The Pelican News - June 2017

Inside
THE OFFICIAL PUBLICATION OF THE LOUISIANA STATE NURSES ASSOCIATION
Quarterly publication direct mailed to approximately 59,000 Registered Nurses in Louisiana
Vol. 73 • No. 2
June 2017
Executive Director’s Message
Meet The Latest Recipients of the
Joe Ann Clark Graduate Nursing
Education Award!
Page 12
LSNA Launches New Website
Page 15
Inside this issue . . . .
President’s Corner ......................... 3
2017 Brings Big Changes to LSNA ............4
ANAI Update ............................ 5
Louisiana Action Coalition ...................7
Tripping Over the Welcome Mat ............8-9
Continuing Nursing Education Unit at LSNA ......9
TGMC News .............................10
16th Annual Nightingale Awards and Gala .....11
Joe Ann Clark Award ......................12
District News .........................13-15
Membership Application ...................15
Your Voice…Your LSNA
The 2017 House of Delegates
and Louisiana Nurses Foundation
Gala; active special and regular
legislative sessions; the launch
of a new website; and a focus on
developing a long-term vision and
plan for Louisiana State Nurses
Association are just a few of the
highlights that mark an incredibly
active 2017 thus far.
As I celebrate my one year
John E. Wyble
anniversary with LSNA, I
recognize that now is the time to build on the foundation
we’ve created by transforming LSNA over the past year to be
responsive and relevant in meeting the needs of professional
nurses across Louisiana. With a complete, organizational
shift in progress we now turn our attention to creating a more
efficient and effective Association.
LSNA, as the parent organization, and its entities, the
Nurses Foundation and LANPAC, must address three
important questions in all programs and services we
offer. Those questions are: 1) Is it Mission aligned? 2) Is it
Strategic for our membership? and 3) Will it help us to be
as efficient as possible?
By focusing on those key questions, we can assure our
membership and stakeholders we are making strategic
investments of resources to advance professional nursing
in our state.
Membership
LSNA continues to build a BOLD message and we
want your membership! The nursing profession, as
well as that of quality patient care, depends on a strong
Association who can speak up and advocate for best
practice and public policy.
Make LSNA a priority and help us stand together
for the practice of nursing. For about 75 cents a day
(yes, that’s less than $1 a day) you can be a part of the
professional association, and the public policy leader, of all
professional nurses in Louisiana.
Joining LSNA has never been easier! Visit www.lsna.org
and click “Join” to learn more and to join. LSNA is one
of the most affordable investments of any profession
and includes membership into the American Nurses
Association (ANA).
To be as successful as we can be, we need YOU to join
us! I look forward to your membership and to hearing
from you. Again, my commitment is that your LSNA
will always be courageous (and BOLD!) in its service and
leadership to you.
Sincerely,
Dr. John E. Wyble, CAE
Executive Director
executivedirector@lsna.org
See page 11 for more photos from the 16th Annual Nightingale Awards Gala!
current resident or
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Louisiana has a large list of nurses to keep updated and we want to reach you all.
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Subject Line: Pelican News Address Change / Removal – Last, First Name

Page 2 • Pelican News June, July, August 2017
National Association of Orthopaedic Nurses
(NAON) Press Release
For Immediate Release | Contact: Kristin Dee (800) 289-6266
The National Association of Orthopaedic Nurses
(NAON) elects Charla B. Johnson, MSN, RN, ONC
to the Executive Board as Director
CHICAGO – February 27, 2017 – Charla B. Johnson,
MSN, RN, ONC has been elected to the 2017–2018
Executive Board of the National Association of
Orthopaedic Nurses (NAON). In her role, Charla will
serve as a Director and will work with the Board to
provide strategy and direction to meet the needs of its
membership.
“This has been a long term goal of mine, to serve my
professional membership board by promoting education
and research within the Orthopaedic nursing world. It is
all about improving musculoskeletal health outcomes for
patients and communities as well as improving the nursing
experience.” Charla Johnson.
Charla has been practicing nursing for over 29 years.
Adult acute care orthopaedics, community outreach, case
RN, LPN and
CNAs needed.
Apply at jobs.la.gov
Southeast LA War Veterans Home
Reserve, LA
Contact: Cathy Sullivan 985-479-4080
management, professional development and leadership
opportunities have been embedded throughout her
career. Her career has been aimed at the promotion of
musculoskeletal care and the advancement of Orthopaedic
nursing in our region, state, and at the national level
through life-long learning and leadership. She is a
published author and national podium presenter.
About the National Association of Orthopaedic Nurses
(NAON)
The National Association of Orthopaedic Nurses
(NAON) is a nonprofit, volunteer-run organization that
exists to enhance the lives and careers of orthopaedic
nurses. Formed in 1980, NAON was designed to promote
the highest standards of nursing practice by educating
its practitioners, promoting research and encouraging
effective communication between orthopaedic nurses and
other groups with similar interests. NAON membership
consists of more than 6,000 RNs, LPNs, LVNs, student
nurses and associate members from across the country and
around the world who share an interest in musculoskeletal
healthcare. For more information visit http://www.
orthonurse.org/.
543 Spanish Town Road | Baton Rouge, LA 70802
P: 225-201-0993 | F: 225-201-0971
www.lsna.org
Board of Directors
Executive Board
President ............................. Georgia Johnson
President-Elect .............................Patrick reed
Secretary .................................danita potter
Treasurer .............................barbara morvant
Transition into Practice ........................James Luce
Directors of
Clinical Nursing Practice & Advocacy. . . . Patricia la brosse
Membership, Recruitment, & Retention ... Jacqueline J. Hill
Nursing Leadership &
Professional Development ...................sue delaune
Organizational Advancement ...............deborah spann
Non-Voting Board Members
Immediate Past-President ................... norlyn hyde
LASN Representative ......................... Caleb Faul
District Presidents
01 Alexandria. . . . . . . . . . . . . . . . . . . . . . . . . . . . . ANN DESHOTELS
02 Baton Rouge .........................Valerie Schultz
03 Northshore ......................... GEORGIA JOHNSON
04 Lafayette .......................... PATRICIA LA BROSSE
05 Lake Charles .................................. VACANT
06 Monroe ............................... emily doughty
07 New Orleans .............................Patrick Reed
08 Ruston ............................... DEBORAH SPANN
09 Winnfield ...................................... VACANT
10 Shreveport .............................. DEBRA CLARK
11 Tangipahoa .......................... Rachel Artigues
12 Bayou. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . CAROLYN COX
13 Feliciana ...................................... vacant
LSNA OFFICE STAFF
Monday-Friday | CALL FOR APPOINTMENT
Executive Director
John Wyble, PhD, CAE | executivedirector@lsna.org
Program Coordinator
Danielle Hodge
lsna@lsna.org
Nurse Lead Planner
Dr. Debra Shelton
nursingeducation@lsna.org
Membership Coordinator
Karen Loden
membership@lsna.org
Volunteers
Social Media Coordinator
James Luce
info@lsna.org
Article Submission
• Subject to editing by the LSNA Executive Director
• Must be in the form of an electronic submission as an attachment
(word or pdf)
• Email:
• Subject Line: Pelican News Submisson: Name of
the Article
• Must include the name of the author and a title in the document.
• Pictures
• At time of submission, is required to have a caption that
includes names (spelled out) of any persons depicted. The
list of names should be complete, in order of left to right in
relation to the picture, and if applicable indicate rows. (i.e.
Front Row (L-R):)
• Cannot be embedded in article, submit with but separate
from article in one of the following formats: .png, .tif, .jpg
• LSNA reserves the right to pull or edit any article / news
submission for space and availability and/or deadlines.
• If requested, notification will be given to authors once the final
draft of the Pelican has been submitted.
• LSNA does not accept monetary payment for articles.
Article submissions, deadline information and all other inquiries
regarding Pelican News please email: Managing Editor:
Danielle Hodge at lsna@lsna.org
2017 Article Submission Dates
(submissions by end of the business day)
April 07, 2017 | July 07, 2017 | October 06, 2017
Advertising
For advertising rates and information, please contact Arthur L. Davis
Publishing Agency, Inc., 517 Washington Street, PO Box 216, Cedar
Falls, Iowa 50613, (800) 626-4081, sales@aldpub.com. LSNA and the
Arthur L. Davis Publishing Agency, Inc. reserve the right to reject any
advertisement. Responsibility for errors in advertising is limited to
corrections in the next issue or refund of price of advertisement.
Acceptance of advertising does not imply endorsement or approval
by the Louisiana State Nurses Association of products advertised, the
advertisers, or the claims made. Rejection of an advertisement does
not imply a product offered for advertising is without merit, or that the
manufacturer lacks integrity, or that this association disapproves of the
product or its use. LSNA and the Arthur L. Davis Publishing Agency, Inc.
shall not be held liable for any consequences resulting from purchase
or use of an advertiser’s product. Articles appearing in this publication
express the opinions of the authors; they do not necessarily reflect views
of the staff, board, or membership of LSNA or those of the national or
local associations.
Louisiana Pelican News is published quarterly every March, June,
September and December and is the official publication of the Louisiana
State Nurses Association, a constituent member of the American Nurses
Association.

June, July, August 2017 Pelican News • Page 3
President’s Corner
Georgia Johnson, MS, RN, NEA-BC, CPHQ
President, LSNA
It is a privilege to serve you
as the newly elected President
of LSNA. I would like to take
this opportunity to thank our
outgoing president, Norlyn
Hyde for her leadership and
solicit her continued guidance
on the Board of Directors as
the past president. I wish to
also acknowledge the work
of the 2015-17 Board of
Georgia Johnson Directors. The outgoing Board
recognized the imperative need for change in order for
LSNA to survive. Some examples include:
• The previous Board was faced with implementing
a new governance model that aligned with ANA
structure, as approved through the 2015 By-law
changes. This significantly decreased the number of
elected positions.
• Faced with dwindling membership, increased costs
of operation, office insufficiencies, revenue loss
and annual deficits, strategic planning shifted from
long-term planning to crisis planning with the
establishment of a work group to develop a Financial
Stabilization Plan that focused on development and
implementation of a short-term plan on enhancing
communication and increasing membership in an
effort to generate revenue. This group re-established
the monthly Insider e-newsletter to members, laid the
ground work to develop the recently debuted website
redesign, initiated the Membership Challenge with
a focus on new graduates, developed the Leading
Way Awards to recognize district contributions and
established the honorary category of LSNA Fellow to
acknowledge long-term dedication and leadership of
members.
• A second work group was tasked with searching
for a new Executive Director. The group began
seeking applicants with experience and expertise
in association management. This led to the hiring
of Dr. John Wyble, Executive Director, and then
Danielle Hodge, full time Program Coordinator.
Both are valuable assets to the operation of LSNA
as they provide support to the Board Members
individually and collectively as a group, assist with
the coordination of events, and maintain effective
communication systems. Their contributions will be
essential as we continue the transformation of the
association.
• The next bold decision was the Board’s authorization
to attain professional, cost effective office space
that is located for efficient access to legislators and
our lobbyist group. This move resulted in sufficient
savings to obtain the former services of our
legislative lobbyist group.
• This year’s 2017 proposed By-law amendments
authorized the overhaul of committees by reducing
from 13 standing committees to 5 and reassigning
prior committee functions to designated Board of
Directors. This was an effort to conserve resources,
increase efficiency, and reinforce Director
accountability. This move will hopefully encourage
an increase of member participation in LSNA
functions through the use of time-limited, focused
work groups to accomplish specific assigned tasks.
I am excited about the diversity of background,
leadership and experience of the 2017-19 Board
members. We are entering an important period
of transition, faced with challenges and many
opportunities as we grow the membership and influence
of LSNA. I am committed to the:
Continued recognition of outstanding contributions
to the Association
Continued achievement of increased membership,
especially an initiative to engage new graduates
Continued increase in information sharing,
especially new technology
Development of engaging retention strategies that
achieve long-term membership commitment
Identification, recruitment and support of emerging
leaders in the association
Promotion of Association visibility and the
achievement of leadership opportunities to effect
change
Formulation of a viable strategic plan that defines
the relevance of LSNA and secures our future
As always, thank you for your commitment to LSNA,
our future and the profession of nursing.
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Page 4 • Pelican News June, July, August 2017
Applying Jean Watson’s Caring Theory to Reduce
Restraint Use in the Acute Psychiatric Area
Glenda Natale MSN, RN, HNB-BC,
Alicia Fitzgerald ASN, RN, Marie Lou Landry BSN,
RN, Keeley Harmon PhD, RN –
Our Lady of the Lake Regional Medical Center
In the acute care setting, the use of physical restraints
has become a common approach in the management
of challenging patient situations. According to Raguan,
Wolfovitz, and Gil (2015), “physical restraints are broadly
defined as any limitation to the freedom of an individual’s
movement and may include bed-rails, belts, “mittens,” wrist
restraints and other devices (p. 633). Further, “it is estimated
that nearly 10,000,000 hospital days in the United States
involve physical restraints” (p. 633). It is cited in the literature
that restraints are often used because of the perception that
restraints may decrease falls and prevent injuries. However,
according to Gilbert and Counsell (1999), facilities that
maintain practices dedicated to avoiding patient restraints
actually report fewer injuries than facilities with a prevalent
use of restraints.
The Nurse Manager of the Acute Psychiatric unit at Our
Lady of the Lake Regional Medical Center (OLOLRMC)
recognized that there was a potential for improvement
relative to the use of restraints on the unit. She wondered if an
increased presence by the nurses on the unit could potentially
reduce the restraints utilized. What does an increased
presence mean? Basically it means that a nurse is stationed in
the hallways at all times rather than intermittently as has been
the case previously. The rationale with the increased presence
of the nurses in the hallway is that the milieu of the unit could
be impacted positively and thus prevent escalating behavioral
issues which may necessitate restraints.
The model incorporated in making the change was Jean
Watson’s Caring Theory. The philosophical foundation for
the science of caring includes the “development of a helpingtrust
relationship, which includes congruence, empathy, and
warmth, and the therapeutic use of self. The strongest tool
a nurse has is his or her mode of communication, which
establishes a rapport with the patient as well as caring by
the nurse. Communication includes verbal and nonverbal
communication as well as listening that connotes empathetic
understanding. Additionally, a second caritas states, “the
cultivation of sensitivity to one’s self and to others,” which
explores the need of nurses to feel an emotion as it presents
itself. The development of a nurse’s own feeling is needed to
interact genuinely, sensitively, and subsequently, authentically
with patients. This is the difference between being with
and doing for the patient. It is between the gap of “being
and doing” that presence reveals itself in a nursing context.
“Being” affords the mature and reflective nurse the gift of
authenticity. Jean Watson describes this as authentic presence,
allowing for the formation of meaningful person-to-person
relationships, “enabling faith, hope and sustaining the deep
belief system and subjective life world of self and one being
cared for” thereby promoting health, well-being and higherlevel
functioning. The results since the incorporation of the
change have been quite staggering. Not only have the number
2017 Brings Big Changes to LSNA
The beginning of 2017 brought big changes to our
organization. Since the beginning of the year LSNA has
continued to evolve and change, and our organization
continues to grow in this new direction. In January of
this year, LSNA moved office locations to join forces
with our governmental affairs advisors, Southern
Strategy Group, and our lobbyist, Randal Johnson
and others with that firm. Many of you recall Randal
served as this year’s Master of Ceremonies at the most
prestigious event, the Louisiana Nurses Foundation
Nightingale awards, as you can see featured in the
photo of Randal Johnson and LSNA Board member
Jackie Hill.
of restraint episodes declined but the minutes in restraints have
also declined. On an acute psychiatric unit that in past years
reported multiple episodes into the teens, can now report three
consecutive months restraint free! Patients are no less ill. The
increased presence of the staff is making a difference.
In summary, increased presence is more than adding
a registered nurse at the end of the hallway. It was evidence
of a specific intervention by which nurses became part of
the healing environment. Through the introduction of an
authentic, caring, and trusting presence in a psychiatric
hallway the potential for violence was reduced—highlighting
the critical need for nurses to remain grounded, self-aware and
cognizant of their strengths and limitations when interacting
with patients.
References
Gilbert, M., and Counsell, C. (1999). Planned change to implement
a restraint reduction program. Journal of Nursing Care
Quality, 13(5), pp. 57-64.
Raguan, B., Wolfovitz, E., and Gil, E. (2015). Use of physical
restraints in a general hospital: A cross-sectional
observational study. Israel Medical Association Journal, 17,
p. 633-638.
Watson Caring Science Institute. Retrieved at https://www.
watsoncaringscience.org/jean-bio/caring-science-theory/10-
caritas-processes/
Much happens regularly in Baton Rouge and in
Washington DC which needs the constant attention
to the details registered nurses have a scope of
interest and responsibility which is varied and broad.
Patent advocacy, patient care, outcome improvement,
education – matters so voluminous that we will leave
some out.
The new LSNA headquarters office and staff are
open, present and working each day. We are in the
shadow of the state Capitol, around the corner from
the Louisiana Department of Health and a few blocks
from the Board of Regents and the state’s Division of
Administration. The legislature may only be in town for
three months or so, but the work of registered nurses
goes on every day and we are privileged to be helping
with that.
Many things are happening and the need for
LSNA to be involved in these matters is crucial. Our
organization is responsible for protecting and ensuring
nurses have a voice in the Capitol. As legislative
matters come up for consideration we may call upon on
membership asking them to contact their legislators on
a particular bill. Nurses represent a crucial role in the
delivery of healthcare to patients and citizens, and it is
our responsibility to make certain that legislators know
this and our services are protected.
LSNA and our partners will continue to advocate
on behalf of its membership and as our organization
continues to evolve and grow and respond to the need
of our members, and we will continue to discuss the
numerous healthcare issues we face as session moves
forward.
RN POSITIONS NOW AVAILABLE
Natchitoches Regional Medical Center,
Located in Natchitoches, LA is seeking highly motivated
RN professionals for various specialty areas.
RN Positions Available
If you are interested in working in a growing organization
please apply online at www.nrmchospital.org
OUR MISSION
HEALING OUR
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SERVING WITH
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LEADING THROUGH
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and weekend differentials, as well
as an excellent benefits package.
Visit our website @
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June, July, August 2017 Pelican News • Page 5
American Nurses Advocacy Institute (ANAI) Update
Workplace Advocacy Committee’s Endorsement
of ANA’s Healthy Nurse, Healthy Nation
Melody Eschete, BN, RN, DNP-c on behalf of Workplace Advocacy Committee
LSNA District 13 East and West Feliciana President
Proud LSNA Member
The American Nurses Association (ANA) established “2017 year of the Healthy Nurse”
(ANA, 2017, para 1). The primary goal of this initiative is for the countries 3.4 million
registered nurses (RNs) of which 33,043 live in Louisiana (Kaiser Family Foundation, 2017)
to develop healthy habits; ultimately a healthy nurse is the foundation for a healthy nation.
In 1995, the Louisiana legislature passed Act 985, which required that, the Louisiana
Department of Health and Hospitals prepare a yearly report card describing the overall
health of its citizens and health-related issues. In addition to informing Louisianans on the
overall health circumstances in our state, this annual publication is an effective tool for health
planning and evaluating the effectiveness of health programs. (2015 Louisiana Health Report
Card, 2016, page 4).
According to the 2015 Louisiana Health Report Card (2016) in 2014, Louisiana’s top four
death rankings were 47th in cancer, 46th in heart and stroke, 45th in obesity, and 45th in
adults with diabetes (page 7). The LSNA Workplace Advocacy Committee is working to
disseminate and raise awareness about the ANA Healthy Nurse, Health Nation initiative.
Three of the expected outcomes are a) support nurses to lead by example; b) prevent and
reduce the number of nurses in the aforementioned disease statistics; and c) develop resources
for healthy living and achieving balance between home and the workplace.
In case you missed it, the Workplace Advocacy Committee had a display at LSNA’s 2017
House of Delegates (HOD). It was based on the monthly topics of the Healthy Nurse listed on
Table 1. The Workplace Advocacy Committee provided attendee’s with resources, activities,
and recommendations on how to implement personal, community, and district challenges to
facilitate nurses being part of the healthy movement. Some strategies and/or changes you can
make from the WELL-AHEAD (2016) website:
• Plan and incorporate downtime into your busy schedule.
• Rethink activities, errands and people that exhaust you.
• Get enough sleep. (Adults need 7 to 9 hours per night.)
• Set your priorities and goals.
• Practice relaxation exercises.
• Manage your time and limit multitasking.
• Schedule one thing you enjoy everyday.
• Incorporate physical activity into your schedule, instead of parking close to the door
look for parking spaces that are furthest from the door and take the stairs when possible.
Join the social media movement and share with the public your amazing ideas and
activities using #HealthyNurse or additional information on the 2017 Healthy Nurse,
Healthy Nation ANA website.
References
2015 Louisiana Health Report Card. (2016). Retrieved from Louisiana Department of Health: http://
www.dhh.louisiana.gov/assets/oph/Center-PHI/2015HealthReportCard/2015_Health_Report_
Card.pdf
American Nurses Association. (2017). 2017 Year of the Healthy Nurse. Retrieved from http://
nursingworld.org/yearofhealthynurse
Kaiser Family Foundation. (2017). Total Number of Professionally Active Nurses. Retrieved from
http://kff.org/other/state-indicator/total-registered-nurses/?currentTimeframe=0&sortModel=
%7B%22colId%22:%22Location%22,%22sort%22:%22asc%22%7D
Well-Ahead. (2016). Balance. Retrieved from http://wellaheadla.com/Living-Well-Ahead/Balance
ACUTE CARE/PCU MANAGER
St. James Parish Hospital is seeking a full-time Acute Care/Progressive Care Unit
Manager. Experience managing or supervising a nursing care unit is preferred.
The nurse manager will be responsible for creating an environment of patientfocused
care, defining standards for quality patient care, managing and
developing work-based teams for assigned shifts, training new staff and
providing leadership to our nursing team. The successful candidate will
report to the Chief Nursing Officer. Monday – Friday, 8:00 am to 5:00 pm.
Resumes may be faxed to (225) 258-5988 to the Human
Resource Department, or apply on-line at www.sjph.org.

Page 6 • Pelican News June, July, August 2017
72 Ochsner Nurses and Pharmacists Complete Training as
System Immunization Champions
Andrea Thibodeaux, RN, and Maria Nix, MSN, RN
Ochsner Health System
“For more than 50 years, immunization has saved
more than a billion lives and prevented countless illnesses
and disabilities in the United States. Vaccine-preventable
diseases, such as measles, mumps, and whooping cough,
are still a threat. They continue to infect U.S. children,
resulting in hospitalizations and deaths every year.”
– The Immunization Action Coalition.
On August 31, 2016, 72 Ochsner ambulatory nurses
and pharmacists attended the Immunization Champions,
Advocates and Mentors Program (ICAMP) at Ochsner
Medical Center-Jefferson Highway. The ICAMP program
is offered by the Gerontological Society of America
(GSA) to empower providers to improve vaccine rates and
to become champions for adult vaccination. Ochsner’s
Vaccine Sub-Committee coordinated the program to
train ambulatory clinic nurses and pharmacist to serve
as Ochsner Health System’s Immunization Champions.
ICAMP helps healthcare providers become change agents,
mentors and trainers to support vaccination, and the
training covered topics like change management, goal
setting, and managing resistance to change.
Janie Gilberti, Ochsner’s Vice President of Primary
Care Service Line and Deborah Simonson, Ochsner’s
Promise Healthcare, Inc. is one of the largest long-term
acute care (LTAC) hospital organizations in the country.
We want “YOU” to be a part of our family and currently
have a full-time Clinical Educator opening.
Will have strong leadership and education experience in order to assess,
design, present and coordinate hospital-wide educational programs, inservice,
and orientation for designated nursing and non-nursing personnel.
1. Must be a graduate of an accredited school of nursing;
2. Must hold a current state license and must maintain license renewal in accordance
with the standards of the State Board of Nursing; Three to five years of progressively
responsible nursing experience relative to the designated clinical services preferred.
3. Demonstrated leadership skills and a commitment to education as a methodology for
promoting continuous quality improvement in the delivery of patient care and services.
Additional positions open for:
Registered Nurse – $2,500 Sign-on Bonus!
Respiratory Therapist – $2,500 Sign-on Bonus!
Certified Nursing Assistants
Excellent benefits, 401K, and much MORE!!!
Apply through our website:
www.promisehealthcare.com
Vice President of Pharmacy Services welcomed
attendees. Karen Tracy, GSA Senior Director of
Strategic Alliances and Communications began the
training with an overview of the day and shared,
“Immunizations can help us to age well and the
Gerontological Society of America is the best kept
secret in Washington, DC.”
Background of ICAMP
The ICAMP program is a multidisciplinary program
designed to empower healthcare providers to recognize
the importance of vaccinating adult patients to prevent
diseases, assist in meeting the Healthy People 2020
immunization goals, and strengthen adult immunization
and knowledge of standards. The ICAMP model has
three phases: pre-academy webinar, in-person academy
event and post-academy webinar meetings. Using lecture,
interactive group discussions, and reflective activities,
participants learned from the ICAMP Toolkit which
outlines the National Vaccine Advisory Committee’s
most current standards for adult immunization practice
and is supported by the Centers for Disease Control and
Prevention (CDC.)
Here’s what the participants learned:
• Champions Assess a patient’s vaccine status at every
patient encounter using the HALO checklist (Health,
Age, Lifestyle and Occupational factors.)
Immediate openings!
Registered Nurses (RN’s) for both
Outpatient Dialysis and Hospital Services.
Benefits include a very competitive salary,
medical and dental insurance, vision care, life
insurance, long-term disability, educational
assistance and retirement plan.
Contact Kim LeBlanc at (903) 456-6414 or
Kim.LeBlanc@dciinc.org
• Immunization Champions can use the SHARE
technique to provide strong recommendations for
vaccinations
• S – Share the reason why the vaccine is
important
• H – Highlight your own experiences to show
benefits of vaccine
• A – Address patients questions and/or concerns
• R – Remind patients of preventable diseases
• E – Explain the cost and impact of getting sick
• Administer vaccine or Refer the patient by training
staff on proper vaccine administration, use of
written order guidelines/standing orders, proper
storage of vaccines, handout Vaccine Information
Statements (VIS) and have a standard workflow for
referring a patient when you do not administer a
certain vaccine
• Document and Report the vaccination
Ochsner Health System prioritizes disease prevention
for patients and their families and was recently
awarded an Honorable Mention for Adult Immunization
Champion for the 2017 National Adult and Influenza
Immunization Summit. The summit is hosted by the
CDC and is held in Atlanta, GA. “Through ICAMP,
our nurses have taken an active role in initiating
immunizations in our patients. These immunizations
are critical to protecting both our patients and our
workforce from preventable diseases and illnesses. It
makes a huge impact” Dr. Katherine Baumgarten, M. D.
Senior Physician-Medical Director, Ochsner Infectious
Disease.
To learn more about how to improve immunization
practices, here are resources: Gerontological Society
of America https://www.geron.org/, Center for Disease
Control and Prevention http://www.cdc.gov/, National
Vaccine Advisory Committee http://www.hhs.gov/nvpo/
nvac/index.html , Immunization Action Coalition http://
www.immunize.org/importance-of-vaccines/ and Healthy
People 2020 https://www.healthypeople.gov/
References
Centers for Disease Control and Prevention (CDC).
Achievements in public health, 1900–1999: Control of
infectious diseases. MMWR. 1999 Jul 30; 48(29):621-9.
Gerontological Society of America. (2016). Retrieved from
https://www.geron.org/
Healthy People 2020. (2016) Retrieved from https://www.
healthypeople.gov/
National Vaccine Advisory Committee. (2016). Retrieved from
http://www.hhs.gov/nvpo/nvac/index.html
Whether caring for patients in one of our
hospitals or out in the community, we’ve
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June, July, August 2017 Pelican News • Page 7
Louisiana Action Coalition
Louisiana Action Coalition Group Works with Hispanic High
School Students to Expose Them to Careers in Nursing
Ann Jenkins
Coordinator – Louisiana Action Coalition
Increasing nursing workforce diversity is a key area of work
for the Louisiana Action Coalition (LAC). To achieve this, a
more diverse group of nursing students must be recruited into the
state’s nursing programs. During the 2015-2016 school year, LAC
executed a nine-month pilot program that aimed to expose students
to careers in nursing through mentorship, job shadowing and
observation at the Louisiana State Simulation Lab.
LAC members, project coordinator Lisa Colletti, RN, MN,
NEA-BC; and co-coordinator Leslie Hughes, RN, BSN, worked
with Bonnabel Magnet Academy High School to choose five
senior-level Hispanic students to participate in the pilot. Hispanic
nurses with Ochsner Medical Center Kenner (OMCK) provided the mentoring.
“Bonnabel was chosen because they had the largest number of Hispanic students in the
area, 42 percent of the student body, and also because they had an established relationship with
OMCK,” said Colletti. “The students were selected by the faculty based on C or above scores
in math and science, expressed interest in a healthcare profession after graduation, leadership
ability, minimal attendance issues and willingness to participate. The school obtained waivers
from the parents granting permission to participate.”
The first shadow experience paired each high school student with a nurse mentor for five
hours in one location followed by a one-hour debriefing session led by the LAC representative.
After the first session, adjustments were made based on feedback from both the students and
nurses. The subsequent shadow experience allowed for students to be exposed to a variety
of locations in two-hour increments, allowing for each student to see three different nursing
units in one day. Units observed include general medical-surgical, intensive care, emergency,
dialysis, mother-baby, labor and delivery, neonatal intensive care, hyperbaric chamber, cardiac
catheterization lab and endoscopy lab.
“Due to students’ involvement in extracurricular and work related activities, we had to
cancel the third shadowing session,” Colletti said.
In addition to the job shadowing, students spent time at the Louisiana State University
Simulation Lab where they were able to observe nursing students respond in mock clinical
situations.
At the end of the pilot, each student’s experience was assessed using a survey tool to
determine change in knowledge level and understanding of nursing, the various nursing roles
and available educational programs. Also, a discussion was held with each student regarding
post-graduation plans. All of the students stated that their knowledge level of nursing roles and
educational programs had been increased as a result of the pilot. All chose spending time in
the various units as the portion of the project they liked the most.
One student dropped out mid-way through the pilot stating that nursing was not for her.
Two students are currently enrolled in college with the intent to apply to nursing after prerequisites
are completed and two are still undecided. One of the undecided was, prior to the
program, considering a medic certification as his career choice. The pilot program exposed
him to the possibility of pursing a Certified Nursing Assistant (CNA) certification instead with
the thought that he could work as a CNA while going to nursing school.
“We do feel that pilot showed us that a mentoring/shadow experience is a viable option to
entice high school students into nursing, but based on our experience we would make some
adjustments to any future programs like this,” said Colletti. “We determined we could be more
effective working with younger students and shortening the program so it does not interfere
with student’s other activities. Working with sophomore or early junior level students in short
time frames in a variety of settings appears to be the most effective approach.”
According to Colletti, Hughes and the others involved in the LAC pilot, communication
strategies about careers in nursing must be developed for students, parents and high school
guidance counselors if we are to truly increase the number of Hispanic nurses.

Page 8 • Pelican News June, July, August 2017
Tripping Over the Welcome Mat: Why New Nurses Don’t Stay
and What the Evidence Says We Can Do About It
Reprinted with permission of American Nurse Today
Renee Twibell, PhD, RN, CNE; Jeanne St. Pierre,
MN, RN, GCNS-BC; Doreen Johnson, MA, RN,
FACHE, NEA-BC; Deb Barton, BS, RN;
Christine Davis, BS, RN, CDE; Michelle Kidd,
MS, RN, ACNS-BC, CCRN; and
Gwendolyn Rook, BS, RN
In a recently conducted survey regarding newly graduated
nurses’ readiness to practice in the hospital setting, only
10% of nurse executives believed that new graduate nurses
(NGNs) were fully prepared to practice safely and effectively.
NGNs agreed with nurse executives that they lack confidence
and adequate skills for up to a year after graduation. The
perceptions of nurse executives and NGNs seem to be borne
out by NGN turnover rates of roughly 30% in the first year
of practice and as much as 57% in the second year. At a cost
of $82,000 or more per nurse, NGN attrition is costly in
economic and professional terms—and can negatively impact
patient-care quality.
While the current economic downturn in the United
States has reduced nurse turnover, the looming retirement of
Baby Boomer nurses will leave a shortfall of 260,000 nurses
by 2025. Thus, hospitals continue to seek best practices for
retaining NGNs and easing the transition into practice. A
quick check of the evidence reveals some contributing factors
to NGN turnover and highlights effective retention strategies.
Why new nurses leave
New nurses report that low job satisfaction is primarily
related to heavy workloads and an inability to ensure patient
safety. In addition, new nurses express disillusionment about
scheduling, lack of autonomous practice, and the lack of
intrinsic and extrinsic workplace rewards. Lastly, new nurses
report dissatisfying relationships with peers, managers,
and interprofessional colleagues and insufficient time with
patients. Discontent peaks between 4 and 6 months and again
near the end of the second year.
Low salaries can contribute to a weak commitment to
stay in a job but are less important if the work is rewarding,
staffing is adequate, and scheduling is satisfactory. Men are
twice as likely as women to leave a nursing position for higher
pay.
Starting off on the right foot
Retention begins with hiring the right NGN. The hiring
process can focus on assessing new nurses’ values and
attitudes and how they fit with the organization. Skills can be
taught, while attitudes, values, and general behavior patterns
are much more difficult, if not impossible, to change.
Two effective strategies to ensure a good fit between
a new nurse and a work unit are prehire job shadowing and
behavior-based interviews by both peers and managers. When
new nurses job shadow on a unit, they can evaluate workload,
role expectations, and cultural norms. Based on the principle
that past behavior is the best predictor of future behavior,
behavior- based interviewing allows managers and peers to
assess communication and relational skills through exemplars
the candidate shares. During the peer interview, NGNs can
gain insight into potential coworkers to estimate an ability to
fit in. When unit nurses help select NGNs, they have a greater
interest in retaining them and engage more fully in the onboarding
process.
Smoothing the way
Research evidence strongly supports nurse residency
programs as a key strategy to retain NGNs. The Institute of
Medicine, National Council of State Boards of Nursing, and
Commission on Collegiate Nursing Education all advocate
for nurse residency programs. Retention rates of NGNs in
residency programs range from 88% to 96%. For example, in
a prospective study of 111 NGNs from six academic centers
across the United States, a 1-year residency program positively
impacted job satisfaction, with a retention rate of 87%.
Likewise, a residency program involving 679 NGNs at 12 sites
across the United States showed reductions in stress for NGNs,
improved clinical and communication skills, and a 1-year
termination rate of 12%.
Residencies are longer than traditional orientation
programs, ranging from 6 to 12 months. Residencies promote
strong connections with workplace colleagues and support job
embeddedness (a close fit between the nurse’s new position
and other aspects of the nurse’s life).
Key evidence-based elements of residency programs
include:
• clinical coaching by a preceptor matched for
compatibility with the NGN
• preceptors and NGNs on the same schedules as much
as possible. evidence-based classroom curriculum with
case studies and direct linkage to clinical experiences
• hands-on learning of skills in a clinical setting or
simulations
• time spent in areas outside the NGN’s home unit to
understand overall system issues participation in a
support group of NGN peers
• high visibility of nurse leaders
• professional socialization and opportunities for
development.
A frequently cited barrier to residency programs is the
cost in nurses’ time. Yet the cost of not retaining one NGN
can fund a large portion of a residency program. One hospital
reported saving over $2.7 million in three years following the
initiation of a nurse residency program. If a residency program
isn’t feasible, hospitals can capture many elements of the
residencies in a well-designed, traditional orientation.
Forming a team
Evidence indicates that preceptors are vital support persons
when NGNs enter the workplace, both in residencies and
traditional orientation programs. The preceptor is the first
nurse who intensely invests in the NGN, planning patient
assignments on a daily basis, nurturing confidence and
competence, and overseeing the development of skills and
clinical judgment. Preceptors socialize NGNs into new roles,
unit processes, and workplace norms. The preceptor and NGN
may work together for a variable length of time from weeks to
months.
Mentoring programs also improve NGN retention. Mentors
differ from preceptors in that mentors invest in NGNs
for years, rather than weeks or months. Some mentoring
programs do not begin until the residency or orientation ends
to avoid overlap between mentors and preceptors. Mentors
provide professional development advice and serve as
consultants for complex cases and workplace issues.
Research suggests that preceptors and mentors not only
should be experienced clinicians but should have skilled
communication, relational abilities, and a positive attitude
toward nursing and the organization. NGNs report high
anxiety in the first weeks of employment; preceptors who
consistently convey caring behaviors can reduce anxiety for
NGNs and facilitate learning. Some studies suggest increased
NGN satisfaction when NGNs choose their own preceptors
and mentors.
Both preceptors and peers can encourage nurses to stay.
(See What you can do below.)
What you can do
• Arrange time away from the patient to review
clinical judgments and decisions.
• Offer emotional support, especially during highly
stressful times (errors, angry patients, shame from
colleagues).
• Shape expectations for workload and scheduling.
• Introduce new nurses to key personnel and “manage
up” the new nurse.
• Socialize informally and build caring relationships.
• Monitor the NGN for compassion fatigue and
strategize for work-life balance.
• Be alert to how generational differences may
influence work attitudes and relationships.
• Share your stories and lessons learned to shape
clinical judgment.
Creating a welcoming work environment
Job satisfaction for NGNs is heavily influenced by
workplace culture. The American Association of Critical-
Care Nurses calls for the advancement of healthy work
environments, which can promote nurse retention through
teamwork, meaningful recognition, collaboration, skilled
communication, authentic relationships with leaders,
and adequate staffing. NGNs can experience a sense of
acceptance and safety on units where trust is intentionally
built. On a healthy unit, gossip and humiliation of
employees constitute workplace maltreatment and are
as serious as errors in patient care. Respectful collegial
relationships modeled by all staff help the newest nurse feel
safe and able to admit shortcomings.
Healthy work cultures encourage new nurses to practice
good self-care, such as taking breaks away from the bedside,
limiting overtime hours, and achieving life-work balance.
NGNs can experience burnout when they do not feel
competent to care for patients safely, especially if the NGN
is experiencing other life stress outside of the workplace.
Strategies to address compassion fatigue can be implemented
in a timely manner and may include debriefing after difficult
shifts, team-building events, celebration of meaningful work,
and rotating difficult patient assignments. Peers, managers,
or a counseling center can provide emotional support when
NGNs experience moral distress or the recurring painful
memories of high-impact events, known as secondary
trauma. NGNs need encouragement when they make errors,
since errors may shame and weaken one’s confidence and
sense of belonging. NGNs may withdraw from relationships,
call in sick, or begin to think about terminating their job. A
manager, preceptor, or any nurse peer can reach out to express
acceptance and understanding.
Nurse-physician rounding on patients not only improves
patient-care outcomes but allows new nurses to build
relationships with physician partners. Nurse-physician
relationships are a key component to nurses’ job satisfaction
and perceived competence. A zero-tolerance policy regarding
uncivil actions or words among professionals is particularly
important for a healthy work environment.
Using simulated learning for new nurses
Simulation laboratories are another way to support
NGNs’ transition into practice. Simulations can bridge
the gap between knowledge already gained in academic
curricula and skills needed to care for multiple, complex
patients. Simulations allow a wide range of clinical scenarios
to be analyzed in the safety of a lab where patients cannot
be harmed. Simulations can be via high-tech, robotic
dummies that display real-life physiological symptoms or
via live persons from nearby communities who have medical
conditions and are willing to role play and be assessed by
NGNs in a laboratory setting. While simulation labs can be
costly to start up if advanced technology is desired, grants
may be available. Multiple facilities can share labs or partner
with academic centers that have labs.
Becoming an owner
A professional development program such as a clinical
ladder can give NGNs a way to objectively confirm their
abilities and worth. Furthermore, after initial job anxiety
eases, NGNs can be encouraged to pursue new professional
roles on unit councils and work groups. Being part of process
improvement teams and collaborative interprofessional work
groups helps the new nurse develop communication skills and
a system-level perspective. When new nurses believe they have
influence and are empowered, they feel more engaged in work
and more committed to the organization. Organizations that
value autonomous nursing and empower nurses to shape and
own their practices have higher nurse retention.
Providing support
Nurse managers and senior administrators play a pivotal
role in new nurse retention, beginning on the first day of
orientation. Administrators can welcome new nurses by
name and begin fostering a warm relationship. Early in the
orientation, administrators can outline the mission, vision,
values, and strategic direction of the organization, making
it clear to all new staff the vital role they play in achieving
excellence in care.
During residencies or traditional orientations, staff
development personnel can make frequent contact with
NGNs and schedule structured interviews at 30, 60, and 90
days and at 6 months. The interviews provide opportunities
for individualized feedback and identification of nurses at
risk for terminating. Feedback from NGNs can be solicited
and incorporated into the design of future orientation and
residency programs.
Managers can commit to rounding on NGNs each week to
ensure new employees have the tools, equipment, and support
they need. Senior administrators can schedule follow-up
meetings with new nurses at predetermined times, such as 60
days and 6 months after beginning work. The administrator
can seek feedback for program improvement and explore
the fit between what NGNs expected and what they are

June, July, August 2017 Pelican News • Page 9
experiencing. If a reported problem can be addressed, act
quickly and let the NGN know the resolution.
Administrators can ask NGNs to recognize individuals
who have been an instrumental, positive influence in their
orientation. The administrator can write thank-you notes or
thank these role models face to face for their positive impact on
the on-boarding of the newest staff members. This culture of
gratitude and recognition can encourage peers and preceptors
that their contribution to the NGNs’ transition is valued.
Organizational leaders can arrange for formal and informal
support groups for NGNs in which they can meet with other
NGNs and share experiences. Conversation with peers who
understand the transition can bring new insight, reduce
isolation, and build a sense of community.
Feeling like home
In environments where NGNs move smoothly across the
threshold into practice, nurses at all levels of the organization
accept responsibility for job retention. Ideally, nurses know
the retention rates on their unit and have retention plans in
place based on local data and feedback from recently hired
nurses. Nurses know the evidence-based strategies, including
residency programs, strong preceptor and mentor support, a
healthy work environment, simulations, visible leadership,
and trusting relationships with peers.
New nurses start to feel at home and committed to stay
in an organization when they are empowered in practice,
have a sense of belonging in a work group, and perceive
that resources balance job stress. Before long, NGNs who
commit to stay become the peer group for the next wave of
new nurses, smoothing out wrinkles in the welcome mat and
opening wide the door to a successful professional transition.
Renee Twibell is the nurse researcher at Indiana
University Health Ball Memorial Hospital and associate
professor at Ball State University School of Nursing in
Muncie, Indiana. Jeanne St. Pierre is the gerontological
clinical nurse specialist at Salem Hospital in Salem,
Oregon. Doreen Johnson is vice president and chief
nursing officer, Deb Barton is a direct care oncology
nurse, Christine Davis is a nursing professional
development educator, Michelle Kidd is a critical care
clinical nurse specialist, and Gwendolyn Rook is a direct
care nurse in the neonatal ICU; all work at Indiana
University Health Ball Memorial Hospital.
Selected references
American Association of Critical-Care Nurses. AACN Standards for
Establishing and Sustaining Healthy Work Environments:
A Journey to Excellence. Aliso Viejo, CA: 2005. http://
www.aacn.org/WD/HWE/Docs/HWEStandards.pdf.
Accessed May 17, 2012.
Benner P, Stephen M, Leonard V, Day L. Educating Nurses: A Call
for Radical Transformation. San Francisco, CA: Jossey-
Bass; 2010.
Berkow S, Virkstis K, Stewart J, Conway L. Assessing new graduate
nurse performance. J Nurs Adm. 2008;38(11):468-474.
Bratt MM. Retaining the next generation of nurses: the Wisconsin
nurse residency program provides a continuum of support. J
Contin Educ Nurs. 2009;40(9):416-425.
Brewer CS, Kovner CT, Greene W, Cheng Y. Predictors of RNs
intent to work and work decisions 1 year later in U.S.
national sample. Int J Nurs Stud. 2009;46:940-956.
Buerhaus P. The shape of the recovery: economic implications for
the nursing workforce. Nurs Econ. 2009;27(5):338-340, 336.
Coomber B, Barriball KL. Impact of job satisfaction components
on intent to leave and turnover for hospital-based nurses:
a review of the research literature. Int J Nurs Stud.
2007;44(2):297-314.
Eaton-Spiva L, Buitrago P, Trotter L, Macy A, Lariscy M,
Johnson D. Assessing and redesigning the nursing
practice environment. J Nurs Adm. 2010;40(1):36-42.
Halfer D. Job embeddedness factors and retention of nurses
with 1 to 3 years of experience. J Contin Educ Nurs.
2011;42(10):468-476.
Institute of Medicine. The Future of Nursing: Leading
Change, Advancing Health. http://www.iom.edu/
Reports/2010/The-Future-of-Nursing-Leading-
Change-Advancing-Health.aspx. Accessed May 17,
2012.
Jones CB. Revisiting nurse turnover costs: adjusting for
inflation. J Nurs Adm. 2008; 38(1):11-18.
Kovner C, Brewer C, Greene W, Fairchild S. Understanding
new registered nurses’ intent to stay at their jobs. Nurs
Econ. 2009;27(2):81-98.
Kramer M, Maguire P, Halfner D, al. The organizational
transformative power of nurse residency programs.
Nurs Adm Q. 2012:36(2):155-68.
Myers S, Reidy P, French B, McHale J, Chisholm M, Griffin
M. Safety concerns of hospital- based new-to-practice
registered nurses and their preceptors. J Contin Educ
Nurs. 2010;41(4):163-171.
Pellico LH, Brewer CS, Kovner CT. What newly licensed
registered nurses have to say about their first
experiences. Nurs Outlook. 2009;57(4):194-203.
Ulrich B, Krozek C, Early S, Ashlock CH, Africa LM, Carman
ML. Improving retention, confidence, and competence
of graduate nurses: results from a 10-year longitudinal
database. Nurs Econ. 2010;28(6):363-375.
Williams CA, Goode CJ, Krsek C, Bednash GD, Lynn MR.
Postbaccalaureate nurse residency 1-year outcomes. J
Nurs Adm. 2007;37(7/8):357-365.
Continuing Nursing Education Unit at LSNA
Dr. Debra Shelton, Nurse Peer Review Leader
and Lead Nurse Planner
LSNA is an accredited approver of the American
Nurses Credentialing Center – ANCC (www.
nursecredentialing.org). We are able to facilitate
applicants through the process of developing nursing
activities to award contact hours that meet the ANCC
Standards to ensure quality education. Our Nurse Peer
Review Leader is available to answer any question –
nursingeducation@lsna.org.
Continuing nursing education has changed during
the last five years. Continuing nursing and medical
education and pharmacy education have been working
together to provide consistency in the approval process.
In 2015, ANCC revised the criteria (from 27 to 13) and
the new criteria was implemented January 2017. The
Approver Unit has incorporated the new criteria in the
guidelines and forms. In addition, the LSNA Website
was updated and more resources and other information
is now posted on the website. Enduring activities
(print and webinars) and live activities have the same
application and forms.
The Louisiana State Nurses Association Approver
Unit is responsible for approving individual educational
activities and provider units (hospitals or organizations).
Who can provide a continuing nursing education? Any
entity can provide an activity if the ANCC criteria are
met. Commercial Interest Organizations that produce,
sell or distribute health care goods or services consumed
by or used on patients must abide by the Content
Integrity Standards for Industry Support in Continuing
Nursing Educational Activities (http://bit.ly/content_
integrity)
Why be or become a provider of continuing nursing
education? Here are some points about continuing
nursing education.
BENEFITS
The accrediting process is voluntary, and is intended
to strengthen and sustain the quality and integrity
of Continuing Nursing Education (CNE). The extent
to which each organization accepts and fulfills the
responsibilities inherent in this process is a measure of
its concern for quality and of its commitment to strive
for and achieve excellence in its endeavors.
Providing CNE directly to professional nurses is a
unique opportunity to market your company/school/
hospital as a leader in the healthcare field. Nursing
professionals can be assured that they receive quality CNE
as prescribed by ANCC’s rigorous accreditation process.
Promote Highest Professional Standards for Nursing
Private and public health care organizations rely on
ANCC credentials to promote excellence in nursing
and health care globally. In every country, ANCCaccredited
continuing education is the most effective
and sustainable strategy to improve professional nursing
practice.
Be in High Demand
Nurses need CNE contact hours to maintain ANCC
certification and are loyal to organizations that help them
improve professional skills and patient outcomes. ANCC
accreditation enjoys wide recognition and acceptance by
licensing boards and other regulatory bodies.
Compete Globally
ANCC is the first and only health care credentialing
organization to attain full International Organization
for Standardization (ISO) certification. Once accredited
by ANCC, organizations can more readily compete in
new markets worldwide.
Increase Credibility
Nurses trust ANCC-accredited organizations to
deliver quality professional education that adheres
to evidence-based, global standards. Linking your
brand to the ANCC reputation for improving outcomes
elevates your standing with key stakeholders.
Expand Visibility
Accredited organizations may use ANCC
accreditation logos and language in promotional
materials and are listed in a searchable directory on
www.nursecredentialing.org.
Improve Curricula for Nurses
Most organizations value the accreditation
application process as a potent means to uncover
specific ways to strengthen CNE programs.
St. Thomas Community Health Center is currently
seeking RNs for a Federally Qualified Health Center in the
New Orleans area with unrestricted LA nursing license.
Experience in a clinic setting with pediatrics (LINKS/KIDMED),
adult and/or OB-GYN experience is highly preferred.
Apply at jobinfo@stthomaschc.org
Other benefits include:
• Recognition by most state licensing boards;
• Recognition of the organization’s willingness
to have their educational programs reviewed for
adherence to objective national standards;
• Publication of your CNE activity on the LSNA
website at no extra cost.
Did you know that ANCC-certified nurses are
required to have 50% of their CNE from an ANCC
accredited or approved provider unit for certification
renewal?
Why not explore the possibility of
becoming a provider of continuing
nursing education activities?

Page 10 • Pelican News June, July, August 2017
Melissa Rice, RN – March Employee of Month
Terrebonne General Medical
Center (TGMC) honors Melissa
Rice, RN, as the March Employee
of the Month. Rice is a Supportive
Care Coordinator in the Care
Management Department at
TGMC.
In an effort to recognize
outstanding employees, TGMC
names an Employee of the
Month. Our Employees of the
Melissa Rice, RN Month show an outstanding
constant commitment to the wellbeing of our patients, staff
and extended families, and through their participation in the
personal journeys they have with them. The employee of the
month also makes it a priority to live out the TGMC mission
of providing exceptional healthcare with compassion.
Rice’s natural characteristics make her the perfect person
for the delicate role she is in. People have to feel comfortable
and in control, even when their condition or their loved ones
condition does not allow them to actually be. Rice shows
respect for the patient and their decisions and conveys it to
others in a similar way. Rice is knowledgeable in the realm
she practices in and is able to address questions or concerns
at the time they are brought up, which adds to the confidence
others place in her.
Rice is a great example of how TGMC’s icare standards
directly affect our patients and their families. She knows her
boundaries but speaks up to address patient’s needs. Rice shows
respect to patients, their families, our physicians, and our staff,
she makes sure the staff is aware of what is needed for the
patient and how we can help, and she maintains professionalism
while able to speak to patients and their families at their levels.
Our Care Management department and TGMC are extremely
lucky to have her as part of the team and we are honored to be
able to nominate her as Employee of the Month.
“I am proud and honored to have been chosen as Employee
of the Month,” said Rice. “I am thankful for the recognition
from my team.”
The future of healthcare!
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TECHNOLOGY, BUSINESS, and HEALTHCARE,
with a focus on health analytics.
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TGMC Honors Employees
Laura Bergeron, RN –
April Employee of the Month
Terrebonne General Medical
Center (TGMC) honors Laura
Bergeron, RN, as the April
Employee of the Month. Bergeron
is a registered nurse in the
Women’s Health Center’s Labor
and Delivery unit.
Bergeron is a true asset to
the Labor and Delivery unit.
She is described by her patients
and peers as calm, helpful
Laura Bergeron, RN
and informative. She provides
genuine, compassionate care and treats each patient as family.
She regularly does small gestures to ensure the patient has a
positive and memorable experience while delivering. For
instance, Bergeron learned to count in the patient’s primary
language to provide encouragement during delivery.
“I enjoy working at TGMC because I love the bonding
with patients and their families as well as the closeness I have
with all my co-workers,” said Bergeron. “I feel honored to be
named Employee of the Month.”
Arlene Zeringue –
May Employee of the Month
Terrebonne General Medical
Center (TGMC) honors Arlene
Zeringue as the May Employee of
the Month. Zeringue is a project
specialist in TGMC’s Information
Technology (IT) department.
Zeringue is a true asset to
the TGMC IT department.
Her proactive work ethic has
others taking notice for she is
consistently dependable, efficient
Arlene Zeringue
and effective in taking on new
tasks and solving challenges. She
has been on staff for ten years and has assisted with numerous
technological accomplishments which improve quality patient
care, as the recent EPIC installation where patients can access
their medical records electronically.
“I am honored to have been recognized by my peers,” said
Zeringue. “I am overjoyed and grateful to be the Employee of
the Month.”
New Director of Materials Management
Terrebonne General Medical
Center (TGMC) announces
Salvador “Sal” Scanio as
the Director of Materials
Management. Scanio graduated
Cum Laude from Tulane
University in New Orleans
in 2003 with a Bachelor’s of
Science in Computer Information
Systems. He joined TGMC in
the Information Technology
Sal Scanio department in June 2012 where
he managed numerous software systems, including Lawson
and EPIC, designed to improve quality and efficiency. In his
WE ARE HIRING
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Registered Nurses for Home Health and Hospice.
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CHRISTUS Hospice Care & Grace Home of Alexandria
CHRISTUS HomeCare & Hospice of Lake Charles
CHRISTUS HomeCare & Hospice of Shreveport
CHRISTUS HomeCare is a faith-based not-for-profit home care
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Apply online at www.christuscareers.org
Contact Angelina Williams regarding job openings at
469-282-2212 or send an email to
angelina.williams@christushealth.org
EOE
new role, Scanio will develop and integrate purchasing and
inventory systems and analyze programs for financial and
clinical projects. With his proven ability to create and maintain
strong relationships and expertise in technology, Scanio will be
a valuable leader in the Purchasing Department.
Joy Martinez –
Daisy Award for Extraordinary Nurses
Terrebonne General Medical
Center (TGMC) is proud to
honor Joy Martinez, RN, CCN,
with the DAISY Award for
Extraordinary Nurses. Joy is the
Director of Care Management
at TGMC, and is recognized
by her team for providing
patients with compassionate
care. She works with patients
holistically to ensure that their
physical, emotional and social
needs are met, and does so by
Joy Martinez, RN, CCN creating a supportive and caring
environment. She helps patients
and their families navigate through difficult health decisions
and serves as a great resource to patients and TGMC staff.
Dr. William H. Kinnard, Honored Recipient of
TGMC Golden Stethoscope Award
Dr. William H.
Kinnard
Terrebonne General Medical
Center (TGMC) announced
Dr. William H. Kinnard as
the recipient of the Golden
Stethoscope Award.
The prominent Golden
Stethoscope Award publicly
recognizes a TGMC physician
for his or her exceptional level of
professionalism, integrity, and
teamwork in caring for patients
and families, as well as interacting
with hospital staff members and
other physicians. Nominations can be made by physicians,
employees, patients, and volunteers and recognizes two
physicians a year.
“It is an honor to announce Dr. William H. Kinnard as
a recipient of the Golden Stethoscope Award. For over 30
years, he has provided outstanding orthopedic care to patients
in our community,” says Phyllis Peoples, president and CEO.
“Dr. William Kinnard’s commitment to his patients and
his practice has helped establish TGMC as being a leader
in orthopedics. It is a true privilege to present him with this
recognition.”
Dr. Kinnard has been caring for patients with TGMC
since 1983 and has practiced orthopedic surgery with Gulf
Coast Orthopedics in Houma, LA since 1984. He is board
certified in Orthopedic Surgery, a member of the American
Academy of Orthopedic Surgeons, Louisiana Orthopedic
Association, Terrebonne Parish Medical Society and the
Louisiana State Medical Association.
Throughout his career, Dr. Kinnard has performed
countless surgeries using the latest minimally-invasive
techniques and procedures. He consistently performs quality
care with excellent results, and his outstanding performance
helped TGMC receive the 2016 Women’s Choice Award as
one of America’s Best Hospitals for Orthopedics.
“I am humbled to receive the Golden Stethoscope
award,” said Dr. William Kinnard. “I love caring for the
people in our community, and appreciate this prestigious
recognition.”
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richard.l.parrish6.mil@mail.mil

June, July, August 2017 Pelican News • Page 11
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Page 12 • Pelican News June, July, August 2017
Meet The Latest Recipients of the
Joe Ann Clark Graduate Nursing Education Award!
Cynthia Prestholdt, RN, PhD.
Chair, LNF Scholarship and Awards Committee
Anna Caroline
Edwards Burge
Kathleen McFarlain
The Joe Ann Clark Graduate
Nursing Education Award was
initiated in 2012 by the Louisiana
State Nurses Association
(LSNA). This award is made
annually, funds permitting, on a
competitive basis to a Louisiana
professional nurse enrolled in
an accredited graduate nursing
program with a focus on Nursing
Education. The goal is to
provide financial assistance to
a Louisiana Registered Nurse
pursuing graduate education for
preparation as a nurse educator
in an academic environment.
The award is named in honor
of Dr. Joe Ann Clark, a retired
LSNA Executive Director, for
her significant contributions to
nursing leadership and education.
There have been five previous
recipients of this award. Financial
arrangements for the award are
managed through the Louisiana
Nurses Foundation (LNF). The award for Spring, 2017 was
$1,000 for academic expenses for each recipient. The call for
applications was publicized in September, with a submission
deadline of November 07, 2016. The LNF Scholarship &
Awards Committee members completed their objective
evaluation of the applicants and selected two recipients
with the top scores. Application was made on December 1st
to the American Nurses Foundation (ANF) for matching
funds. LSNA & LNF were notified in mid-December that
our matching-fund application was approved for these two
students. The ANF Scholarship funds are supported through
Fresenius Kabi, who make these scholarships available
from the proceeds of the American Nurse movie. The
recipients of this year’s Joe Ann Clark Graduate Nursing
Education Award are Anna Caroline Edwards Burge
and Kathleen McFarlain.
Anna Caroline Edwards Burge is an RN from
Hammond, Louisiana. She is a member of ANA and
the Emergency Nurses Association and is a certified
Emergency Nurse. She began graduate enrollment in 2016
in the MSN program in Nursing Education at LSU Health
New Orleans, School of Nursing. Ms. Burge is currently
employed as a charge nurse and unit director at Our Lake
of the Lake Regional Medical Center in Baton Rouge, LA.
Her role is to implement training, evaluate patient care
guidelines and needs for improvement, and to educate and
demonstrate health care standards and regulations. She’s
also served as a preceptor for newly hired RN’s and has
taught new ER nurses strategies in dealing with mental
health patients in the Emergency Room. She serves on the
Clinical Education Committee and is a Level 3 Clinical
Advancement Program participant – a clinical ladder at
her hospital. Her career trajectory has taken her from a
Nurse Technician to an RN to an RN Unit Manager and
now a graduate nursing student. As an undergraduate
nursing student, Anna Burge was active in the Student
Nurses Association, and was on the President’s and Dean’s
lists of her university. She stated, “My dream education
job is to be a nursing instructor.” Her graduate program
director stated she “leads by example in the role of charge
nurse... she has volunteered to lead several activist projects
for the school of nursing... she is committed to lifelong
learning and wishes to go on to obtain her PhD. She is a
natural educator and is skilled in conveying her messages
easily to others.”
Kathleen McFarlain is an RN from Lake Charles,
Louisiana. She is a member of Sigma Theta Tau International
Honor Society of Nursing. She began continuous graduate
school enrollment in Fall 2014 in the MSN program as a
Nurse Educator in the College of Nursing at McNeese State
University in Lake Charles, LA. Ms. McFarlain is employed
as Assistant Director of Nursing/Administrator of Pedia Trust-
Lake Charles (a pediatric day health center). In addition to
precepting students enrolled in a medical assistant program,
she’s been an adjunct faculty since 2013 for pediatric clinical
rotations for both BSN and ASN programs. Earlier, she was
an office manager/nurse supervisor at Children’s Clinic of
Southwest Louisiana – Kidmed Office. She has been an
Emergency Room Staff nurse and has also been active in her
church and in community events for Down Syndrome, Cystic
Fibrosis and the March of Dimes. She participated in her
school of nursing’s accreditation site visit for CCNE continued
accreditation. Ms. McFarlain received McNeese’s Anita Fields
Leadership Award (2009) and received her undergraduate
degree with honors from her school’s Honors College. She
is the single parent of a child she fostered as an infant and
adopted on his first birthday. She aspires to teach full-time
at the university level. A seasoned nursing professor who has
known her for 10 years stated, “Kathleen ranks in the top 1%
of nurse educator students I have taught . . .she IS an awesome
nurse and educator.”
In addition to meeting application requirements, these
two excellent graduate nursing students have demonstrated
leadership and potential for success as nurse educators and
for contributions to the profession of Nursing. Congratulations
to both recipients as they complete their graduate nursing
education programs in the near future.
The author expresses gratitude to the diligent members
of the LNF Scholarship & Awards Committee: Jennifer
Barrow, Dr. Catherine Cormier, Dr. Carol Gordon, Maxine
Johnson, Dr. Barbara Moffett, and Dr. Valerie Schluter.

June, July, August 2017 Pelican News • Page 13
District News
Georgia Johnson
President
In January, NDNA elected new members to the Board
of Directors. The 2018 Board consists of President –
Georgia Johnson, Vice Pres. – Sue DeLaune (re-elected),
Secretary – Allison Maestri, Treasurer – Marybeth
Burkard (re-elected), Director of Transition – Willa
Stewart. Director of Publicity – Dorraine Woods, Director
of Programming – Kay Sabadie (newly elected), Director
of Community Events – Liz McHugh, Director of
Operations – Terry Joseph (re-elected), Directors at large –
Janice Augustine, Rebecca Willingham,
In February, the BOD met to review the outcome of
2016 Strategic Planning and to identify goals for 2017.
In March, we held the first of our scheduled CE
programs for the year. HIV in the Region: The Battle
Continues was presented by Christine Brennen, PhD, RN,
NP-BC. Dr. Brennen is an enthusiastic, engaging and
informative speaker. Thee content was enlightening and
useful; highly recommended. The program is sponsored
through LSUHSC AIDS Education and Training Center.
Northshore District Nurses Association
The program was well attended by SLU student nurses,
NDNA members and nonmembers totaling forty-two
participants.
The NDNA education grant was presented to this year’s
recipients. Lindsay Barrosse is at Southeastern and expects
to graduate in December 2017. Madelyn Harris is at LSU
and expects to graduate in December 2018.
In April, NDNA President, Georgia Johnson and
Vice President, Sue DeLaune served on the Steering
Committee to plan the Out of the Darkness campus
campaign for suicide prevention held at Southeastern
Louisiana University. The event was coordinated by
Mitzie, Myers, SLU Faculty and NDNA member. There
was excellent participation and donations for this first-year
event; 250 participants and $5,000 in donations. This is a
worthy cause to be promoted and supported at campuses
throughout the state by local districts. Thank you Mitzie
for your initiative, hard work, and leadership in this
project.
In May, NDNA is presenting a full-day CE Program
“Compassion Fatigue; Prevention Strategies at a nominal
fee to express appreciation for Nurses during Nurse
Recognition Month. As a caring profession, nurses
often give of themselves so much that they experience
compassion fatigue. Compassion fatigue is detrimental
to the individual, coworkers, employer and the patient.
This program is aimed at providing strategies to prevent
compassion fatigue and to overcome it if it occurs.
(L-R) Willa Stewart, Georgia Johnson, Allison
Maestri, Dorraine Wood, Mary Beth Burkard, Kay
Sabadie, Rebecca Willingham, Terry Joseph. Not
Pictured: Sue DeLaune,
Liz McHugh, Janice Augustine
Chris Brennen, PhD., FNP-BC
LSNA LAUNCHES
NEW WEBSITE
LSNA recently launched a new website that reflects
a current and vibrant image of the Association and the
nursing profession overall. While the site is new, the web
address remains www.lsna.org.
Visitors to the site will be able to quickly access
forms and documents for CNE programs as well as find
information about their local District Nurse Association.
Visitors will also stay informed of upcoming events and
news.
The site also features the Louisiana Nurses Foundation
and LANPAC as well as providing a quick, direct
connection to members of the LSNA team.
The launch of the new site is just the first phase of an
ongoing process to completely overhaul LSNA’s web
and social media presence. Work on Phase 2 has already
begun and will include an online registration system
for events and online application system for submitting
reports, applying for scholarships, and submitting
nominations for awards.
Coming soon will be a Members Only section as well
as additional features for LSNA, LNF and LANPAC.
Visit the new site today!
(L to R) Sue DeLaune, Mitzi Myers,
Georgia Johnson
(L-R) Willa Stewart
Attendees
You’ve always dreamed
of being a nurse.
Now find your dream job at
nursingALD.com
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Page 14 • Pelican News June, July, August 2017
District News
Baton Rouge District Nurses Association
Shreveport District
Nurses Association
Shreveport District Hosts
Legislative Breakfast
Submitted by Diane Webb,
Chair SDNA Communications and
Public Relations Committee
Photo of members of the Baton Rouge district that was taken at Nightingale.
Pictured sitting from the left; Dr. Grace Dinvaut, Dr. Evelyn Robinson, Dr. Trudy Williams and
Cindy Schneider. Standing from left; Dahab Ghebreg, Dr. Valerie Schluter and Sandra Mathes.
The Baton Rouge District Nurses Association held its
monthly meeting Feb. 9, 2017 at Our Lady of the Lake
Regional medical Center. Dr. Nicole Roberts was the guest
speaker. She presented a continuing education program on the
relationship of science and math grades and admission testing
on the success of student completion of an associate degree
nursing program. There were 20 members in attendance.
Pictured left to right are the panelists:
Kaesha Williams, Maliakia Doucet,
Amanda Bolton, Vanessa Morris
and LaDre Jeanpierre.
Fifty-one area nurses, legislators and other health
care professionals attended SDNA’s Legislative
Breakfast on Monday, April 1, 2017. The breakfast
was held at Northwestern State University’s Nursing
Education Center in Shreveport. Decorations included
blue tablecloths, red napkins, American flags, and red
roses. A delicious buffet, prepared by Marilyn Barr,
SDNA Treasurer, and Tamara Baxter, SDNA Board
Member, enticed attendees with fresh fruit, biscuits,
egg and ham cups, sausage, cheese grits, hash brown
casserole, and a delicious caramel pecan bread pudding.
Coffee and various fruit juices completed the menu.
SDNA President Debra Clark was Mistress of
Ceremonies and Maxine Johnson, SDNA Nominating
Chair, presented a program on the “Economic Impact
of Registered Nurses in Northern Louisiana.” Norlyn
Hyde, LSNA President, delivered greeting from LSNA.
Area legislators and elected officials were introduced,
given the opportunity to share their thoughts and views
on the upcoming legislative session, and responded to
questions posed by attendees. The program awarded
1.25 contact hours for successful completion.
A special “thank you” is extended to Marilyn,
Tamara, Maxine, all SDNA Officers and Board
Members for the time and energies they devoted to this
project. In addition, we would like to thank Dr. Dana
Clawson, Dean of the College of Nursing and School
of Allied Health at Northwestern, and Heather Hayter,
Assistant Professor of Nursing for their assistance with
this endeavor.
Courtney Travis Receives Celebrate Nursing Award
Pictured from left are:
Vice president Dr. Trudy Williams, Dr. Roberts, and
President Dr. Valerie Schluter.
The Baton Rouge District Nurses Association held its
monthly meeting March 9, 2017 at Southern University A
& M College, School of Nursing. Over 100 students and
members attended. A panel discussion was presented on
transition from student to practicing nurse by 5 nurses who
have been in the health care workforce less than 5 years.
They offered excellent suggestions for new graduates in
balancing home and work situations as well as professional
growth. Two ANA memberships were won by graduating
seniors Chastity Adams and Paul Creasy from BRCC School
of Nursing.
Courtney Travis,
BSN, RN, RNC-OB
Courtney Travis, BSN,
RN, RNC-OB received the
“Celebrate Nursing Award”
from the Baton Rouge District
Nurses Association on May 1.
She is a charge nurse on the
Labor & Delivery unit at Lane
Regional Medical Center.
This award recognizes
nurses for their dedication
to the advancement of
nursing practice and who
excel in nursing, encourage
professional development and
promote a positive image of nursing.
Travis is involved in a number of professional
development programs and is a leader and advocate
for nurses throughout the organization on many levels.
She is a primary preceptor for new nurses and a system
manager for the unit’s electronic medical record system.
She also worked on revising the hospital’s Clinical
Ladder Program and creating the Charge Nurse Leader
job description and training program.
She is currently a member of the American Nurses
Association, Association of Women’s Health Obstetrics
and Neonatal Nurses, and the Louisiana Capital Area
Chapter of the American Red Cross.
A resident of Ethyl, Travis is nationally certified
in inpatient obstetrics and has more than six years of
health care experience. She was nominated for the
Rookie of Year Nightingale Award in 2015 and was
Lane’s Employee of the Month in April 2016. She is
a member of Second Baptist Church in Jackson and
enjoys spending time with her family, friends and
golden retriever Scout.

June, July, August 2017 Pelican News • Page 15
District News
Tangipahoa District Nurses Association
Tangipahoa District Nurses Association (TDNA) Holds Annual Top Nurse Awards Celebration
Rachel Artigues, RN
TDNA President
Top Nurses in photo, from left to right: Heidi Morreale, North Oaks Medical Center; Tracy Bickford,
North Oaks Medical Center; Cindy Stephens, Post-Acute Medical Specialty Hospital of Hammond;
Edna Scott, North Oaks Medical Center; Anna Lucas, Post-Acute Medical Specialty Hospital of
Hammond; Brooke Buras, Post-Acute Medical Specialty Hospital of Hammond; Sarah Flynn, Cypress
Pointe Surgical Hospital; Shana Hernandez, North Oaks Medical Center; and Monica Majesty, Cypress
Pointe Surgical Hospital. Not pictured is Brent Graham, North Oaks Medical Center.
On April 4, 2017, the Tangipahoa District Nurses
Association held its annual celebration to recognize and
award the “Top Nurses” of the parish, as recognized by their
peers. The theme of this year’s event was the same as the 2017
National Nurses Week theme, “Nursing: The Balance of
Mind, Body, and Spirit.”
Ten Registered Nurses were honored at this celebration
as “Top Nurses.” The Registered Nurses from North Oaks
Medical Center included: Tracy Bickford, Brent Graham,
Shana Hernandez, Heidi Morreale and Edna Scott; from
Post-Acute Medical Specialty Hospital of Hammond: Brooke
Buras, Anna Lucas and Cindy Stephens; and, from Cypress
Pointe Surgical Hospital: Monica Majesty and Sarah Flynn.
In addition, Samantha Avera, a graduating senior nursing
student, attending Southeastern Louisiana University, received
TDNA’s second annual scholarship. This scholarship is
awarded to a graduating nursing major senior, for excellence in
both scholastic and community activities.
The gala was well attended and enjoyed by all.
Welcome to LSNA!!
Now we want you to
become involved!
Please take a moment to consider
becoming a committee or council member.
Below is a list of committees and councils.
For a brief description of each please visit
our website at www.lsna.org. Please mark
the box of the committees and/or councils
you are interested in. There is no limit as to
how many you can participate in.
Administrative Committee
Archives Committee
Resolution and Bylaws Committee
Finance Committee
Program Committee
Health Policy Committee
Membership Committee
Workplace Advocacy Committee
Continuing Education Committee
Communications/Public Relations Committee
Practice Council
Education Council
Leadership/Management Council
Research/Informatics Council
Chad A. Sullivan, RN, JD
Keogh, Cox & Wilson, LTD.
Baton Rouge, LA • 225-383-3796
Offering Disciplinary Defense
to Registered Nurses
Email: csullivan@keoghcox.com
keoghcox.com

Page 16 • Pelican News June, July, August 2017