitting shoes. “My
No. 1 suggestion for people experiencing plantar
fasciitis pain is to improve your shoes,” Youner
advised. “If you are experiencing foot pain, you
cannot wear inexpensive shoes. The money you
save at the shoe store will be spent on podiatry
bills, because your cheap shoes will create problems
for your feet.”
The podiatrist recommends spending more than
$100 for each pair of shoes. She said shoes should
have a thick, rubber bottom to absorb the shock
of each footstep; leather does not absorb shock.
THINKSTOCK/GETTY IMAGES
30 ADVANCE FOR NURSES n MAY 2016 n www.advanceweb.com/Nurses

THE HIGHLIGHT OF
YOUR DAY
INTRODUCING THE PROFESSIONAL
HIGHLIGHTER PATENT

Lifestyle
An appointment with a podiatrist is highly recommended for anyone
experiencing heel or arch pain. If you think this sounds too time-consuming,
consider this: Not treating plantar fasciitis can lead to worsening—and
spreading—pain.
Preventing Further Damage
No matter the shoe selection, anyone with plantar fasciitis likely
requires outside arch supports inside the shoes. “Medical-grade
orthotic devices and things like heel cups can help realign your
feet and properly support your foot, taking the stress and strain
off your plantar fascia,” Youner said. “An arch support will add a
bit of depth inside the shoe and cup your foot properly, giving you
more controlled footsteps.”
An appointment with a podiatrist is recommended for anyone
experiencing heel or arch pain. If you think this sounds too timeconsuming,
consider this: Not treating it can lead to worsening—and
spreading—pain. If you are unconsciously changing the
way you walk to minimize plantar fasciitis pain, you might also
develop other foot, knee, hip or back problems, leading to pain
and discomfort in other areas of the body.
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Education to Good Use?
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requirements. But if you expect more out of your CE, you need
courses that are not only informative, but also packed with
actionable insight.
practical knowledge. That way you get your necessary contact
hours along with education you can actually use!
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Interested in group discounts? Email ContinuingEducation@advanceweb.com
Finding Immediate Relief
Certain steps can minimize and relieve plantar fasciitis pain.
Most people recover completely within a year (provided they
have received the care they need to avoid further tearing of this
ligament). Here are some steps you can take to bring immediate
relief of plantar fasciitis symptoms:
• Pain Relievers. Nonsteroidal anti-inflammatory drugs such
as ibuprofen (Advil, Motrin IB, etc.) or naproxen (Aleve) reduce
inflammation and can relieve some of the pain associated with
plantar fasciitis. If these do not work, a podiatrist might recommend
meloxicam, a prescription-strength anti-inflammatory medication.
• Ice Your Heel. “Several times a day, put ice on your heel for 10
minutes, then take it off for 10 minutes,” Youner advised. “Heating
pads are not recommended for plantar fasciitis, since heat can
make the area swell further and cause more pain.”
• Compression. Compression garments can be worn during the
day (inside a sock) or at night to sleep. These “sleeves” offer support,
improve circulation, and reduce edema and foot fatigue. Users report
feeling much less pain when the garment is on, but the pain might
return after it is removed, Youner said.
• Physical Therapy Exercises. Toe stretches (pulling on the toes
to bend the foot back at the ankle), calf stretches (to strengthen
lower leg muscles and the Achilles tendon, thereby stabilizing the
ankle and heel), and towel stretches (performed by placing a towel
lengthwise under the ball of the foot and pulling with both hands
to bend the foot back toward the body) can increase flexibility in
the ligament and strengthen the muscles that support foot arches.
• Night Splints. A splint can hold the plantar fascia and Achilles
tendon in a lengthened position overnight, which facilitates the
stretching of the calf and the arch of the foot.
• Avoid Going Barefoot. Put on a sturdy pair of shoes (not bedroom
slippers!) the minute you get out of bed. Going barefoot can make
plantar fasciitis pain worse.
“The last key to avoiding pain is to change footwear,” Youner reiterated.
“Find a good foot specialist who can recommend the additional
steps you should take to prevent further plantar fascia damage.” ■
Anne Collins is a staff writer. Email her at acollins@advanceweb.com.
Your No. 1 Job Resource
TURN TO OUR JOB BOARD for the latest career opportunities for nurses
in every specialty and practice setting. Save your searches, sign up for
job alerts, create or upload a resume, apply in seconds and track your
applications. You can do it all at www.advancehealthcarejobs.com!
32 ADVANCE FOR NURSES n MAY 2016 n www.advanceweb.com/Nurses

Patient Satisfaction
JEFFREY LEESER/thanks to LaSalle University in Philadelphia
Patient Satisfaction
Scores
Optimizing the patient and clinician
experience
By Christy Dempsey, MSN, MBA, CNOR, CENP
PATIENT SATISFACTION scores. These three words often strike
fear—and sometimes anger—in the hearts and minds of nurses. In
1985, when Irwin Press and Rod Ganey developed Press Ganey’s
first scientifically rigorous, validated survey and began to use the
resultant data to measure patient perception of hospital care, the
goal was for facilities to understand that perception and improve
it. However, many hospitals began to focus too heavily on raising
their patient satisfaction scores and not enough on ensuring a
positive patient experience.
Although high patient satisfaction scores are important, achieving
high scores should not be our overall goal, and the survey
data should not be our sole focus. Our overall goal should be to
reduce the suffering experienced by patients, their families and
their caregivers.
Patient satisfaction scores should reflect how well patient needs
are being met.
A Focus on Satisfaction
When Press Ganey embarked on its mission to measure the patient
perception of care, nurses would hand out the Press Ganey survey
as the patient was discharged from the hospital and the patient
would complete the survey and mail it back. Hospitals began to
see that patient feedback was important, and they started to drive
accountability by using patient satisfaction scores as metrics that
influenced clinician performance appraisals and
compensation.
Clinicians then began to find fault with the data,
argue the results, and discount the numbers, saying
things like, “How can the patient know whether
I’m doing a good job?” or “I’m always nice, they’re
just needy.” In fact, as a nurse working the 3-to-11
shift in a busy neuro/trauma stepdown unit, I would
carefully choose which patients received the survey.
I based that selection on who I thought would give
me the best scores, and then I would punctuate the
encounter with something like, “Now, remember
what your mother always told you: If you can’t say
something nice, don’t say anything at all!”
Fast-forward to today, and the survey process is
automated. It is also critically important. Even the
federal government has concluded that soliciting
patient feedback is essential. In fact, the Institute
for Healthcare Improvement has determined that
improving the patient experience is one of the
three dimensions of its “Triple Aim” for healthcare
quality (the other two are to improve outcomes
and to reduce healthcare costs).
Survey data is not simply data. It is the patient’s
evaluation of his or her care. Every patient voice
matters.
Refocusing on the Experience
It’s clear that the patient experience is about much
more than patient satisfaction. It involves more
than superficial, consumer-focused remedies that
may provide short-term positive results but not
long-term sustainable improvement.
Rather, the patient experience is inextricably
linked to clinical quality and safety, and all three
are nursing-sensitive. Reducing patient suffering
requires a level of clinical quality that keeps
patients safe and provides evidence-based, highquality
care in the most efficient manner. This
quality care must bring to life the behaviors that
exemplify engagement and caring and ensure that
the shared purpose of mission, vision and values
drives the culture of the organization.
Press Ganey’s Compassionate Connected Care
model changes the conversation around patient
experience. The model’s six themes help reconnect
clinicians with purpose and meaning. They
remind us that nursing is a calling, not a job, and
that our patients are people who are at their most
vulnerable. The themes are:
• Acknowledge suffering: Show them we
understand.
• Body language matters: Nonverbal communication
is as important as words.
www.advanceweb.com/Nurses n MAY 2016 n ADVANCE FOR NURSES 33

Patient Satisfaction
Although high patient satisfaction scores
are important, achieving high scores should
not be our overall goal, and the survey data
should not be our sole focus. Our overall
goal should be to reduce the suffering
experienced by patients, their families and
their caregivers.
• Anxiety is suffering: Anxiety and uncertainty are negative
outcomes.
• Coordinate care: We should show patients that care is coordinated
and continuous.
• Caring transcends diagnosis: Real caring goes beyond the
delivery of medical interventions.
• Autonomy reduces suffering: Autonomy helps preserve
patient dignity.
Keeping the model’s six themes in mind will have positive
effects on patients and clinicians. Just as we may impose avoidable
suffering on our patients, avoidable suffering is imposed
on nurses. Some examples of avoidable suffering imposed on
nurses include lack of necessary resources such as equipment,
information or staff, and exposure to physical or emotional abuse
by patients or colleagues.
This kind of suffering leads to losses in nurse productivity,
retention and recruitment. Data show that 15 of every 100 nurses
in the United States are disengaged, which amounts to more than
$22,000 in lost productivity for each disengaged nurse every year.
This is a fiscal crisis, but more importantly, it is a crisis for nurses
who need to find meaning and purpose and must reconnect with
the reason they became nurses in the first place.
Changing the Dialogue
Much like the Compassionate Connected Care framework changes
the dialogue around patient experience, we must change the dialogue
around the clinician experience. Both the patient experience and
the clinician experience are clinical, operational and cultural. But
the clinician experience is also about feeling connected to both
the organization and the purpose.
We can use the Compassionate Connected Care framework
to measure clinician needs and understand where we must focus
our efforts for nursing teams. To address clinician needs, Press
Ganey developed an affinity diagram that is based on feedback
from hundreds of clinicians. The following themes were derived
from that work.
• We should acknowledge the complexity and the gravity of
the work they do. When was the last time a root cause analysis
was employed when something went well? Understanding why
things go well is as important as understanding why things do not
go well, and it demonstrates that leaders recognize how difficult
and important the work is.
• It is the responsibility of management to provide support in
the form of human, material and emotional resources. In Maslow’s
Hierarchy of Needs pyramid, the most fundamental needs—the
physiological needs or basic requirements for human survival: air,
food, water, etc.—are at the base of the pyramid, and the needs at
each level of the pyramid, starting at the base, must be fulfilled to
reach the apex of self-actualization. Similarly, if staff members are
constantly looking for equipment that works, they are at the base
of the pyramid and an expectation of lofty performance goals (or
scores) is not reasonable.
• Teamwork is a vital component for success. In a poll of
more than 500 healthcare workers Press Ganey conducted at its
2015 National Client Conference, teamwork was identified as the
most important component for success. Further analysis identified
teamwork as a key driver of “Likelihood to Recommend” on
the Hospital Consumer Assessment of Healthcare Providers and
Systems survey. This is important not only to patients, but also to
the people who care for them.
• A positive work/life balance reduces compassion fatigue.
Staffing, scheduling, breaks and time away from the unit all play
an important role in the ability of nurses to show compassion
and empathy toward patients. The work environment is critically
important, and all of these factors must be addressed to create a
positive work/life balance.
• Communication is foundational. Poor communication can
lead to errors and poor patient outcomes. In addition to helping to
keep patients safe, 360-degree communication elicits ownership
and accountability for a positive patient and clinician experience.
• Empathy and trust must be fostered and modeled. For nurses
to provide empathy and build trust with their patients, these
attributes must be provided to nurses consistently by both their
leadership and their peers.
Just as the desire to earn an “A” is not the reason people go to
college, the desire to achieve a patient satisfaction score in the
90th percentile should not be our overall goal. Our goal must be
to optimize the patient and clinician experience. The score and
percentile ranking will come as a natural consequence when we
focus on what really matters: reducing suffering. ■
Christy Dempsey is the chief nursing officer for Press Ganey.
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34 ADVANCE FOR NURSES n MAY 2016 n www.advanceweb.com/Nurses

THINKSTOCK/GETTY IMAGES
Reducing Your
Malpractice Exposure
National claims data highlight trends in
nursing
By Michael J. Loughran
AN INTOXICATED, agitated, aggressive patient presented to the
emergency department and was placed in four-point restraints for
his own safety. An ED nurse monitored and assessed the patient
every 15 minutes.
While the nurse performed her rounds, the patient attempted
to burn off his restraints with a lighter. He ignited his bed linens
and clothing, resulting in severe burns over 25% of his body and
the loss of the fingers on one hand.
The patient sued multiple defendants, including the nurse, for
an undisclosed amount. He alleged “failure to provide proper care
in a safe environment.”
Expert witnesses for the defense testified that the nurse had
acted within her scope of practice and in compliance with hospital
policy. Her documentation was contemporaneous and supported
adherence to the organizational policy for checking on and assessing
the patient at 15-minute intervals.
The case went to trial, and a defense verdict was rendered.
Legal Issues
However, the plaintiff appealed. The case required
12 years and $500,000 in legal defense costs to
resolve. The ED nurse’s thorough documentation
proved critical in establishing that she was not
responsible for the patient’s injuries.
This scenario illustrates the type of information
included in a 5-year claim study by the Nurses
Service Organization and its insurance partner,
CNA. Besides legal case studies, “Nurse Professional
Liability Exposures: 2015 Claim Report Update”
provides statistical data and analysis derived from
the CNA database of closed claims involving
nurses. The report highlights risk management
recommendations designed to improve patient
safety and reduce nurse liability exposure.
2015 Report Update
NSO and CNA have published three nurse claim
reports over the past 8 years. A comparison of data
from the 2015 report to the 2010 report identifies
several trends, including an increase in malpractice
claims arising from care in patient homes.
• Claims involving patient homes increased
from 8.9% in 2010 to 12.6% in 2015.
• Claims involving inpatient medical settings
declined from 20.2% to 17.7%.
This shift in location of claim occurrence
could be a result of healthcare reform. Under
the Affordable Care Act (ACA), the healthcare
delivery system of the future, and the system into
which we have begun to evolve, focuses on greater
collaboration between primary care practices and
home care providers.
This new model seeks to provide two benefits:
delivery of targeted care to the patient at the
optimal time, and lower costs for care delivery.
The data are not intended to suggest that the
home is a less safe care environment. Rather, it
reflects a trend indicating a probable increase in
the volume of nursing services provided in the
home and, in turn, an increase in claim activity.
Another noteworthy trend in the current report
is the claim data involving medication administration
errors. Between 2010 and 2015:
• Malpractice claims due to medication errors
decreased by nearly half, from 14.7% to 8%.
• The average cost of a medication error claim
nearly doubled, from $113,070 to $213,005.
Over the past 10 years, significant news coverage
has reported about medications that look and
sound alike, potentially contributing to medication
errors.
Consequently, pharmaceutical companies,
manufacturers, healthcare systems and risk manwww.advanceweb.com/Nurses
n MAY 2016 n ADVANCE FOR NURSES 35

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Legal Issues
agers have collaborated to reduce these errors with innovations.
Strategies may be as simple as packaging modifications and as
complex as enterprise-wide initiatives in healthcare organizations
to ensure safer medication administration.
The report also reveals that claims alleging a violation of patients’
rights, patient abuse or unprofessional conduct are rising. Such
claims:
• Comprise only 5.4% of malpractice allegations against nurses
in 2010
• Rose to 13.1% in 2015.
This data may reflect increased sensitivity to privacy violations
under HIPAA and the proliferation of social media resulting in
claims against nurses that allege slander, libel and a breach of
confidentiality.
Besides educating nurses about their risk exposure, the report
assists the healthcare community in recognizing where problems
exist, so that they may initiate discussions about the implementation
of controls to help mitigate errors.
An enterprise approach to risk management can result in
meaningful change.
Mitigating Malpractice Risk
This section highlights three vulnerability areas for nurses.
Recognizing and acting on them can help reduce a nurse’s individual
malpractice liability exposure:
Scope of practice. Nurses are required to practice within the
state scope-of-practice act as well as within their position description
and the policies and procedures of the facilities where they
practice. Failing to practice within scope and within organizational
guidelines can jeopardize patient safety and make nurses vulnerable
to allegations of malpractice and/or board complaints. Review
your state’s nurse practice act annually.
Documentation. In case of a malpractice claim, the nurse’s legal
team uses the patient record to build a defense. When documentation
is absent, incomplete, sloppy or not contemporary, it can
reflect poorly on the nurse and make it more difficult to mount a
successful case. Whether using electronic or handwritten medical
records, nurses should thoroughly document all care, so that any
healthcare provider can gain a clear understanding of the patient’s
condition, treatment and interventions you performed.
Chain of Command. Often, nurses are patient advocates, ensuring
that patients receive the care they need when they need it.
Sometimes, calls for assistance go unanswered, or a provider does
not appear to grasp the seriousness of a situation. Here, the nurse
should intervene and advocate for the patient.
Today’s increasingly complex healthcare environment underscores
the value of exercising due diligence, completing risk management
courses and, when appropriate, securing individual professional
liability insurance to ensure that your rights and interests are
protected. n
Michael J. Loughran is president of Nurses Service Organization. This article is
provided for general information purposes and is not intended to provide individualized
business, insurance or legal advice.
36 ADVANCE FOR NURSES n MAY 2016 n www.advanceweb.com/Nurses

CE: Professional Issues
JEFFREY LEESER
Danger Is Not in My
Job Description
An overview of violence in the healthcare
workplace
By Jennifer Oakley, FNP, MSN, RN
HEALTHCARE and social assistance represent the largest industry
sector in the country. Approximately 18.9 million healthcare
workers were employed in 2012, which calculates to 11.5% of the
total United States workforce. 1 Yet as healthcare workers dedicate
their lives to the care and treatment of patients, they sometimes
end up putting their own safety and health at risk.
In 2013, healthcare workers reported 9,200 nonfatal workplace
injuries related to violence, an amount representing more than 67%
of injuries reported in all industries and professions. 1 It has been suggested
that the unique culture and unpredictability of the hospital
setting increase the risk of both physical and emotional violence.
Over the last decade, healthcare workers have accounted for up
to two-thirds of violent injuries involving days away from work.
They have become victims of the very people they are trying to
help and comfort. The risk of assault requiring time off the job is
almost 5 times greater than in any other workforce. Underreporting
of patient-on-worker assaults (physical and verbal) has been associated
with the belief that “it is part of the job.”
One hospital system reported that 30% of its nurses required
treatment for violent injuries in a particular year, with a total cost of
$94,156 ($78,924 for treatment and $15,232 for lost wages). 2 Other
costs may include clinician fatigue, injury and stress tied to a higher
risk of medical errors and patient infections. Injury and stress are
common factors that drive clinicians to leave the profession, with
an estimated $27, 000 to $103, 000 in costs to replace nursing staff. 2
These costs include separation, recruiting, hiring,
orientation and training. Hospital satisfaction
surveys are often higher in hospitals with lower
numbers of dissatisfied nurses and burnout.
A Recognized Hazard
Workplace violence is a recognized hazard in the
healthcare industry. This violence can consist of
threats or actions of physical violence, harassment,
intimidation, or other threatening disruptive
behavior. In 2010, the Bureau of Labor Statistics
reported that healthcare and social assistance
workers were victims of approximately 11,370
assaults. 3 This number represents an increase
of 13% since 2009. 3
The highest rates of violence are reported by
emergency department nurses. A recent survey
of 3,465 members of the Emergency Nurses
Association found that more than 50% of respondents
reported experiencing physical violence in
the prior year, and 70% had experienced verbal
abuse. 4 Yet clinicians are largely underprotected
and underprepared to prevent and manage these
violent patients. High-risk environments such as
this require education and increased awareness
about general prevention and management of
violence by patients and their families.
This continuing education offering sponsored by
The University of Phoenix School of Nursing.
www.phoenix.edu
www.advanceweb.com/Nurses n MAY 2016 n ADVANCE FOR NURSES 37

CE: Professional Issues
Workplace violence is a recognized hazard in the healthcare
industry. This violence can consist of threats or actions
of physical violence, harassment, intimidation, or other
threatening, disruptive behavior.
Risk Factors
No specific diagnosis or type of patient is
predictive for violence; however, epidemiological
studies consistently demonstrate that
the highest level of risk exists in inpatient
and acute psychiatric services, geriatric
long-term care settings, high-volume emergency
departments, residential settings and
social services. Pain, devastating prognosis,
unfamiliar surroundings, mind- and
mood-altering medications and drugs, and
disease progression can also cause agitation
in patients and increase the risk for violent
behavior. Psychosis is a relatively common
syndrome that affects about 5% of the population
at some point in life and accounts for
many documented cases involving assault
of healthcare workers. 5
Assessment and Interview
Poor environmental design of the workplace
that may block an employee’s vision or
CE OFFERING
This offering is worth 1 contact hour.
This offering expires in 2 years:
MAY 2, 2018
Learning Objectives
After reading this article, the learner will be
able to:
1. Identify potentially violent patients through
proper screening and assessment.
2. Describe techniques to manage a patient
who exhibits violent behavior.
3. Develop interventions to encourage a safe
work environment for clinicians.
To take this test, go to www.advanceweb.
com/NurseCE and find the article title.
Online CEs
Earn contact hours with just a click of the
mouse, www.advanceweb.com/nurseCE
interfere with his or her escape from a violent
incident have been reported, as well as
poorly lit corridors and rooms and the lack
of a means of emergency communication.
High-risk healthcare environments should
provide increased security for patients,
family, and workers. All patients must be
disarmed prior to evaluation and interview.
Metal detectors are often used to identify
weapons or objects that can be utilized
as weapons before patients are allowed to
enter the hospital emergency department.
When conducting an evaluation of a
patient, the interview should be performed
in a private but not isolated environment. If
a patient has a history of potentially aggressive
or volatile behavior, security personnel
should be nearby and the door of the examination
area should be left open to allow for
both an intervention and an escape by the
clinician if deemed necessary. 6
The interviewer must be aware of his or her
surroundings at all times. It is critical that the
clinician be seated equidistant from the door,
and the patient should not be located near the
exit. Blocking the door or exit path may pose
a risk of harm to the clinician. The structure
of the room should provide two exits and
doors that swing outward. Heavy objects
should not be in the examination rooms for
risk of being utilized as potential weapons.
Examples of objects utilized as weapons may
include electrical cords, scalpels, needles,
hot liquid and heavy machinery. 6 A panic
button or a code word should be used to
inform other staff members and security
when assistance is needed.
It can be difficult to identify a potentially
violent patient. The initial assessment should
begin with a risk assessment and attention
to safety measures. Violence most often
erupts after a period of mounting tension,
so it is important to identify verbal and
nonverbal cues and seize the opportunity
to defuse the situation if possible.
Violent behavior is not always predictable,
however, especially in the case of medical
illness. Clinicians should never feel overly
confident in the ability to assess or sense
impending danger. Research shows that
practitioners tend to be poor predictors of
violence, and need to be aware of the “gut
feeling” that a dangerous situation might
escalate. 7 Obvious signs of impending violence
can include: provocative behavior,
angry demeanor, loud and aggressive speech,
tense posturing, pacing or frequently changing
body positions, or aggressive outbursts
and actions. 4 A patient’s use of his or her
hands should be as an indicator of tension
and escalating behavior.
Historically, mental health professionals
were unable to predict their patients’ violent
behavior with any accuracy greater than
chance. Psychiatrists and psychologists have
created structured risk assessment instruments
to assess the risk of patient violence, and
these are crucial to help with legal decisions
that can be predictive of the validity of outcomes.
5 In mental health, patient violence to
others is recognized as an aspect of prognosis.
The highest prevalence of violence in
patients is among men with a history of violence
or drug and alcohol abuse. Impending
signs of violence include provocative behavior,
angry demeanor, loud and aggressive speech,
tense posturing, frequently changing body
position, or aggressive actions. One survey
finding notes a high rate of physical violence
by patients older than 65 with cognitive
impairment. 7 Verbal violence is most common
in the 35- to 60-year-old age group. 7
Violence can occur anywhere in the hospital,
but there is an increased prevalence
in psychiatric units, EDs, waiting rooms,
geriatric units and long-term care facilities. 2
High levels of physical abuse were recently
reported in palliative care settings, and high
levels of emotional abuse were reported in
long-term care facilities. A recent increase
in violent behaviors has been observed in
intensive care units, including neonatal,
pediatric and adult patients.
Management of Violent Adults
Verbal de-escalation techniques can be
utilized for patients who are agitated, yet
cooperative. Actively violent patients who are
uncooperative and exhibit signs of impending
violence require immediate restraint.
38 ADVANCE FOR NURSES n MAY 2016 n www.advanceweb.com/Nurses

CE: Professional Issues
For patients who have an altered mental
status and cannot control their aggressive
behavior, proper management and treatment
are needed. The initial management
of patients who are agitated but cooperative
is to utilize verbal de-escalation techniques.
This should be attempted prior to the use of
physical restraints or sedative medications.
The interaction and patient’s response to the
techniques will provide information and
assessment of the patient’s mental status.
When therapeutically communicating
with the patient in this way, the provider
should use a calm tone of voice, avoid direct
eye contact, stand at least two arm’s length
apart, and not make any sudden movements.
6 The clinician should be honest,
nonthreatening, and straightforward. Some
suggest that offering food or drink as a
friendly gesture appeals to basic human
needs and builds trust, which in turn will
enable the patient to decompress.
It is important to be an active listener
when interacting with a violent or verbally
aggressive patient. Identify and confirm
the patient’s feelings and offer choices and
optimism as an alternative to altercation.
Avoiding arguing or commanding is crucial
during conversation.
A key mistake that clinicians make while
interviewing patients is that they fail to
address violence directly. A relevant question
to ask is “Do you feel like harming
yourself or anyone else?” 6 If the patient
becomes more agitated, it is important to
speak in a conciliatory manner and offer
supportive statements to defuse the situation.
An alternative is to offer medication
or restraints to prevent further escalation,
however this is a controversial approach.
Restraints should be applied when patients
become combative and verbal techniques are
unsuccessful. Effective use of restraints can
aid in prevention of injury to both the patient
and the healthcare professional.
Visitor and Family Member Violence
Family members who are angry about the
patient’s condition account for about 55% of
all abuse cases. 8 The most common reasons
for assault by family members and visitors
are anger related to hospital policies, the
patient’s condition or situation, long wait
times, or the healthcare system in general.
When family members perceive that the
healthcare staff is not meeting the needs of
the patient, increased violence occurs; this
can be associated with the stages of grief.
During the anger stage of grief, the person
often formulates a “lashing out” at a third
party. 8 Within the healthcare setting, this
person is often the nurse caring for the
patient.
The family member is often formulating
someone to blame for their loved one’s
suffering and hardship related to caregiver
guilt. The family member in this situation
often experiences feelings of fear, guilt,
anxiety and frustration. 8
Nursing Staff Education
Organizational risk factors include lack
of facility policies and staff training for
recognizing and managing escalating hostile
and assaultive behaviors by patients,
visitors or staff. Other indications for risk
include high worker turnover, working when
understaffed, and inadequate security and
mental health personnel on site. 8
Long waits for patients and families in
overcrowded and uncomfortable waiting
rooms have been associated with increased
violence. Most importantly, institutions that
form a perception that violence is tolerated
can increase risk.
Facilities can reduce workplace violence
by using effective strategies, such as management
commitment and worker participation,
worksite analysis and hazard
identification, safety and health training,
recordkeeping and program evaluation.
The most important reminder is to take
every threat seriously.
Violence prevention programs reduce the
risk of assault by training workers to recognize
cues such as drug use and threatening
body language. These programs educate
clinicians about strategies to defuse situations.
Accurate incident reporting is crucial
and a part of intervention because it helps
hospital personnel identify specific hazards
and take proper steps to remediate them.
Reporting Violence
Assault by patients or family members is
highly underreported. Data show that only
85% of incidents are reported only verbally
to hospital administration; no formal written
documentation occurs.
Nurses often assume that reporting violence
may affect hospital satisfaction survey
scores. Other data suggest that nurses and
No specific diagnosis or type of patient is predictive for
violence, however, epidemiological studies consistently
demonstrate that the highest level of risk exists in inpatient
and acute psychiatric services, geriatric long-term care
settings, high-volume emergency departments, residential
and social services.
other medical providers are fearful that
the hospital administration will retaliate
against reporters of violence by patients
or family members.
It is important for all nurses to be familiar
with their hospital’s reporting policy,
which should include verbal abuse as well
as physical assault.
One survey found that nurses avoid
reporting violence because they believe
that their supervisors will suspect they
somehow provoked the incident and label
them as confrontational employees.
As much as 70% of abuse toward nurses
is not reported, and most nurses who are
injured do not seek any medical treatment
for their injuries—which reflects the prevailing
attitude that being abused by patients
and visitors goes with the territory. 7
Consequences of Workplace Violence
Occupational violence is associated with
reduced productivity, increased staff turnover,
absence, counselling costs, decreased
staff morale, and a reduced quality of life.
Abuse can also decrease the quality of
patient care.
www.advanceweb.com/Nurses n MAY 2016 n ADVANCE FOR NURSES 39

CE: Professional Issues
High-risk healthcare environments should provide increased
security for patients, family, and workers. All patients must
be disarmed prior to evaluation and interview.
Healthcare professionals who are exposed
to violence in the workplace can have
nightmares or difficulty sleeping, poor
job performance, chronic pain, or feelings
of helplessness and irritability. 7,8 Nurses who
have been verbally or physically assaulted
have a higher level of anxiety, depression
and substance abuse. 7,8
Violence in the healthcare setting takes
a significant toll on all parties involved. In
addition to the psychological or physical
direct effects on the victim, negative effects
include financial loss from insurance claims,
legal expenses, property damage and staff
replacement cost.
When healthcare workers leave because
of assaults or threats of violence, this contributes
to the overall healthcare workforce
shortage.
Applicable Laws
In 2010, the New York Legislature added
nurses to its list of occupations to be protected
by law. Prior to this, assaults against
nurses were charged as misdemeanors.
They are now charged as Class D felonies,
carrying a sentence of 2 1/3 to 7 years in
prison. 9
The law states that any person with the
intent to cause physical injury to a registered
nurse or a licensed practical nurse during
the time the clinician is performing an
assigned duty will be charged accordingly.
The district attorney’s office for each county
or municipality is the decision-making
body to investigate the degree of assault
or harassment.
Although no federal laws have been
passed to prevent violence against nurses,
30 states have enacted laws that increase the
penalties for people convicted of assaulting a
nurse or other healthcare professional. The
Violence Prevention in Healthcare Facilities
Act mandates that each healthcare facility
provide a comprehensive violence prevention
program for its employees. 9
Policies for Assault Victims
The Emergency Nurses Association recommends
a zero-tolerance policy for violence
against nurses.
Safety within the healthcare institution
should be the institution’s first priority,
the association states. If a physical or verbal
assault occurs, it is important for the
healthcare professional to immediately seek
medical evaluation.
Documentation of the event is crucial
because the impact of the assault on the
victim may not be immediate; therefore,
proper documentation might be important
in the future. Every employee who is
assaulted is entitled to immediate medical
care and first aid by the employer. Each
individual agency’s policy and procedures
should be available for guidance on reporting
the incident.
All assaults must be reported and recorded.
The victim’s supervisor and employee
health department should provide the nurse
with all the benefits and rights that are
available to protect them during this difficult
time.
Recommendations
Clinicians are largely underprotected and
underprepared to prevent and manage
violent patients. Up to 50% of healthcare
providers are victims of some sort of violence
throughout their careers. Emergency
departments have seen that drug and alcohol
intoxication (or withdrawal from those
substances) is one of the most common
causes of severe agitation.
Combative patients must be thoroughly
assessed for medical stability, and a complete
evaluation will indicate any dangerous
medical rationale for increased agitation
and altered mental status. By following
basic safety measures, the risk of assault
can be significantly decreased. n
References
1. National Institute for Occupational Safety and
Health: Violence Prevention Training for Nurses. Centers
for Disease Control and Prevention. http://www.cdc.gov/
niosh/topics/violence/training_nurses.html
2. National Intitute for Occupational Safety and Health:
Violence Occupational Hazards in Hospitals. Center of
Disease Control and Prevention. http://www.cdc.gov/
niosh/topics/violence/
3. Occupational Safety & Health Administration:
OSHA updates guidance for protecting healthcare and
social service workers from workplace violence. United
States Department of Labor. https://www.osha.gov/SLTC/
workplaceviolence/index.html
4. Gacki-Smith J, et al. Violence against nurses working in
U.S. emergency departments. J Nurs Adm. 2009;39:340-349.
5. Good B, et al. Assessment of the acute psychiatric
patient in the emergency department: legal cases and
caveats. West J Emerg Med. 2014;15(3):312-317.
6. Dubin WR, Jagarlamudi K. Safety in the evaluation
of potentially violent patients. Psychiatric Times. 2010.
http://www.psychiatrictimes.com/special-reports/safetyevaluation-potentially-violent-patients
7. Assessment and emergency management of the
acutely agitated or violent adult. UpToDate. 2015. http://
cursoenarm.net/UPTODATE/contents/mobipreview.
htm?30/45/31441
8. Stokowski LA. Violence: Not in my job description.
Medscape. http://www.medscape.com/viewarticle/7277144_print
9. Assault of a nurse on duty is a felony. Emergency
department violence surveillance study. Emergency
Nurses Association. Accessible to members at:
https://www.ena.org/government/State/Documents/
StateLawsWorkplaceViolence
Jennifer Oakley is the lead nurse planner for the
ADVANCE for Nurses continuing education program.
She works in the emergency department at
the Hospital of the University of Pennsylvania in Philadelphia
and is an adjunct professor at Drexel University.
She has completed a disclosure statement
and reports no relationships related to this article.
TAKE EXAM ONLINE • This CE offering expires May 2, 2018
▶ Nurses can earn 1 contact hour of continuing education credit after reading this article and earning a passing score on
the associated quiz.
Take tests for all CE courses at www.advanceweb.com/NurseCE. No written tests are processed; all tests are scored online.
Merion Matters is accredited as a provider of continuing nursing education by the American Nurses Credentialing
Center’s Commission on Accreditation.
This continuing education offering sponsored by
The University of Phoenix School of Nursing.
www.phoenix.edu
40 ADVANCE FOR NURSES n MAY 2016 n www.advanceweb.com/Nurses

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STAY CONNECTED

EDUCATION OPPORTUNITIES
JUNE 15-16, 2016
SYRACUSE, NY
SEPT. 21-22, 2016
CHARLOTTE, NC
OCT. 5-6, 2016
MINNEAPOLIS, MN
Childbirth Educator
Prep Course and/or Certification Exam
Course is evidence-based following nursing standards and offers
16 contact hrs. Topics include pain management, relaxation,
breathing patterns, comfort measures, prenatal exercises, second
stage management, support person, teaching strategies, and
curriculum development. Independent study courses available.
Group, PCE member and multiple course discounts available.
Contact: Prepared Childbirth Educators, Inc., 888-344-9972;
or www.childbirtheducation.org for complete list of dates and
locations nationwide.
Your Partner
in Learning
EXPLORE
INDUSTRY NEWS
INSIGHTFUL ARTICLES
CAREER EVENTS
JOB LISTINGS
ONLINE CE
Continuing Education for Nurses
Rowan University makes it convenient to acquire the education you need to
advance your career. Our healthcare programs feature flexible scheduling,
experienced and accessible faculty, and reasonable tuition. Courses are offered
using either online or a combination of online and face-to-face instruction.
• Bachelor of Science in Nursing (R.N. to B.S.N.)
• Master of Science in Nursing (M.S.N.)
• M.A. in Wellness and Lifestyle Management
• School Nursing Certification
WEBINARS
SHOPPING
AND MORE!
Learn More! | www.RowanU.com/Health
48 ADVANCE FOR NURSES n APRIL 2016 n www.advanceweb.com/Nurses

O N L I N E P R O G R A M S
RECOMMENDED
BY NURSES
F O R N U R S E S
[ ]
Now Offering! DNP in
Systems-Level Leadership
The first doctoral program at
Thomas Edison State University is
accepting applications now
for an October 2016 start date.
Michelle Mijares, BSN ’14
Online nursing programs at
W. Cary Edwards School of Nursing
> RN-BSN: All BSN courses offered quarterly
> RN-BSN/MSN
> MSN
> Graduate Nursing Certificate Programs
> Accelerated 2nd Degree BSN (Campusbased)SCHOLARSHIPS
NOW AVAILABLE!
LEARN MORE:
VISIT
www.tesu.edu/nursingdegree
CALL
(888) 906-8619
Thomas Edison State University is one of the 11 senior public colleges and universities in New Jersey, and is accredited by the Middle States
Commission on Higher Education, 3624 Market Street, Philadelphia, PA 19104 (267) 284-5000. All nursing programs are accredited.
For specific accreditation information, please visit the nursing Web page at www.tesu.edu/nursing.

EDUCATION OPPORTUNITIES
Become A...
• Nurse-Midwife
• Family Nurse Practitioner
• Women’s Health Care
Nurse Practitioner
END OF LIFE NURSING EDUCATION
CONSORTIUM (ELNEC) PROGRAM WITH
A FOCUS ON ONCOLOGY
Sponsored by:
Memorial Sloan Kettering Cancer Center
Department of Nursing
Date:
May 16-17, 2016
Fee:
$350
Location:
Memorial Sloan-Kettering Cancer Center
New York City
Credit:
14.25 contact hours will be awarded to nurses
who attend the entire event and complete a
program evaluation
Offering MSN and DNP degrees
through distance education.
ADN Bridge Entry Option Available
Learn more at
www.frontier.edu/advance
For online registration visit:
www.mskcc.org/education/cne
For additional information contact:
Nursing Education at 212-639-6884
E-mail: nursingceprogram@mskcc.org
A Relevant Master’s Degree For
Today’s Nursing Professionals
American Public University understands today’s nursing environment.
Our Master of Science in Nursing (MSN) program allows you to focus
on either the Nursing Education or Nursing Leadership specialty tracks
to fit your career goals. Get a respected, affordable nursing education
that’s 100% online.
Learn from a nationally recognized leader in online education.
Get started today at StudyatAPU.com/advance-MSN
We want you to make an informed decision about the university that’s right for you. For
more about our graduation rates, the median debt of students who completed each
program, and other important information, visit www.apus.edu/disclosure.
The master’s degree in nursing at American Public University System is pursuing initial
accreditation by the Commission on Collegiate Nursing Education, One Dupont Circle, NW,
Suite 530, Washington, DC 20036, (202) 887-6791. Applying for accreditation does not
guarantee that accreditation will be granted.
50 ADVANCE FOR NURSES n MAY 2016 n www.advanceweb.com/Nurses

Online RN to BSN
FOR
WORKING
NURSES
The Online RN to BSN Degree Completion Program
has received full accreditation from CCNE, the
Commission on Collegiate Nursing Education.
Gain the skills and
credentials you
need to advance —
while balancing
your career and
family life.
• 7-week courses with
multiple entry dates yearround
for fast track success.
• Nursing core classes
are all online.
• Test drive” an entire
course with no upfront
tuition or fee payment.
NOW ACCEPTING APPLICATIONS
FOR SUMMER AND FALL 2016
For a personal conversation about your goals, call
609-896-5033
To learn more, visit
www.rider.edu/onlinenursing
www.rider.edu

EDUCATION OPPORTUNITIES
EARN YOUR ADVANCED NURSING DEGREE AT
• Master of Science (MS) in Nursing
• Doctor of Philosophy (PhD) in Nursing
The Graduate Nursing Program offers a 43-credit Master of Science (MS)
degree and a 54-credit Doctor of Philosophy (PhD) degree.
The MS Nursing Program at Morgan State University prepares graduates
for nursing practice and leadership.
The PhD in Nursing Program is designed to prepare nurse scholars to
pursue intellectual inquiries and to conduct independent research.
For more information call 443-885-3238 or visit www.morgan.edu/schp
Accredited by:
TIME
TO RENEW
YOUR FREE
SUBSCRIPTION
CALL TODAY
800-355-1088
Bachelor Completion Program
RN to BSN Completion
Emphasizing Holistic Health
• Small Class Sizes
• Hybrid Format, Some Classes Online
• ACEN Accredited
Learn an integrative relationship-centered
approach, emphasizing the interconnectedness
of self, others, and the environment.
www.PacificCollege.edu/BSNursing
110 William Street New York, NY 10038
(212) 982-4600 | www.PacificCollege.edu
52 ADVANCE FOR NURSES n MAY 2016 n www.advanceweb.com/Nurses

Fuel Your Career
with AHIMA’s
CDIP ® Certification!
Professionals earning the Clinical
Documentation Improvement
Practitioner (CDIP) credential will:
• Be distinguished as knowledgeable and competent in clinical
documentation in patient health records
• Be positioned as leaders and role models in the health informatics
and information management community
• Demonstrate competency in capturing documentation necessary to
fully communicate patients’ health status and conditions
• Help provide a strong base of expertise in the industry
Learn more about AHIMA’s CDIP Credential
at ahima.org/certification/cdip.
961.16

EDUCATION OPPORTUNITIES
Healthcare Education,
designed for you.
Learn More
rmuohp.edu/an
ASSOCIATION OF PEDIATRIC
HEMATOLOGY AND ONCOLOGY
NURSES (APHON) PEDIATRIC
CHEMOTHERAPY AND BIOTHERAPY
PROVIDER COURSE
Sponsored by:
Memorial Sloan Kettering Cancer Center
Department of Nursing
Date:
June 16-17, 2016
Location:
Fee:
$400
Memorial Sloan Kettering Cancer Center
New York City
Registered Nurses will receive:
• A comprehensive review of the knowledge
needed to administer chemotherapy to pediatric
patients
• A course manual published by the Association
of Pediatric Hematology and Oncology Nurses
(APHON)
• 13.75 contact hours will be awarded to Registered
Nurses
• The APHON Pediatric Chemotherapy/Biotherapy
Provider Card on successful completion of online
exam and course evaluation – valid for 2 years.
Payment must be made at time of registration
to secure placement into the program!
To register visit:
www.mskcc.org/education/cne
For more information call: 212-639-6884
E-mail: nursingceprogram@mskcc.org
THOUSANDS OF JOBS AT
AdvanceHealthcareJobs.com
Get More from
Earn your degree with a regional leader in nursing
education. GMercyU offers quality, affordable nursing
programs at all professional levels, allowing you to
balance school and your busy schedule.
• ABSN (entry to practice)
• RN to BSN (online or on campus)
• MSN—Nurse Educator, Clinical Nurse Specialist,
or Family Nurse Practitioner tracks
• Doctor of Nursing Practice
Sign Up for Our
E-newsletter at
advanceweb.com
54 ADVANCE FOR NURSES n MAY 2016 n www.advanceweb.com/Nurses

Helene Fuld College of Nursing
Where nurses climb the career ladder to success.
212-616-7282 • HeleneFuld.edu
24 East 120th Street
New York, New York 10035
§ Register for an RN to BS Open House.
May 16th at 1 pm or June 13th at 1 pm.
• Applications are being accepted for September 2016.
EDUCATION OPPORTUNITIES
§ Register for an LPN to RN Open House.
May 20th at 1 pm or June 17th at 1 pm.
• Nursing classes begin in November 2016.
For more information or to register, please call 212-616-7282 or
send an email to Allie.Ittoop@helenefuld.edu.
College is accredited by the Middle States Commission on Higher Education.
Full-time, part-time, day, and evening classes are available. Both nursing programs are fully accredited.
TIME
MAY BE
RUNNING
OUT!
CHECK YOUR
MAILING LABEL
TO SEE IF YOU
NEED TO RENEW
YOUR FREE
SUBSCRIPTION.
MASTER’S DEGREE AND CERTIFICATES
Nursing
Get ready for
advanced
practice.
• Adult-Gerontology Primary
Care Nurse Practitioner
• For more information,
contact 610-361-5208 or
gradadultadmiss@neumann.edu
Healthcare POV FORUMS
advanceweb.com/community
Aston, Pennsylvania • www.neumann.edu
www.advanceweb.com/Nurses n MAY 2016 n ADVANCE FOR NURSES 55

CAREER OPPORTUNITIES
New Hampshire, New York, New Jersey, Pennsylvania
Career Opportunities
Sign up or renew your FREE subscription at the website
or by calling (800) 355-1088.
To place an ad in this section, call
ADVANCE at (800) 355-JOBS (5627).
1. New England . . . . . . . . . . . . . . 56
2. Middle Atlantic . . . . . . . . . . . . 56
3. Upper South Atlantic. . . . . . . 60
4. Lower South Atlantic . . . . . . 61
6. East North Central . . . . . . . . . . 64
www.advancehealthcarejobs.com.
8. West South Central. . . . . . . . . 64
9. Mountain. . . . . . . . . . . . . . . . . . 65
11. Pacific . . . . . . . . . . . . . . . . . . . . 65
National . . . . . . . . . . . . . . . . . . 66
›› MIDDLE ATLANTIC
Now Hiring
Penn State Hershey
Rehabilitation Hospital
We provide comprehensive inpatient care to address the
medical, physical, emotional and vocational challenges
of individuals with brain injury, spinal cord injury,
stroke, amputation, neurological disorders, orthopedic
conditions and multiple traumas.
Hiring:
Registered Nurses
» Day & Night Shift Available
Clinical Nurse Liaisons
RN Case Manager
Wound Care Nurse
For more information:
Joanne Glenn, HR Manager
joglenn@selectmedical.com
717.832.2704
›› NEW ENGLAND >> selectmedical.com/careers
our hospitals are part of select medical’s growing
network of inpatient rehabilitation hospitals.
The Horsham Clinic
is a 206-bed private
behavioral health care facility located on
a beautiful 55-acre suburban campus.
We are minutes from Philadelphia and
we serve Southeastern Pennsylvania and
New Jersey. The Horsham Clinic provides
comprehensive behavioral health services
to children, adolescents, adults, and their
families. We are currently looking to fill
the roles of Charge RNs & Clinical RNs.
Must be graduate of an accredited nursing
program. BSN preferred. 2-5 yrs prior
psychiatric nursing experience preferred.
Ask us about our available
shifts & signing bonuses
GET RESOURCES TO
START YOUR
CAREER OFF RIGHT
Check out Student
& New Grad Center.
Career articles and advice
Interactive learning
Job listings and more
advanceweb.com/NURSES
We invite you send your resume
to Kathleen.nichelson@uhsinc.com
www.horshamclinic.com
56 ADVANCE FOR NURSES ■ MAY 2016 ■ www.advanceweb.com/Nurses
CHECK OUT OUR
ONLINE JOB FAIRS NOW!
advanceweb.com/events

DIALYSIS – Hemo
NURSE MANAGER
SOUTH SHORE DIALYSIS
CENTER - HEMPSTEAD
1 position
20 Station Unit
SOUTH SHORE DIALYSIS
CENTER - BELLMORE
1 position
20 Station Unit
Fax 516-564-4348
Attn Lisa Maggio, Administrator or email: ssdcresumes@aol.com
New York, New Jersey, Pennsylvania
Join NewYork Presbyterian/Hudson Valley Hospital,
the newest member of the NewYork Presbyterian
Hospital family, ranked as one of the best places for
care in Westchester County. We are proud to be a
Magnet Hospital & 2015 Guardian of Excellence
Award® winner, offering state-of-the-art diagnostic
treatment, education and preventive services. The
hospital is committed to improving the quality of life in
the community we serve.
We appreciate our
DEDICATED NURSES...
“Thank you for your
commitment to excellence!”
• OR, NICU, ED, Med/Surg, OB
FT, PT & Per Diem Opportunities
• Patient Centered Care
Specialist, FT
CAREER OPPORTUNITIES
Here at Elizabeth Seton Pediatric Center, we believe that the nursing teams are
the critical factor in achieving optimal resident outcomes. Your commitment and
love are evident in all that you do each and every day. During Nurse’s Week,
however, we take the opportunity to express our heartfelt appreciation. It is
indeed an honor and a privilege to be the leader of such outstanding nurses.
Join our team of dedicated healthcare professionals! Are
you up for the challenge? Enjoy the rewards...in return
for your ability and dedication, we offer an excellent total
compensation package and a pleasant working
environment which fosters personal and professional
growth. Visit our website to learn more about our
opportunities. Please send us your resume for
consideration.
To learn more, visit
www.hvhc.org
Or please submit your resume to:
E-mail: HR@hvhc.org • Fax: 914-734-3784
Thank You
from the entire staff and children
300 Corporate Boulevard South, Yonkers, NY 10701
FAST,
LOW-COST,
FLEXIBLE
REPRINTS
CALL 800-355-5627
ADVANCEWEB.COM
Full-Time Nurse Home Visitor
• Provide health education for pregnant
women & families in home
• Provide prenatal & nutrition counseling
• Educate on infant care & childhood development
• Travel Sussex, Warren & Hunterdon counties
• Current B.S.N., R.N. & C.P.R. required
• Written/verbal skills & basic computer skills
• Varied schedule
• Spanish-speaking a plus.
Email pss@projectselfsufficiency.org
Fax 973-940-3501 Mail Deborah Berry-Toon,
Exec Dir, Project Self-Suffi ciency,
127 Mill Street, Newton, NJ 07860
www.advanceweb.com/Nurses ■ MAY 2016 ■ ADVANCE FOR NURSES 57

CAREER OPPORTUNITIES
New York, New Jersey, Pennsylvania
MY INSPIRATION:
providing compassionate care
while growing as a nurse
George Doran III BSN, RN
Staff RN Surgical Stepdown Unit
FOX CHASE NEEDS NURSES
FOR EXPANDING CLINICAL VOLUMES
• Clinical Manager
– EMB Suite/GI
Outpatient Services
• Clinical Nurse
Specialist—Critical Care
• Nurse Practitioners
– Genitourinary (GU)
Service
– Hematology Oncology
Consultation Service
– Phase 1 Clinical Trials
– ICU-Pulmonary
– Breast Care
Coordinator
• Nurse Navigator –
Breast Health
• Full time RNs
– Ambulatory Care
– Clinical Research
– Operating Room
• Pool and Per Diem RNs
– Ambulatory Care
– Direct Referral Unit
– Inpatient Pool
– PACU Per Diem
– Radiology Per Diem
– Relief Nursing
Supervisor Per Diem,
Nursing Administration
Fox Chase Cancer Center has been
awarded the Magnet® Designation for
Nursing Excellence four times in a row.
Consider joining our nursing team.
Visit FoxChase.org/careers/nursing for a
complete listing of available positions.
Temple Health refers to the health, education and research activities carried out by the affiliates of Temple University Health System
(TUHS) and by the Lewis Katz School of Medicine at Temple University. TUHS neither provides nor controls the provision of health
care. All health care is provided by its member organizations or independent health care providers affiliated with TUHS member
organizations. Each TUHS member organization is owned and operated pursuant to its governing documents.
FIND TOP CAREER ENHANCEMENTS AT ADVANCEWEB.COM
58 ADVANCE FOR NURSES ■ MAY 2016 ■ www.advanceweb.com/Nurses
Inspira Health Network – Vineland is looking for:
Cath Lab/Interventional Radiology RNs
• Sign-on Bonus for Full-time, experienced RNs – $15,000
• Sign-on Bonus for Part-time, experienced RNs – $7,500
Inspira Health Network – Vineland is seeking experienced professionals to join our team at
Inspira Medical Center for both full-time and part-time positions. We will rely on you to
meet the needs of the patient, family and multidisciplinary team through communication,
coordination and evaluation. To qualify, you must be a graduate of an accredited school
of professional nursing (BSN preferred) and have a current NJ RN license with American
Heart Healthcare Provider BLS, ACLS required.
Physical requirements: Physically able to carry out medical orders and planned nursing
care, which requires standing, brisk walking, and/or supporting, lifting, and turning
of patients.
Inspira Health Network is a
Magnet approved health system.
Apply online at:
inspirahealthnetwork.org/careers
EOE
Summit Oaks Hospital salutes our dedicated
nursing staff during National Nurses Week!
We are a private provider of comprehensive acute behavioral health and addictions
treatment services serving a child, adolescent and adult population.
We are seeking Staff RNs to join one of our dedicated nursing teams on
the following units: Adult Psych, Dual Diagnosis, Child and Adolescent, Detox
or Rehab. Psychiatric clinical experience preferred.
We also have opportunities for per diem Nursing Supervisors
Requirements: RN with a BSN (MSN preferred) and hospital supervisory experience.
Full-time benefits include medical, Rx, dental and vision coverage,
life insurance, tuition reimbursement and a 401(k) plan.
Please complete our on-line application at:
http://summitoakshospital.com/careers/
Summit Oaks Hospital
19 Prospect St., Summit, NJ 07902 (908) 277-9094 EOE M/F/D/V
SUBSCRIBE TODAY!
REGISTERED SCHOOL NURSE
PRESCHOOL SPECIAL EDUCATION
The Shield Institute invites a NYS licensed/Registered
Nurse to join our team to provide quality medical services
& care to students in our preschool special education
program located at 1800 Andrews Ave, Bronx, NY 10453.
Exp working in a school or camp & exp working with the
I/DD population pref d. Bilingual (Spanish/English) prefd.
Position offers a competitive salary and an excellent benefit
package including fully paid health insurance. Applicants
should send letter of interest, a resume, proof of eligibility to:
Director of Human Resources
144-61 Roosevelt Ave, Flushing, NY 11354
Fax: 718-961-7669 • Email: HR@shield.org
Visit us at: www.shield.org
EOE AAP
HAS IMMEDIATE OPPORTUNITIES AVAILABLE
FOR RN/LPN INDEPENDENT CONTRACTORS
• Classroom nurse
• Work in school health ofces.
• Work 1:1 with students in MDS, special needs classrooms
• Ride the bus with students to/from school
• Preschool, Elementary/Middle School/High School and Life Skills
• Behavioral Support / Emotional support / Educational support
• We have per diem (for sub nursing to cover call outs) , as well as,
LTS long term sub and Permanent placement
• ESY opportunities for the summer in July and August. Head
Nurses, 1:1, classroom and bus rides
Send your resume today to: (215) 357-4780 / fax
or apply@Source4Nurses.com • (267) 261-6609
Denise Gardner-Guerin / President
www.Source4Nurses.com
SUBSCRIBE TODAY! 800-355-1088

New York, New Jersey, Pennsylvania
Join us at our:
NURSING
JOB FAIR
Exciting Nursing opportunities
at Main Line Health System-Wide!
Amazing career experiences that count.
PHILADELPHIA BUSINESS JOURNAL
At Main Line Health ® , our Magnet ® hospitals
are well-known throughout suburban
Philadelphia for our award-winning care.
We recently have been recognized by the
Philadelphia Business Journal as one of the top ten “Best Places to Work” in
the Delaware Valley. And with a history spanning more than 150 years, it’s one
of the region’s most honored and respected academic healthcare institutions.
You’re invited to attend our
Nursing Job Fair
Thursday, May 19th • 4:00 pm- 7:00 pm
Radnor Corporate Center
240 North Radnor Chester Road, Radnor, PA 19087
Bring your resume and learn about our exciting Nursing and Leadership
positions at: Lankenau Medical Center (currently in pursuit of Level 2
Trauma), Bryn Mawr Hospital, Paoli Hospital (Level 2 Trauma), Riddle
Hospital, Bryn Mawr Rehab Hospital, Mirmont Treatment Center and
HomeCare & Hospice!
Nursing Opportunities in all areas, including:
ICU • Telemetry • OR • ED • L&D • Neonatal
Full-time • Part-time • Weekend Program • Per Diem
Must have a BSN or be currently enrolled in a BSN.
One year of recent RN experience required.
If unable to attend, please send your resume to
FallingerT@mlhs.org.
Applicants must certify that they have not used
tobacco products or nicotine in any form in the 90-
days prior to submitting an application to Main Line
Health. We are an equal opportunity employer.
CAREER OPPORTUNITIES
mainlinehealth.org/careers
THANK YOU TO ALL
OUR GREAT NURSES!
Experienced RNs & LPNs
CRITICARE HOME HEALTH &
NURSING SERVICES,
a Medicare certifi ed skilled agency in
Chadds Ford, PA (a suburb of Philadelphia)
has an immediate need for the following:
1. RNs & LPNs experienced in working
with children for assignments in
Delaware and Chester County schools.
2. RNs for post hospital in-home
follow up care. Experience in wound
care, wound vac, trachs, vents and
infusion services a plus.
3. CNAs / Teachers’ Aides for
in-home and school assignments.
Excellent hourly rates.
Flexible hourly schedules.
* RNs $28-$38/hr
* LPNs $22-$28/hr
* CNAs $11-$13/hr
Depending on experience
Call Nursing Line:
610-675-1111, Ext. 127
www.criticareplus.com
ATTEND A JOB
FAIR ONLINE!
eoe
Thank you to our Nurses
during National Nurses Week!
$3500
SIGN ON BONUS
Our Lady of Consolation Nursing
& Rehabilitative Care Center
A Member of Catholic Health
Services of Long Island and a
recognized leader in providing
exceptional, quality driven care.
We oer long term, post-acute
and skilled nursing services.
We oer competitive salaries, a
dy namic work environment an d a
generous benet package.
We are currently seeking
EXPERIENCED
Registered Nurses
FT/ PT/ Per Diem
Great benefits including
tuition reimbursement
We invite you to apply online:
www.olc.chsli.org
CALL 800-355-1088 TO SUBSCRIBE FOR FREE!
WE MAKE IT EASIER
TO WRITE YOUR
RESUME WITH
RESUME BUILDER
FIND IT AT
ADVANCEHEALTHCAREJOBS.COM
advanceweb.com/eventscom/events
www.advanceweb.com/Nurses ■ MAY 2016 ■ ADVANCE FOR NURSES 59

CAREER OPPORTUNITIES
New York, New Jersey, Pennsylvania, Delaware, Maryland, Washington DC
A health system that celebrates your legacy.
After all,
Nursing is steeped in a grand tradition of caring which is what you’ll find at
Holy Redeemer. A comprehensive health system focused on total patient care, we
maintain that same emphasis as an employer to our nursing staff. We make it a
priority to center our attention on you so that you can learn, grow, lead and impact
the future of nursing. As our story continues to unfold, we invite you to add your
own chapter by visiting our Nursing Open House. Feel for yourself how Holy
Redeemer creates experiences that are unique, personalized and truly memorable.
NURSING OPEN HOUSE
THURSDAY, MAY 12TH, 4PM-7PM
Registered Nurses and Patient Care Assistants
Holy Redeemer Hospital
1648 Huntingdon Pike, Meadowbrook, PA 19046
Hospital Auditorium (1st floor)
Spring 2016 BSN Graduates are welcome to attend!
Free Parking available in the Self Parking Garage
If you would like to RSVP, please contact
Hope Shafer - 215-214-0682, HShafer@holyredeemer.com.
If you are unable to attend , we would still love to hear from you. For more information
and to apply visit our website, www.holyredeemer.com/careers
HOME CARE RNs
Home Care / Independent
Contractor RNs
Work as an RN independent contractor managing
home care cases in areas of your choice
in Phila, Bucks, Del counties and/or making
skilled intermittent home care revisits. No
weekend or holiday obligations; very flexible.
Home care exp required. HCHB exp a plus!
Nursing Unlimited, Inc., est. 1989
Email resume to nui@nuipa.com
Call: 215-663-8450 for more info
Nursing Unlimited, Inc.
455 Shady Lane, Suite C
Huntingdon Valley, PA 19006
Coordinated Health
is seeking experienced registered
OR nurses to join a team of
experienced orthopedic surgeons and
physician assistants in our specialty
hospitals located in the Lehigh Valley.
Full-time, part-time and per-diem
opportunities available. This is an
excellent opportunity to work in an
innovative and state-of-the-art facility.
Competitive salary with great benefi ts.
Apply at
COORDINATEDHEALTH.COM
or contact us at: 610-861-8080ext.36581
GREAT OPPORTUNIES
ARE WAITING
FOR YOU AT OUR
ONLINE JOB FAIRS
Happy Nurses Week to our Incredible Staff!
›› UPPER SOUTH ATLANTIC
EOE
advanceweb.com/events
60 ADVANCE FOR NURSES ■ MAY 2016 ■ www.advanceweb.com/Nurses
would like to
Celebrate & Thank Our Incredible Team of Nurses.
Happy Nurses Week!
$5K sign-on bonus and relocation assistance*
We have the following opportunities currently available
• Float Pool • ICU • CDU
We also have openings in Ortho, Cardiac Cath Lab, Stepdown, CVOR & ED
Casual Positions also available
* Full Time Only - Qualified RN’s may be eligible for $3,000 - $5,000 sign-on bonus for specific inpatient units. Limited offer and does not apply to other units or positions.
Beebe Healthcare, located in Lewes, DE, offers you a unique Work/Life balance set in a beautiful, tranquil setting with exceptional leadership and an award winning staff of professionals.
What do you want to Be?
Visit our website for a complete list of openings
Achieve AMAZING ACCOMPLISHMENTS through www.beebehealthcare.org
employment@beebehealthcare.org
exceptional teamwork
Phone 302-645-3336 | EOE | 424 Savannah Rd, Lewes, DE 19958
facebook.com/beebecareers | twitter.com/beebecareers

Happy Nurses Week To Our Wonderful Team of Nurses!
REACH for the STARS
We are now hiring talented STAR
Nursing Professionals for the
following specialties:
Medical Surgical-Ortho/Neuro/Stroke/
Oncology
Observation Unit
Addiction and Mental Health
Operating Room*
Labor and Delivery*
Intensive Care Unit
Cardiac Cath Lab
Emergency Department*
Case Management (ED)
Float Pool
Requirements to join our
TEAM OF STAR ASSOCIATES
http://www.medstarmontgomery.org/careers
Delaware, Maryland, Washington DC, South Carolina, Georgia, Florida
Happy National Nurses Week!
This week, it’s all about you! Thank you for your continued dedication to
children and young adults with special health care needs.
The HSC Health Care System is a nonprofit organization committed to serving families
with complex health care needs, combining the resources of a care coordination plan
(Health Services for Children with Special Needs, Inc.), pediatric specialty hospital (The
HSC Pediatric Center), and home health agency (HSC Home Care, LLC) with a parent
foundation to offer a comprehensive approach to care for people with disabilities.
TO APPLY FOR NURSING OPPORTUNITIES, VISIT
WWW.HSCHEALTH.ORG
Current positions available include:
• RN (Inpatient) - At least 2-3 years of experience in pediatric nursing;
RN license from the District of Columbia required.
• Home Health RN - At least 2 years of pediatric/home health nursing
experience; RN license from DC or Maryland required. IV experience
highly preferred.
• Nurse Practitioner (Advanced Care Center) -
At least 2 years of experience as a pediatric
nurse practitioner, preferably in clinic/ community-based
settings. Current Advanced Practice
Registered Nurse (APRN) licensure, DC; current
Nurse Practitioner certification in pediatrics.
• Care Manager - At least 3 years of clinical
practice and case management experience.
RN licensure from DC required.
• Quality Manager (Hospital) - At least 5
years of experience working in health care
environments, hospital experience a strong
plus. RN licensure from DC highly preferred.
• Clinical Quality Analyst (Home Care) - At
least 2-3 years of experience in clinical QI/
PI, as well as 3-5 years of professional clinical
experience. RN licensure from DC and
Maryland highly preferred.
Flexible schedules and
competitive pay.
Bilingual candidates are
encouraged to apply.
We are an equal
opportunity employer.
CHECK OUT OUR UPCOMING
ONLINE JOB FAIRS
CAREER OPPORTUNITIES
TURN YOUR ARTICLE IN
ADVANCE INTO AN
EXCITING HANDOUT!
CALL 800-355-5627
FOR REPRINTS
advanceweb.com/events
›› LOWER SOUTH ATLANTIC
FLORENCE DARLINGTON
TECHNICAL COLLEGE
CREATE & SAVE UP TO 5 RESUMES WITH ADVANCE RESUME BUILDER
GO TO ADVANCEHEALTHCAREJOBS.COM TODAY
DEPARTMENT OF NURSING PROGRAMS CHAIR
The Department of Nursing is seeking a dynamic leader to direct a nursing program that includes
an ACEN accredited associate degree nursing program, SC State approved Practical nursing
program and a Certified Nursing Assistant program.
Master’s degree in Nursing or master’s degree with a minimum of 18 graduate semester hours in
Nursing plus three (3) years of nursing faculty/education experience and evidence of progressively
responsible direct program administration and faculty supervision experience.
Possess or be eligible for South Carolina RN licensure. Salary commensurate
with education/training. Job available immediately.
Persons interested in this opportunity should apply online at www.jobs.sc.gov.
Florence-Darlington Technical College does not discriminate because of race, color, religion,
national or ethnic origin, creed, marital status, veteran status, disability, sex or age.
www.advanceweb.com/Nurses ■ MAY 2016 ■ ADVANCE FOR NURSES 61

South Carolina, Georgia, Florida
CAREER OPPORTUNITIES
ATTENTION
Working at BayCare can result in
job satisfaction, having fun with
co-workers and enjoying time to
relax in a beautiful location.
MAY BE HABIT
FORMING.
We want to set realistic expectations for you. Once you start
working at BayCare, you’ll start to feel better almost immediately!
That’s because our nurses enjoy a culture of safety and
happiness that spills into every aspect of life here.
With 14 community-based hospitals, a long-term acute care
facility, home health services and outpatient centers, BayCare
can offer you more shifts, specialties and opportunities.
Happy Nurses Week
May 6-12, 2016
Our nurses enjoy happiness every week :)
Now that we’ve got your attention, please apply online at
BayCareJobs.com
EOE/M/F/Vet/Disability.
62 ADVANCE FOR NURSES ■ MAY 2016 ■ www.advanceweb.com/Nurses

South Carolina, Georgia, Florida
EVERY STORY HAS ITS
CAREER OPPORTUNITIES
WE HAVE MORE THAN 3800
NURSES TO THANK
Behind every inspiring patient story is our dedicated team of Memorial nurses. Their
expertise saves lives and their compassionate care provides hope and comfort during the
most challenging of times. Each operates under the principle belief that the mind, body
and spirit of every patient and family member must be nurtured and respected to ensure
the most effective outcomes. We thank every nurse for the heroic work they do daily.
HAPPY NATIONAL NURSES WEEK!
MHS.NET
Memorial Regional Hospital
Memorial Manor
Memorial Regional Hospital South Memorial Physician Group
Joe DiMaggio Children’s Hospital Memorial Home Health
Memorial Hospital West
South Broward Community
Memorial Hospital Miramar
Health Services
Memorial Hospital Pembroke
www.advanceweb.com/Nurses ■ MAY 2016 ■ ADVANCE FOR NURSES 63

South Carolina, Georgia, Florida, Illinois, Oklahoma
CAREER OPPORTUNITIES
Working here means
working for patients,
neighbors, and friends.
When you’re as much a part of the
community as we are at Lower Keys
Medical Center, you appreciate the
satisfaction of being there for those who
depend on your expertise. Our patients,
neighbors and friends are the ones we
truly work for, answer to, and serve.
Feel a real sense of accomplishment and
belonging within our 167-bed acute-care
hospital, which is located in beautiful Key
West. We have opportunities to do your
best work throughout a wide range of
medical procedures.
Join our team – and our community.
CHIEF NURSING OFFICER • DIRECTOR ICU & MED/SURG
REGISTERED NURSES • Full-Time & PRN
• ICU • ER • Med/Surg • OR • Clinical Document Specialist
• Nurse Manager • Case Manager • Cath Lab • Wound Care
• Quality Coordinator • Behavioral Health
NURSING ASSISTANTS • ER • CNA
Apply online: www.lkmc.com/about/careers
Resumes may also be emailed or faxed:
E-mail: donald.canalejo@lkmc.com • Fax: 305.296.2520
M—AND O
Lower Keys Medical Center is an equal opportunity employer. Minorities/Females/Protected Veterans/Disabled
Hope to see you here for Nurses Week!
Excellent opportunities to join
our growing health care system.
Our mission is your mission:
To be a compassionate and transforming
healing presence in the lives of our
patients. We are a faith-based, patientcentered
system with hospitals in Athens,
Lavonia and Greensboro, Ga. Seeking
RNs in...
• Family Birth Center
• Surgical Services
• IMCU
• ICU
and more.
CHAT LIVE WITH
RECRUITERS
advanceweb.com/events
›› WEST SOUTH CENTRAL
We offer competitive pay and benets.
For immediate consideration, apply online at
www.stmarysathens.org
LEAVE A LASTING
IMPRESSION WITH ARTICLE
REPRINTS FROM ADVANCE
REPRINTS@ADVANCEWEB.COM
›› EAST NORTH CENTRAL
VMI HOME CARE
Now in our 33 rd year.
RNs needed for the following positions:
RN Case Manager
On Call RN
Experience preferred - but will train.
Flexible hours, competitive rates, benefits,
bonus after 1 year employment.
(P) 773-467-1777
(F) 773-467-0022
E-mail: vmihh@att.net
64 ADVANCE FOR NURSES ■ MAY 2016 ■ www.advanceweb.com/Nurses
DON’T LET YOUR
FREE SUBSCRIPTION
TO ADVANCE EXPIRE!
CALL 800-355-1088

Idaho, Nevada, California, Alaska
›› MOUNTAIN ›› PACIFIC
Take the Leap
into an Excellent Nursing Opportunity
10 K SIGN ON BONUS
2+ Years Experience in AcuteCare
LOS ANGELES • SAN FERNANDO VALLEY • VENTURA • SAN GABRIEL VALLEY LEY
• SOUTH HB
BAY
Roze Room Hospice would like to thank all our hospice and
palliative care nurses for the tremendous dedication, care and
compassion they provide to patients and families.
Positions Available:
RNs, LVNS, and Team Leaders
All Ofces
Full Time • Per Diem • Continuous Care • On-Call
Jeannette Can - jeannette@rozeroomhospice.org
• “Where Ordinary People Do Extraordinary Things” •
Roze Room has been recognized and ranked by the Los Angeles Business
Journal as one of the Best Places to Work in Los Angeles in 2014 and 2015.
®
telephone: (323) 938-1155
fax: (323) 936-7573
CAREER OPPORTUNITIES
Join Our Nursing Team
(208)814-2550
stlukesonline.org/employment
news.stlukesblogs.orgslhs_jobs
REGISTERED NURSES
Full-time Emergency Room, EMS/
Flight, and Med/Surg (ICU Exp) RNs.
Nevada license required. We offer
competitive salary, incentive pay for
cross-training, excellent benefits including
State of NV Public Employees
Retirement, group insurance benefits,
accrued PTO & Sick Leave. Nonsmoking
facility, non-smoker preferred.
Contact HR Director
HGH
118 E. Haskell Street
Winnemucca, NV 89445
E-mail rose@hghospital.org
or Fax (775) 623-5904
EOE Employer
LEAVE A LASTING
IMPRESSION WITH
ADVANCE REPRINTS
REPRINTS@ADVANCEWEB.COM
GET RESOURCES TO
START YOUR
CAREER OFF RIGHT
Check out Student
& New Grad Center.
Career articles and advice
Interactive learning
Job listings and more
advanceweb.com/NURSES
Director of
Nursing
We have an immediate opening for
Director of Nursing for our 65-bed
Mental Health Rehabilitation Center
in Mission Viejo. Qualified candidates
will have: R.N. license, 5 years supervisory
experience, inpatient psychiatric
experience, familiarity with Recovery
Model programs, excellent managerial
skills, and excellent communication
skills. We offer a highly competitive
salary and benefit package.
ROYALE MISSION VIEJO
23228 Madero
Mission Viejo, CA 92691
Email:
nhernandez@royalehealth.com
Fax:
(714) 708-4884
EOE
NEW
HEALTHCARE
JOB LISTINGS
ADDED DAILY!
ADVANCEHEALTHCAREJOBS.COM
CHECK
OUT
ADVANCEWEB.COM
AND LINK TO
YOUR FAVORITE
ADVANCE
MAGAZINE,
JOB SEARCH,
SHOPPING,
CE AND MORE!
www.advanceweb.com/Nurses ■ MAY 2016 ■ ADVANCE FOR NURSES 65

California, Alaska, National
CAREER OPPORTUNITIES
Live and work in beautiful Homer, Alaska!
Homer is located on the southern shores of the Alaska Kenai Peninsula. A
quaint town nestled on the beautiful Kachemak Bay offering breathtaking
views of glaciers, mountains and wildlife. It has something for everyone:
adventure, culture, scenery, or even a little bit of solitude.
We Love Our Nurses!
Celebrating National Nurses Week
Concorde Career Colleges is now hiring:
Concorde has nurse instructor positions available for
Master’s and Bachelor’s prepared nurses.
Both full-time and part-time opportunities are available.
paid holidays and vacation and education reimbursement.
South Peninsula Hospital is a modern facility Critical Access Hospital
with 22 Acute Care beds and an attached 28 bed Long Term Care nursing
facility. We are seeking dedicated and talented patient care professionals to
join our diverse team:
• Director of Long Term Care RN
• Acute Care OB & Med Surg RN
• Emergency Department RN
• OR Circulator RN
• Home Health/Case Mrg RN
We offer competitive wages & benefits including: health/life insurance, retirement,
wellness, loan forgiveness, generous paid leave and recruitment bonus.
Apply today @ www.sphosp.org
Contact Human Resources (907) 235-0800 // dlamb@sphosp.org
›› NATIONAL
Positions are available in these locations:
Garden Grove, CA
San Bernardino, CA
Aurora, CO
Kansas City, MO
Portland, OR
Memphis, TN
Grand Priarie, TX
Dallas, TX
Explore an Opportunity at Concorde, Apply Today!
jobs.concorde.edu | 1-877-866-2340
VA Palo Alto Health Care System
Salutes Our Outstanding Team
of Nursing Professionals for
National Nurse's Week!
Gloria, N. Martinez
MS, RN, NEA-BC
Thank You!
for your competent and compassionate care and your
commitment to excellence in service to our nation’s veterans.
Contact us to discuss career
opportunities to fit your talents:
Nurse Recruiter: (650) 493-5000 ext. 64530
Email: V21PALNurseRecruiter@va.gov
Apply Online: www.USAJobs.gov
OPEN House for RN and NP opportunities!
Saturday June 4, 2016 • 10am- 2pm
Location: VA Palo Alto HCS
3801 Miranda Ave (auditorium) • Palo Alto CA 94304 EOE
66 ADVANCE FOR NURSES ■ MAY 2016 ■ www.advanceweb.com/Nurses
“For the sick, it is
important to have
the best.”
- Florence Nightengale
Thank you to our team of
dedicated nurses – you are the
best! We are grateful for your
commitment to our patients
and the Providence, Rhode
Island community. Thank you!
Providence Community Health
Centers, Inc. (PCHC) is a non-
and the only FQHC in Providence,
Rhode Island. We provide
affordable, quality, primary health
care to more than 50,000 patients
through our eight health centers
in the city, a school-based
program and a dental clinic.
EOE
For career opportunities visit
PCHCproviders.org
Healthcare POV BLOGS
advanceweb.com/community
Diamond Healthcare, a national behavioral
health management company, is recruiting
experienced professionals.
Corporate Ethics and
Compliance Officer
Richmond, VA
Director of Clinical Quality
and Compliance
Washington, DC
Respiratory RN
Port Lavaca, TX
Nurse Managers / DON
Clinton, MD • Livonia, MI
Geneva, NE • Nationwide - Interim
Psychiatric RNs:
Cincinnati, OH • Lorain, OH
Baton Rouge, LA • Clinton, MD
Alamogordo, NM • Williamsburg, VA
JOIN OUR TALENT NETWORK
to receive job alerts
WWW.DIAMONDHEALTH.COM
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