The Pulse - February 2018

MNA Awards
Page 2
The Montana Nurses
Association Foundation
(MNAF) was launched at
our annual convention
October 2017 hosting a silent
auction with great success.
Many nurses donated to
our foundation and the
foundation has recently
invested those donations to
begin meeting our mission
and purposes. MNAF is
excited to spread the word
across the state of Montana
THE OFFICIAL PUBLICATION OF THE MONTANA NURSES ASSOCIATION
Quarterly publication direct mailed to approximately 17,000 RNs and LPNs in Montana.
that donations (100% tax deductible) can now be
accepted and used to support our mission below.
MNAF will leverage the strength of our organization
and our MNA members to drive excellence in practice
and education, and ensure that the history, voice and
vision of professional nurses in Montana thrives. MNAF
helps our communities through charitable grants and
helps nurses improve the lives of patients and their
families locally and throughout the state.
February 2018 • Vol. 55 • No. 1
Executive Director Report
Montana Nurses Association Foundation
(MNAF) 501c3
Vicky Byrd,
BA, RN, OCN
Purposes: from our articles of incorporation
• Charitable
• Educational
• Grants to licensed registered nurses
• Awards scholarships
• Provide continuing education grants
• Historical record preservation
• Stimulate and promote the professional
development of nurses
Areas of Interest
• Elevating the image of nursing
• Improving health
• Strengthening leadership
• Generating new knowledge and policy
• Fostering philanthropy
To contribute to the Montana Nurses Association
Foundation contact Jill Hindoien at 406-442-6710 or
email Jill@mtnurses.org.
Mission
Resume Preparation, Cover Letter,
& Job Interview
Page 12
current resident or
Presort Standard
US Postage
PAID
Permit #14
Princeton, MN
55371
The Montana Nurses Association Foundation (MNAF) is the
charitable and philanthropic branch of the Montana Nurses
Association (MNA), with a mission to preserve the history of
nursing in Montana and contribute, support and empower
the professional nurse in Montana.
Please visit
MNA’s constantly
updated websites!
www.mtnurses.org
www.cnebymna.com
Enjoy a user friendly layout and
access to more information, including
membership material, labor resources,
Independent Study Library, a new Career
Center for Job Seekers & Employers,
and more downloadable information.
Like us on Facebook
Follow us on Twitter
www.mtnurses.org

Page 2 Montana Nurses Association Pulse February, March, April 2018
PULSE SUBMISSIONS
We are gathering articles that are relevant and
appealing to YOU as a nurse. What is happening
in your world today? Is there information we can
provide that would be helpful to you? The Pulse
is YOUR publication, and we want to present you
with content that pertains to your interests.
Please submit your ideas and
suggestions to Jennifer.
Jennifer@mtnurses.org
PUBLISHER INFORMATION & AD RATES
Circulation 18,000. Provided to every registered nurse, licensed practical
nurse, nursing student and nurse-related employer in Montana. The Pulse
is published quarterly each February, May, August and November by
Arthur L. Davis Publishing Agency, Inc. for Montana Nurses Association,
20 Old Montana State Highway, Montana City, MT 59634, a
constituent member of the American Nurses Association.
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. MNA 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
Montana 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.
MNA 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 MNA or those of the national or local associations.
WRITER’S GUIDELINES:
MNA welcomes the submission of articles and editorials related to nursing
or about Montana nurses for publication in The PULSE. Please limit word size
between 500–1000 words and provide resources and references. MNA has
the Right to accept, edit or reject proposed material. Please send articles to:
jennifer@mtnurses.org
CONTACT MNA
Montana Nurses Association
20 Old Montana State Highway, Clancy, MT 59634
• Phone (406) 442-6710 • Fax (406) 442-1841
• Email: info@mtnurses.org • Website: www.mtnurses.org
Office Hours: 7:30 a.m.-4:00 p.m. Monday through Friday
VOICE OF NURSES IN MONTANA
MNA is a non-profit, membership organization that advocates for
nurse competency, scope of practice, patient safety, continuing
education, and improved healthcare delivery and access.
MNA members serve on the following Councils and
other committees to achieve our mission:
• Council on Practice & Government Affairs (CPGA)
• Council on Economic & General Welfare (E&GW)
• Council on Continuing Education (CCE)
• Council on Advanced Practice (CAP)
Political Nurse
Leadership Award
MNA Awards
Friend of Nursing Award
MISSION STATEMENT
The Montana Nurses Association promotes professional nursing practice,
standards and education; represents professional nurses; and provides
nursing leadership in promoting high quality health care.
PROFESSIONAL DEVELOPMENT
Montana Nurses Association is accredited as an approver of continuing
nursing education by the American Nurses Credentialing Center’s
Commission on Accreditation.
Montana Nurses Association is accredited as a provider of continuing
nursing education by the American Nurses Credentialing Center’s
Commission on Accreditation.
Political Nurse Leadership Award
Caitlin Shipp ASN, RN, CMSRN
Missoula, MT
Not Pictured:
Economic & General Welfare
Council Achievement Award
James Fredrickson BSN, RN
Bozeman, MT
Advanced Practice Registered
Nurse of the Year Award
Melinda Truesdell, APRN
Miles City, MT
RN to BSN Online Program
MSN Online Program
No Campus Visits — Enroll Part or Full Time
• Liberal Credit
Transfers
• Nationally
Accredited
• No Thesis
Required
• No Entrance
Exams
Classes That Fit Your Schedule — Competitive Tuition
Consult our website: www.uwgb.edu/nursing
Call 888-674-8942 or Email nursing@uwgb.edu
Friend of Nursing Award
Julia Brennan
Department of Labor
Friend of Nursing Award
Kathy Schaefer (with Jon Schaefer)
Retired - MNA CE Specialist
If you wish to no longer receive
The Pulse please contact Monique:
mheddens@aldpub.com
If your address has changed please
contact Montana Board of Nursing at:
www.nurse.mt.gov
MNA Staff:
MNA
Vicky Byrd, BA, RN, OCN, Executive Director
Pam Dickerson, PhD, RN-BC, FAAN, Director of Professional Development
Mary Thomas, BA, RN, RN Professional Development Associate
Caroline Baughman, BS, Professional Development Associate
Robin Haux, BS, Labor Program Director
Amy Hauschild, BSN, RN, Labor Representative
Sandi Luckey, Labor Representative
Leslie Shepherd, BSN, RN, Labor Representative
Jill Hindoien, BS, Chief Financial Officer
Jennifer Hamilton, Administrative Assistant
Board of Directors
Executive Committee:
Board of Directors President Lorri Bennett, RN
Board of Directors Vice President Terry Dutro, MSN, APRN, AGPCNP-BC
Board of Directors Secretary Chelsee Baker, BSN, RN
Board of Directors Treasurer Linda Larsen, RN-BC
Board of Directors Member at Large Jennifer Taylor, BSN, RN, CCRN
Board of Directors CPGA
Bobbie Cross, RN
Board of Directors CE
Debby Lee, BSN, RN-BC, CCRP
Board of Directors CAP
John Honsky, APRN
Board of Directors EGW
Jennifer Tanner, BS, RN, CCRN,
NREMT
Council on Practice & Government Affairs (CPGA)
Jack Preston, BSN, RN
Karen Fairbrother, BSN, RN, DNC, CDE
Abbie Colussi, RN
Anna Ammons, BSN, RN, PCCN
Anita Doherty, RN
Council on Professional Development (PD)
Sandy Sacry, MSN, RN
Cheryl Miller, MSN, RN-BC
Gwyn Palchak, BSN, RN-BC, ACM Sarah Leland, BSN, RN, CMS
Emily Michalski-Weber, MSN, RN-BC Abbie Colussi, RN
Megan Hamilton, MSN, RN, CFRN, NR-P Janet Smith, MN, MSHS, RN
Cheryl Richards, MS, BSN, RN-BC
Council on Advanced Practice (CAP)
Chairperson Elect-CAP
Deborah Kern, MSN, FNP
Secretary-CAP
Nanci Taylor, APRN
Member at Large-CAP
Barbara Schaff, FNP-BC
Member at Large-CAP
Keven Comer, MN, FNP-BC
Council on Economic & General Welfare (EGW)
Delayne Stahl, RN, OCN
Krystal Frydenlund, RN, CCRN
Rachel Huleatt, BSN, RN
Lisa Ross, RN, CCRN
Questions about your nursing license?
Contact Montana Board of Nursing at: www.nurse.mt.gov

February, March, April 2018 Montana Nurses Association Pulse Page 3
Know your Rights in
“30 minutes or less”!
Over the past few months representing our members,
it reminded me that our Labor Department needs to
continue to educate all of you on what your rights are
under your contract. Especially your Weingarten Rights!
Learn these rights and encourage your coworkers to
learn these rights! As bargaining unit members, your
involvement with your local is determined by how much
you want to be involved and an easy way to do so is to
be a nurse advocate/support representative. It is a small
commitment with a large impact! We have created an
easy, “in 30 minutes or less” conference call presentation
(so you can participate from anywhere) on how to be a
nurse advocate/support representative. This short, easy
presentation will educate you on what you are allowed to
do and say (it’s almost impossible to ask a question that
is not helpful and impossible to make a mistake), and most importantly, that as a
nurse advocate/support representative, you are there to support a co-worker.
Know your Weingarten Rights! Before discussing your Weingarten Rights,
you must understand what an “investigatory interview” is. An investigatory interview
is when you are questioned by your manager or director about any issue that
you are, or may have been, involved with that could possibly lead to disciplinary
action. This can include tardiness, overtime, patient complaints, peer complaints,
etc. You should ask at the beginning of the meeting, “Is this a meeting that can
lead to disciplinary action?” If they answer “Yes” then you have the right to ask
for representation. If they say “No” and indicate that you don’t need anyone, listen
carefully to what is being discussed. If it starts to feel like it could lead to discipline,
you have the right to invoke your Weingarten rights.
Know the Rules! Under Weingarten Rights and when an investigatory interview
occurs, the following rules apply:
1. The employee must make a clear request for union representation
(requesting a nurse advocate/support representative) before or during the
interview. The employee cannot be punished for making this request. (Note: Do
not ask the employer, “do I need union representation?” It is up to you to make
the statement that you want union representation.) Remember, management is
not an appropriate representative, so if they offer you the nursing supervisor
or someone else to sit with you, that is not adequate. You either need a local unit
leader, or nurse support/advocate representative, or any other union member/coworker
to act as your representative. MOST IMPORTANTLY, you have the right to a
reasonable amount of time to obtain representation AND SUPPORT!
2. After the employee makes the request, your employer must choose among
three options. The employer must either:
1. Grant the request and postpone any further questioning until an union
representative arrives and has a chance to consult privately with the
employee; or
2. Deny the request and end the interview immediately; or
3. Give the employee a choice of: 1) having the interview without
representation, or 2) ending the interview.
*If your employer denies your request for union representation and continues to
ask you questions, this is considered an unfair labor practice under the law. If this
occurs, you have the right to refuse to answer and you cannot be disciplined for a
refusal to answer questions without union representation. Remember to say “I will
listen, but I will not provide any comment until I can get union representation.”*
Why do you need representation and support? While your representative
cannot disrupt the interview, your employer must allow them to speak and provide
assistance. Additionally, your representative should take detailed notes of what all
present parties say at the meeting. These notes and second set of eyes and ears
can prevent later disputes about what was said at the meeting.
Your MNA Labor Representatives can provide you and your local with
Weingarten cards and flyers with easy to access information on your rights!
Call your MNA representative and request the “30 minute or less” conference
presentation!
Weingarten Rights
Labor Reports and News
Robin Haux, BS
Labor Program
Director
If this discussion could in any way lead to my being disciplined or terminated,
or affect my personal working conditions, I respectfully request that my Union
Representative, Officer, or Steward be present at this meeting.
Until my representative arrives, I choose not to participate in this discussion.
When Your Employer Notifies You of a Meeting...
* Immediately ask your Supervisor/Manager/Director:
• “What is the purpose of the meeting?”
• “Will I be asked questions which may possibly lead to discipline?”
• “Will I be asked questions which require me to defend my conduct?”
If the meeting is investigatory or answers may lead to discipline:
#1 – Respectfully inform your employer you are invoking your Weingarten Rights
& will need to have your Union Representative present during questioning.
#2 – Quickly arrange for your Union Representative to attend the meeting.
Invitation to the 2018
MNA Labor Retreat
Save the date and plan on attending the 2018 Labor
Retreat- April 15th, 16th and 17th at Chico Hot Springs
located in Pray, MT. The Annual MNA Labor Retreat is
an awesome event at which attendees gain valuable
knowledge and contact hours with an opportunity to
meet and network with other MNA nurse labor leaders
from around the state. This special event is designed for
nurses covered under a collective bargaining agreement
from across the state. If you are active in, or interested in
collective bargaining and your Union, or want to enhance
your knowledge, skills and communication related
to advocating for your patients, your colleagues and
safer environments please check out the MNA website
for the Labor Retreat agenda or ask your MNA Labor
Representative for more details!
Amy Hauschild,
BSN, RN, Labor
Representative
This year’s Labor Retreat will include presentations about strategies designed to
demystify and compare health insurance coverage, education on how to use social
media to communicate effectively within our local units, how to more successfully
advocate for nurses and patients by using tools and rights you have through your
Union, and to improve our nurses’ abilities at the bargaining table with community
engagement.
I have personally attended more than twenty MNA Labor Retreats and with each
event, the bar raises on the impact it makes to those who attend. The event is
designed for all ranges of knowledge and skill in the collective bargaining arena.
First time attendees are warmly welcomed and encouraged to come to Chico and
see what it is all about. It is a true retreat and wonderful networking experience! I
probably do not need to iterate the multitude of attributes Chico Hot Springs has to
offer, though for those interested, I must draw attention to the natural spring “hot
wadda”, chilly beverages, 4 star food and welcoming casual atmosphere. Please
see the MNA website for more information about the content and registration for
the 2018 Labor Retreat. See you there!!
Montana Nurses Association Districts
Rev (08/2000)

Page 4 Montana Nurses Association Pulse February, March, April 2018
The Strength of
Your Union
A union’s strength to
accomplish any task, be it
holding a Union Meeting,
bargaining a contract, or
making major improvements
in current nursing practice,
is truly based on how active
and engaged its members
are. Sounds simple enough,
right? Ok…so how do you
encourage activism in your
union? That my friends is
THE question!!
The basis for ANY type
of activism, no matter how
Labor Reports and News
Leslie Shepherd,
BSN, RN, Labor
Representative
miniscule or earth shattering, starts the same way,
with effective communication. Communicating with
your membership is the single, most important way to
promote activism and engagement. Whether you work
in a facility with 10 nurses or 600. Effectively reaching
out to your membership is a key component in being a
productive union.
In this electronic age, communication can be
quick and complete with the click of a button. Nurse
Unions all over the state are utilizing email threads, text
messaging, and creating their own Local Facebook
groups to help encourage discussion and teamwork
among their members. Developing and maintaining
an organized internal method of communication takes
time and effort, but the platform for collaboration it
creates will inform and empower nurses throughout
your facility.
It is vital to foster an open flow top-down, bottomup
communication, where every nurse has access to
discussing their issues with union leadership. It is these
issues, brought forward by union members, which drive
the changes to your contracts and the actions of your
union. If you don’t have a local unit Facebook page,
start one now! Need help? Let your labor reps know
and we can assist in getting you started!
That is where your power comes from, the voices of
your nurses, the actions of your union.
DIRECTOR of NURSING
Good Samaritan Society
Mountain View Manor
in Eureka, MT is seeking an
RN for the position of Director of Nursing.
Competitive Salary. Full
Benefits. 5 Star Rated Skilled
Nursing and Rehab Center.
Call 406-297-2541 for more
information or apply online at
good-sam.com/mountainview
EOE/AA Employer
As you’re likely aware by
following recent news, the
culture of making sure there
are consequences for those
who commit sexual assault
seems to be improving
rapidly. It’s not a moment
too soon either. According to
the National Sexual Violence
Resource Center, one in five
women and one in 71 men
will be raped at some point
in their lives. Sexual assault,
which falls short of actual
intercourse, is at alarming
Sexual Assault at Work
Sandi Luckey
Labor
Representative
rates as well. One in four women and one in six men
will be sexually assaulted in their lifetime.
Possibly even worse, eight percent of rapes
occur while the victim is at work. Because nursing is
a predominantly female workforce and most rape
victims are women, it’s possible these percentages are
higher among nurses.
Recently I attended an educational presentation
alongside the staff working in one of our Montana
hospitals. As we talked about preventing violence in
the workplace one of the attendees asked about the
inclusion of sexual assault. She told the story of a
patient, an older man, who had come in for an x-ray,
and when alone in the room with a young, female
Technician the patient sexually assaulted her. She
didn’t know what to do other than her job, so she
completed her work and later broke down in tears
and told her co-worker what had happened. Neither
had ever heard their hospital mention any support or
complaint process for sexual assault so they didn’t
think there was any path for recourse. Over the next
week the patient returned two more times for more
x-rays and the same Technician had to enter a room
alone with the man that had sexually assaulted her and
he violated her again each time.
Sexual assault is a crime and the behavioral deviant
is the assaulter. As much as we’ve been urging nurses
to change the culture in nursing by calling the police
and reporting workplace violence, we must also
call and report sexual violence to both the employer
and the police. The employer has to be given the
opportunity to take protective action. In the case of the
Technician, the employer had no idea it had happened
and therefore had no opportunity to refuse care,
remove the victimized Tech from the situation and
bring a Security Officer in, report the crime to police,
Dahl Memorial
Healthcare
Association, Inc.
SEEKING INDIVIDUALS INTERESTED IN
LONG-TERM EMPLOYMENT
Available Immediately
• Registered Nurse – Full-Time
Sign on Bonus Included
Dahl Memorial offers competitive wages and
benefits, which include but are not limited to
educational opportunities, insurance, retirement,
and paid time off, for all full time positions. Dahl
Memorial is a small family oriented facility that
thrives on family values. We offer nurses the
opportunity to hone their leadership and patient
care skills to include Emergency, Med Surg, and
Long Term Care.
If you are interested in working in a fun, family style
environment, please call Patricia Rogers or
Melissa Lovec at 406-775-8739 or visit our website at
www.dahlmemorial.com
and download our application and submit it to
Dahl Memorial Healthcare Association,
Attn: Melissa Lovec, PO Box 46, Ekalaka, MT 59324
etc. Because the police were never called, the criminal
keeps a clean record that leaves him free to assault
again without concern for consequence and the
Technician bares the weight of being violated silently.
Research proves victims are not alone. Working
together, all nurses can defend the nursing profession
from the invasion of sexual assault by taking the same
zero tolerance approach we’ve taken for other forms of
workplace violence. Report it to the employer. Report
it to the police. Report it to your union or professional
association.
If you’ve followed the hashtag #metoo where women
across the country are telling their stories of sexual
assault, it has revealed something very interesting.
Many of them have the same attacker. It seems those
who would commit sexual assault often, do so again
and again. Nurses are self-sacrificing by nature, so if
you remove yourself from the equation and think of
reporting as an act of protecting the next woman or the
next man from being victimized by the same attacker,
then perhaps we can increase the reporting of sexual
assault and improve the degree of protection available
for healthcare professionals that spend their careers in
very close quarters with hundreds or even thousands of
patients and family members…a percentage of whom
will commit deviant acts.
Sexual assault often happens so fast. It’s very
common to freeze in the moment. Therefore, it’s helpful
to practice what you’ll say like….. “I’m offended by your
behavior. Back away. I’ve signaled security.” Or even
just yelling the appropriate code so co-workers hear
and the attacker is caught off guard. Practice distracting
motions that give you an opportunity to escape the
space. Inevitably, some attackers will not be deterred
by these actions so read your employer’s policies
related to violence and if they seem insufficient, start
the conversation to update them. Know your reporting
chain of command and the counseling available to you
through your Employee Assistance Program or health
insurance coverage. If you need more information you’ll
find guidelines at the American Nurses Association
website, nursingworld.org or by contacting MNA for
educational opportunities.
Defending the honor and security of those working
in healthcare is primarily on the shoulders of those
who hold the positions. It’s essential that nurses stick
together and lead the way so no one is harmed in
the way that young, female Technician was and so
that everyone can feel confident in having support for
reporting sexual violence….until there are no more
stories to tell.
PLEASE
JOIN
OUR TEAM!
Montana State University-Northern has Assistant
Professor Nursing – tenure track positions open for
Spring 2018 and Fall 2018.
Teach nursing courses in both
the ASN (on campus, Havre,
MT) and the RN to BSN (online)
nursing programs.
The ASN program requires
teaching didactic lectures,
laboratory skills, and clinical
courses for the advanced
medical surgical specialty areas,
maternal, pediatric, and or
mental health nursing.
The position will teach
approximately 24 semester
credit hours of classes per year.
For an application and position descriptions, please visit:
https://jobs.msun.edu/hr/postings/1429
For information, please contact MSUN HR
Manager Suzanne Hunger at hr@msun.edu

February, March, April 2018 Montana Nurses Association Pulse Page 5
Exerpts from ANA
Montana Nurses Association
Approved Providers
MNA thanks all of the Approved Provider Units
we work with for their commitment to advancing and
promoting quality nursing practice through continuing
nursing education.
Acute Care Education – Vancouver, WA
Alaska Division of Public Health –
Anchorage, AK With Distinction
Alaska Native Tribal Health Consortium –
Anchorage, AK
Alaska Nurses Association – Anchorage, AK
Alaska Regional Hospital – Anchorage, AK
Alzheimer’s Resource of Alaska – Anchorage, AK
Bartlett Regional Hospital – Juneau, AK
With Distinction
Benefis Healthcare Systems – Great Falls, MT
With Distinction
Billings Clinic – Billings, MT
Bozeman Deaconess Hospital – Bozeman, MT
With Distinction
Cardea Services – Seattle, WA
Central Peninsula General Hospital – Soldatna, AK
With Distinction
Cheyenne Regional Medical Center – Cheyenne, WY
Community Medical Center – Missoula, MT
Evergreen Health – Kirkland, WA
Fairbanks Memorial Hospital – Fairbanks, AK
Kadlec Regional Medical Center – Richland, WA
Kalispell Regional Healthcare System – Kalispell, MT
With Distinction
Kootenai Health – Coeur d’Alene, ID
Mat-Su Regional Medical Center – Palmer, AK
Montana Health Network – Miles City, MT
Mountain Pacific Quality Health – Helena, MT
MT Geriatric Education Center of UM – Missoula, MT
With Distinction
North Valley Hospital – Whitefish, MT
With Distinction
Pacific Lutheran University – Tacoma, WA
Partnership Health Center – Missoula, MT
Providence Alaska Learning Institute –
Anchorage, AK
Providence Healthcare – Spokane, WA
Providence St. Patrick Hospital – Missoula, MT
With Distinction
South Dakota Nurses Association – Pierre, SD
South Peninsula Hospital – Homer, AK
St. Alphonsus Health System – Boise, ID
St. James Healthcare – Butte, MT
St. Luke’s Health System – Boise, ID
St. Peter’s Health – Helena, MT
St. Vincent Healthcare – Billings, MT
UF Health Shands Hospital – Gainesville, FL
Wisconsin Nurses Association – Madison, WI
With Distinction
Wrangell Medical Center – Wrangell, AK
Mount Grant General Hospital
Acute RNs and SNF RNs & LPNs
Eligible for HRSA NurseCorps Loan Repayment
Great Benefits including Retirement!
$5,000 Sign On Bonus! Relocation Assistance
New Grads Welcome!
For more information, please visit
www.mtgrantgenhospital.org or call
775-945-2461 ext. 266 or fax resumes to 775-945-0725.

Page 6 Montana Nurses Association Pulse February, March, April 2018
Professional Development Department
Continuing Education and Professional Development:
What’s the Difference?
Continuing nursing education activities are defined by
the Association for Nursing Professional Development
(ANPD) and the ANCC Primary Accreditation program as
“learning activities intended to build upon the educational
and experiential bases of the professional RN for the
enhancement of practice, education, administration,
research, or theory development, to the end of improving
the health of the public and RNs’ pursuit of their
professional career goals.”
Professional development is defined by ANPD as
“the continuous, active participation in activities that
assist in developing and maintaining competence,
enhance professional practice, and support achievement
of professional goals” (p 64). The conceptual model
developed by ANPD includes orientation/onboarding,
quality improvement, competency development and
Pam A. Dickerson,
PhD, RN-BC, FAAN
Director, Continuing
Education
maintenance, collaborative partnerships, role development, and lifelong learning as
part of nursing professional development.
On the basis of these definitions, it is clear that professional development
encompasses continuing education, but continuing education is only a part of the
broader field of nursing professional development. Therefore, when we engage in
continuing education activities, we are supporting our professional development,
but there is more to our continuous development as healthcare providers than
meeting requirements for continuing education as specified by our licensure and
certification bodies.
What do you do for your own professional development, besides continuing
education? Examples might include serving on a quality improvement or ethics
committee, participating in an evidence-based practice or research project,
reading professional journals or blogs, writing an article for publication, taking
graduate or post-graduate classes, and presenting an educational activity at a
workshop or conference.
The mission of MNA, as stated in bylaws, is to promote professional nursing
practice, standards, and education and support quality health care. Functions of
the association include promoting standards of nursing practice, adherence to the
ANA Code of Ethics for Nurses, influencing legislation and health policy, stimulating
research, promoting networking, and promoting and providing for the continuing
professional development of nurses, among other things. All of these functions
fall under the definition of professional development, and extend well beyond
continuing education.
Nursing professional development is a specialty practice recognized by
ANA, having its own scope and standards of practice developed by ANPD and
approved by ANA, and offering its own certification through the American Nurses
Credentialing Center’s Commission on Certification.
In recognition and support of MNA’s work to support and enhance the overall
professional development of nurses, we are making changes in the language we
use to define our roles.
Previous Language
Continuing Education Department
Council on Continuing Education
Director of Continuing Education
Continuing Education Specialist
RN Continuing Education Specialist
New Language
Professional Development Department
Council on Professional Development
Director of Professional Development
Professional Development Associate
RN Professional Development Associate
These changes reflect MNA’s ongoing commitment to quality in professional
development, adherence to nursing professional development standards, and our
desire to support you throughout your professional journey. Please reach out to us
to let us know how we can help you best!
References:
American Nurses Credentialing Center. (2015). Primary Accreditation Provider Application
Manual. Silver Spring, MD: Author.
Harper, M. & Maloney, P. (2016). Nursing professional development: Scope and standards
of practice, 3rd ed. Chicago: Association for Nursing Professional Development.
Congratulations to Kalispell Regional
Healthcare: Recipient of ANCC Accreditation
with Distinction for Nurse Residency Program
The Kalispell Regional Healthcare (KRH) Nurse Residency Program has been
awarded Accreditation with Distinction by the American Nurses Credentialing
Center’s (ANCC) Practice Transition Accreditation Program, the highest recognition
awarded by the ANCC’s Accreditation Program. KRH is the first healthcare system
in the state of Montana to be awarded this distinction and one of 30 ANCC
accredited programs in the United States. This designation will help to recruit
and retain high caliber nurses at KRH and validates that the program meets and
exceeds evidence-based quality standards. Accreditation was achieved under the
leadership and direction of Mandy Pokorny, Program Coordinator, who stated that:
“Accreditation is an important step for our nurses. It shows that we are
consistently meeting all national standards and criteria necessary to
transition newly licensed nurses into practice. This process has been a
lot of work and a true pleasure to be a part of. It takes a village to create a
successful environment for our nurses transitioning into the profession, and
I am proud to see that we are heading in the right direction. Collaboration
is key and I can’t speak highly enough of the good work and support from
our Executive Leadership Team, Nursing Directors/Managers, Expert Clinical
Nursing Staff, Clinical Educators, Preceptors, Interdisciplinary Teams, Human
Resource Partners, and Academic Partners. We look forward to continuing
to grow and refine our program in the upcoming years.”
Please join MNA in congratulating Kalispell Regional Healthcare for its
successful accomplishment of achieving ANCC accreditation with distinction!
Happy National Nurses Week!
May 6–12, 2018
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February, March, April 2018 Montana Nurses Association Pulse Page 7
Annual Veterans’ Care Conference Support Quality Care
Care is improved when members of the healthcare
team work together to address patients’ needs. This is
particularly important with vulnerable populations, including
veterans, who have unique needs depending on when and
where they served. All who attended the Seamless Health
Care for Our Veterans Conference in Helena on November
9th, 2017, learned from faculty passionate about sharing
their expertise on taking care of veterans in a way they
deserve. Session topics included case studies reflective
of outcomes of various military conflicts, opioid overdoses
among veterans, military sexual trauma, recognizing
indicators of suicide, assessment and treatment of
insomnia, and navigating the VA system.
Jointly provided by MNA and the Veterans Health
Center at Fort Harrison, this interprofessional conference
is an annual event focused on building knowledge and
skills for healthcare providers who care for our veterans
Mary Thomas,
BA, RN, OCN
RN Professional
Development
Associate
in the civilian environment. Fifty seven people attended this year’s event, including
student nurses. Continuing education credit was available for nurses, social
workers, occupational therapists, and respiratory therapists.
Participant feedback included these comments:
• This has been an excellent conference. Every presentation was educational
and interesting!
• With a better understanding of the veteran population, I feel that I am more
comfortable with referring veterans to the VA services.
• I plan to use this learning activity to strengthen my practice by knowing the
right questions to ask, what resources to use and what signs and symptoms
to watch for.
• Great conference, thank you for letting us be a part of it! Made me love the
VA even more and I hope to work there someday soon!
• Very useful training to bridge the gap between the private sector and the VA.
• I now have resources available that I was unaware of before. I feel better
educated on approaching and delivering care to the veteran population.
Please plan now to be with us for our 2018 conference! Increase your knowledge,
strengthen your practice, become a team player to support quality care for veterans
by attending the annual interprofessional conference, Seamless Health Care for Our
Veterans! Watch for upcoming course information and registration in the Pulse and
on our website, www.cnebymna.com. See you in Helena on November 7th, 2018!
Montana Nurses Association Dues Structure
Thank you members for asking about our Montana Nurses Association (MNA)
dues structure and the breakdown. As I have received a few calls and emails over
the past 6 months, I am hoping this answers some of the questions you have
had. Additionally you can always email me at vicky@mtnurses.org.
Here are the percentages of our budget communicated at our 2017 annual
convention and we will continue to report off and be accountable to the Montana
nurse members every year at convention (and in between).
Our overall budget was allocated as follows:
• 45% personnel-MNA employs 10 staff with 9.25 FTE and our main product
is service. Budgetary and fiscally responsible recommendations are to
keep personnel costs 50% or lower so we are pleased with this. Service
includes representing nurses for contract negotiations, assisting with unfair
labor practices, representing nurses in discipline, providing accredited
contact hours through our professional development department (ex:
annual convention, legislative day, labor retreat) and advocating at state
legislature– just to name a few.
• 8% overhead-MNA building, cars, power, phones etc.
• 47% member services (non-staff costs–this is money we put into our
nurse members)-Sponsoring MNA members to attend the American
Nurses Association (ANA) Quality conference yearly (all-expense paid);
covering members’ cost to attend our board and council meetings and
any requested MNA engagements; covering cost for our state nurse
member leaders to attend state and national meetings; covering costs for
our member delegates (elected) to participate in the ANA assembly (ANA
business) and delegates (elected) to the American Federation of Teachers/
Nurses and Health Professionals (AFTNHP) convention (AFTNHP business).
Member services also include legislative campaigns as identified by MNA
nurses for example our “Your Nurse Wears Combat Boots” and pursuing
global signature authority for our Advance Practice Registered Nurses
(APRNs) who enjoy independent practice. These are just a few of the
examples. We also invest money as directed by the MNA board of directors
(active MNA members) to maintain solvency as a non-profit business.
We are affiliated with two national nursing organizations, first is the ANA, and
with our MNA professional association membership, an ANA membership is
included. We all enjoy a joint MNA/ANA membership and all registered nurses
living and working in Montana are eligible to join. Second, for our collective
bargaining (CB) members only, we are affiliated with the AFTNHP and is
exclusively for collective bargaining (union) members.
Here is a Monthly breakdown of our current full member dues structure. This
was shared at the 2017 convention to show members how their monthly dues are
allocated.
MNA Monthly Dues Breakdown!
Collective
bargaining
Non-collective
bargaining
ANA (American Nurses Association) $12.17 $12.17
MNA State Districts (rebates assist with
convention and member education)
$1.00 $1.00
MNA Local Unit (dues back to local units for
member activities)
$1.00
MNA Mobilization Fund (dues for national labor
affiliation and solidarity fund investment
$12.50
MNA (dues for operations/service members) $36.13 $36.13
Total MNA/ANA Monthly dues $62.80 $49.29
The MNA mobilization fund pays our labor affiliate dues at the state and
national level. We also (from history long ago) invest a small portion of collective
bargaining mobilization funds, designating these funds for any future national
collective bargaining dues increase and/or support for any state and local
emergent situations. The E&GW (Economic and General Welfare) Council are CB
nurse members elected by those members covered by a collective bargaining
agreement and if needed, can approve use of those funds.
I am confident for many years we will not have to have a significant dues
increase as we experienced three years ago. Prior to that for over eight years
there was (on average per year) less than 1% dues increase and for several years
there were none, challenging our association to provide the member engagement
and services you deserve.
Plan ahead and come to MNA labor retreat. It is focused on CB members and
is held at Chico Hot Springs (has for over 30 years) April 15th evening until noon
on April 17th, 2018. Many local units cover the entire cost for their members.
Our annual MNA convention (this is when we hold MNA elections) is October
3, 4, 5th, 2018, is for all members and held here in Helena. This 2018 year we
will be hosting a candidates panel asking those legislative candidates, who
are running for state and national positions, questions from the nurses across
the state on issues relevant to our practice, our patients, and our community.
Many districts and some locals cover all the cost for this event as well. There is
accredited contact hours awarded for each event, usually around eight for the
labor retreat and up to 12 from convention. Additionally, we have an annual APRN
conference (March) where nurses are able to obtain Rx contact hours for their
prescriptive authority and our newest interdisciplinary annual event (November)
on strategizing how to care for our Montana Veterans who are seen in every
setting across our state.
I have been an MNA member since 1988 and will always belong to my
professional nurses association. I was also an MNA collective bargaining
nurse for 26 years prior to accepting this position as executive director in the
professional association I love.
This may be more than you wanted to know but as a fellow MNA nurse and
nurse leader, I am open and transparent and want our members to be proud of
their association and proud of their support to our Montana nurses.

Page 8 Montana Nurses Association Pulse February, March, April 2018
Montana Nurses
Association (MNA) remains
bipartisan and sustains
advocacy and support
addressing healthcare
and other legislative
issues through our MNA
Government Relations
Platform, our legislative
platform, approved by the
MNA membership. MNA is
the recognized professional
organization, which lobbies
for nursing practice issues
to protect the practice of
Vicky Byrd,
BA, RN, OCN
professional nurses and also protect the public in all
areas of health care. MNA focuses on the issues
surrounding nurses and all that affects healthcare.
A review of our MNA Mission Statement reflects
this commitment. MNA mission statement: The
Montana Nurses Association promotes professional
nursing practice, standards and education; represents
professional nurses; and provides nursing leadership
in promoting high quality health care.
I am also calling attention to some of the very
progressive and forward thinking positions of our
2017-2018 MNA Government Relations Platform,
approved by the MNA House of Delegates October
2017 (italics below). Encompassed in our government
relations platform, these selected positions drive our
communications with those who have an effect on
healthcare to include local, state, and national leaders
and organizations. For full Government relations
platform go to www.mtnurses.org. Here are highlights
from our platform related to healthcare for all:
Improve access to quality, cost effective health
care by developing and/or supporting public
policies which:
• Respond to the needs of the unserved and
underserved populations by promoting access to
health care and healthcare coverage.
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Legislative Corner
Communicating the Political Climate-focusing
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• Identify or develop alternative health care delivery
systems that are cost-effective and provide
quality health care.
• Remove barriers (financial, governmental,
regulatory, and/or institutional) that deny access
to appropriate/qualified health care providers and
approved medical standard of care treatments.
• Advocate for legislation that is transparent and
bipartisan and support policies that can achieve
evidence based real healthcare reform.
• Promote community and world health by
collaborating with other health professionals to
promote health diplomacy and reduce health
disparities.
Protect human rights by developing and/or
supporting public policies which:
• Promote access to appropriate health services.
• Preserve individual rights to privacy.
• Promote, debate and have consideration of
ethical dilemmas in health care
Protect the environmental health of individuals
and communities through:
• Acknowledging, supporting and addressing
environmental impacts on the health of
Montanans.
• Actively engaging with national organizational
affiliates in addressing environmental health
issues in our nation.
• Identify the nurse’s primary commitment is to
the patient, whether an individual, family, group,
community, or population.
Protecting and promoting the future healthcare
and nursing practice through:
• Actively engaging in legislation that supports
professional scope of nursing practice to the full
extent of individual education and training.
• Actively promoting programs and efforts
that encourage educational progression of
professional nursing at state and national levels.
• Representation on boards, committees and
advisory groups which influence the future of the
nursing profession and the future of our state and
national healthcare system.
• Engaging with healthcare partners and
associations to work collaboratively to ensure
healthcare as a right for all American populations.
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Utilizing our government relations platform as a
guide, MNA has reached out and will continue to
reach out to our US Congressmen, for feedback and
collaboration on nursing and healthcare issues. We
have communicated concerns regarding the recent
tax bills and the current “Tax Cuts and Jobs Act” law
and the effects these changes in law (or any law for
that matter ex: ACA repeal) will have on healthcare, our
nurses and our citizens.
Our concerns frequently align with MNA’s national
affiliates, the American Nurses Association (ANA)
and the American Federation of Teachers/Nurses
and Health Professionals (AFTNHP). MNA is able to
provide input and be a part of the process to evaluate
and learn about the consequences new laws, being
made at the national level, have on our state.
I want to share (below) three evidence based
communications we utilized and assisted with
from our national affiliates (relevant based on date
of the articles). I have previously shared these
communications with both of our US Senators and our
US House Representative in regards to the tax bills,
while being mindful of our legislative platform.
I.
FOR IMMEDIATE RELEASE:
December 18, 2017
CONTACT:
Shannon McClendon, 301-628-5391
shannon.mcclendon@ana.org
Veronica Byrd, 301-628-5057
veronica.byrd@ana.org
STATEMENT:
American Nurses Association Strongly Opposes
the Tax Cuts and Jobs Act
Massive tax bill will significantly reduce the number of
Americans with health insurance
Silver Spring, MD – The following statement is
attributable to Pamela F. Cipriano, PhD, RN, NEA-BC,
FAAN, president of the American Nurses Association
(ANA), in response to the Tax Cuts and Jobs Act.
“The American Nurses Association is deeply
concerned about the devastating impact that the
Tax Cuts and Jobs Act will have on health care in this
country. Under the guise of a promise to slash taxes
for corporations and middle-class Americans is a clear
intent to dismantle the Affordable Care Act (ACA), which
has helped nearly 16 million Americans obtain health
coverage. It is also no secret the actions that will be
pursued to make up for the inflated deficit caused by
this tax bill will be the cutting of essential anti-poverty
programs as well as Medicare and Medicaid.
Eliminating the ACA’s individual mandate will lead to
an estimated 13 million fewer Americans having health
insurance. The resulting domino effect will be negative
health outcomes, higher costs, and fewer individuals
with access to critical primary care and preventive
services. This is irresponsible and further proves that
health care is being handled like a political game to
be won at any cost. Frustratingly, this bill was pushed
Legislative Corner continued on page 9
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February, March, April 2018 Montana Nurses Association Pulse Page 9
Legislative Corner continued from page 8
• With the help of CHIP, American children have Other changes in federal policy being discussed to
access to critical health care services that accompany the tax changes would lead to deep cuts
include routine checkups, immunizations, doctor in Medicaid, Medicare and income security programs
visits, prescriptions, dental and vision care, that would create a financial crisis for our state,
inpatient and outpatient hospital care, laboratory dramatically reducing funds available for Montana
and x-ray services, and emergency services. residents on Medicaid, CHIP, Medicare, food benefits,
• CHIP has helped reduced the rate of uninsured Pell Grants and our veterans.
American children by roughly 5 percent.
American Nurses Association
through without input from patients, consumers, or
health care experts, including the country’s 3.6 million
registered nurses, whom the public ranks as the most
‘honest and ethical’ profession.
Amid numerous failed attempts to ‘repeal and
replace’ the ACA, ANA voiced strong opposition to
legislation that would threaten health care affordability,
access, and delivery for millions of people across the
nation. ANA will continue to advocate for a health
system that ensures universal access to a standard
package of essential health care services for all
citizens and residents.”
II.
December 18, 2017
http://nursingworld.org/
KEY TALKING POINTS:
Tax Cuts and Jobs Act and the Children’s
Health Insurance Program (CHIP)
OVERVIEW
Please feel free to customize and tailor these
talking points when speaking to key audiences about
the Tax Cuts and Jobs Act and the Children’s Health
Insurance Program (CHIP).
The Tax Cuts and Jobs Act
The American Nurses Association is deeply
concerned about the devastating impact that the
Tax Cuts and Jobs Act will have on health care in
this country and strongly opposes the bill.
• There is clear intent to dismantle the Affordable
Care Act, which has helped nearly 16 million
Americans obtain health coverage.
• The Tax Cuts and Jobs Act eliminates the
Affordable Care Act’s individual mandate and will
result in an estimated 13 million fewer Americans
having health insurance as well as negative
health outcomes, higher costs, and fewer
individuals with access to critical primary care
and preventive services.
• Funding for essential anti-poverty programs,
Medicare, and Medicaid will be significantly cut
to make up for the inflated deficit that will be
caused by this tax bill.
• The Tax Cuts and Jobs Act is being pushed
through without input from patients, consumers
or health experts, including the country’s 3.6
million registered nurses, whom the public ranks
as the most ‘honest and ethical’ profession.
• The American Nurses Association (ANA) has
voiced strong opposition to legislation that would
threaten health care affordability, access, and
delivery for millions of people across the nation.
• The American Nurses Association will continue
to advocate for a health system that ensures
universal access to a standard package of
essential health care services for all citizens and
residents.
The Children’s Health Insurance Program (CHIP)
The American Nurses Association urges
congress to move quickly on funding reauthorization
for the Children’s Health Insurance
Program (CHIP) - a federal-state program that
provides health insurance to 9 million children in
the U.S.
• Federal spending authorization for CHIP ran out
on September 30th and 16 states – Washington,
Oregon, Idaho, Nevada, California, Texas,
Arizona, Colorado, Utah, Minnesota, Virginia,
Pennsylvania, Florida, Massachusetts, Delaware,
and New Hampshire – anticipate running out of
funding by the end of January 2018.
III.
http://nursingworld.org/
Dear Montana Senators and House Representative,
November 1, 2017
Montana Nurses Association and affiliate AFT/
Nurses and Health Professionals support tax policies
that are based on a fair share distribution of taxation;
encourage job creation, assist the working poor and
middle-class achieve economic security and dignity;
and provide adequate revenues to support social
services, government investment in our communities
and access to affordable health care for children,
families and the elderly.
The tax plan released by President Trump and GOP
leaders in September 2017 would cost $2.4 trillion in
revenue over 10 years, according to the non-partisan
Tax Policy Center. This plan:
• Eliminates the state and local tax deductions that
allow Americans to deduct from their federal taxes
the amount they pay in state and local taxes;
• Eliminates the estate tax, which affects only
those estates valued at more than $5.5 million;
• Gives the top 1% in America 80% of the tax
breaks by year 10, cutting their taxes an average
of $207,000 a year;
• Cuts corporate taxes, giving large corporations
and businesses a $2.6 trillion tax cut—70% of
corporate tax cuts benefit wealthier Americans.
• Increases the tax burden on middle class
taxpayers - 3 out of 10 middle-class taxpayers
(making $55,000-$93,000) in America would pay
$1,300 more in taxes, on average, by year 10;
• Pays for these tax cuts by cutting government
revenue by $2.4 billion over 10 years, leading to
massive cuts in public services.
A proposal to eliminate state and local tax
deductions would put pressure on state and local
budgets that now support our schools and local
services. Nearly 44 million Americans in all 50 states
currently use the state and local tax deduction, which
help many families achieve home ownership and
economic security.
Repealing the state and local taxes would raise
taxes for 23% of Montana taxpayers, and make it more
difficult for our state to raise the revenue needed to
adequately fund public services such as our schools.
Institute on Taxation and Economic Policy
Instead of meeting the needs of working and middle
class Americans, current GOP proposals would cut
social and economic programs in order to give tax
cuts to large corporations and the wealthy through
the elimination of the estate tax, which benefits those
with estates of more than $5 million; and the lowering
of corporate taxes while maintaining loopholes
and creating a massive new loophole for wealthy
individuals through a change in the top “pass-through”
tax rate.
In Montana, the proposed tax cuts would:
• give 57% of the 2018 tax cuts to our richest 1%,-
only 5,300 Montana taxpayers.
• 14% of households would get a $1,510 tax
increase, on average, in 2018.
• 11% of households making $38,400 to $60,400
would get a $670 tax increase, on average.
• 24% of households making $60,400 to $99,300
would get a $1,230 tax increase, on average.
In summary, instead of focusing on tax cuts that
benefit only the wealthiest in our country at the
expense of the majority of American families, we ask
that you support comprehensive tax reform that:
• Preserves state and local tax deductions
• Closes corporate loopholes and ensures that
large corporations and Wall Street pay their fair
share of taxes
• Maintains and expands vital health programs like
Medicare and Medicaid
• Makes the wealthiest pay their fair share
Sources
https://itep.org/ and https://americansfortaxfairness.org/
https://view.publitas.com/p222-14698/americansagainst-double-taxation-announcement-release-1/page/1
https://itep.org/trumpgopplan/
http://allin.rtp.aft.org/sites/default/files/article_pdf_
files/2017-10/fs_tax-reform_101817.pdf
Joint statement by MNA and AFTNHP
November 17, 2017
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Page 10 Montana Nurses Association Pulse February, March, April 2018
Career Sphere
From the bedside to the boardroom: Are you ready to serve?
By Connie Mullinix, PhD, MBA, MPH, RN; AnnMarie Lee Walton, PhD, MPH, RN, OCN, CHES; and Diana Ruiz, DNP, RN, APHN, CCTM, CWOCN, NE-BC
Reprinted from American Nurse Today
Use the skills you have—and learn
new ones—to advance health care and
your career.
You’re educated and prepared to lead in safety and
quality. You’re at the bedside caring for patients and
working to improve care. However, decisions about
the allocation of resources for caregiving are made at
the board level, and there’s a dearth of nurses in board
positions. Why?
A nurse’s insights
The late nurse leader Connie Curran told the story
of a nurse on a hospital board asking significant
questions when financial cuts were needed. The
proposed solution was to discontinue pharmacy
services in remote parts of the facility during off shifts.
The nurse board member asked, “Who would go to
the central pharmacy when patients need medications
in the middle of the night?” The answer: “The nurses.”
Her next question: “Who will do the nursing care
while the nurse is transporting the medicines?” By
the end of the conversation, the board realized that
the proposed budget solution would actually increase
costs.
Because of her intimate knowledge of bedside
care delivery and her understanding of the relevant
systems, this nurse board member prevented her
hospital from making a costly mistake. Clearly, the
nursing voice is critical at the board level to help
hospitals make effective, financially viable and
sustainable healthcare decisions.
What’s stopping you?
So why don’t nurses serve on hospital boards?
Do policymakers not appreciate the value nurses can
bring, or are nurses not stepping forward to join? If
they’re not stepping forward, is it because nursing
culture is built on serving in the background? Or
do nurses think they don’t have the competencies
needed for board service?
In The Atlantic, authors Kay and Shipman state,
“Evidence shows that women are less self-assured
than men—and that to succeed, confidence matters
as much as competence.” Most nurses are women, so
Kay and Shipman’s conclusions could easily apply to
nurses who don’t seek board positions.
However, findings of a recent study of board
effectiveness showed that a greater number of
women on a board results in better, more wellrounded
decisions. One investment firm tracks the
number of women on companies’ boards and offers
to invest funds in those that have more women and
thus greater returns on investments. According to
Joy and colleagues, “The correlation between gender
diversity on boards and corporate performance can
also be found across most industries—from consumer
discretionary to information technology.”
Get ready to serve
“In the video Sentimental Women Need Not Apply:
A History of the American Nurse, producers Garey and
Hott suggest that the first trained nurses were chosen
because they were hard workers, stayed in the background,
didn’t call attention to themselves, and were
subservient—hardly characteristics for board service.
This history may have set the stage for nurses not
seeking positions where their insights are needed.
Skills, skills, skills
For the benefit of patients and the financial health of
hospitals and other healthcare organizations, boards
need to harness the safety, quality, and evidencebased
practice knowledge of nurses; nurses need to
join healthcare agency boards. To achieve this national
goal, nurses also need to become more aware of
the skills they already possess that translate well into
board service. For example, nurses are experts at
communication and reading nonverbal cues. They’re
good at establishing relationships, making others feel
comfortable, using data for decision making, and,
as we’re often reminded by the yearly Gallup Poll,
perceived as honest and ethical.
Walton and Mullinix developed a list of boardreadiness
skills that can help you assess your ability to
work successfully on a board. A single individual can’t
be expected to have all the skills, but you can check
yourself against this list of overall competencies.
• Understand the difference between management
and governance.
• Comprehend financial statements presented to
board members each time they meet.
• Possess social etiquette proficiency for business
conducted in social settings.
• Know Robert’s Rules of Order so you can contribute
to accomplishing the board’s work.
• Bring influence and work to gain power.
• Possess negotiating skills.
• Speak comfortably in public.
Where are you strong and where do you need more
refinement? If you’re deficient in any area, don’t let
that stop you from serving; take the time to hone your
skills. (See Get ready to serve.) Patients and healthcare
organizations deserve your expertise at the bedside
and in the boardroom.
Count and be counted
Ready to be counted as someone who wants to
serve? Visit the national Nurses on Boards Coalition
website (www.nursesonboardscoalition.org) and let
boards know you want to serve. If you’re already
serving, you can help the Future of Nursing: Campaign
for Action reach its goal of 10,000 nurses on boards by
2020 by visiting www.nursesonboardscoalition.org to
make sure you’re counted. Ultimately, nurses serving
on boards provide a voice for and improve the health
of their communities across the country.
If you’d like to serve on a board but don’t feel you have a complete skill set, take advantage of these resources.
The nursing voice is
critical at the board level to
help hospitals make effective,
financially viable and sustainable
healthcare decisions.
Connie Mullinix is an associate professor in the
department of nursing at the University of North
Carolina–Pembroke. AnnMarie Lee Walton is a
postdoctoral fellow at the University of North Carolina
Chapel Hill, School of Nursing. Diana Ruiz is the
director of population & community health in the
Medical Center Health System in Odessa, Texas.
Selected references
American Hospital Association. Spenser Stuart/
AHA Healthcare Leadership Team Survey. April 1,
2014. www.hpoe.org/HPOE_Live_Webinars/4.1.14_
Webinar.pdf
Garey D, Hott LR (producers). Sentimental Women
Need Not Apply: A History of the American Nurse
[DVD]. Los Angeles: Florentine Films; 1988.
Hassmiller S. Taking the first steps to serving on a
board. American Nurse Today. 2012;7(11):18-20.
Hassmiller S. The top five issues for nursing in
2015. December 3, 2014. Robert Wood Johnson
Foundation. http://www.rwjf.org/en/culture-ofhealth/2014/12/the_top_five_issues.html
Institute of Medicine. The Future of Nursing: Leading
Change, Advancing Health. Washington, DC: The
National Academies Press; 2011.
Joy L, Carter NM, Wagner HM, Narayanan S. The
bottom line: Corporate performance and women’s
representation on boards. Catalyst®. 2007.
www.catalyst.org/system/files/The_Bottom_
Line_Corporate_Performance_and_Womens_
Representation_on_Boards.pdf
Kay K, Shipman C. The confidence gap. The
Atlantic. 2014. www.theatlantic.com/magazine/
archive/2014/05/the-confidence-gap/ 359815
Mason DJ, Keepnews D, Holmberg J, Murray E. The
representation of health professionals on governing
boards of health care organizations in New York
City. J Urban Health. 2013;90(5):888-901.
Norman J. Social issues: Americans rate healthcare
providers high on honesty, ethics. Gallup®.
December 19, 2016. www.gallup.com/poll/200057/
americans-rate-healthcare-providers- high-honestyethics.aspx
Walton A, Mullinix C. Increasing the number of
oncology nurses serving on boards. Clin J Oncol
Nurs. 2016;20(4):440-2.
Financial statements
AME Learning: Finance for Board Service
This online, self-paced course gives you the tools
and vocabulary to understand the language of
finance.
The program includes:
• 10 to 30 hours of online, interactive,
self-paced content
• Straightforward instruction on how to read
and analyze financial statements.
To access the program:
1. Go to www.amelearning.com/
nursesonboards.
2. Purchase the PIN for $45.
3. Follow instructions to log in to the course.
Note: Once purchased, the tutorials are
time-limited and available for 2 years.
Etiquette
Pagana KD. The Nurses’ Etiquette Advantage.
2nd ed. Indianapolis: Sigma Theta Tau
International; 2015.
Robert’s Rules of Order
Zimmerman DP. Robert’s Rules in Plain English.
2nd ed. New York: Harper- Collins; 2005.
Negotiating
Fisher R, Ury WL, Patton B. Getting to Yes:
Negotiating Agreement Without Giving In. New
York: Penguin Books; 2011.
Governance vs. management
Biggs EL. Healthcare Governance: A Guide
for Effective Boards. 2nd ed. Chicago: Health
Administration Press; 2011.
Presentations and public speaking
Humes JC. Speak Like Churchill, Stand Like
Lincoln: 21 Powerful Secrets of History’s Greatest
Speakers. New York: Three Rivers Press; 2009.
Power and influence
Sullivan EJ. Becoming Influential: A Guide for
Nurses. 2nd ed. Boston: Pear- son; 2013.

February, March, April 2018 Montana Nurses Association Pulse Page 11
Communication to
Montana Nurses
Association from
Senator Jon Tester
I am sharing below a communication from Senator
Tester as he defends his recent no vote on the
temporary funding bill and why. I believe it is important
for us to be informed and as of the writing of this
article (Jan 29, 2018) I am forwarding his talking points
which are in alignment with our legislative platform
regarding access to health care. We continue to work
with those who work with us and Senator Tester
has proven himself with MNA by reaching out and
supporting healthcare issues important to us and was
demonstrated last year by his support of our “Your
Nurse Wears Combat Boots” legislative campaign
where he actually presented twice across the state.
MNA continues to ask both Senators and our
Representative in Washington for their talking points
defending their actions as it applies to our healthcare
and patients and will continue to do so. Senator Tester
continues to champion nurse and healthcare issues
and communicates with our office regularly.
Senator Tester Defends Montanans-
Communication to MNA
Senator Tester on why he did not vote for a 17 day
budget and continues to hold congress responsible for
not passing a long term budget.
Senator Tester took a principled stand against both
Chuck Schumer and Mitch McConnell, to demand
a better budget deal for Montana as he sees these
actions important to do what’s best for our state.
• Responsibly funding the government for the
long-term, not just another couple weeks
• Addressing more than just CHIP; but also
funding for Community Health Centers which
serve tens of thousands of Montanans
• Congress has failed to pass long term budget
since October 1st
• Tester continues to push for bipartisan work to
pass a long term budget that addresses our
military, reforms our immigration system, and
meets the needs of Montana and rural America
• Senator Tester championed and cosponsored the
bipartisan bill for CHIP and feels it should have
passed long before now and not be attached to
this short-term budget continuing resolution, that
didn’t include any funding for Montana’s community
health centers.
• Prior to the shutdown Senator Tester offered a bill to
keep the government open and address long term
common sense solution for the budget but Senator
McConnell blocked that proposal.
• Tester believes we need to pass a budget that
funds the Children’s Health Insurance Program
(CHIP) and prevents our community health centers
from closing, provides long-term certainty for our
military, and makes our borders stronger.
• Funding the government with emergency spending
bills for only a few weeks at a time is irresponsible,
creates uncertainty and compromises our
community health clinics. Without funding they have
to freeze the hiring of doctors, dentists, nurses and
care managers and holds on establishing any future
rural community health clinics – raising anxiety for
the clinics, staff, and patients.
• Senator Tester voted against both parties – and
both party leaders – because their bill leaves
Montana’s rural health care behind.
Director of Nursing
Miles Community College is looking for a problem solver with management
experience and strong human relation skills to serve as Director of Nursing.
The salary range is $69,000 to $71,000.
Application Process: To apply for this position, please send a cover letter,
resume, list of three references, transcripts, and a completed MCC application
to Kylene Phipps, Executive Director Human Resources & Compliance, Miles
Community College, 2715 Dickinson Street, Miles City, MT 59301 or you may
e-mail your application materials to humanresources@milescc.edu.
Position is open until filled.
For further information about this employment opportunity and a
MCC application please view our website at www.milescc.edu.
Miles Community College is an equal opportunity employer
By Rachel Rockafellow, MSN, RN, BCCCN (Board
Certified Continence Care Nurse), Bozeman, MT
Anyone who has been in healthcare for any period
of time knows the speed of changes coming at health
care providers of any level is escalating. Building skills
to be resilient in these fast changing times is essential.
While this book is specifically written for physicians,
many of the principles apply to nurses and others in
the health care workforce.
The perspectives of Drs. Wolf and Gillis come from
the reality that many of us have idealized views of
providing excellent care that can put us at odds with
the profit-driven health care system and adversely
affect our spirits. Finding ways to either continue to
provide the excellent care we demand of ourselves
while also meeting our heart values, or deciding
whether to find another way to live meaningful lives,
perhaps in another field, are both explored. Spoiler
alert: These two women have found different ways
to stay in medicine and be a positive force for life
balance.
Recommendations to take the time to reflect on
what it is we truly enjoy about our careers versus
what makes us crazy helps identify those things we
may be able to change and those we cannot. Finding
our voice by suggesting positive solutions rather than
complaining is a good place to start. As is coming to
Book Review
The Other Side of Burnout –
Solutions for Health Care Professionals
by Melissa Wolf, MD and Shaun J. Gillis, MD
We are looking for
passionate and
caring nurses to
join our team.
RN – Inpatient Nursing
Full Time or Part Time
Competitive salary, great benefit package,
student loan repayment and relocation expenses available.
Please contact the HR department at (406) 228.3638 for more information.
http://www.fmdh.org
RNs, LPNs, CNAs
FT/PT – All shifts available
Sign On Bonus Available!
Big Sandy Medical Center, Inc
Critical Access Hospital, Longterm
Care Facility and Rural Health Clinic.
peace and changing the stories we tell ourselves and
learning to manage those things that are challenging
us, ie. Electronic Health Records.
I recently heard a nurse say, “If I could earn this
much money doing something else, I’d be out of
here, but I can’t afford the pay cut.” This makes me
wonder about what her health and happiness are
worth to her, and her attitude certainly is not a pickme-up
for her coworkers! Sometimes, people feel
trapped, but there are always other options if they
are just willing to re-examine the issue. Dr. Wolf made
drastic changes in her spending to be able to live on
less, while Dr. Gillis changed her thoughts about going
to work to “fundraise” and support her family rather
than being ungrateful. She also adjusted her thoughts
about being on call from one of dismay to one of
appreciating the fact that her being on call allowed her
colleagues the time to enjoy their life interests just as
they do for her when they cover call. This allowed her
to feel better about her call responsibilities!
The advice offered is practical and realistic and
covers many other aspects of working in a health care
setting. I recommend this book as both a preventative
and post-burnout read for nurses. The book is
available for $15 from the Bozeman Health Gift Shop
(406) 414-5560 or amazon.com. It’s a wise investment
in your career and a great gift for any colleagues who
may need a boost.
166 Montana Ave. East | Big Sandy, MT 59520 | (406) 378-2188 | www.bsmc.org
FMDH is an Equal Opportunity/Affirmative Action Employer
Full Time Acute Care/ED Registered Nurse
Sheridan Memorial Hospital Association is located in the community of Plentywood,
Montana situated in the rolling plains of northeastern Montana. Our rural, family focused
community offers a great quality of life with ample opportunities for outdoor enthusiasts.
Our economy is diverse and is supported by a strong foundation of agricultural and
ranching. If you are looking for a quiet and relaxing place to live, look no further.
• Up to $5,000 recruitment/retention bonus • Relocation Assistance
• Up to $14,000 Student Loan Repayment • Health Insurance
Must possess an unrestricted license in the State of Montana or other
Nursing Compact State. New graduates welcome.
To apply contact: Troy McClymont
440 West Laurel Ave. | Plentywood, MT 59254
Email: tmcclymont@sheridanmemorial.net | Phone: 406-765-3700 | Fax: 406.765.3800
NURSE Corps loan eligible site.
Visit www.sheridanmemorial.net

Page 12 Montana Nurses Association Pulse February, March, April 2018
Resume Preparation, Cover Letter, & Job Interview
INTRODUCTION
It has been reported that Montana is facing a shortage
of practicing nurses and nursing educators as baby
boomers age and as veteran nurses get close to retiring.
In response to this shortage, nursing education is
attempting to speed up the training of nurses to meet the
upcoming expected shortage.
To help meet the nursing shortage, numerous traveling
nurses are now in demand. With our current concern
for health care costs and local expertise, now (more
than ever), we embark on a “journey of discovery” as we
mutually assess the upcoming talent and abilities of nursing
students. Many practicing registered nurses, also, are
Carolyn Taylor
Ed.D, MN, RN
willing to learn the expert skills to help meet the current health care demand. Nursing
resumes are now improved by inclusion of personal health care talents, employment
interests, and commitments to high technological skills (such as Telehealth).
GOAL
The goal of this article is to remind student nurses and practicing nurses as to
the recommended content of self-presentation documents and expected behaviors,
e.g. resume, cover letter writing, and interviewing techniques. Whereas, a resume is
usually the preferred application document to a new health care position, the possible
request for a Curriculum Vitae (CV) will require more elaboration as to a nurse’s
educational background, abilities, and skills. A request for a CV Summary requires a
shortened version of a CV.
RESUME PREPARATION
The word “resume” is a French word meaning short story, brief overview, or
summary. The content can be developed and presented as a paper document
or retained online. It is to show accomplishments, skills, work history, health care
abilities, interests, and goals to be presented in one or two pages.
Clearly identify why a chosen health care facility/organization should hire you.
Prepare a resume to be a personal document that is designed to identify a desire
and readiness to become an ambassador for health care standards by performing
learned nursing behaviors. The resume is a recorded history of health care work
and nursing interests! Online documentation of resume content is an option for
updating employers.
The health care resume should include your:
1. Name and credentials (New graduate/LPN/RN).
2. Personal contact information (phone(s), mailing address, e-mail).
3. School attended, graduation date, work availability.
4. Philosophy of health care/nursing (I believe….)
5. Goal(s) related to health care employment (short and long term).
6. Talents, interests, skills, abilities, and accomplishments (e.g. care planning,
leadership, medical/surgical, psychiatric, pediatric, emergency, teaching,
counseling, etc.)
7. Flexibility in learning and performing in new health care situations.
8. Work history of nursing behaviors starting with the most recent. (Do not
include employment that is not health related.)
9. Knowledge of and ability to use specific decision-making resources on a
phone and computer.
10. References with contact information (At least one academic, one clinical
preceptor, and one personal.)
11. Ability and willingness to learn new nursing ideas, information, processes,
and behaviors.
12. Desire and willingness to be an effective and loyal member of the
healthcare team.
13. Interest in the functioning and success of the facility/organization.
There are numerous resume formats that can be used to present the above
information in print or online. The format type is not as important as the readability
of the format. Be succinct and honest. Online examples are available for personal
style selection. (Google: “Format for Resume”)
Your accomplishments are usually related to ten (10) accomplishment
categories. When listing your accomplishments, start each accomplishment with
your choice of an action verb in past tense (see examples in parenthesis for each
category). Follow your selected action verb with your specific action/experience(s)
relative to the verb. (See one example per category.)
1. Getting results –(Achieved, Expanded, Expedited, Improved, Integrated,
Obtained, Qualified, Realized, Renovated, Restored)
Example: Improved the senior nursing students course on telehealth
concepts.
2. Problem solving–(Analyzed, Created, Detected, Diagnosed, Formulated,
Investigated, Recommended, Remedied, Solved, Synthesized, Theorized)
Example: Formulated nursing care plans to meet the objectives of the
nursing course.
3. Quantitative–(Appraised, Audited, Budgeted, Compiled, Converted,
Inventoried, Maximized, Reconciled, Recorded)
Example: Budgeted for the new nursing coordinator position.
4. Communicating–(Adapted, Communicated, Composed, Demonstrated,
Educated, Interpreted, Justified, Negotiated, Reinforced, Substantiated,
Synthesized)
Example: Demonstrated the accurate process of breast examination.
5. Helping–(Advised, Alleviated, Assured, Counseled, Enabled, Enhanced,
interceded, Prescribed, Rehabilitated, Served, Validated)
Example: Counseled new registered nurses regarding computer access.
6. Planning–(Administered, Commissioned, Determined, Developed, Evaluated,
Formulated, Identified, Prepared, Researched, Revised, Strategized)
Example: Prepared patients for outpatient surgery.
7. Organizing–(Activated, Assessed, Authorized, Classified, Coordinated,
Designed, Logged, Organized, Scheduled, Sought, Suggested)
Example: Suggested the waiting room be reorganized to provide patient
privacy.
8. Executing–(Administered, Completed, Conducted, Distributed, Entered,
Operated, Performed,)
Example: Completed all final nursing exams with an average accuracy
score of 90%.
9. Supervising–(Analyzed, Assessed, Compared, Developed, Established,
Inspected, Modified, Prohibited, Regulated, Revised, Updated)
Example: Modified the nursing goals for the assisted living unit.
10. Leading–(Chaired, Conducted, Directed, Founded, Hired, Initiated,
Managed, Mentored, Originated, Supervised)
Example: Chaired the student nursing advisory committee.
(Google: “Images of Verbs for Resume”—bing.com/images)
To the nursing instructor and clinical preceptor: Usually, the new nursing
graduate’s resume preparation begins at the onset of the second year of nursing
education, not as a portion of a course at the end of a nursing education. All
nursing students are different—each with unique individual interests and abilities.
Help the student recognize their health care talents! Verbally commend welldefined
talents and encourage and suggest health care opportunities that will
support these recognized talents. Encourage students to be willing to place
these talents, interests, and abilities on their resume. You never know—nursing
students with continued excellent in-facility clinical preceptors (after graduation and
registration) could serve in an outstanding way to meet the specific nursing needs
of their own communities and possibly help replace the need for so many traveling
nurses!
COVER LETTER
Your unique and specifically tailored letter should accompany each online
resume or typed resume. Send the cover letter to the attention of the specified
hiring manager. Keep a copy of the cover letter.
The format should be an approved letter format. Letter formats are available
online for your choosing. The cover letter can be a typed copy or prepared and
retained online—not handwritten.
Following the inside address, state the job specific title or job general category.
Your contact information is not necessary, as personal contact information is to be
stated on the resume, and it encourages the reading of the resume.
The content of the first paragraph should introduce yourself by name and,
possibly, a power declaration (see below). Refer the reader to the enclosed resume
for his/her review.
Refrain from using long paragraphs, untrue statements, salary
recommendations, negative comments, unimportant information, “stepping stone”
to future goals, qualifications you do not have, excuses for leaving past work or
education, arrogant comments, or begging for work.
Regardless of the information provided or the format selected, correct spelling of
every word and sentence structure is a MUST! Have another cohort read the letter
to help with potential spelling errors and clarity of your message.
Power Declaration: This is a personal statement of job commitment as an
introductory or closing statement. The statement is specific to each submitted
resume. It will declare to the employer in a powerful way what you can/intend to
bring to the facility/organization unique skills that surpass most other contributions
by other potential employees. Start with a statement of your education, experience,
or significant contribution—(see the comment before the comma). Add to the
sentence the positive outcome as a result of these significant contributions.
For example:
1. As a new registered nurse within the State of Montana, I will energize and
support the problem-solving activities of the facility/organization.
2. As a practicing and successful registered nurse of 12 years, I will share
a history of positive nursing interventions that will promote facility/
organizational success.
3. As a nursing instructor in an acute clinical situation, I will be an available
source for clinical teaching and nursing process activities that will improve
educational outcomes.
4. As an advanced-practice nurse, I will increase the health care opportunities
for community members.
At the end of the cover letter, write a “thank you” for the opportunity to apply for
the position and consideration for employment.
Close the cover letter by selecting an appropriate word(s) followed by a comma.
For example: (Suggestions for closure)
1. Sincerely,
2. Best regards,
3. Yours truly,
4. Respectfully,
5. Thank you,
For example: (Do not use for closure)
1. Emotional emojis (e.g. smiley face)
2. Love,
3. Take care,
4. Best wishes,
5. Cheers,
6. Warm regards,
INTERVIEW
This experience for any potential nursing employee (nurse) can be most
enlightening—as it is to the individuals doing the interview. The interview can
Resume Preparation, Cover Letter, & Job Interview continued on page 13

February, March, April 2018 Montana Nurses Association Pulse Page 13
A friend of mine recently
posted on Facebook this
quote, “The profession of
nursing is a TRIBE, complete
with its own customs, cultures
and more.” - Jo Ellen Koerner
I agree, don’t you?
If you agree, what are
your particular customs and
culture in your workplace?
Yes, I am bringing it all
back around to health and
wellbeing and all that stuff, but
just think for a moment; what
kind of culture and customs
Statewide Nursing News
To my TRIBE - Happy 2018
Joey Traywick,
CMSRN,
BS Kinesiology
does your TRIBE allow? Is the culture aligned with
our values? Do our customs align with what we SAY
we believe in? Deep thoughts, I know, but rather than
2018 performing just the way 2017 did, I would like to
ask everyone reading this note, whether you consider
nursing a tribe or not, to reflect on your culture and
customs and evaluate whether or not they align with
your values.
What do you value? Are your customs and culture
aligned with those things you value?
Pretty straight forward. But if this was the last
thing I ever got to say to you, I would hope you would
Resume Preparation, Cover Letter, & Job Interview
continued from page 12
occur in front of a group of existing employees/
board members and/or individually with a specified
employee/administrator. Whereas, the interview
process provides information to the facility/
organization about a nurse, it provides the nurse
information about the personality of the interviewing
employees, the working relationships between
employees, and the employee’s understanding of
discriminatory/nondiscriminatory questions.
Come to the interview with knowledge about
the mission, philosophy, and goals of the facility/
organization. An on-line access of information about
the facility/organization is usually available. This is your
opportunity to describe your abilities and focus on
your strengths that can support and meet the goals
of the facility/organization. Highlight your important
accomplishments and how it relates specifically to
the job. Know the job for which you are applying.
Match your job qualities and strengths with the job
expectations desired by the interviewer(s).
If you come unprepared for the interview, it tells
the interviewer that you are probably not prepared for
the job! Come to the interview looking professional,
poised, and with a sense of confidence.
The most common unexpected and open-ended
question by an interviewer during an interview is: “Tell me
about yourself.” (The answer is NOT: “Well, what do you
want to know!?”) Your response should be strictly formal,
related to your passion, experience, or even, if you are
so inclined, presented with a sense of humor; however,
it should be thoughtfully considered before the interview.
Even though the written resume is very important,
a job interview is usually required and becomes the
determinant of employment. The nurse’s knowledge
about how he/she should and intends to respond to this
question is the “telling” aspect of job readiness.
It is important for the nurse to ascertain and
prepare for an effective response to the above stated
question—because—the interviewer is trying to
covertly determine the answer to:
1. “How well does this nurse handle him/
herself under scrutiny and in an unstructured
situation?”
2. “How confident and articulate is this nurse?”
3. “How quickly does this nurse intellectually
process an unexpected question?”
You want the interviewer to think: “WOW, THAT IS
THE BEST ANSWER I HAVE EVER HEARD!”
The employer should know that one of the
unspoken questions of the potential employee might
remember me as someone who aligned his values
with his customs and culture wherever that may be. I
recently changed jobs from being a bedside RN in the
hospital to being the clinical manager for home health
services at Riverstone Health in Billings. Big shift. No
more nights. No more every other holiday packages.
No more lots of stuff. But I am bringing my values and
aligned culture and customs along with me. Soon,
they will hear the diatribe of no sugar challenges and
7 minute workouts. Soon, they will see that I am more
than their cheerleader, I am on the field too.
My challenge to all of you is just this; that in 2018
you would bring the culture and customs of values that
are ALIGNED with our tribe to WHEREVER you may
find yourself this year. Our values do not align with a
culture that “eats its own.” Our values do not align with
a work environment that allows the custom of physical
violence on our healthcare workers. Our values, when
aligned with our culture and customs, are one of the
most powerful forces in our modern society. (Please
reference the RN that was arrested for refusing to
draw blood on a patient that could not give consent)
Take a stand. Fight to establish our shared values
with YOUR culture and customs in 2018. Bring health
and hope. Give light. Pour joy all over. Repeatedly offer
kindness. Take care of YOU, then others.
be whether the interviewer
has read his/her resume
because of the questions
asked by the interviewer.
It is important to realize
that the scrutiny process
is not to be questioned—
but allowed (with grace) to
spontaneously happen.
Intellect, ability,
education, and recognition
by the employer as a
“high achiever” candidate
with talents to provide
success is not always
the determining factor for
employment. There are many unspoken and personal
covert reasons that determine employment.
REGARDLESS—BE GREAT AT WHATEVER
YOU CHOOSE TO DO OR WHAT UNEXPECTED
PATH YOU HAVE BEEN GIVEN!!
Recommended Reading Available at
leadershippoweronline.com:
JOB INTERVIEW: HOW TO GET IT RIGHT: (Reading
this document is a must before a job interview to help
understand the U.S. Equal Employment Opportunity
Commission’s enforcement regarding employment
discrimination.)
JOB DESCRIPTIONS: DEVELOPMENT &
APPLICATION (THE ART OF THE DEAL): Published in
the MNA Pulse, May, 2017, Vol. 54, No. 4.
Carolyn Taylor, Ed.D. M.N. R.N.
carolynrtaylor21@yahoo.com
THANK YOU FOR YOUR CONTRIBUTIONS! A.
Peterschick, Advanced Care of Montana, Billings,
Montana and M. Smith, Fallon Medical Complex,
Baker, Montana.
Join us in Billings!
REGISTER TODAY
Improving the way clinicians diagnose, treat,
manage, and educate their patients.
Clinical STD Update
April 5, 2018
Billings, MT
CNE/CME Available
For more information:
206-685-9850 • uwptc.org • uwptc@uw.edu
APRN Corner
Danielle
Howa
Pendergrass NP, will be the
key-note speaker at the 2018
Montana Nurses’ Association
Annual APRN Pharmacology
Conference March 2-3 at
the Great Northern Hotel in
Helena Montana. She will
speak about the Culture of
Health and how NP’s can
go about building healthier
communities. She offers
services to over 20,000
underserved women in
Carbon, Emery and Grand
Keven Comer
MN, APRN, FNP-BC
Counties. She lives in rural Price, Utah where
she owns and operates Eastern Utah Women’s
Health. Danielle is one of twenty nurses named as
a Breakthrough Leader in Nursing by the Future of
Nursing: Campaign for Action, a joint initiative of
AARP and the Robert Wood Johnson Foundation.
She was featured in AARP and is the recipient of
several leadership awards. She recently served as
the Utah State Representative for the American
Association of Nurse Practitioners, is a nurse
consultant for the Center to Champion Nursing
in America and is an active member of the Utah
Action Coalition for Health. As a Campaign Outreach
Advocate for the Culture of Health, she delivers
effective and action-oriented presentations about
building a culture of health to diverse audiences.
Danielle is most proud of the impact she has had on
her community. She is an authentic and engaging
speaker, who will inspire you to take action!
If you haven’t yet signed up for the
conference, get on line and sign up at www.
mtnurses.org.
Additional conference topics include – Sleep
Apnea, Women’s Health, Diabetes, Endocrine, Mental
Health and Pediatrics just to name a few. It is always
great reconnecting with fellow APRNs and making
new contacts. Encourage your fellow NPs to attend.
This is a wonderful way to get the latest updates
regarding patient care and NP practice. There will be
11.5 Pharmacology Credits available.
Barb Schaff, DNP, is currently attending the AANP
Policy Conference in Washington DC and she will
update us on national issues affecting NPs, patient
care and practice issues.
As always, please contact me with any APRN
questions or concerns. Keven.comer@gmail.com
NURSES NEEDED
Sign on Bonus Available
• RNs/LPNs –
Full Time and Part Time
Primarily responsible for direct nursing care to
the Residents as well as supervises the day to
day care provided by the CNA’s and NA’s to
ensure the highest quality of care is provided
to our residents. Ability to work in a fast paced
environment, effectively communicates with
Physicians, Unit Managers, and staff as needed.
Sign on bonus is available.
701-572-6766 | gensrud@blnrc.com
www.blnrc.com

Page 14 Montana Nurses Association Pulse February, March, April 2018
The RN-BSN Track: Does it matter?
Joyce Lechlinski, BSN, RN
That is the question that now runs through my
mind. I’m a registered nurse. I am also of the “babyboomer”
generation and just turned 56. Oddly
enough, I have also just graduated with a Bachelor of
Science degree in Nursing (BSN) after having started
it nearly twelve years ago. To say it has been a long
journey with lots of bumps in the road, is unmistakably
true. That story is for another time.
I’m glad I’m done. No more long nights, no more
worrying about deadlines or trying to word things just
right so there are no misunderstandings, misspellings,
or incorrect grammar. Now I have some free time to
read something other than nursing texts and research
papers. But somehow there is a feeling of being
let down, especially since my family, my employers
and I have made many sacrifices. Shouldn’t there be
something of a “WOW!” factor?
I’m not able to attend any ceremonies since I have
done my BSN online from another state and it is
winter, so the roads can be treacherous. I’m also oncall
and can’t be further than an hour away because
of it. It took me so long to accomplish this degree, I
didn’t think about sending out graduation notices to
friends and family because they were also aware of
how long it has taken. I didn’t want to have to say,
“Hey, I’m finally done!” It just didn’t seem appropriate.
So instead, I’ve been wondering, “Was it all worth it?”
That question can easily be answered in one word, but
if you knew me better, you would just smile and say,
“R-i-i-i-ght!”
Growing up, I was never a great student. I had
difficulty learning and essentially was taught how I
could “learn to learn.” Distractions and noise were
too much for me and I was always a “why?” student.
Teachers were not always wanting to explain in detail,
nor did they have the time. As I got older, I would be
asked to leave the classroom. Where I was supposed
to go, I never knew. I excelled in some things; I loved
helping little kids with their learning (especially those
that didn’t smell so good, or came from homes that
were questionable); and I loved art. Those are not
the type of classes that got you noticed for college
scholarships. It seemed to me that the smart people
or the financially well off got the scholarships. That
just didn’t seem right. Why did they need the help in
going further in their education? Wasn’t it those kids
who struggled that needed more teaching? Wasn’t it
those kids from single parent hard working homes that
needed the scholarships more? I just didn’t get it!
So, right out of high school I began working full
time, making money and going nowhere. I had fun,
made a whole lot of bad decisions, and had a lot of
“first” experiences with little thought of the future.
That changed when one of my employers made some
changes and required the employees to become
certified. That meant, online classes and passing tests.
Oh my, did I struggle. Lots of tears were shed for that
certificate, but what it did for me was much more than
increase my hourly wage. It gave me confidence that
perhaps I was smart enough to go to college.
I assume that college at 40 years of age is not easy
for anyone. But for me, with newly found confidence
(which still was not a lot), being from a very small
town and now going to a college that had four
times the people in it than my hometown, I was a bit
overwhelmed. Then there were all the placement tests
that I didn’t pass. I had a long way to go before I could
even start taking college classes that counted towards
anything. Slowly and painfully, it started coming
together and I ended up enrolled in nursing (not my
dream job I might add).
The Associates Degree in nursing took a lot
from me emotionally. I have not had the desire to
recommend nursing to any young person because of
it. My classmates and I were more than positive that
the instructors had a vendetta against student nurses
and they lived to weed us out of the program. They
could have been a lot more nurturing and caring.
Instead, they were down-right vicious. That isn’t to
say that there weren’t some good times, but when
all I can remember is spending nearly 12 hours a day
each weekend studying and watching one person after
another fail, it leaves a sad feeling in my soul.
I’m not sure what possessed me to go for my
BSN. I think it had something to do with the American
Nursing Association asking that all ADNs become
BSNs by the year 2015. At any rate, I did start then
stop, start, then stop again. It went on like that for the
entire 12 years. Let’s face it, life gets in the way and
the older one gets the harder it is to stay motivated
when you have a family, a fulltime job, and other
commitments.
More than anything the BSN program allowed me
to grow personally. I would like to say that it helped me
professionally as well, but time will be the indicator on
that. Personally, however, it has expanded my world
view, allowed me to widen my perspective on my own
community and interactions with it, and has made
me a kinder and more empathetic human, looking for
opportunities to help anyone, but especially those who
are considered “socially marginal.” That is also why I
love nursing.
I used to believe that nursing had lost its perfection
and that it was no longer holistic; that it had become
more technical and buried under the documentation
trail. In some ways that belief is still valid, but because
of having continued through the BSN program, I am
the one who has changed. I will not allow myself to
look or practice nursing without being holistic. I will
remind myself, the patient, and my co-workers, that it
is the patient who has the right to self-determination.
I will educate on end of life issues when others are
uncomfortable with addressing these issues. I will
remember that I have a life too. I’m not stuck in a
career field that is without challenges, creativity, or
resistant to change. I find that nursing is not inclined
to be technical nor bent on being “drug-pushers.” In
the realm of higher education, one finds nurses who
are “like-minded” in being that voice or that body that
changes the world; and those who strive to be more
than submissive to the status quo.
I don’t know what I was expecting from my BSN
experience. At this time, I certainly don’t know what
my diploma will do for me hence forth, but I do know
that I will be forever changed.
Back to the question, “Was it worth it?” The answer
is, “Yes, it does matter.”
2018 National Sample
Survey of Registered
Nurses
HELP!
Nurses play a critical role in the lives of patients
across the country. That is why the U.S. Department of
Health and Human Services is dedicated to providing
you, policy makers, and researchers with the most
comprehensive data on U.S. registered nurses and nurse
practitioners. To accomplish this, we need your help.
Please support and encourage participation in the
2018 National Sample Survey of Registered Nurses
(NSSRN). This vital national survey is the primary
source of data on the nursing workforce, the largest
group of healthcare providers.
The Purpose of the Study
The NSSRN will gather up-to-date information
about the status of registered nurses in the U.S.
These data will be used to describe the registered
nurse population at both the national and state level,
so policymakers can ensure an adequate supply of
registered nurses locally and nationally.
Data Collection
The NSSRN will be sent to over 100,000 registered
nurses in March of 2018. Nurses will be able to fill
out the survey electronically or through a paper
questionnaire. It is imperative that nurses participate
and send back as soon as possible.
The Survey Contractor
HRSA has contracted with the U.S. Census Bureau,
the leading statistical federal agency in the United
States. Census has assembled a team of expert survey
methodologists responsible for gathering the lists of
licensed RNs, constructing the national sample, and
administering the survey by mail, and on the internet.
Did you Know?
Did you know…employment settings change as
nurses age? The vast majority of registered nurses
under 30 years old work in hospitals, but over 50
percent of registered nurses 55 years or older work in
non-hospital employment settings. Information like
this from the NSSRN survey helps policymakers and
healthcare leaders plan for future staffing needs.
The Survey Results
We plan to release the public use file from the 2018
study by January 2019. A report from the 2008 study is
available at http://bhw.hrsa.gov/healthworkforce.
Endorsements
The following nursing organizations have endorsed
this survey. The National Council of State Board of
Nursing and individual state boards of nursing have
generously provided mailing lists for the survey.
American Academy of Ambulatory Care Nursing
American Association of Colleges of Nursing
American Association of Nurse Anesthetists
American Nurses Association
American Organization of Nurse Executives
National Association of Hispanic Nurses
National Black Nurses Association, Inc.
National Council of State Boards of Nursing
National League for Nursing
National Organization of Nurse Practitioner
Faculties

February, March, April 2018 Montana Nurses Association Pulse Page 15
Don’t forget to check out our CNEbyMNA
Website for Continuing Education opportunities.
It is constantly updated with new Webinars and
Courses for your continued learning!
www.cnebymna.com
*Montana Nurses Association is accredited with
distinction as a provider of continuing nursing
education by the American Nurses Credentialing
Center’s Commission on Accreditation*
SAVE THE DATE
* APRN 2018 Pharmacology Conference *
Helena, MT ~ March 2 nd & 3 rd 2018
* Labor Retreat *
Chico, MT ~ April 15 th , 16 th & 17 th 2018
* MNA Convention *
Helena, MT ~ October 3 rd ,4 th & 5 th 2018
* Seamless Health Care for Our Veterans*
Helena, MT ~ November 7th, 2018
*Transition To Practice*
Helena, MT ~ January 27 Th & 28 th , 2019
Has your contact
information changed?
New name? New address?
New phone number?
New email address?
To update your contact information,
please email or call
Montana Nurses Association:
jill@mtnurses.org or 406-442-6710
Workplace Wellness
Cardiac Considerations for Nurses
Nutrition for Nurses
Is Your Compassion for Nursing
Stressing You Out?
Women’s Health and Fitness
Prostate Cancer: Education and Outreach
Sleep Like a Baby
PRESENTED BY
Happiness as a Contributor to Health
Webinar Series
MEMBERSHIP MATTERS!
Montana Nurses Association would like to invite you to join us today!
BENEFITS INCLUDE:
• EMPOWERING RNs TO USE THEIR
VOICES IN THE WORKPLACE
• IMPROVING PATIENT CARE
• HAVING INPUT REGARDING
WAGES & BENEFITS
• CONTINUING EDUCATION
OPPORTUNITIES
• LEGISLATIVE REPRESENTATION
Call or email today • jill@mtnurses.org • (406) 442-6710
Applications also available on our website.
mtnurses.org
Recovery/Work Life Balance
Infection Control/Immunizations
Mindful Practice for Nurse Mental Health
Patient Care Topics
Creativity and Innovation in Decision-Making:
From Bedside Nursing to C-Suite
Developing Critical Thinking and Clinical
Judgment Skills
The Fine Art of Care Coordination
Managing Symptoms & Side Effects of Long
Term Treatments for Cancer
Professional Practice Topics
Moral Distress: Addressing the Challenge
in Health Care Practice
Multigenerational Challenges:
Working Together in Health Care
Whose Job Is It, Anyway? The Nurses’s Role
in Advocacy and Accountability
For CE Providers
Outcomes and Objectives: When, What, and How
The Quest for Quality – Outcomes Webinar 1:
Strategies for Learning Activities
The Quest for Quality – Outcomes Webinar 2:
Selecting Provider Unit Outcome Measures
The Quest for Quality – Outcomes Webinar 3:
Provider Unit Outcomes: Data Collection
and Analysis
Nurse Planner Webinar: Educating to
Achieve Quality Outcomes

Everyone Deserves A Job They Love!!
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www.montana.edu/nursing
406-994-3783
Undergraduate Degree Options
• Bachelor of Science in Nursing (BSN) degree
• Accelerated BSN degree for post-baccalaureate students
Graduate Degree Options
• ADRN to Masters Degree
• BSN to Masters Degree
• Doctor of Nursing Practice (DNP)
Family Nurse Practitioner (FNP)
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