Employed Student Nurses A win-win opportunity!

1. Employed Student Nurses A win-win opportunity!

2. Purposes • Create conditions that contribute to the retention of nursing graduates • Provide opportunities for paid employment in health care for nursing students • Enhance “job readiness” for new graduates • Provide assistance to nurses

3. Criteria for Employment • Registration in a recognised nursing education program • Successful completion of two or more years of a nursing education program • Student Membership with CRNBC • Certification in Basic Cardiac Life Support

4. Parameters are set by… • A Letter of Understanding between HEABC and the NBA • CRNBC Policy • Job Description • Policies of the Health Authority

5. Letter of Understanding • ESNs are supernumery to the existing staff complement • Modifications to the collective agreement articles • ESNs are given a work schedule • ESNs are NOT offered work off the casual register

6. CRNBC Policy: Employed Student Nurse • Work under supervision of named RN manager or designate • Work with an RN who is physically present and readily available to provide direction • Work within competencies attained in education program • Do not supervise other workers or students • Are not solely responsible for the care of patients/residents/clients

7. What is the ESN’s role? • Job Description • Skills Checklist • NH Policy • ESNs do not: • Take verbal or telephone orders from MDs • Administer blood or blood products • Provide 1:1 care for patients in seclusion rooms

8. What is the manager’s role ? • Communicate with staff regarding ESN positions, expectations, and limitations • Ensure that schedulers are aware that ESNs are supernumery, work scheduled shifts and are NOT available for additional shifts • Seek clarification and resolution of any issues that arise • Performance Review and Management

9. What is the staff nurse’s role? • Nurses welcome the ESN as they would any other new staff member • ESNs always work under the direction of a Registered Nurse • Nurses are not required to “teach” ESNs. An RN may be asked to provide clinical guidance for activities that the ESN has covered in their education but is not competent to perform without assistance – may coach ESN or have ESN observe

10. Keys to the success • Supernumerary status • Commitment of all partners • RN readily available for clinical direction • Receptivity of nursing units/sites

11. Nurses’ Experience “Energy and enthusiasm are infectious. The ESNs were a wonderful addition.” “Having extra bodies with a meaningful scope of practice was good to have.” “They worked well and asked many questions, it helped to create a positive summer work environment with an added educational twist.”

12. Managers’ “Staff were upset when they didn’t have an ESN. Staff benefited from the experience with increase in mentoring and teaching. It only improved the working relationship between students and staff. The ESNs grew in experience and confidence. It was a joy to work with them.”

13. ESN’s Experience “Doing consolidates learning. There were so many things that cannot be learned in the classroom or in a textbook…being able to develop relationships with other nurses…being able to ask questions and be part of the health care team….”

14. Challenges Identified • Providing information related to role definition and limitations to nursing staff • Distinguishing the differences between student role and the employee role for both nursing staff and ESNs. • Ensuring that ESNs are employed within the parameters of the LOU.

15. ESN Employment Team Questions? Feel free to contact: • Andrea Starck – Regional Coordinator • Kathy Yeulet – NI - Prince George • Sherry Warren– NW HSDA • Bev Boyd – Recruitment Consultant • ? – Administrative Assistant