Vermont Nurse Connection - August 2022

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<strong>Vermont</strong> <strong>Nurse</strong><br />

<strong>Connection</strong><br />

ANA-<strong>Vermont</strong><br />

Official Publication<br />

Quarterly Publication sent to 19,500 Registered <strong>Nurse</strong>s,<br />

Volume 25 • Number 4 LPNs, and LNAs in <strong>Vermont</strong><br />

<strong>August</strong>, September, October <strong>2022</strong><br />

Inside<br />

Change your<br />

thoughts. Change<br />

your life.<br />

Page 3<br />

Jessilyn Dolan<br />

What a beautiful summer it has been in <strong>Vermont</strong> so far!<br />

I hope this finds you and yours enjoying all that <strong>Vermont</strong><br />

has to offer.<br />

Whether you spend quiet time in nature or playing sports<br />

with teammates, we hope you are taking time for self-care, fun,<br />

and fresh air!<br />

We just returned from the ANA Annual Membership<br />

Assembly in Washington DC this June where we spent an<br />

amazing few days packed with education, excitement, and<br />

nurses from all over the country. ANA-VT is reinvigorated and<br />

ready to grow as a group and support you as an individual!<br />

ANA National is working hard to ensure that the mission<br />

and vision of nurses nationwide is being upheld, remaining<br />

vibrant, and surging ahead with positive and impactful<br />

progress on environmental stewardship, workplace violence,<br />

and our recently published Racial Reckoning statement.<br />

Your local ANA-VT team is excited to welcome Fritz<br />

Asuncion and Susan Shayne to the team and we are looking<br />

to you and our membership to see if you too would consider<br />

joining us. Together we can make our voices heard and make<br />

long lasting changes to better support our colleagues, patients,<br />

families, and communities.<br />

Thank you for being a member. We look forward to hearing<br />

from you, engaging with you, and working with you. With a<br />

warm heart, open mind, and the same excitement we all once<br />

had when we first passed our NCLEX – we are here for you!<br />

Wishing you sunshine, laughter, and light always.<br />

Warmly,<br />

Jessilyn<br />

Sigma Theta Tau International:<br />

Omega Mu At-Large Chapter Updates<br />

Page 4<br />

ANA VT Membership Assembly<br />

Jessilyn Dolan<br />

The <strong>2022</strong> Annual Meeting of the ANA Membership<br />

Assembly was Friday, June 10 and Saturday, June 11, <strong>2022</strong><br />

in Washington, DC at the Grand Hyatt Washington.<br />

Over 270 nurses gathered from 47 states, including (for<br />

the first time) Hawaii!<br />

The energy was contagious with excitement in the air.<br />

President Grant set the tone with his opening remarks,<br />

received more standing ovations than I could count, and<br />

beamed as he discussed ANA’s strong financial position<br />

and professed gratitude that ANA is investing thoughtfully<br />

and strategically in the future of nursing.<br />

You can view the <strong>2022</strong> ANA Membership Assembly<br />

Agenda here: https://www.nursingworld.org/~4962f7/<br />

globalassets/ana/leadership--governance/ma/<strong>2022</strong>/agenda-<br />

<strong>2022</strong>-ma-schedule-at-a-glance-external.pdf<br />

The first day started with a general networking<br />

breakfast and time to meet the candidates running for<br />

ANA’s board.<br />

There was an ANA-PAC meeting with ANA Rosa<br />

Potts who is on the National ANA Policy Committee and<br />

who has just moved to <strong>Vermont</strong>! The ANA-PAC has been<br />

meeting for nearly 50 years, and has been working to elect<br />

ANA VT Membership Assembly continued on page 6<br />

Benefit Bakes Fundraiser<br />

Page 7<br />

current resident or<br />

Presort Standard<br />

US Postage<br />

PAID<br />

Permit #14<br />

Princeton, MN<br />

55371<br />

Betsy and Jessilyn with Ernest Grant at Membership Assembly <strong>2022</strong>

Page 2 • <strong>Vermont</strong> <strong>Nurse</strong> <strong>Connection</strong> <strong>August</strong>, September, October <strong>2022</strong><br />

A Message from the Executive Director<br />

Amy Martone, MBA, BSN, RN, NPD-BC<br />

It has been a very exciting three months for the<br />

ANA-<strong>Vermont</strong>! We welcomed two new Directors to<br />

our Board, participated in a fundraiser with Benefit<br />

Bakes, and sent two <strong>Vermont</strong> nurse representatives to<br />

the ANA Membership Assembly in Washington, D.C.!<br />

These successes have provided us with great energy and<br />

momentum forward. I am excited to see what we can<br />

achieve together in the next three months.<br />

The ANA-<strong>Vermont</strong> Board is working together to<br />

finalize a strategic plan that will be used to guide our<br />

initiatives in the coming year. Earlier this month, the<br />

Board met for an in-person strategic planning session in<br />

Burlington. It was a wonderful day filled with inspiration<br />

and collaboration! Our strategic plan will be finalized in<br />

the near future and shared with you.<br />

One item in our strategic plan is to engage with the<br />

members we represent by listening to their personal<br />

If you wish to submit a “Letter to the Editor,” please<br />

address it to:<br />

Cynthia Peterson<br />

<strong>Vermont</strong><strong>Nurse</strong><strong>Connection</strong>@gmail.com<br />

Please remember to include contact information,<br />

as letter authors may need to be contacted by the<br />

editors of the VNC for clarification. NOTE: Letters to<br />

the Editor reflect the opinions of the letter authors<br />

and should not be assumed to reflect the opinions<br />

of the ANA-<strong>Vermont</strong>.<br />

Cynthia Peterson, MSN, RN, Editor<br />

experiences, innovative ideas, and professional concerns.<br />

In doing this, the ANA-<strong>Vermont</strong> understands the<br />

prevalence of workplace violence in our practice settings,<br />

and the immediate need for action to advocate to protect<br />

nurses. The ANA-<strong>Vermont</strong> hosted a series of virtual<br />

Nursing Forums that connected <strong>Vermont</strong> nurses with<br />

States Attorneys from across the state for facilitated<br />

dialogue. Thank you to all that participated in this series<br />

as developing a relationship with key stakeholders was the<br />

first step in our advocacy and action.<br />

Lastly, we are excited for you to read this newsletter<br />

because we have been working to increase the content<br />

contributed by <strong>Vermont</strong> nurses. I hope that you will<br />

find the articles exciting and engaging as we focus on<br />

highlighting the achievements and accomplishments of<br />

nurses in our state and sharing a local nursing perspective<br />

on special interests. If you are interested in writing an<br />

article, I would encourage you to reach out to our editor<br />

Cynthia Peterson at <strong>Vermont</strong><strong>Nurse</strong><strong>Connection</strong>@gmail.<br />

com, or me at ExecutiveDirectorANAVT@gmail.com.<br />

Deadlines for the<br />

<strong>Vermont</strong> <strong>Nurse</strong> <strong>Connection</strong><br />

Are you interested in contributing an article to an<br />

upcoming issue of the <strong>Vermont</strong> <strong>Nurse</strong> <strong>Connection</strong>? If so,<br />

here is a list of submission deadlines for the next 2 issues:<br />

Vol. 26 #1 – October 10, <strong>2022</strong><br />

Vol. 26 #2 – January 11, 2023<br />

Articles may be sent to the editor of the <strong>Vermont</strong><br />

<strong>Nurse</strong> <strong>Connection</strong> at:<br />

Cynthia Peterson<br />

<strong>Vermont</strong><strong>Nurse</strong><strong>Connection</strong>@gmail.com<br />

Official publication of ANA-<strong>Vermont</strong>, a constituent member<br />

of the American <strong>Nurse</strong>s Association. Published quarterly every<br />

January, April, July and October. Library subscription price is $20<br />

per year. ISSN# 1529-4609.<br />

Editorial Offices<br />

ANA-<strong>Vermont</strong>, 4 Carmichael Street, Suite 111, #215, Essex, VT<br />

05452, PH: (802) 651-8886, E-mail: <strong>Vermont</strong><strong>Nurse</strong><strong>Connection</strong>@<br />

gmail.com<br />

Editor: Cynthia Peterson<br />

Advertising<br />

For advertising rates and information, please contact Arthur<br />

L. Davis Publishing Agency, Inc., PO Box 216, Cedar Falls, Iowa<br />

50613, (800) 626-4081, sales@aldpub.com. ANA-<strong>Vermont</strong> and the<br />

Arthur L. Davis Publishing Agency, Inc. reserve the right to reject any<br />

advertisement. Responsibility for errors in advertising is limited to<br />

corrections in the next issue or refund of price of advertisement.<br />

Acceptance of advertising does not imply endorsement or<br />

approval by ANA-<strong>Vermont</strong> of products advertised, the advertisers,<br />

or the claims made. Rejection of an advertisement does not imply<br />

a product offered for advertising is without merit, or that the<br />

manufacturer lacks integrity, or that this association disapproves<br />

of the product or its use. ANA-<strong>Vermont</strong> and the Arthur L. Davis<br />

Publishing Agency, Inc. shall not be held liable for any consequences<br />

resulting from purchase or use of an advertiser’s product. Articles<br />

appearing in this publication express the opinions of the authors; they<br />

do not necessarily reflect views of the staff, board, or membership of<br />

ANA-<strong>Vermont</strong> or those of the national or local associations.<br />

Content<br />

ANA-<strong>Vermont</strong> welcomes unsolicited manuscripts and<br />

suggestions for articles. Manuscripts can be up to:<br />

• 750 words for a press release<br />

• 1500 words for a feature article<br />

Manuscripts should be typed double-spaced and spell-checked<br />

with only one space after a period and can be submitted:<br />

1) As paper hard copy<br />

2) As a Word Perfect or MS Word document file saved to a<br />

CD-Rom or zip disk<br />

3) Or e-mailed as a Word Perfect or MS Word document file to<br />

<strong>Vermont</strong><strong>Nurse</strong><strong>Connection</strong>@gmail.com.<br />

No faxes will be accepted. Authors’ names should be placed after<br />

title with credentials and affiliation. Please send a photograph of<br />

yourself if you are submitting a feature article.<br />

All articles submitted to and/or published in <strong>Vermont</strong> <strong>Nurse</strong><br />

<strong>Connection</strong> become the sole property of ANA-<strong>Vermont</strong> and may not<br />

be reprinted without permission.<br />

All accepted manuscripts may undergo editorial revision to conform<br />

to the standards of the newsletter or to improve clarity.<br />

The <strong>Vermont</strong> <strong>Nurse</strong> <strong>Connection</strong> is not a peer review publication.<br />

Articles appearing in this publication express the opinions of the<br />

authors; they do not necessarily reflect views of the staff, board,<br />

or membership of ANA-<strong>Vermont</strong> or those of the national or local<br />

association.<br />

Copyright Policy Criteria for Articles<br />

The policy of the ANA-<strong>Vermont</strong> Editorial Board is to retain<br />

copyright privileges and control of articles published in the <strong>Vermont</strong><br />

<strong>Nurse</strong> <strong>Connection</strong> unless the articles have been previously published<br />

or the author retains copyright.<br />

ANA-<strong>Vermont</strong> Officers and Board of Directors<br />

President ...................................Jessilyn Dolan<br />

Vice President ............................. Dionne Heyliger<br />

Secretary ...............................Samantha Gambero<br />

Treasurer ......................................Amy Swarr<br />

Director ....................................Michelle Wade<br />

Director .....................................Susan Shayne<br />

Director ....................................Fritz Asuncion<br />

Delegate Membership Assembly .................Betsy Hassan<br />

Alternative Delegate ........................Cynthia Peterson<br />

ANA-<strong>Vermont</strong> Foundation Board<br />

President ....................................Carol Hodges<br />

Vice President ..............................Christina Olcott<br />

Treasurer ......................................Amy Swarr<br />

Secretary ..................................Christina Olcott<br />

Trustee .....................................Jessilyn Dolan<br />

Trustee ...................................Meredith Roberts<br />

Trustee .....................................Michelle Wade<br />

Trustee ........................................... Vacant<br />

Trustee ........................................... Vacant<br />

VNC Editor<br />

Cynthia Peterson<br />

Committee Chairpersons<br />

Bylaws ........................................Amy Swarr<br />

Finance ........................................Amy Swarr<br />

Government Affairs ..........................Jessilyn Dolan<br />

Membership & Publicity ...................Amy Visser-Lynch<br />

Nominations & Elections ......................Michelle Wade<br />

Programs ......................................... Vacant<br />

Congressional Coordinator for Welch .........Meredith Roberts<br />

Senate Coordinator for Sanders ..............Meredith Roberts<br />

Senate Coordinator for Leahy ...............Meredith Roberts

<strong>August</strong>, September, October <strong>2022</strong> <strong>Vermont</strong> <strong>Nurse</strong> <strong>Connection</strong> • Page 3<br />

Change your thoughts. Change your life.<br />

“Every great dream begins<br />

with a dreamer. Always<br />

remember, you have within you<br />

the strength, the patience, and<br />

the passion to reach for the<br />

stars to change the world.”<br />

~ Harriet Tubman<br />

Early on in my career I was<br />

recruited into a position as the<br />

HIV Clinical <strong>Nurse</strong> Manager<br />

for an inner-city health center.<br />

One day the director of the<br />

center walked into my office,<br />

sat down and said, “Do you<br />

know some people are like<br />

Priscilla Smith-<br />

Trudeau<br />

trucks stuck in mud?” I sat there flummoxed and tonguetied<br />

waiting for her to continue so that I wouldn’t have<br />

to answer the question. She did continue to vent how the<br />

staff in general didn’t like change. After she left, I began<br />

to ponder if I was a person who didn’t like change. Could<br />

I be or become one of those people? Throughout my<br />

career I have encountered situations where I was asked to<br />

change something or adapt to the changes. When I felt like<br />

resisting the changes being made, I found myself asking<br />

“am I like a truck stuck in mud?”<br />

“Progress is impossible without change, and those who<br />

cannot change their minds cannot change anything.”<br />

~ George Bernard Shaw<br />

As nurses, we have come to understand that the concept<br />

of change is an inevitable part of life and that the way we<br />

practice today is increasingly dynamic. Realizing that<br />

nothing lasts forever is one of the keys to lasting happiness<br />

and peace. The other important factor is knowing what<br />

parts of our lives we can change and what parts we cannot.<br />

We discover in the course of our lives that reality refuses<br />

to bow to our commands. We are forced to let go when we<br />

want to hold on, and to hold on when we want so much to<br />

let go. There are unexpected twists, unwanted endings, and<br />

challenges of every puzzling kind. As nurses we know and<br />

understand that we must change our skills, behaviors, and<br />

ways of working with one another if we are to continue<br />

playing a valuable and meaningful role in our profession.<br />

As scary and difficult as it may be, change forces us to<br />

look at our lives and ourselves, with fresh eyes. Do I need<br />

to change? Do I need to change jobs? What am I looking<br />

for in a job? Am I searching for a job or the work I was<br />

born to do? What is my purpose in healthcare? Do I stay<br />

where I am or do I move on? Robert Quinn, a renowned<br />

expert on deep change suggests that deep change is the<br />

path to self-understanding and the key to revitalization<br />

of an individual. By finding our own moral core and<br />

beginning to see ourselves and our organizations in<br />

new and more productive ways, he explains, we can<br />

transform ourselves from victims to powerful agents of<br />

change. He goes on to say, “We need to look within for<br />

at least two reasons. The first has to do with purpose:<br />

Making fundamental choices about who we are. The<br />

second involves revisiting our fundamental choices and<br />

continuously realigning our behavior accordingly. By<br />

honoring and acting in alignment with our ideals, we grow<br />

within and increase what Gandhi called soul-force. The<br />

clearer we are about ourselves, the greater is our capacity<br />

for change.” i Dr. Mary-Frances Winters suggests in her<br />

book, Only Wet Babies Like Change, that we must first<br />

take a walk with ourselves. This journey of self-reflection<br />

and introspection involves asking the tough questions.<br />

Have I found my authentic self? How do I respond to<br />

change? What do I have to learn, unlearn, and relearn to<br />

find fulfillment in my job? ii Change is the operative word<br />

for successful and resilient nurses. If you can identify the<br />

sources of your resistance to this dynamic atmosphere, you<br />

can work to minimize the negative attitudes and results of<br />

changes you are going through. Equally important, you<br />

can make change your friend, not your enemy. Gandhi was<br />

correct when he said, “You must be the change you wish to<br />

see in the world.”<br />

“If you don’t like something change it. If you can’t change<br />

it, change your attitude.” ~ Maya Angelou<br />

Changes often hurt when they first emerge, but resisting<br />

them goes against the way the world works. Developing<br />

an appetite for the unknown might initially feel like a<br />

reckless act. But being with change is not haphazard. It’s<br />

an intentional practice that takes courage. It invites us to<br />

stand up and explore our lives with vigor, knowing we<br />

will never experience this moment again. As corny as<br />

it sounds, everything really is only here for now. It’s all<br />

ephemeral. When we realize this, we can open our eyes<br />

to what’s in front of us and be present to what is coming<br />

and going. You don’t have to want what’s coming. But<br />

you can always smile knowing that, whatever it is, it too<br />

shall pass. iii You’ll never change your life until you have<br />

stepped out of your comfort zone. It’s only after you’ve<br />

stepped out of your comfort zone that you begin to change,<br />

grow, and transform. Real change can be difficult at the<br />

beginning. Without the familiar to rely upon, you may not<br />

be in as much control as you had once been. When things<br />

are not going your way, you may start doubting yourself. iv<br />

Honoring the unease and discomfort that goes along with<br />

change is important, but taking the initiative to move past<br />

these emotions and master the art of change allows you to<br />

feel like you have agency and power in your life. You don’t<br />

need to be fearful or “just go along for the ride.” In fact,<br />

each and every change you encounter is a new opportunity<br />

for you to be a significant player in shaping the newfound<br />

world you now inhabit. v<br />

“The only way to make sense out of change is to plunge<br />

into it, move with it and join the dance.”<br />

~ Alan Watts English Writer<br />

It’s undeniable that change is integral to our personal<br />

development. You may think of yourself as someone who<br />

doesn’t like change, but it’s important to always remember<br />

that change is inevitable. Many huge career changes will<br />

not stop and ask your permission first. They will happen<br />

with or without your consent. However, there are still<br />

some changes that you can take control of, so it’s better to<br />

embrace the course of change and make it your own along<br />

the way. Choice, not chance, determines destiny. We have<br />

all said at one time or another, I need to change, but can<br />

I? Will I? Do I dare? What will become of my treasured<br />

past, the familiar sameness of my life? In the end as nurses<br />

we know that we will change because we want to achieve<br />

our maximal potential. We want to leave our signature,<br />

though invisible, on others’ lives so that when our career<br />

ends, others will begin. That is a nursing legacy of positive<br />

change.<br />

The ANA-<strong>Vermont</strong> website has been updated:<br />

ANA-<strong>Vermont</strong>.org. We will continue to update and<br />

expand the website.<br />

Do you want to stay updated on the latest ANA-<strong>Vermont</strong> has to offer?<br />

Learn of webinars offered by the ANA?<br />

How you can earn CEU hours?<br />

‘Like Us’ on Facebook. Find us at<br />

https://www.facebook.com/VT<strong>Nurse</strong>s<br />





ROUTINE.<br />


THE BOX.<br />


FUTURE.<br />






TO LIFE.<br />






“The greatest discovery of all time is that a person can<br />

change his future by merely changing his attitude.”<br />

~ Oprah Winfrey<br />

Priscilla Smith-Trudeau, MSM, RN, BSN, CCM,<br />

CRRN, HNB-BC is board certified in holistic nursing<br />

and board certified in rehabilitation nursing. She has<br />

been a nurse for forty-five years and understands the<br />

interconnectedness of body, mind and spirit. She brings<br />

a comprehensive holistic and integrative approach to her<br />

practice for providing whole person care.<br />

i Quinn, R. E. (1996). Deep change: Discovering the leader<br />

within. Jossey-Bass, San Francisco, CA<br />

ii Winters, M.F., (2002). Only Wet Babies Like Change.<br />

Winters Group, Inc., St. Paul, MN<br />

iii Smookler, E., (2017). Why change is your greatest ally.<br />

Retrieved April 22, <strong>2022</strong> from: https://www.mindful.org/<br />

change-greatest-ally/<br />

iv Bennett, R., (2021). The Light in the Heart. Published by<br />

author<br />

v Koffler, T. (2017). The art of easing into change. Retrieved<br />

May 4, <strong>2022</strong> from: https://www.mindful.org/art-easingchange/<br />

South Burlington School District<br />

Seeking School <strong>Nurse</strong>s, <strong>Nurse</strong> Assistant, and<br />

Substitute <strong>Nurse</strong>s for the <strong>2022</strong>-2023 School Year<br />

RN: Full, part-time and on-call positions available. Provides health services and maintains<br />

records. A BSN from an accredited program, current RN license, and must hold/eligible for an<br />

Educator’s license in school nursing. Experience with school-aged population is preferred.<br />

LPN/Health Assistant: Under the direction of the School <strong>Nurse</strong>, provides health<br />

services and maintains records. Current Licensed Practical <strong>Nurse</strong> (LPN), Registered<br />

<strong>Nurse</strong> (RN), or EMT certified. Experience with adolescent aged students is preferred.<br />

Please apply through SchoolSpring.com, Keyword: South Burlington<br />

School District or contact Elissa Galvez, HR Employment Specialist<br />

at 802/652-7247 or egalvez@sbschools.net.<br />

Questions regarding our social media and website?<br />

E-Mail: vtnurse@ana-vermont.org<br />

SFC Theodore P. Provost<br />

AMEDD Specialty Branch Manager<br />

theodore.p.provost.mil@mail.mil<br />


Page 4 • <strong>Vermont</strong> <strong>Nurse</strong> <strong>Connection</strong> <strong>August</strong>, September, October <strong>2022</strong><br />

Sigma Theta Tau International:<br />

Omega Mu At-Large Chapter<br />

Updates<br />

By Susan Shayne, BSN, RN, CPPS<br />

Sigma Theta Tau International is celebrating 100 years of excellence on October<br />

5th this year. Chapters across the world will partner to showcase and celebrate the<br />

achievements of our organization. <strong>Vermont</strong>’s Omega Mu At-Large Chapter has many<br />

reasons to celebrate including successfully launching a chapter on Oct 6, 2019 and<br />

immediately being thrown into the pandemic. The lessons learned and challenges we<br />

faced have made us a stronger and more cohesive chapter with members from across the<br />

state and numerous practice settings. Stay tuned for more information on how we will be<br />

celebrating this year.<br />

<strong>Vermont</strong> Technical College and Norwich faculty banded together to bring Sigma and<br />

its membership benefits to their nursing students and nurse leaders. Starting out as the<br />

Greater <strong>Vermont</strong> Nursing Honor Society and working with Sigma leadership we were<br />

able to grow our honor society to 50 student and nurse leader members and worked<br />

to meet the rigorous standards to become our own STTI chapter. We were thrilled to<br />

become chartered in 2019 as the Omega Mu At-Large Chapter. Recently, we extended<br />

membership to Castleton University nursing students in order to support more nurses<br />

across the state in joining and benefitting from Sigma membership. Sigma Theta Tau<br />

International Nursing Honor society welcomes baccalaureate and graduate nursing<br />

students by invitation, or nurse leader members by application. You can apply online<br />

today at: https://join.sigmanursing.org or you can view our chapter website here: http://<br />

omegamu.sigmanursing.org/.<br />

One of our goals as a chapter is to increase the number of nurse leaders and this year<br />

have happily extended membership to six new nurse leaders. We are proud to announce<br />

that we currently have 147 members, 38 members living outside of <strong>Vermont</strong>, and one<br />

member is a Virginia Henderson Fellow. You can learn more about becoming a Virginia<br />

Henderson Fellow here: https://www.sigmanursing.org/docs/default-source/Foundation-/<br />

vhf-brochure---low-res-updated.pdf?sfvrsn=2.<br />

We encourage nurse leaders who promote healthy communities through education,<br />

research, and volunteer projects that transform healthcare locally and ultimately globally<br />

to apply online today to join us at https://join.sigmanursing.org by selecting “I am a nurse<br />

leader” on the webpage.<br />

Leaders increase diversity in an organization and can act as mentors assisting<br />

colleagues in promoting evidence-based practice and research and encouraging bravery<br />

to implement change (Wei & Horton-Deutch, <strong>2022</strong>). Leader mentoring is important<br />

work and supports new nurses as they embark on their journey in a very changeable<br />

environment. In mentoring, leaders are able to educate, model, and encourage nurses to<br />

collaborate, publish, engage in research, and develop relationships that support policy<br />

and practice. In doing this work and sharing information, news, and activities between<br />

Sigma chapters and our American <strong>Nurse</strong>s Association we strengthen all of our work.<br />

Sigma Theta Tau International provides a structured onboarding process that creates<br />

a succession plan to promote learning from each other; this includes an orientation to<br />

offices held and can encourage members to develop skills by participating in task forces<br />

and committees. Members also have access to many free or discounted continuing

<strong>August</strong>, September, October <strong>2022</strong> <strong>Vermont</strong> <strong>Nurse</strong> <strong>Connection</strong> • Page 5<br />

nursing education credits. Our new nurses have access to<br />

“Surviving Your First Years as a <strong>Nurse</strong>” and free online<br />

journal access that provides free contact hours.<br />

At the Spring Induction meeting, we hosted Dr. Sandra<br />

C. Garmon Bibb, DNSc, RN, FAAN Sigma Presidentelect,<br />

who passionately discussed this year’s Sigma’s<br />

missions and goals to twenty-four inductees. This set the<br />

stage for the installation of new board Omega Mu at-Large<br />

members <strong>2022</strong>-2023:<br />

• Paulette Thabault, President<br />

• Susan Shayne, Vice President<br />

• Karen McKenny, Treasurer<br />

• Mary Hill, Secretary<br />

• Carolyn Stannard-Carlo, Faculty Counselor -<br />

<strong>Vermont</strong> Technical College<br />

• Corey Bennett, Faculty Counselor - Norwich University<br />

• Virginia Kittell, Awards Committee, Char<br />

• Linda Havey, Governance Committee, Chair<br />

• Julie Jones, Membership Involvement Committee,<br />

Chair<br />

• Leadership Succession Committee Members: Jason<br />

Kirchick and Lisa Fox<br />

• Governance Committee Members: Jess Sherman and<br />

Ann Laramee<br />

The Strategic planning committee of the board also met<br />

to review specific goals to fulfill the mission and vision<br />

of Omega Mu at-Large for the next three, five, and ten<br />

years. Ideas included: community service, scholarship and<br />

research, programming, chapter benefits, communications,<br />

leadership development, financial, recruitment, and<br />

networking. The Omega Mu at-Large Membership will<br />

be surveyed soon to help direct the work they would like<br />

our chapter to undertake and how to get involved. We will<br />

narrow down our goals based on member feedback and<br />

how we can meet the needs as chapter leaders.<br />

In early <strong>2022</strong>, the board sent a survey to members to<br />

find out what our members were looking for in terms of<br />

programming. This review netted some of the following<br />

results: 54.5% of respondents attended an event last year,<br />

86.6 % wanted professional growth and development, and<br />

50% enjoyed the in-person networking we missed over the<br />

last few years. We will use this information and more as a<br />

planning guide moving forward.<br />

Decision Making Regarding Surgical Attire Guidance<br />

Adherence-Beyond New England” by Carole “Gert” Mayes,<br />

Ph.D., RN, NPD-BC, CNOR. Dates will be provided soon<br />

for their 2023 presentations to the membership.<br />

Sigma Theta Tau and the <strong>Vermont</strong> American <strong>Nurse</strong>s<br />

Association are hand in hand in supporting nurses across<br />

the state and having an impact on the health of all of our<br />

populations. <strong>Nurse</strong>s continue to be on the front line, in the<br />

board room, at the decision-making table, in the legislature, the<br />

classroom, hospital, public health department, senior housing,<br />

the list goes on and on. We are brave, bold, and know how to<br />

pull together to gather and share our expertise, our evidenced<br />

based practice, and to support each other as we move through<br />

these challenging times in healthcare and in our profession.<br />

Reference:<br />

Wei, H., & Horton-Deutsch, S. (<strong>2022</strong>). Visionary leadership in<br />

healthcare: Excellence in practice, policy and ethics. Sigma<br />

Theta Tau International.<br />

Susan Shayne, BSN, RN, CPPS has extensive experience<br />

in supporting nursing students and faculty in advocating<br />

for innovative clinical experiences and professional<br />

development. She holds a breadth of healthcare experience<br />

to include specialized pain management and regulatory<br />

compliance. Additionally, she hold specialty certification<br />

as a Certified Professional in Patient Safety. Susan is a<br />

Director on the ANA-<strong>Vermont</strong> Board of Directors and is the<br />

Sigma Theta Tau Omega Mu Chapter Vice President.<br />

The Medical Reserve<br />

Corps of SW <strong>Vermont</strong><br />

Thank you to all the volunteer nurses<br />

and clinicians who joined our Unit<br />

during COVID19 and helped <strong>Vermont</strong> be<br />

the national leader in State vaccinations.<br />

Come join our Unit and be ready for the next emergency or<br />

pandemic! Great training, teamwork and opportunities to<br />

help <strong>Vermont</strong>ers.<br />

Sign-up Today!<br />

VT Health RMS (vermont.gov) | 802-447-6401<br />

In the meantime, here are a few Omega Mu Save the<br />

Dates:<br />

• Walk to End Alzheimer’s at the Shelburne Museum<br />

September 18th: https://act.alz.org/site/TR/<br />

Walk<strong>2022</strong>/VT-<strong>Vermont</strong>?pg=entry&fr_id=15950<br />

• Breast Cancer Making Strides in South Burlington<br />

on October 9th: https://bit.ly/TeamJulieStrides<br />

• Breast Cancer Making Strides in Castleton on<br />

October 16th: https://secure.acsevents.org/site/<br />

STR?fr_id=102813&pg=personal&px=58057998<br />

We are also planning on our fall induction to name<br />

a few upcoming events. Please look for upcoming<br />

communications regarding these events on our Facebook<br />

page https://www.facebook.com/groups/2120701528180899/,<br />

newsletter, and email communication.<br />

The Omega Mu at-Large Chapter also awarded two<br />

research grants this year for research conducted by our<br />

members: “Changing Minds, Changing Lives for <strong>Vermont</strong><br />

<strong>Nurse</strong>s” by Cynthia Peterson, MSN, RN, and an honorable<br />

mention for “Exploring Intraoperative Team Members’<br />

• Inpatient Medical Surgical Unit<br />

• Charge RN- Emergency Room<br />

• Primary Care<br />

• Operating Room<br />

• Maternal/Child Health<br />

• PACU<br />

• ER RN<br />

Voices of <strong>Vermont</strong> <strong>Nurse</strong>s<br />

premiered at VSNA Convention 2000 and<br />

is available from the ANA-<strong>Vermont</strong> Office at:<br />

ANA - <strong>Vermont</strong><br />

4 Carmichael Street, Suite 111, #215<br />

Essex, VT 05452<br />

Price: $20 each book<br />

(plus $3.95 for postage and handling)<br />

Make check or money order payable to:<br />


Name: _____________________________________<br />

Address: ___________________________________<br />

City: _______________________________________<br />

State: __________________ Zip: _______________

Page 6 • <strong>Vermont</strong> <strong>Nurse</strong> <strong>Connection</strong> <strong>August</strong>, September, October <strong>2022</strong><br />

ANA VT Membership Assembly continued from page 1<br />

and re-elect nurse champions to public office. It's critically<br />

important - now more than ever - to make sure nurses have<br />

a seat at the table.<br />

At one point during opening comments, immediately<br />

after a new nurse professed how nervous she was to speak<br />

out, I joyfully reminded the entire room to “Speak up,<br />

even if your voice shakes,” and thanked the new nurse,<br />

everyone in the room, and ANA for their service and<br />

advocacy.<br />

Together, we highlighted and celebrated the work<br />

that ANA has been doing with a hearing on our recently<br />

released ANA Racial Reckoning Statement which you can<br />

view here: https://www.nursingworld.org/practice-policy/<br />

workforce/racism-in-nursing/RacialReckoningStatement/<br />

After a report by the Nominations and Elections<br />

Committee, President Grant again entertained and<br />

educated us all with his elegant and elevating words.<br />

Detailed, concise reports by several ANA Subsidiaries<br />

and Constituent Associations helped us understand our<br />

partnerships and colleagues in the American Academy<br />

of Nursing, American Nursing Credentialing Center,<br />

American <strong>Nurse</strong>s Foundation, and National Student<br />

<strong>Nurse</strong>s Association.<br />

Reports from the ANA Chief Nursing Officer, ANA<br />

Treasurer, and ANA Vice President finished the morning<br />

leaving everyone ready for more, excited for the future of<br />

nursing, and reveling in all that ANA has accomplished.<br />

After lunch, we participated in several dialogue<br />

forums: Impact of Climate Change on Health, Advancing<br />

Solutions to Address Verbal Abuse and Workplace<br />

Violence Across the Continuum of Care, and <strong>Nurse</strong><br />

Staffing. These forums were ripe with discussion and<br />

debate as nurses from all across the country shared their<br />

thoughts, concerns, and aspirations.<br />

<strong>Vermont</strong>’s representatives urged the ANA to be<br />

mindful of “zero tolerance” language in Advancing<br />

Solutions to Address Verbal Abuse and Workplace<br />

Violence Across the Continuum of Care in regards to<br />

certain patient populations - such as children living with<br />

Autism, or adults living with Dementia.<br />

Voting delegates and board representatives of each<br />

state voted in support of all forums.<br />

That evening, we had another Candidate Forum<br />

to meet and greet those running for ANA, which was<br />

followed by Regional Meetings and an ANA-PAC<br />

Reception.<br />

Day two started off with your President and delegate<br />

proudly representing you and <strong>Vermont</strong> nurses, and voting<br />

to choose our new officials!<br />

The APRN Task Force met to work on “Enterprise:<br />

Tools to Dismantle APRN Practice Barriers.”<br />

It wouldn't be a nursing conference without discussing<br />

the impact and implications of COVID-19. We also heard<br />

a warm and heartfelt greeting from the International<br />

Council of Nursing (ICN) President with a message to all<br />

nurses about how important “influence” is and continues<br />

to be, as well as highlighting <strong>Nurse</strong>s For Peace and the<br />

efforts to support Ukraine.<br />

Our own ANA CEO spoke about ANA and nurses as<br />

having emerged from the COVID-19 pandemic stronger<br />

and more determined to achieve our vision and strategic<br />

plan, citing three E’s: Elevate, Engage, and Evolve.<br />

The second morning wrapped up with a Recognition<br />

of Outgoing Members on the ANA Board of Directors,<br />

a Nightingale Tribute, and announcements by ANA Vice<br />

President.<br />

At lunchtime, participants had the option to<br />

participate in one of several meetings: Amplifying the<br />

Voice of the <strong>Nurse</strong>, Addressing the US Opioid Crisis,<br />

The Role of State Nursing Leaders as Instrumental<br />

Stakeholders Feedback Opportunity, Revision of the<br />

Nursing Administration, or Scope and Standards of<br />

Practice<br />

The second day concluded with a Report of the ANA<br />

Professional Policy Committee and Head Teller. Newly<br />

elected officials were also recognized and honored.<br />

<strong>Nurse</strong>s were also given the opportunity to share both<br />

new business and issues they would like to engage in<br />

including reproductive freedom, gun rights, and inclusive<br />

language for LGBTQIA+ individuals.<br />

Closing remarks by the ANA President again left<br />

everyone teary-eyed, laughing, and enlightened. A roomshaking<br />

karaoke to “We Are Family” infused the room<br />

with energy and offered a powerful conclusion to an<br />

amazing and exciting two days!<br />

Join Our Team &<br />

Make a Difference!<br />

All people share a powerful need for the basic necessities of a<br />

good life and a place that understands that good health starts<br />

with a caring touch and a kind word. For over 50 years, the<br />

Community Health Centers of Burlington (CHCB) has provided<br />

access to high quality health care regardless of financial status or<br />

life circumstance. We strive to improve the health of all within the<br />

communities we serve in an environment that conveys respect,<br />

offers support, and encourages people to be actively involved in<br />

their own health care.<br />

<strong>Vermont</strong> <strong>Nurse</strong>s at Membership Assembly<br />

CHCB is an innovative Federally Qualified Health Center with<br />

sites throughout Chittenden County and southern Grand<br />

Isle County. We are an Equal Opportunity Employer and are<br />

especially interested in candidates who can contribute to the<br />

diversity and excellence of the organization.<br />

CHCB is growing and so is our<br />

nursing team!<br />

We have opportunities for<br />

Registered <strong>Nurse</strong>s, <strong>Nurse</strong> Educators,<br />

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and more!<br />

Come join our mission-minded,<br />

collaborative, and creative team!<br />

Apply now on our Career Center at<br />


<strong>August</strong>, September, October <strong>2022</strong> <strong>Vermont</strong> <strong>Nurse</strong> <strong>Connection</strong> • Page 7<br />

Celebrating <strong>Vermont</strong>’s <strong>Nurse</strong>s<br />

– Islane Louis, MSN, PMH-BC<br />

By Betsy Hassan, DNP, RN, NEA-BC, CPPS<br />

On May 13th, <strong>2022</strong> Islane Louis, MSN, PMH-BC was recognized by the <strong>Nurse</strong>s with<br />

Global Impact, Inc. at their 6th Annual <strong>Nurse</strong>s with Global Impact International <strong>Nurse</strong>s<br />

Day event for her work spanning 15 years of nursing.<br />

Islane began her international nursing work in 2007 while living in Haiti. She was<br />

practicing close to a nearby village that had no access to pediatric care. She became<br />

aware of Dr. Karen Schneider, Assistant Professor from Johns Hopkins University School<br />

of Medicine who participated in Mercy Medical Missions, Inc. in Haiti. This connection<br />

and mentorship with Dr. Schneider propelled Islane’s efforts in developing mobile<br />

pediatric clinics, implementing pediatric home visits, providing financial resources for<br />

medical interventions, and providing much needed care to the children of Haiti.<br />

Over her 15 years in this work Islane has had an incredible impact on patients,<br />

families and healthcare teams in Haiti. While she now lives in <strong>Vermont</strong>, she continues<br />

her connection to Haiti through supporting a nursing school there and hopes to plan to<br />

bring nursing students to Haiti as part of an international clinical experience as she is<br />

also Clinical Nursing Faculty for the University of <strong>Vermont</strong> College of Nursing.<br />

In asking Islane what she is most proud of she states, “Honestly, everything I do is<br />

what I am supposed to be doing. I never feel like I’m doing anything extraordinary. I am<br />

most proud of being able to make a difference, even it’s just providing hope to someone<br />

who is hopeless. I am privileged to be a part of their journey.” Islane’s humbleness is a<br />

testament to her benevolent character and aligns with nursing’s greatest work – caring for<br />

those most in need.<br />

<strong>Vermont</strong> is fortunate that Islane chose this as her home and her place of nursing<br />

practice. Our patients, families, nursing students, and communities benefit from her<br />

experience, expertise, and dedication to advancing nursing practice. Congratulations<br />

Islane – so well deserved!<br />

Benefit Bakes Fundraiser<br />

On Tuesday, May 17th the ANA-<strong>Vermont</strong> partnered with American Flatbread in<br />

Burlington for a Benefit Bake night! The Benefit Bake proceeds provide aid in funding<br />

the ANA-<strong>Vermont</strong> Annual Nursing Conference later this fall. Through the generosity of<br />

our community, the ANA-<strong>Vermont</strong> will continue to provide professional development<br />

and continuing education opportunities for <strong>Vermont</strong> <strong>Nurse</strong>s. Thank you for everyone that<br />

came out on May 17th and supported the ANA-<strong>Vermont</strong>!<br />

Pictured here Cynthia Peterson, MSN, RN, CCRN, ANA-<strong>Vermont</strong> <strong>Vermont</strong><br />

<strong>Nurse</strong> <strong>Connection</strong> Editor and Betsy Hassan, DNP, RN, NEA-BC, CPPS,<br />

ANA-<strong>Vermont</strong> Board of Directors<br />

Your next opportunity is at the <strong>Vermont</strong><br />

Veterans’ Home!<br />

We invite you to become part of our health-care<br />

team where we focus on resident-centered care<br />

fulfilling America’s promise to care for our country’s<br />

Veterans, their Spouses, and Gold Star Parents.<br />

Together we strive to create an environment that<br />

provides our residents with the dignity and respect<br />

that they so rightfully deserve.<br />

Pictured here is Islane Louis, MSN, RN, PMH-BC on May 13th, <strong>2022</strong> at the<br />

<strong>Nurse</strong>s with Global Impact, Inc. International <strong>Nurse</strong>s Day event in<br />

New Jersey!<br />

Nursing Employment Opportunities<br />

Licensed Nursing Assistant –<br />

Job Posting ID #32202<br />

Licensed Practical <strong>Nurse</strong> –<br />

Job Posting ID #32242<br />

Registered <strong>Nurse</strong> I – Job Posting ID #32264<br />

Registered <strong>Nurse</strong> II – Job Posting ID #32302<br />

<strong>Nurse</strong> Supervisor –<br />

Job Posting IDs #34301, 32262, 32263<br />

For more information on the above openings or other<br />

opportunities, contact Joyce.Santacross@vermont.gov.<br />

<strong>Vermont</strong> Veterans’ Home website:<br />

https://vvh.vermont.gov<br />

State of <strong>Vermont</strong> careers website:<br />

https://humanresources.vermont.gov/careers<br />

The State of <strong>Vermont</strong> offers an excellent total compensation package. To apply, you must use the online job application at https://careers.<br />

vermont.gov. For questions related to your application, please contact the Department of Human Resources Recruitment Services at<br />

(800) 640-1657 (voice) or (800) 253-0191 (TTY/Relay Service). The State of <strong>Vermont</strong> is an Equal Opportunity Employer.

Page 8 • <strong>Vermont</strong> <strong>Nurse</strong> <strong>Connection</strong> <strong>August</strong>, September, October <strong>2022</strong><br />

US Supreme Court’s Decision<br />

to Overturn Roe vs. Wade:<br />

Is a Serious Setback for<br />

Reproductive Health and<br />

Human Rights<br />

SILVER SPRING, MD – The American <strong>Nurse</strong>s Association (ANA) is dismayed by<br />

the 6-3 ruling of the U.S. Supreme Court in Dobbs v, Jackson Women’s Health which has<br />

overturned the longstanding and significant precedent of Roe v. Wade. The Dobbs ruling<br />

removes the right of all women to access high-quality health care and make personal<br />

decisions about their sexual and reproductive health care. In doing so, it potentially<br />

paves the way for laws that will fundamentally come between patients and health care<br />

professionals, including nurses, who must be guided by ethical obligations to their<br />

patients and the profession.<br />

“ANA is deeply disappointed in the decision to upend Roe v. Wade, which we view<br />

as a legal protection of basic reproductive health rights and human rights,” said ANA<br />

Enterprise CEO Loressa Cole, DNP, MBA, RN, FAAN, NEA-BC.<br />

<strong>Nurse</strong>s have an ethical obligation to safeguard the right to privacy for individuals,<br />

families, and communities, allowing for decision making that is based on full<br />

information without coercion. As the largest group of health care professionals, nurses<br />

have for decades assisted their patients with weighing the benefits, burdens, and available<br />

options, including the choice of no treatment, when discussing sexual health issues and<br />

pregnancy. ANA firmly believes that no nurse should be subject to punitive or judicial<br />

processes for upholding their ethical obligations to their patients and profession.<br />

In March <strong>2022</strong>, ANA affirmed that abortion is a reproductive health alternative<br />

that nurses can discuss when counseling patients. <strong>Nurse</strong>s have a duty to respect the<br />

decisions of their patients, including those decisions that are related to sexual health<br />

and pregnancy. Respect for patient decisions does not mean that the nurse must agree or<br />

support the decision. <strong>Nurse</strong>s can exercise their right to refuse to participate in sexual and<br />

reproductive health care based on ethical grounds, as long as patient safety is assured and<br />

care by others has been arranged.<br />

“No matter their philosophical differences or belief systems, all nurses must strive<br />

to remain consummate health care professionals and display empathy and respect<br />

to all,” said Cole. “This is a complicated issue and deeply personal for all, including<br />

nurses. <strong>Nurse</strong>s, leaders, all health care professionals, and the public must engage on this<br />

issue with empathy and respect.”<br />

ANA will continue to advocate for reproductive justice and sexual health that supports<br />

a patient’s decision and rights in a just society.<br />

###<br />

The American <strong>Nurse</strong>s Association (ANA) is the premier organization representing<br />

the interests of the nation's 4.3 million registered nurses. ANA advances the profession<br />

by fostering high standards of nursing practice, promoting a safe and ethical work<br />

environment, bolstering the health and wellness of nurses, and advocating on health care<br />

issues that affect nurses and the public. ANA is at the forefront of improving the quality<br />

of health care for all. For more information, visit www.nursingworld.org.<br />

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<strong>August</strong>, September, October <strong>2022</strong> <strong>Vermont</strong> <strong>Nurse</strong> <strong>Connection</strong> • Page 9<br />

Celebrating ONL’s <strong>2022</strong> Award<br />

Recipients<br />

The Organization of <strong>Nurse</strong> Leaders has been recognizing the many contributions<br />

and achievements of nurse leaders since 1982. This year, four <strong>Vermont</strong> nurses<br />

received awards. Please join us in congratulating the following nurse leaders on their<br />

achievements:<br />

ANA-<strong>Vermont</strong> - Representing<br />

<strong>Vermont</strong> <strong>Nurse</strong>s: <strong>Vermont</strong><br />

Commission on Women<br />

By Betsy Hassan, DNP, RN, NEA-BC, CPPS<br />

• Carol Conroy, DNP, RN, FAAN received the <strong>2022</strong> Mary B. Conceison Award<br />

which recognizes the outstanding contributions of a nursing service administrator.<br />

Dr. Conroy is a longtime ONL member and recently served as ONL President.<br />

Congratulations to Carol on this well-deserved award!<br />

• Susan Boyer, DNP, MEd, RN, NPD-BC, FAAN received the <strong>2022</strong> Pamela Leigh<br />

Vecchiarino award which recognizes nurse leaders who are patient-focused change<br />

agents committed to improving outcomes. Dr. Boyer was selected to receive this<br />

award based on her leadership, entrepreneurial approach, and scope of impact in<br />

her practice. Congratulations, Dr. Boyer!<br />

• Betsy Hassan, DNP, RN, NEA-BC, CPPS received one of the <strong>2022</strong> Sharon A.<br />

Smith Scholarship Awards this year. Betsy was selected as a recipient of this award<br />

that honors the legacy left by Sharon A. Smith to support nurse leader development<br />

and continued educational journeys. Betsy is currently pursuing a Master of Legal<br />

Studies at Seton Hall University School of Law. Congratulations, Betsy, on this<br />

scholarship award!<br />

• Cynthia Peterson, MSN, RN, CCRN received one of the <strong>2022</strong> Sharon A. Smith<br />

Scholarship Awards this year. Cynthia was selected as a recipient of this award<br />

that honors the legacy left by Sharon A. Smith to support nurse leader development<br />

and continued educational journeys. Cynthia is currently pursuing her PhD in<br />

nursing at the University of Massachusetts Amherst and a graduate certificate in<br />

Healthcare Administration from Champlain College. Congratulations, Cynthia, on<br />

this scholarship award!<br />

The <strong>Vermont</strong> Commission on Women (VCW) was founded in 1964 by Governor<br />

Philip Hoff. Nearly 60 years later, the <strong>Vermont</strong> Commission on Women is governed<br />

by 16 Commissioners appointed by the Governor, Speaker of the House, or the Senate<br />

Committee on Committees, and has an Advisory Council of 27 representatives of<br />

organizations serving women and girls in <strong>Vermont</strong>. 1 The <strong>Vermont</strong> Commission<br />

on Women purpose is “to advance rights and opportunities for women and girls in<br />

<strong>Vermont</strong>.” In supporting this purpose the VCW:<br />

• “conducts research and study of issues affecting the status of women in <strong>Vermont</strong>;<br />

• advises and consults with the executive and legislative branches of State<br />

government on policies affecting the status of women in <strong>Vermont</strong>;<br />

• educates and informs business, education, State and local governments, and the<br />

general public about the nature and scope of sex discrimination and other matters<br />

affecting the status of women in <strong>Vermont</strong>;<br />

• serves as a liaison and clearinghouse between government, private interest groups,<br />

and the general public concerned with services for women.” 1<br />

The ANA-<strong>Vermont</strong> serves as a member of the Advisory Council to the <strong>Vermont</strong><br />

Commission on Women. In this role the ANA-<strong>Vermont</strong> Advisor participates in<br />

meaningful dialogue on a monthly basis and adds the unique perspective of the nursing<br />

paradigm. Meetings occur monthly from September to June. If you’d like to learn more<br />

visit the website at https://women.vermont.gov/who_we_are.<br />

Betsy Hassan, DNP, RN, NEA-BC, CPPS is a board certified nurse leader and<br />

holds a doctorate of nursing practice from the MGH Institute of Health Professions.<br />

She represents <strong>Vermont</strong> <strong>Nurse</strong>s perspectives as an Advisory Council member to the<br />

<strong>Vermont</strong> Commission on Women. Her professional areas of expertise include workforce<br />

development, professional development, shared decision making, and leadership.<br />

1 About Us | Commission on Women (vermont.gov)

Page 10 • <strong>Vermont</strong> <strong>Nurse</strong> <strong>Connection</strong> <strong>August</strong>, September, October <strong>2022</strong><br />

Marilyn Rinker Memorial<br />

Scholarship<br />

Marilyn Rinker Leadership Scholarship Application<br />

Application – 2023 deadline: March 25, 2023<br />

Name: ______________________________________________________________<br />

Address: _____________________________________________________________<br />

Telephone #: _____________________ Email Address: _______________________<br />

Vt RN Lic #______________________ VONL member since __________________<br />

School of Nursing: _____________________________________________________<br />

Currently in which year? 1 2 3 4 year of graduation (if applicable) ________________<br />

Graduate school ________________________ 1st yr __________ 2nd year__________<br />

expected date of graduation_______________<br />

If employed in nursing, current employer ___________________________________<br />

Currently receiving Financial Aid, Grants, Scholarships? Yes ________ No ________<br />

If yes please list the sources_______________________________________________<br />

Please attach to this form:<br />

1. Résumé<br />

2. Most recent transcript of grades demonstrating a cumulative average of 3.0 (B)<br />

3. A brief essay (500 words or less) describing nursing leadership experience and<br />

aspirations, community service experience, commitment to serve in <strong>Vermont</strong>,<br />

and financial need<br />

4. At least two (2) letters of recommendation (at least one academic and one work<br />

related)<br />

5. Evidence of acceptance in an accredited program leading to an advanced degree<br />

in nursing if not yet matriculated.<br />

I understand that if I receive an Advanced Degree <strong>Nurse</strong> Leaders<br />

Scholarship, I commit to practice nursing in <strong>Vermont</strong> for a minimum period<br />

of two years following graduation.<br />

Student signature: _______________________________ Date: __________________<br />

Return application (with attached materials) before March 25, 2023 to:<br />

Martha Buck, VAHHS/VONL<br />

148 Main Street, Montpelier, VT 05602<br />

(802)223-3461/ext. 111 Martha@vahhs.org<br />

The Marilyn Rinker Memorial Scholarship Award was established by the <strong>Vermont</strong><br />

Organization of <strong>Nurse</strong> Leaders in 2009 to honor Marilyn’s lifelong commitment and<br />

dedication to professional nursing practice, nursing education and leadership. Marilyn<br />

held many leadership positions during the course of her career such as Nursing<br />

Director for Medicine and Cardiology at Fletcher Allen Health Care (University of<br />

<strong>Vermont</strong> Medical Center); Oncology Clinical Coordinator at the <strong>Vermont</strong> Regional<br />

Cancer Center; Clinical Research <strong>Nurse</strong> and Educator in <strong>Vermont</strong> and Rhode Island;<br />

and, BSN Nursing Program Director at Norwich University. Marilyn also served as<br />

the Executive Director of the <strong>Vermont</strong> State <strong>Nurse</strong>s’ Association and President of the<br />

<strong>Vermont</strong> Organization of <strong>Nurse</strong> Leaders.<br />

This award provides scholarship support in the amount of $1000 for a qualified<br />

registered nurse to participate in an approved course of study leading to an advanced<br />

degree with an emphasis in nursing leadership.<br />

Application Criteria for the Marilyn Rinker Memorial Award<br />

1. Current member of ONL<br />

2. Registered nurse or advanced practice registered nurse currently licensed in the<br />

state of VT*<br />

3. Demonstrated commitment to nursing leadership as evidenced by participation<br />

in professional seminars, organizations, work accomplishments, project,<br />

recommendations of peers<br />

4. Currently enrolled or accepted in an accredited program that will lead to an<br />

advanced degree in nursing<br />

5. Willingness to commit to completing the program as indicated by realistic<br />

timeframe.<br />

6. GPA of 3.0 or the equivalent<br />

7. Two (2) supportive professional recommendations<br />

8. A double-spaced, short essay (500 words or less) of the reasons this nominee<br />

should receive the award according to the criteria listed above<br />

9. Nominee’s current Curriculum Vitae<br />

Nominations must be submitted by March 25, 2023. Annual scholarship award<br />

announcement will be made at the member reception and awards gala at the ONL<br />

Annual Meeting.<br />

*<strong>Vermont</strong> RNs will receive first priority. Applicants from other states will be<br />

considered if there are no applicants from <strong>Vermont</strong> or the scholarship criteria are not<br />

met by applicants from <strong>Vermont</strong>.<br />

https://survey.zohopublic.com/zs/6AbihO<br />

Do you consider yourself a patient champion?! Do you want to create a caring<br />

community, where patients seeking mental health find hope, compassion, and<br />

excellent clinical care? Collaborative Solutions Corporation/Second Spring<br />

Intensive Residential Programs is seeking energetic Registered <strong>Nurse</strong>s, like you,<br />

who are ready to be part of a holistic, collaborative, multidisciplinary team that<br />

is devoted to delivering high-quality residential care to <strong>Vermont</strong>ers with chronic<br />

and persistent mental health diagnoses.<br />

Apply directly to join our team:<br />

brattlebororetreat.org/careers<br />

Start on a Career Path with a Purpose<br />

Inspired by the courage of our patients, the Brattleboro Retreat is dedicated to children, adolescents<br />

and adults in their pursuit of recovery from mental illness, psychological trauma and addiction. We<br />

are committed to excellence in treatment, advocacy, education, research and community service.<br />

In addition to our beautiful campus, nurses enjoy:<br />

• 12 hour shifts<br />

• Competitive pay $34.51- $52.93/hr depending on experience<br />

• Peace of mind working in a safe, low-risk environment for COVID-19<br />

• Extensive clinical orientation<br />

• Collaborative work environment<br />

• Ongoing in-house clinical education<br />

• Training in Six Core Strategies, an evidenced-based framework to reduce<br />

conflict in the inpatient behavioral health setting<br />

• Robust benefits<br />

• Generous signing bonus<br />

Students encouraged to apply! Talk to our RN Recruiter:<br />

Grace Albert-Gardner, BSN, RN: galbertgardner@brattlebororetreat.org<br />

We are looking for <strong>Vermont</strong> RNs with great clinical skills and an even greater<br />

desire to provide compassion and hope to people who have frequently<br />

experienced many difficulties in their lives. We welcome applications from<br />

seasoned professionals and new graduates alike!<br />

A general description for this position is:<br />

• Provide primary and psychiatric nursing care to patients with both chronic<br />

and acute conditions; assess patients for signs and symptoms of mental<br />

illness and their response to treatment<br />

• Participate in daily primary-care in interdisciplinary treatment team<br />

population management planning; review and analyze clinical data to<br />

evaluate the effectiveness of the treatment plans<br />

• Perform disease prevention and infection prevention/control activities<br />

• Perform delegation to unlicensed staff<br />

This position is not for LPN’s, LNA’s, or Traveling <strong>Nurse</strong>s.<br />

Please check out our website to learn more:<br />


<strong>August</strong>, September, October <strong>2022</strong> <strong>Vermont</strong> <strong>Nurse</strong> <strong>Connection</strong> • Page 11<br />

ANA-VT<br />

Membership Application<br />

Nursing continues to be the most trusted<br />

profession as indicated in annual surveys. This<br />

attests to the collective contributions nurses make<br />

as they care for patients, families and communities.<br />

Efforts of individual nurses however deserve special<br />

recognition by colleagues, employers, patients,<br />

families and friends. There are many reasons<br />

to Honor a <strong>Nurse</strong> such as: to thank a mentor, to<br />

acknowledge excellent care given by a nurse to a<br />

patient, to celebrate a milestone such as a birthday<br />

or retirement, or to recognize a promotion. Just<br />

think for a moment, you will know a nurse to honor.<br />

Celebration: The honored nurses and the persons<br />

nominating them will be recognized at the ANA-<br />

<strong>Vermont</strong> Convention in <strong>2022</strong>. The honored nurses<br />

each will receive a certificate identifying the person<br />

recognizing her/him as well as the reason for the<br />

honor. Submit nominations by: September 1, <strong>2022</strong>.<br />

All contributions are tax deductible to the full<br />

extent allowed by law. ANA-<strong>Vermont</strong> Foundation<br />

is a 501(c)3 organization. Nominations this year are<br />

online.<br />

Please go here to nominate someone:<br />

https://www.nursingworld.org/foundation/<br />

donate/honor-a-nurse/<br />









CALL THE ANA-<strong>Vermont</strong> OFFICE @<br />

(802) 651-8886<br />

The Northeast Multi-State Division, (NE-MSD) is accredited as an<br />

approver of continuing education in nursing by the American <strong>Nurse</strong>s’<br />

Credentialing Center’s Commission on Accreditation.

Page 12 • <strong>Vermont</strong> <strong>Nurse</strong> <strong>Connection</strong> <strong>August</strong>, September, October <strong>2022</strong><br />

Where Do I Go From Here?<br />

Sharon Broscious, PhD, RN<br />

Program Director South University RN-BSN<br />

Online Program<br />

Reprinted with permission from Virginia <strong>Nurse</strong>s Today,<br />

<strong>August</strong> 2021 issue<br />

As the COVID-19 pandemic winds down, you may be<br />

asking yourself questions about your professional future.<br />

What’s my next career step? What does my professional<br />

future hold for me? The stress of the COVID-19 pandemic<br />

may have created these nagging questions for you, and<br />

you might be unsure what steps you should take to<br />

answer them. The physical, emotional, psychological, and<br />

financial impact of the pandemic on nurses has been well<br />

documented. A plethora of publications in professional<br />

journals and on websites as well as newspaper and television<br />

reports have discussed the impact of the COVID-19<br />

pandemic on nurses. Terms such as burnout, compassion<br />

fatigue, moral injury, PTSD, and healthcare worker<br />

exhaustion are used to describe the physical and mental<br />

effects of COVID-19 on healthcare providers (Chan, 2021;<br />

ICN, 2021). In an interview on NPR, the phrase “crushing<br />

stress” of the COVID-19 pandemic was used (Fortier, 2020).<br />

Not only did the nursing workload change – increased<br />

number of patients per assignment, increased number of<br />

shifts, increased length of workday due to insufficient<br />

staff – but also other factors compounded the stress on<br />

staff. Lack of equipment such as PPE, the unknowns about<br />

the disease itself with policies changing almost daily,<br />

and perceived lack of support from leadership have also<br />

contributed to the COVID effect (ICN, 2021) on nurses.<br />

Some facilities attempted to prepare and support staff for<br />

the pandemic surges, to varying levels of successful impact.<br />

While providing meals to nurses who could not take time<br />

for a meal break was helpful, as the pandemic persisted,<br />

nurses needed more support from their leadership teams.<br />

The recent COVID-19 report released by the<br />

International Council of <strong>Nurse</strong>s (ICN) (2021) describes the<br />

exacerbation of burnout and exhaustion of nurses during<br />

2020. National nursing associations reported approximately<br />

80% of their members identified as feeling stressed. In a<br />

survey of healthcare workers conducted by Mental Health<br />

America (Lagasse, 2020), 93% indicated feeling stressed,<br />

and 76% reported feeling burned out with 55% questioning<br />

their career focus. Similar results were found in a survey<br />

from Brexi (2020) with 84% of responding healthcare<br />

workers identifying some burnout and 18% reporting total<br />

burnout. In addition, almost half had considered quitting<br />

their job, retiring, or changing their career focus. The top<br />

five stressors that respondents identified, in order, were<br />

“fear of getting COVID-19, long hours/shifts, general state<br />

of the world, fear of spreading COVID-19, and family<br />

responsibilities/issues” (Berxi, 2020, para 2). Additional<br />

stressors identified by Shun (2021) include physical,<br />

emotional and moral distress related to ethical issues<br />

faced by nurses such as dealing with patient deaths, scarce<br />

resources, and forced changes in practice.<br />

The 2021 Frontline <strong>Nurse</strong> Mental Health and Well Being<br />

Survey (Trusted Health, 2021) revealed for nurses under<br />

age 40, 22% indicated they were less committed to nursing.<br />

Ninety-five percent of the nurses responding indicated<br />

their physical and mental health were not a priority in their<br />

workplace or the support received from leadership was<br />

inadequate. Finally, 66% of respondents indicated they<br />

were experiencing depression and a decline in their physical<br />

health. A poll by the Washington Post-Kaiser Family<br />

Foundation (2021) indicated 62% of healthcare workers felt<br />

mentally stressed from the pandemic with their greatest<br />

fears of them getting infected, infecting their families, or<br />

other patients. Another challenge identified was working<br />

while wearing PPE (Kirzinger et al., 2021).<br />

Prior to the pandemic, Shah, et al. (2021) reported<br />

burnout was the third leading cause of nurses leaving their<br />

jobs. However, the pandemic intensified levels of stress<br />

and burnout. From the perspective of Maslow’s hierarchy,<br />

Virkstis (2021) described the need for leadership to focus<br />

on basic needs of staff, not high level self-actualization.<br />

The basic needs were identified as: a safe working<br />

environment, clear mission, time to reflect on what was<br />

happening, and time to connect with peers.<br />

Considering the factors identified here, it is no surprise<br />

that you may be asking what is the next step for you in<br />

handling stress, burnout, and career questions.<br />

Step 1 – Do I stay where I am?<br />

You may be asking the following: Do I leave my job as<br />

other nurses have? Do I want to, or can I continue working<br />

where I am? Do I just need some time off?<br />

The first step to take is self-reflection or self-evaluation. If<br />

you are unsure about a change, pause and take some time to<br />

think about it. Consider staying where you are to determine<br />

how your workday has changed after COVID-19 and<br />

whether factors such as workload, staffing, and equipment,<br />

for example, have improved. Remember wherever you go,<br />

everyone will be rebuilding after the pandemic and trying to<br />

return to a previous level of normalcy, or an improved level<br />

based on lessons learned from the pandemic.<br />

Before making a decision, reflect on your job prior to<br />

the pandemic. Was this job a good fit for you? Were you<br />

happy with your job? Answers to these questions can<br />

guide you to remain in your current job to see if those<br />

same positive feelings come back after the pandemic. The<br />

area you work in may not be exactly the same as it was,<br />

but it could be even better. Other reasons leading you to<br />

consider a change may include the work environment,<br />

the leadership of your current unit, or lack of potential<br />

for growth in your current position. This introspective<br />

evaluation provides time to think about other opportunities<br />

or make plans for change if that is your final decision.<br />

Step 2 – Do I change my career path?<br />

There are numerous websites that provide steps to take<br />

when changing your specialty or your role, but the first<br />

step should be:<br />

1. Identify your passion. What makes you happy? Selfreflection<br />

and serious thought can help provide this<br />

answer.<br />

Additional steps to consider include:<br />

2. Complete a SWOT analysis. Guidelines for completing<br />

a SWOT analysis can be found on the internet.<br />

• Identify your strengths: skills, experiences,<br />

education, support from peers/family.<br />

• Identify weaknesses: communication skills,<br />

leadership skills, skills needed for a new path.<br />

• Identify opportunities: What specialty areas might<br />

be of interest? Do you want to be in a hospital

<strong>August</strong>, September, October <strong>2022</strong> <strong>Vermont</strong> <strong>Nurse</strong> <strong>Connection</strong> • Page 13<br />

or in the community? Do you want to move to<br />

administration or education and have less direct<br />

patient contact? What works for your family?<br />

The Johnson & Johnson Campaign for Nursing’s<br />

Future, provides information about 96 nursing<br />

specialties; this might be a good place to start<br />

looking for new opportunities as it may present some<br />

potential employment ideas you had not previously<br />

considered. A list of more than 100 nursing<br />

organizations is available at https://nurse.org/orgs.<br />

shtml In addition, the Illinois Nursing Workforce<br />

Center web page includes a list of professional<br />

nursing organizations (http://nursing.illinois.gov/<br />

nursingspeciality.asp).<br />

• Identify threats. What barriers exist that might<br />

keep you from making this change – family<br />

responsibilities, work hours desired, access to a<br />

new role in your geographic area, skills or specific<br />

educational background needed. A threat such as<br />

educational level may turn into an opportunity to<br />

return to school.<br />

3. What are your goals in five or ten years?<br />

4. When you have decided on a new role – develop an<br />

action plan or timeline to establish your transition<br />

to the new role. What steps do you need to take to<br />

make this change?<br />

5. Refresh your resume. While you may consider that a<br />

move from pediatrics to geriatrics would not provide<br />

you with appropriate skills, there are many skills<br />

you have that are transferable – your assessment<br />

skills for example, understanding lab results,<br />

providing care to someone who may be unable to<br />

describe how they feel, or organization skills.<br />

6. Network. Talk to someone who currently works in<br />

the specialty you are considering. If the specialty<br />

has a professional organization, peruse their website,<br />

attend a local meeting, or read their journals and<br />

social media networks to help you connect with<br />

nurses in the specialty you are considering.<br />

7. Draw on your support system and mentors to<br />

overcome any barriers/challenges that may be<br />

keeping you from making a change.<br />

8. Resources on the VNA/ANA websites provide<br />

information about available jobs, resume writing,<br />

and interviewing. Scheduling a live meeting with a<br />

career coach is also available.<br />

9. After you have made a specialty change, give<br />

yourself a chance to get acclimated to the new path<br />

you have chosen.<br />

10. Consider staying on good terms with your current<br />

employer. A reference will be needed when applying<br />

for a new position. Staying on good terms may also<br />

be beneficial if the new specialty or organization<br />

change does not work out.<br />

Step 3 – Do I leave nursing and change my profession?<br />

Your reflection may lead you to leaving the nursing<br />

profession. Many of the steps in this process are the same<br />

or similar to the steps above in changing your career path.<br />

1. Begin again with self-reflection/evaluation. What<br />

makes you feel fulfilled? What would you like to do?<br />

What are your interests?<br />

2. Identify areas of interest. There are a number of free<br />

aptitude tests available on the internet that can guide<br />

you in identifying a new career or attend a career<br />

fair. New careers could be with pharmaceutical<br />

companies, insurance companies, the government, or<br />

in education for example.<br />

3. Complete a SWOT analysis<br />

4. What are your goals?<br />

5. Identify the skills/education needed for the new career<br />

6. Develop action plan<br />

7. Network<br />

8. Career counseling – obtain a career coach, see the<br />

VNA/ANA websites<br />

9. Connect with your support system<br />

10. Keep your license current, you may decide at some<br />

point in time you want to return to nursing.<br />

The COVID-19 pandemic has likely changed you<br />

personally and professionally, has certainly changed<br />

healthcare, and has without a doubt changed the world.<br />

What you do to fulfill your life is a priority, so take time<br />

to carefully consider what you want to do and where you<br />

want to be.<br />

As Steve Jobs (2005) said, “Your work is going to<br />

fill a large part of your life, and the only way to be truly<br />

satisfied is to do what you believe is great work. And the<br />

only way to do great work is to love what you do. If you<br />

haven’t found it yet, keep looking. Don’t settle. As with all<br />

matters of the heart, you’ll know when you find it.”<br />

References<br />

Berxi. (December 8, 2020). State of healthcare workers in<br />

2020. Business Wire. https://www.businesswire.com/news/<br />

home/20201208005303/en/<br />

Chan, G.K., Bitton, J.R., Allgeyer, R.L., Elliott, D., Hudson,<br />

L.R., Moulton Burwell, P. (May 31, 2021) The impact of<br />

COVID-19 on the nursing workforce: A national overview<br />

OJIN: The Online Journal of Issues in Nursing 26 (2),<br />

Manuscript 2. DOI:10.3912/OJIN.Vol26No02Man02<br />

Fortier, J. (December 16, 2020). ICU Workers are quitting due<br />

to crushing stress from COVID-19 surge. (Radio broadcast)<br />

Morning Edition – NPR.<br />

International Council of <strong>Nurse</strong>s. (January 13, 2021). The<br />

COVID-19 Effect: World’s nurses facing mass trauma, an<br />

immediate danger to the profession and future of our health<br />

systems.<br />

ICN, https://www.icn.ch/news/covid-19-effect-worlds-nursesfacing-mass-trauma-immediate-danger-profession-andfuture-our<br />

Jobs, S. (June 12, 2005), Stanford Commencement Address.<br />

https://news.stanford.edu/2005/06/14/jobs-061505/<br />

Kirzinger, A, Kearney, A, Hamel, L., & Brodie M. (April 6,<br />

2021). KFF/The Washington Post Frontline Health Care<br />

Workers Survey. https://www.kff.org/report-section/<br />

kff-the-washington-post-frontline-health-care-workers-<br />

survey-toll-of-the-pandemic/?utm_campaign=KFF-2021-<br />

polling-surveys&utm_medium=email&_hsmi=2&_<br />

hsenc=p2ANqtz--iaCcoAuZ0CZUTZn7HHpdxV5L9Fup<br />

s2XQo2KMt8EYKKP_J3ppmXnSGWTPlbCKV22LE_<br />

QkSI0MO__BEFpHKrtaZ9CXF8w&utm_content=2&utm_<br />

source=hs_email<br />

Lagasse, J. ed (December 8, 2020) Healthcare workers<br />

experiencing burnout, stress due to COVID-19<br />

pandemic. Healthcare Finance News https://www.<br />

healthcarefinancenews.com/news/healthcare-workersexperiencing-burnout-stress-due-covid-19-pandemic<br />

Shun, S.C. (2021). COVID-19 Pandemic: The challenge to<br />

the professional identity or nurses and nursing education.<br />

The Journal of Nursing Research 29(2), e138. doi: 10.1097/<br />

JNR.0000000000000431<br />

Shah, M.K., Gandrakota, N., Cimiotti, J.P., Ghose, N., Moore,<br />

M., & Ali, M. (2021). Prevalence of and factors associated<br />

with nurse burnout in the US. JAMA Network Open 4(2),<br />

e2036469 doi:10.1001/jamanetworkopen.2020.36469<br />

Trusted Health. (2021). 2021 Frontline <strong>Nurse</strong> Mental Health &<br />

Well- Being Survey https://www.trustedhealth.com/notahero<br />

Virkstis, K. (March 11, 2021). <strong>Nurse</strong> burnout didn’t start with<br />

Covid-19. (And it won’t end with Covid-19, either.). Advisory<br />

Board https://www.advisory.com/daily-briefing/2021/03/11/<br />


Page 14 • <strong>Vermont</strong> <strong>Nurse</strong> <strong>Connection</strong> <strong>August</strong>, September, October <strong>2022</strong><br />

Challenges in the Nursing Workforce, Graduate Nursing<br />

Education, and Future of Nursing<br />

Georgianna Thomas, D.Ed., MSN, RN<br />

Somi Nagaraj, DNP, MSN, RN, CSSGB, CONTL<br />

Reprinted with permission from Illinois The Nursing Voice<br />

September 2021 issue<br />

The healthcare sector is an intricate, albeit<br />

fundamental, part of ancient and modern societies. It<br />

comprises a long list of agents, from the individual seeking<br />

healthcare services to the medical staff and nurses, all<br />

operating within a legal framework involving providers,<br />

consumers, insurance companies, government, medical<br />

schools, nursing schools, and regulatory institutions<br />

(Amorim Lopes et al., 2015).<br />

The healthcare market is always composed of both<br />

suppliers of health services and patients demanding their<br />

services. On the one side is the workforce of physicians,<br />

nurses, and remaining clinical staff educated according<br />

to standards and criteria, ready to assist those in need.<br />

On the other side stand the forces that drive the demand<br />

for medical services, strongly related to demographic,<br />

socioeconomic, and epidemiological factors. Analyzing<br />

these two market forces is a critical step in assessing<br />

whether the available health care human resources are<br />

enough in quantity and skills to meet the current and<br />

future demand in due time and may lay solid foundations<br />

for further research, considering perhaps changes to the<br />

existing health policy framework (Amorim Lopes et al.,<br />

2015).<br />

A high degree and extent of uncertainty affect supply<br />

and demand: asymmetric information between physicians,<br />

nurses, and patients, restrictions on competition, an aging<br />

workforce in all areas, strong government interference,<br />

and supply-induced demand are some of the most glaring<br />

differences that can be pinpointed. These may be relevant<br />

when assessing the impact of any policy involving<br />

Healthcare Human Resource [HHR] planning (Amorim<br />

Lopes et al., 2015).<br />

Supply<br />

Supplying human capital with the appropriate expertise<br />

to enable workers to perform and satisfy the demand for<br />

health care is no simple task. The time and effort required<br />

to equip HHR, especially physicians and advanced nurse<br />

practitioners, exceeds most other professions. In some<br />

particular healthcare professions, the set of necessary<br />

skills to qualify for medical practice is acquired through<br />

extensive academic learning, which involves enrollment in<br />

long courses that may take up decades to complete due to<br />

a strict licensing process. The analysis of the medical and<br />

nurse education process is relevant but may be insufficient,<br />

as several other factors may affect the efficiency and<br />

effectiveness of the care services delivered (Amorim<br />

Lopes et al., 2015).<br />

Despite the limitations, some measures to overcome<br />

imbalances in the quantity (number) of physicians and<br />

nurses have already been identified in the health policy<br />

literature (Chopra et al., 2008), namely the following:<br />

increasing the number of domestic- and foreign-trained<br />

medical graduates or increasing the number of medical<br />

and nursing schools and classroom sizes; increasing the<br />

enrollment limits; reducing the requirements for entry<br />

to medical and nursing schools; raising the wages of the<br />

medical and nursing staff, as well as the perspectives for<br />

their future career path; or reducing the costs of attending<br />

medical and nursing school, which may encourage<br />

potential students to enroll. These proposals are shortterm<br />

measures to alleviate the immediate stress put on<br />

the healthcare system triggered by an undersupply of<br />

personnel and may not be suitable for tackling long-term<br />

imbalances due to huge shortages or surpluses of medical<br />

and nursing staff (Amorim Lopes et al., 2015).<br />

Demand<br />

Demand for health care is a derived demand<br />

(Grossman, 1972), which means that people do not seek<br />

health care services as a final good for consumption but<br />

as an intermediate service allowing them to be healthy<br />

and to improve their stock of health capital (well-being).<br />

They want to improve their health, and to do so; they seek<br />

healthcare services (Amorim Lopes et al., 2015).<br />

The concept of needs in health care is not consensual<br />

in the health literature, with a semantic confusion arising<br />

from its use in health economics (Hall & Mejia, 2009).<br />

While the economic or effective demand translates the<br />

actual, observed demand, usually measured in terms<br />

of service utilization ratios such as bed occupancy<br />

rates, number of inpatients, the needs component tries<br />

to fully encompass the epidemiological conditions that<br />

characterize a given population, measured through<br />

morbidity and mortality rates or by the opinion of a<br />

panel of experts, and how that may translate into a given<br />

quantity of required healthcare services. Therefore, we see<br />

that the classical concept of economic demand may not<br />

reflect the biological needs of the population, as it may<br />

leave out the necessities of the population regardless of<br />

their ability to pay (Amorim Lopes et al., 2015).<br />

An integrated approach uses a dynamic, systemlevel<br />

perspective covering key drivers of supply and<br />

demand that includes manpower planning and workforce<br />

development is critical to overcoming such challenges<br />

(Stordeur et al., 2010). The importance of paying attention<br />

to needs is also continuously stressed, as changes<br />

in the health patterns of the populations take place<br />

(Tomblin et al., 2009). The impact of microeconomic<br />

and organizational changes in productivity and the<br />

skill mix, of the evolution of demand for healthcare<br />

services, and also of the evolution of health diseases<br />

and its potential impact on the health system. The given<br />

quantity of workers may provide more or less healthcare<br />

services depending on their productivity and skill mix,<br />

influencing the conversion from headcounts to full-time<br />

equivalents (FTEs). Such conversion is critical to properly<br />

assess the healthcare workforce, as a significant number<br />

of physicians and nurses work part-time only. For this<br />

reason, FTE is a more accurate measure as it normalizes<br />

headcounts. On the demand side, economic (effective)<br />

demand can be initially measured by analyzing utilization<br />

indicators. How this demand will evolve in the future<br />

will then be subject to typical economic factors such as<br />

demography and the growth of the income/GDP (Amorim<br />

Lopes et al., 2015).<br />

In parallel, potential needs can be assessed by<br />

incorporating the incidence and prevalence of diseases<br />

and then mapping a given disease to an estimate of FTE<br />

requirements. Whether future supply forecasts should<br />

tackle all of the estimated needs is a decision left to the<br />

consideration of the policymaker, as the analysis does not<br />

incorporate financial constraints. Despite the abundance<br />

of approaches and techniques to determine supply and<br />

need for professionals, none of the methodologies has<br />

ultimately proved to be superior (Ricketts, 2011).<br />

Recent studies testing current forecasting models show<br />

that there is still plenty of room for improvement given<br />

the gap between projected and actual results (Greuningen<br />

et al., 2013). It becomes even clearer that workforce<br />

planning should be accurate and performed in due time,<br />

given the attritions and the delays in enacting policies<br />

in the healthcare sector. Adapting medical and nursing<br />

schools, altering legislation, and changing roles is an effort<br />

that may take years to bring forth. Therefore, planning<br />

has to target a long enough time horizon to be useful and<br />

applicable and has to be done pre-emptively (Amorim<br />

Lopes et al., 2015).<br />

Accurate HHR planning requires an approach that is<br />

both integrated and flexible, featuring supply and demand<br />

(potential and effective) and incorporating less tangible<br />

factors, such as skill mix and productivity (Amorim Lopes<br />

et. al., 2015).<br />

Academia<br />

Looking at the area of academia, there are many issues<br />

at hand that present challenges for nursing education at the<br />

doctoral level. Having enough faculty to provide quality<br />

education to those interested in pursuing a doctoral degree<br />

in nursing relies on competent individuals. Presently there<br />

are two types of doctoral degrees one can earn, both are<br />

terminal degrees, and both allow nurses to continue<br />

to practice in the clinical field. The Doctor of Nursing<br />

Practice (DNP) has a clinical focus that allows the nurse<br />

to possess expert knowledge to influence healthcare<br />

outcomes across direct patient care, advocating for<br />

healthcare policy implementation, and collaborating with<br />

organizational leadership (Leveck, 2020, Chism 2010).<br />

The Doctor of Philosophy (PhD) focuses on research in<br />

advancing the nursing profession and change the quality<br />

of patient care and outcomes in the field. PhD nurses<br />

also teach and mentor nurses at the college and university<br />

level, growing the next cohorts of professional nurses.<br />

There is a difference between these two degrees in their<br />

primary foci and length of education (registerednursing.<br />

com). However, the DNP degree has become the more<br />

sought-after degree, and individuals who have earned it<br />

are considered equal at many institutions in academia in<br />

relation to tenure attainment and administrative positions.<br />

It was more common to see the individual with a PhD in<br />

the academic setting. However, individuals seeking this<br />

degree are decreasing in number, and some individuals are<br />

having difficulty completing their dissertation. This adds<br />

to the faculty shortage we continue to experience in the<br />

profession. There is a distinction between the two degrees<br />

and needs to be recognized and valued in advancing new<br />

nurses, however, the DNP graduate is more prepared for<br />

the clinical arena.<br />

According to Drs. Di Fang and Karen Kesten, one-third<br />

of the current nursing faculty workforce in all levels of<br />

education are expected to retire by 2025 (ANA Fact Sheet,<br />

2020). This will certainly have an effect on the numbers of<br />

students who will be accepted when they apply for nursing<br />

education overall.<br />

Continuous changes in the nursing and medical fields<br />

have been rapidly evolving because of technology and<br />

studies such as the genome project. Graduate student<br />

feedback to courses and discussions with clinical affiliates<br />

to the college/university are two ways that information can<br />

be ascertained in relation to curricular issues for content.<br />

Accreditation standard revisions and the recently adopted<br />

Essentials with emphasis on outcomes and competencies<br />

in learning have also added to many of the changes<br />

schools are making to revise overall curriculums (AACN,<br />

2021). Learning theories are used to expose students to<br />

various learning experiences. Online teaching, simulation,<br />

inter-professional learning, case studies, and other<br />

teaching formats take much time to prepare and grade and<br />

may not all be familiar for present faculty to fulfill.<br />

Interdisciplinary education (IPE) among the various<br />

healthcare providers is expected to be utilized in schools.<br />

This type of education provides shared experiences that<br />

allow for better understanding, improved engagement, and<br />

clearer insight into cooperation in the work environment<br />

and quality patient care. This activity in schools with<br />

major medical affiliations has an edge in providing<br />

this type of learning while many smaller colleges and<br />

universities struggle to gain this opportunity. Many IPE<br />

opportunities that do exist are noted through simulationenhanced<br />

activity (Fawaz, 2018). Although simulation<br />

is helpful, real-time situations may affect the learner<br />

differently when exposed.<br />

Technology has become more influential in our lives,<br />

especially after the past year and a half of pandemic<br />

experiences. However, online education is not a new<br />

concept in education. Use of learning platforms, Zoom<br />

meetings, Wiki’s, Google docs, social media, Electronic<br />

Health Records, and so on have not been mastered by<br />

all in education, faculty, or student. Many students like<br />

the idea behind online learning in that they can study at<br />

their own pace often or at a time that is most convenient<br />

for them. This strategy for education allows for flexibility<br />

to view course material in both an asynchronous and, at<br />

times, synchronous format. Faculty find this learning<br />

takes more time in their schedule for preparation and<br />

grading than when classes met traditionally. Class size<br />

is not always capped. Lack of support staff with course<br />

development and difficulty managing technological<br />

changes have been identified as barriers to distance<br />

education (Iwasiw et al., 2020). This becomes frustrating<br />

to both teacher and student in that the partnership that<br />

develops in learning is not fully developed.<br />

Future of Nursing<br />

The Future of Nursing 2020-2030: Charting a Path to<br />

Achieve Health Equity, study sponsored by Robert Wood<br />

Johnson Foundation identified, that a nation cannot thrive<br />

fully until everyone can live their healthiest possible life,<br />

and helping people live their healthiest life is and has<br />

always been the essential role of nurses. The ultimate<br />

goal is to achieve health equity in the United States built<br />

on strengthened nursing capacity and expertise (National<br />

Academies of Sciences, Engineering, and Medicine, 2021).<br />

The committee developed a framework identifying<br />

the key areas for strengthening the nursing profession<br />

to meet the challenges of the decade ahead. These areas<br />

include the nursing workforce, leadership, nursing<br />

education, nurse well-being, and emergency preparedness<br />

and response, as well as responsibilities of nursing with<br />

respect to structural and individual determinants of health<br />

(National Academies of Sciences, Engineering, and<br />

Medicine, 2021).<br />

In 1998 the Pew Health Professions Commission, a<br />

group of healthcare leaders charged with assisting health<br />

policymakers and educators teaching health professionals<br />

to meet the changing needs of healthcare systems,<br />

completed a report listing competencies healthcare<br />

providers of the future would need. The competencies are<br />

listed in the Fourth Report of the Pew Health Professions<br />

Commission (O’Neal & Pew Health Professions<br />

Commission, 1998).<br />

The book To Err Is Human: Building a Safer Health<br />

System (Kohn, Corrigan, & Donaldson, 1999) brought<br />

national attention to the issue of patient safety by

<strong>August</strong>, September, October <strong>2022</strong> <strong>Vermont</strong> <strong>Nurse</strong> <strong>Connection</strong> • Page 15<br />

discussing the number of people who die each year from<br />

medical errors. This, in turn, sharpened the focus of<br />

patient safety in nursing education (Scheckel, 2008).<br />

Despite the practice setting in which students learn<br />

nursing care, it will include using various technologies and<br />

knowledge of informatics to assist with patient care. These<br />

technologies can include but are not limited to medical<br />

devices patients will use to provide self-care, as well as<br />

information retrieval, clinical information management,<br />

and documentation technologies (Scheckel, 2008).<br />

Students’ use of these devices has important implications<br />

for improving their clinical judgment (Newman & Howse,<br />

2007). <strong>Nurse</strong>s are also being exposed to the use of variety<br />

of clinical management systems, like patient surveillance<br />

systems many of which have implications for ensuring<br />

quality and safety.<br />

A significant movement that accompanied the<br />

curriculum revolution involved using pedagogies to<br />

ensure students could think critically in clinical practice.<br />

Traditionally, students who learned the nursing process<br />

were thought to be learning critical thinking. During the<br />

past few decades, the nursing process has been challenged<br />

as the best approach to developing students’ critical<br />

thinking (Scheckel, 2008). However, current research<br />

in nursing education suggests that students also need<br />

to engage in thinking processes that promote reflective<br />

thinking, where they build practical knowledge, embodied<br />

thinking, where they learn the importance of intuition<br />

and pluralistic thinking, where they consider a clinical<br />

situation using many perspectives (Scheckel & Ironside,<br />

2006).<br />

Innovations<br />

As nurses assume increasing responsibility for<br />

patient care in primary care settings, the combination<br />

of increased clinical and systems knowledge, as well as<br />

the capability to apply and evaluate evidence to practice<br />

innovations, can only have a positive impact. The presence<br />

of DNP-prepared APRNs in primary care will expand<br />

educational opportunities. In the short term, the DNPprepared<br />

APRNs can mentor the MSN-prepared APRNs<br />

within the system. Equally important is the opportunity<br />

for enhanced preceptor education for nursing students in<br />

primary care (Dunbar-Jacob et al., 2013).<br />

Indeed, the preparation of the DNP will influence the<br />

perception of health care systems regarding the added<br />

value of DNP education. If graduates of such programs<br />

bring an increased depth of knowledge and skill to the<br />

clinical arena, the DNP will likely flourish. If graduates<br />

bring little more than what is offered by master’s-level<br />

education, the DNP will not be an attractive addition to<br />

the clinical arena. Thus, the quality of the preparation<br />

of the DNP will influence the adoption of the DNP<br />

practitioner and administrator by health care systems<br />

(Dunbar-Jacob et al., 2013).<br />

Conclusion<br />

Challenges in building DNP programs include the<br />

identification of qualified faculty for each specialty,<br />

qualified capstone advisors, and qualified clinical<br />

preceptors. A further challenge is the simultaneous<br />

education of master’s cohorts and DNP cohorts. The<br />

challenges by requiring faculty to obtain a doctoral degree,<br />

developing critical academic–service partnerships in<br />

mentoring students for practicum and capstone projects,<br />

and discontinuing MSN advanced practice specialty<br />

programs while focusing on the BSN-to-DNP and MSNto-DNP<br />

programs. High-quality DNP academics and<br />

DNP clinicians are crucial to help meet these challenges.<br />

Each educational program must assess its challenges<br />

and strategies for addressing those challenges. How we<br />

proceed will determine the impact of our programs on the<br />

future of the health care system (Dunbar-Jacob, Nativio, &<br />

Khalil, 2013).<br />

In academia, both the PhD and DNP prepared nurses<br />

can work together to ensure quality education for our<br />

nursing students. Both need an educational foundation to<br />

be learned to be successful educators. The distinction of<br />

the PhD concentrating on teaching theory and research<br />

to assist nursing to maintain its scientific foundation and<br />

the DNP concentrating on the clinical skills and acting as<br />

preceptor/clinical educator at any level of nursing appear<br />

to be the ideal partnership to develop. Both nurses can<br />

assist academia and the clinical arena in staying current<br />

and developing innovative care measures to provide<br />

quality care to clients. When looking at the definitions<br />

noted at the beginning of this work, this collaboration in<br />

teaching nurses fits what was noted.

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