Nurse Administrator Interview

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A couple of days ago, I got the chance to interview one of my dad’s friends, Nate, about his experiences with interviews. Currently a Nurse Practitioner, he has had over ten different jobs in his lifetime, ranging from a managerial position at KFC to an emergency room nurse. Just like his past jobs, the types of interviews that he has been in have been wildly different. He has even conducted a few interviews himself. Soon I will be participating in important, career-defining, interviews and it is important that I understand the ropes of an interview. I asked him only a couple of questions, but I got detailed answers and invaluable insights from the mind of both a successful interviewee and

My second clinical day took place on September 24th, 2015 at Saint Barnabas Hospital in Livingston, New Jersey. My preceptor Maria Brilhante, MSN, RN, allowed me to observe the morning huddle that took place with all the nurse managers that are in the hospital. The purpose of this huddle was to keep the director of nursing informed about the census on each unit. I found this processed to be very uniformed and professional because the DON was engaged. The day went on with me attending meetings on how managers could implement plans to contain cost for the hospital. Maria did her daily rounds on her patients and her nursing staff. She has a folder that contains papers on how each nurse is progressing from the time they get off orientation. Her motto to the nurses is, “You are good at what you do, so when I coach don’t take offense. I am only trying to get you to be great”. This boost their confidence which I thought to be important.

Our healthcare system is ever evolving, remarkably changing the sphere of nursing practice. The roles of Advanced Nurse Practice practitioners are expanding, taking up a multitude of roles across a diversified healthcare specialties. Advance Nurse Practice practitioner stands as leader in this comprehensive profession bridging the gap in management and clinical aspect of care (McDermott & Morant, 2010), reflecting the complexity of culture, organization and practice setting (Hyrkas & Dende,2008) to improve the quality of patient care. This paper is about the interview with a Certified Nurse Practitioner. The Certified Nurse Practitioner interviewed is from the Hematology/Oncology Department in one of the university affiliated hospitals in Chicago. The purpose of the interview is to learn about the competencies needed to successfully perform the various roles of a Certified Nurse Practitioner in this complex health system. The rationale of the interview process is to give an opportunity as a graduate student to “assimilate primary care competencies into specialty nurse practitioner practice that exemplify professional value, scholarship, service, and culturally global awareness” (Chamberlain College of Nursing, 2014) that can be advantageous for my professional development. The interview showed the importance of knowledge of competencies appropriately applied in practice essential in the functions and roles of a Certified Nurse Practitioner within the scope of practice for

“Since we are a small unit composed of mostly RNs, I sit down with my staff and we go over the budget together. It gives the staff a sense of proprietorship. This way I feel we are sharing the responsibilities and it helps them to understand why we cannot afford a piece of equipment at this time. I can usually depend on someone to think out of the box. Once we went “dumpster diving” for office supplies as one employee suggested. It is actually the hospital’s warehouse for materials nobody wanted. We savaged enough office supplies for the year and was able to purchase a high cost item the unit needed. Plus it was a team building effort.”

Scholarship. During my interview for UMMC I was asked if I had a bachelor’s in nursing to which I replied no. I was hired with the agreement that I would pursue my degree with two years of working. This isn’t the ideal way someone wants to continue his or her education. It leaves a bad taste in your mouth feeling forced to pay for more education when you are already licensed as a registered Nurse. At first you feel as though all of the hard work you put into your ADN program is worth pennies because you don’t have BSN next to your name. But then you realize, nursing is no easy task. It requires all that we have learned in this program; the valued ends, presence, praxis, self-care, leadership, advocacy and now scholarship. Having completed

The Health Care System 's purpose is to meet the physical and mental health needs of the communities in which they serve, these systems operate using people working within heal care facilities as well as other health delivery resources. One group of individual that help with facility operations are nursing administrators. Nursing Administrators contribute in managing along with directing the nursing care delivery system. Their leadership style, characteristics, communication strategies, including the way that they negotiate as well as manage conflicts can determine the quality of the healthcare services treat the facility provide as well as help to develop a set of guidelines to standardize the type and quality of the nursing services. (Cipriano, 2011) Together the Nurse Mangers work toward the same goals along with guiding nurses in their practice and contribute to the facilities successes. (Frankel, 2011) The nursing leaders are advocates who directly affect the quality of the nursing care along with also having a positive impact on healthcare through leadership.

The knowledge of and experience of and Advanced Practice Registered Nurse (APRN) can be of value when examining core competencies. This paper will discuss the nine core competencies stated by The National Organization of Nurse Practitioner Faculties (NONPF). To gain a more complete understanding of how the core competencies integrate into practice an interview of an APRN was conducted. Additionally, an analysis of selected NONPF core competencies will be discussed and how they apply to the roles of the APRN. The paper will end with a conclusion of key points and benefits from interviewing an APRN.

As a nurse administrator, I have a distinct role to play in the healthcare sector. Preparation for this position commences at the graduate level; either masters or doctoral level. Prospective students at graduate level are expected to indicate a variety of roles across healthcare sector as stipulated in the legislative law. Factors such as the nature of the organization and its system of leadership provide credible knowledge that is critical for nursing management roles. As opposed to Gerontology Nurse Practitioners who are expected to have a wide array of technical and hands-on skills

One mistake that new nurse leaders make is that they believe that the only way to get things accomplished, is to be direct and autocratic (Kerfoot, 2008.) The new leader’s fear of failing can influence them to take on the autocratic role to try and earn respect from their employees. However, this is not considered to be very effective among staff. When the professional nurse takes on the autocratic leadership trait and uses it on a daily basis, employees feel micromanaged. When a manager micromanages their employees they take the risk of lowering morale, and losing good workers (North, 2011.) Nurses have a lot of autonomy in their profession. They work independently and take responsibility for their actions. When they become micromanaged by their nurse leader, it takes away that autonomy and creates a work environment that is very low in morale, and can hurt the relationship between manager and employee. Often managers are experiencing a substantial amount of stress from the administration concerning budgets, deadlines, and high performance issues, but this does not justify micromanaging employees (North, 2011.) It is important to give your staff some independence; this lets them know you trust their judgment (North, 2011.) A nurse leader may also change their leadership style depending on if they are dealing with an inexperienced new graduate nurse, or an experienced veteran nurse.

Nurse Educator Interview-Leslie Hinson The purpose of the nurse educator interview, is to get an idea of the credentials that are required for a nurse educator, research the responsibilities of being a nurse educator, learn the personal path of a current nurse educator along with finding out the accomplishments and joys of their job as an educator, and to determine what has influenced me in the interview to continue with my path of becoming a nurse educator. I will be discussing what I learned from Leslie Hinson, who is the Clinical Nurse Leader (CNL) at Methodist Specialty and Transplant Hospital in San Antonio. I will be discussing her credentials, responsibilities, personal path, challenges of the current role, accomplishments and what I have learn and taken from the interview of Leslie Hinson. Leslie’s contact information is: office (210) 575-8731, office cell (210) 788-4065, and her email address is leslie.hinson@mhshealth.com.

An interview was conducted with one of the town school nurse at poquonock elementary school, in the town of Windsor Connecticut. Ms. Di Raymond-Vanhouten RN/BSN is one of the four nurses from all the elementary schools nurses in the town. My interview started by asking Ms.Vanhouten a little about herself, she started by saying her age she is a 47-year-old female who has been a nurse for about 15-16 years. Born out of state which she than decide to move to Connecticut from Denver Colorado, she has lived in the state of Connecticut for about 30 years. She got 4 birth kids and when she got marry she inherited 3 more kids in total of 9 kids. Their ages are 7,9,11,13 those are the births ones now the one she inhered range from 11,16, and 22. The

What a great start to know the role and responsibilities of a Chief Nurse Officer (CNO), when you get a chance to interview someone, who actually does the job. I was fortunate to seize an interview with Derek L. Curtis, DNP, MA, BSN, RN, the current CNO of Lyndon Baines Johnson (LBJH) Hospital, on October 31, 2016. Curtis has 23-years of professional nursing experience with various leadership positions. He graduated Bachelor of Science in Nursing in 1993 from the Medical College of Georgia, earned a master degree in 2001 from Webster University, and this year, from American Sentinel University with a Doctor of Nursing Practice in Executive Leadership. His nursing career started in the United States Army in 1993 in various capacities such

I currently hold a nurse director’s position in a small rural hospital. Professional authority and power have been delegated to me by the Chief Nursing Officer (CNO). I sit with the CNO and the Chief Executive Officer (CEO) in meetings, and they look to me for solutions to care coordination issues. The medical director listens to me and respects my opinion on issues; this results in a sense of personal and positional power; the result of this is a sense of personal and professional responsibility. To fulfill the expectations of the administrative leaders, I must exhibit both self-confidence and a positive outlook (Mindtools, 1996-2016).

I agree with your statement about the complex duties, character traits, and knowledge that a nurse administrator should possess. It sounds scary; you really need to have the desire and dedication to fill this position. Definitely your life long experiences, education and having a role model, peer or mentor to guide you will help in transitioning to this role.