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ADVANCE for Healthcare 1 TRANSFORM THE PATIENT EXPERIENCE. AND YOUR .

UCLA Health System is home to some of the most technologically advanced hospitals in the world, providing an extraordinary opportunity to practice the kind of health care that every patient deserves. At UCLA, our greatness is defined by the quality of the patient experience. With our extensive resources, world-class and passion for excellence, every day at UCLA brings new opportunities to be great. Our continued growth includes the recent addition at our Santa Monica campus, a state-of-the-art facility providing the full continuum of care and serving as the inpatient home of our highly regarded orthopaedic, geriatric and general medicine programs. We are also proud to offer a new increase in pay rates to our valued members.

As we continue to advance our services, we seek dedicated nurses to join us in a variety of positions and specialties. If you’re a passionate nurse at any level, please visit our website to explore your possibilities. For more information, please apply online at s Clinical Nurse Specialists sNurse Practitioners http://hr.healthcare.ucla.edu or contact Sheri sCase Managers sExperienced Nurses Monsein at [email protected]. EOE

THE BENEFITS OF BELONGING As a valued full-time member of our staff, you’ll enjoy outstanding benefits, including health, dental and vision plans that begin on your first day and a plan that is one of the Ronald Reagan best in the nation. You will also receive 13 paid holidays and 15 days beginning UCLA Medical Center your first year. Relocation assistance is available for those who qualify.

APPLY TODAY AT: HR.HEALTHCARE.UCLA.EDU

2 ADVANCE for Healthcare Careers We see the POTENTIAL in YOUR potential.

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Find out why more than 38,000 employees in over 30 states have chosen Genesis HealthCare and Genesis Rehab Services as their employer of choice.

We have career opportunities for dedicated professionals who want to make a difference. Enjoy the outstanding benefits and career advancement only Genesis offers. We’re now hiring: • Registered Nurses • Occupational Therapists • Licensed Practical Nurses and COTAs • Certified Nursing Assistants • Speech Language Pathologists • Physical Therapists and PTAs • Respiratory Therapists • Nurse Practitioners • Physician Assistants APPLY TODAY! Visit www.genesiscareers. or call 1-877-403-JOBS. We answer 24/7.

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ADVANCE for Healthcare Careers 3 table of contents ADVANCE FOR COVER: Use this keepsake HEALTHCARE guide as a resource while CAREERS you progress in your health- care career. For additional sources, visit www.advance 2012 healthcarejobs.com.

8 Editorial: it’s a new dawn, a new day 10 Ad vertiser Index 12 Cover Story: Healthcare’s New Dawn Nurses and other providers, and students as well, must prepare now for several dra- matic shifts in how and where healthcare is delivered. Some of these changes include decentralization, ACOs and geri-boomers. Are you ready for the future of healthcare? land that 1 15 [1:1] Choosing Your Champions 15 References can be the final piece of the puzzle, swaying your chances of getting hired. 18 [1:2] Closer Than Six Degrees Gain valuable insight through informational interviewing. 20 [1:3] Landing a Job Through Social Networking Market yourself, know your network and ask favors with caution. 24 [1:4] Five Pitfalls Recruiters reveal how to respond to the most complicated questions. 28 [1:5] Strength in Numbers From conferences to job boards to new opportunities, joining a professional organi- 20 28 zation is a good bet. success 2 30 [2:1] 30 By understanding what it is, how it manifests and how you can respond effective- ly as a professional, you can beat the schoolyard bully once and for all, improving your workplace and patient care. 33 [2:2] Digital Evolution Healthcare providers must adapt to technological change to enhance patient care and work processes. 35 [2:3] Interdisciplinary Collaboration Teamwork proves essential in meeting contemporary healthcare challenges. 37 [2:4] How to Fix an Unhealthy Work Environment Battling the physical effects of a negative job may not be worth the paycheck. 39 [2:5] Strategies to Get Ahead in Your Career for extra projects and asking for additional responsibilities are some 33 37 ways healthcare professionals can excel. more>>

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AC-1208.indd 1 1/26/12 12:44:53 PM table of contents achieving balance 3 42 [3:1] Disconnect & Have the World at Your Fingertips 48 Turn off the cell phone, ignore that e-mail and get connected to better patient care. 44 [3:2] Learn When & How to Say ‘No’ Use these tips to deal with the challenge of competing priorities. 46 [3:3] hospitals turn to flexible staffing When employees are crunched for time, scheduling strategies can help. 48 [3:2] Busy Healthcare Professional? There’s an App for That Tools for time management, personal care and medical references stand ready. 4 50 [4:1] Teachable Moments 53 Specialize, generalize or pursue a higher degree—what’s the best return on your educational dollar? 53 [4:2] What Is a Webinar? Online opportunities provide continuing education credits without the hassle. 56 [4:3] Crossing the Bridge A higher clinical degree in your current can expand your clinical re- sponsibilities and job prospects. 60 [4:4] Raising the Bar Gradually, states are moving toward higher CE requirements for clinicians. online

ADVANCE for Healthcare Careers is dedicated to helping profes- www.advancehealthcarejobs.com sionals throughout the nation find the latest jobs and be suc- Be sure to check out our Healthcare Job Search Tools: cessful in their careers. Calculator This interactive tool lets you see how your compen- Visit our Web site to view our sation compares to those of your peers locally and around the country. extensive online healthcare job Résumé Builder Create an online résumé with the ADVANCE Résumé search. We are successful because Builder and apply to jobs in healthcare instantly. we only focus on jobs in health- care. We make it easy to search ADVANCE Messenger Your resource for creating customized job and event for jobs in healthcare because searches as well as e-mail notifications. these opportunities can be ac- cessed by job title, job specialty, For an easy way to share this issue with colleagues, find the digital edition location and employer. at www.advancehealthcarejobs.com

Merion Matters Copyright 2012 by Merion Matters. All rights services, including magazines, e-newsletters and websites for health informa- Advertising Policy reserved. Reproduction of any form is forbidden without written permis- tion professionals, healthcare executives, hearing healthcare professionals, All advertisements sent to Merion Matters for publication must comply sion of publisher. ADVANCE for Healthcare Careers™ is published once imaging and radiation oncology professionals, laboratory administrators, with all applicable laws and regulations. ads that discriminate a year by Merion Matters, 2900 Horizon Drive, P.O. Box 61556, King of long-term care managers and professionals, medical laboratory profes- against applicants based on sex, age, race, religion, marital status or any Prussia, PA 19406-0956. sionals, nurse practitioners and physician assistants, nurses, occupational other protected class will not be accepted for publication. The appearance of therapy practitioners, physical therapy and rehabilitation professionals, advertisements in ­ADVANCE Newsmagazines is not an endorsement of the Our company serves the informational and career needs of doctors, nurses respiratory care and sleep medicine professionals, and speech-language advertiser or its products or services. Merion Matters does not investigate the and allied healthcare professionals through a wide range of products and pathologists and audiologists. claims made by advertisers and is not responsible for their claims.

6 ADVANCE for Healthcare Careers

YOU TAKE CARE Live a life you love. And do work you enjoy. OF OUR PATIENTS. “ AND WE’LL TAKE You may call it impossible. CARE OF THE REST. “ I call it MJHS. - Lisa T., RN

You’ll find what you’ve been searching for at MJHS. Recognition programs, career mobility options, continuing education and family-friendly benefits – including generous tuition reimbursement for yourself and your dependents. You work hard to care for others. And we believe it’s just as important that we care for you in return. You won’t find that everywhere. But you will find it here.

We have opportunities available in our Nursing Homes, Health Plans and Home Care divisions.

For more information or to view current opportunities visit mjhs.jobs.

We are an employer, dedicated to promoting a drug-free workplace. [ mjhs.jobs ]

ADVANCE for Healthcare Careers 7 editorial advance for healthcare ADVANCE FOR careers HEALTHCARE is published by Merion Publications Inc. CAREERS It’s a New Dawn, Publishers of leading healthcare magazines since 1985 Publisher a New Day Ann Wiest Kielinski 2012 General Manager W.M. “Woody” Kielinski Editorial With changing trends, healthcare is hot Editorial Director: Linda Jones Editors: Lisa Brzezicki, Pamela Tarapchak on the horizon. consulting Editors: Jonathan Bassett, Sharlene George Senior Staff Nurse : Kay Bensing, MA, RN Editorial Staff: Danielle Bullen, Kerri Hatt, Jill Hoffman, The aging baby boomer population has essentially guaranteed a robust healthcare Kelly Wolfgang industry that is predicted to flourish through 2020. Out of the 20 fastest-growing Web Manager: Jennifer Montone , 13 belong to the healthcare industry, according to the Design U.S. Department of Labor. So if you’re just starting out or estab- Vice President, Director of Creative Services: Susan Basile lished in a healthcare career, you’re where it’s happening. Design Director: Walter Saylor Associate Art Director: Scott Frymoyer First, let’s talk about the patient population. As noted in this is- Multimedia Director: Todd Gerber sue’s cover story, by 2050, the world could have up to 8 million cen- Web Design Manager: Todd Horning tenarians and double the current number of people on the far side of ADVERTISING 60. Thus, more patients warrant the demand for healthcare profes- Director of Marketing Services: Christina Allmer sionals like you. And we’re not just talking about the hospital setting. Design and Production Manager: Carla Frehn With the continued development of new technologies, the creation of EVENTS Lisa Brzezicki accountable care and the emphasis on preventive med- Public Relations Director: Maria Senior icine, today’s healthcare professionals will find themselves caring for Manager: Laura Smith patients beyond the hospital walls. ADMINISTRATION Healthcare providers, and students as well, must prepare now for Vice President, Director of Human Resources: Jaci Nicely Vice President of Business Technology Operations: several dramatic shifts in how and where healthcare is delivered. In Joe Romello this issue, we provide you with the information you’ll need to ensure Information and Business Systems Director: Ken Nicely your success. Circulation Manager: Maryann Kurkowski Land That Job—Getting your foot in the door is the first step to Billing Manager: Christine Marvel Subscriber Services Manager: Vikram Khambatta securing your dream job. Informational are a great way to learn about the field you’re interested in as well as gain skills that MultiMedia Advertising S ales Director: Amy Turnquist will help you in your first formal interview. We also offer strategies Pamela Tarapchak to handle the toughest interview questions, and for selecting the best Facilities references to help you get the job. Sales Director: Kim Noble Group Managers: Jane Wharton Gonzalez, Mark Murphy, Workplace Success—Can we all just get along? Teamwork is essential to suc- Robert Murray, Dan Stuart, Ed Zeto cess. Well-coordinated collaboration across professions has the potential to allow Education Opportunities comprehensive, population-based, cost-effective patient care. Additionally, par- Sales Manager: Ed Zeto ticipating in committees, volunteering for extra projects and mentoring another CUSTOM PROMOTIONS staff member are just some of the ways healthcare professionals can move ahead Sales Manager: Mike Kerr in their career. Senior Account Executives: Noel Lopez, Sue Borjeson Romano Achieving Balance—All work and no play leads to and burnout. That’s Sales Associates: Kristen Erskine, Aarika Hoffner, Desirae Slaugh, Leah Stashko, Chris Wanner, Gina Willett why disconnecting from work and maintaining work-life balance is paramount. Learn ways to say “No,” leave work at work and better manage your personal contact us time. For a FREE subscription to any of Continuing Education—If you’re new to your chosen health profession, mov- our healthcare newsmagazines: ing to a different state or merely interested in where CE is headed, we outline what 800-355-1088 specific states and associations are doing to shape the CE picture of the future. Looking for a Job? Also learn about the value of webinars and if a bridge program is right for you. Call our Job Hotline: 800-355-6504 There’s no doubt the future of healthcare is a bright spot on the horizon. With Advertising: 800-355-6504 this special issue, ADVANCE is the resource dedicated to helping you succeed in To order Article Reprints: your career today and in the future. 800-355-5627, ext. 1446 To place a calendar, display or recruitment ad, or to contact the editorial department: 800-355-5627

8 ADVANCE for Healthcare Careers DISCOVER THE DIFFERENCE Every Child Achieves, Inc. is Hiring OTs/COTAs, PTs/PTAs, DISCOVER BARLOW SLPs/SLPAs/CFYs

For more than a century of caring, Barlow Respiratory Hospital LOS ANGELES,VENTURA COUNTIES, has been the preeminent hospital for the treatment of complex ORANGE COUNTY & SAN GABRIEL AREA respiratory diseases in Southern California. Whether you long for a career in a small team environment or prefer the activity of a major medical center, we have three great campuses with excellent Serving several populations: opportunities for new beginnings in Los Angeles, Van Nuys and Whittier, CA. • 0-3 years old. Early Intervention home and clinic based Registered Nurses multi-disciplinary programs. Case Managers • 3-22 years old, School and Respiratory and other Therapists Clinic programs. For immediate consideration, please send your resume to • 22-120 years old!!! Private [email protected] , fax to (213) 202-6805 or apply online at: Insurance programs in Outpatient clinic. www.barlowhospital.org • Feeding clinic for infants to adults.

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Helping You Breathe Easier to work with all ages and programs.

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RELAXING ENVIRONMENT. Positions available: STIMULATING SURROUNDINGS. FT, PT, IC and Clinic TENDER LOVING CARE. (And then there’s the job.) /Manager.

Nurses, techs, therapists, and all kinds of health-care professionals are invited to live and work in coastal South Carolina. At two hospitals and growing—including a broad network of specialty centers—we offer the career advancement and career longevity you’re looking for whether you’re beginning, continuing, or extending your career. Work with sophisticated systems in an environment focused on great patient care, outstanding customer service, employee safety & wellness and competent, committed co-workers. In your off hours New Grads Welcome. find plenty of what you need to enjoy life. Competitive CA License Required. & benefits package, Employee Wellness Program, tuition assistance and opportunities to advance your career. We offer sponsorships. For a current listing of employment opportunities for your next career Excellent comp and benefits. move, go to www.georgetownhospitalsystem.org. Bilingual Spanish/English a plus!

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ADVANCE for Healthcare Careers 11 Caregivers must prepare now for decentralization, ACOs and geri-boomers.

12 ADVANCE for Healthcare Careers cover story

The most sweeping change is the He’s not anti-hospital, not at all. creation of accountable care organiza- tions (ACOs), defined by the Center for American Progress as “groups of It’s just that hospitals, Eric Dishman believes, are having a tough time—clinically and healthcare providers that are held joint- financially—coping with the healthcare burdens placed upon them. And those burdens ly accountable for quality and share in will broaden exponentially as baby boomers, all 70-plus million of them, begin to ac- savings for treating their patients at a crue the chronic debilities of old age. lower cost.” “Hospitals are like the mainframe computers of the ’50s: giant and centralized,” ob- For ACOs to be successful and have served Dishman, director of health innovation and policy for Intel, the international positive outcomes, “we need to do a bet- computer technology , based stateside in Santa Clara, CA. ter job around case management, chronic “We are moving from the practice of centralized care to decentralized or localized disease management, population manage- care,” he said. “It’s a game-changing megatrend. Bed-filling economics must give way ment and community-based care,” Holm- to bed-killing economics. The practice of care as usual is not sustainable and not af- es noted. fordable.” During an ADVANCE Webinar earlier Nurses and other providers, and students as well, must prepare now for several dra- this year, Catherine Garner, DrPH, MSN, matic shifts in how and where healthcare is delivered. “Our system is hospital-centric, but RN, FAAN, stressed that accountability payment models are really being built around keeping patients in their homes,” said Aline will require healthcare institutions large Holmes, MSN, RN, senior vice president of clinical affairs and director of the Institute for and small to: Quality & Patient Safety at the New Jersey Hospital Association, Princeton, NJ. “You will see more nurses in the community-based healthcare setting, teaching pa- u use evidence-based practice to tients how to better manage their chronic conditions, taking their meds, staying out of the guide care and improve patient hospital,” Holmes said. “Historically, educating and engaging patients are strong areas outcomes; for nursing. Physicians manage newly diagnosed and more complex patients, whereas u measure patient satisfaction and the vast majority of nursing is or should be done in the community and in the home.” other indicators; u use patient data creatively to spot Implantable Devices, Prompters trends in morbidity/mortality, im- Technology “will change where healthcare can occur,” declared Dishman, who found- prove care and reduce costs; and ed Intel’s research team on new and innovative healthcare products. u down the “silos” of medicine “Technology will deliver a more holistic, more personalized form of healthcare in the that prevent nurses, pharmacists, near future,” he told attendees at the annual meeting of the Medical Group Management rehab professionals, social workers, Association (MGMA) in Las Vegas in October. home care workers and others from Next-generation pacemakers, for example, may not require cardiac surgeons to im- forming a seamless, patient-centered plant them. And that’s just the beginning. “Within 10 years, it’s likely that 2 billion peo- continuum of care. ple on the planet will have implantable medical devices, including devices that monitor how your body reacts to medications,” Dishman said. With reimbursement tied to outcomes, He described a prototype—essentially, a keypad with two buttons—that may some- providers must redouble their efforts to day signal if a person is developing Parkinson’s. The user must tap the right button, then avoid re-admissions (which now cost the left, then the right again, for 90 seconds. People with undiagnosed Parkinson’s will the nation $25 billion annually), prevent have trouble doing this. “It’s a great example of personalized medicine,” he said. medication errors ($20 billion annually) Dishman also described prototype electronic prompters that remind people with chronic and reduce hospital-acquired infections conditions when to take their meds. “These prompters could come with Oprah’s voice do- ($5 billion annually). Nurses, respirato- ing the reminding,” he explained. “The challenge is doing it in a way that doesn’t embarrass ry therapists and other bedside personnel patients and make them feel that technology rules their lives.” will be crucial players here. “Bedside personnel are in the Accountable Care Organizations Just as seismic in scope, industry-wide changes to healthcare’s financial structure promise to impact caregivers in all medical professions as profoundly as technological change. By Michael Gibbons scott frymoyer

ADVANCE for Healthcare Careers 13 cover story

strategy, succession planning, case management and the like are best - “Technology alone can’t save healthcare ed for ACOs and will invent new roles in the changing the healthcare and the economy, but if we don’t leverage landscape,” she said. Small Practice Opportunities technology to achieve a new healthcare Healthcare before and after financial reform resembles Mt. St. Helens be- paradigm of value over volume, “we’re fore and after it exploded in 1980 and lost 1,314 feet of vertical elevation, mused Marc Halley, MBA, president and CEO of the Halley Consulting going to be in trouble.” Group, of Westerville, OH. And that holds whether or not President Obama’s embattled healthcare — Eric Dishman reform legislation survives its constitutional challenges. Reform by any name is unavoidable. “Healthcare reform requires dynamic change management,” said Hal- ley, who also spoke at the MGMA gathering in Las Vegas. “Every tactic best position to identify areas that can be improved,” said Garner, dean of must have its financial impact estimated.” Health Sciences & Nursing at the all-online American Sentinel Univer- An expert in the financial management of physician practices and med- sity, based in Aurora, CO. “Successful improvement plans will come not ical clinics, Halley said he urges his clients to invest in nurses and other from top management but from engaged employees who feel like stake- clinical assistants as a way to maximize the of their physi- holders.” cians. “Assistants can make sure a visit doesn’t last too long and devolve In the new world of ACOs, nurses in particular must take ownership into a social visit, which is non-reimbursable,” he pointed out. of their careers, Garner added. “Nurses who seek out higher education Also, geriatric patients are often confused about their meds, move slow- and become knowledgeable about finance, best practices, their hospital’s ly and take longer getting undressed. “Doctors shouldn’t be helping with this; a nurse assistant should,” Halley said. “A nurse or clinical assistant closes the visit and lets the doctor go to where he or she is needed. This advantage alone will pay for the salary of that assistant real quick.”

Nursing Homes Finally, it’s hard to even glimpse how much the aging population will re- align the foundations of healthcare in the future. Brace yourself: The geri- boomers are coming. By 2050, the world could have up to 8 million centenarians and double the current number of people on the far side of 60, experts estimate. “We don’t have the infrastructure to support seniors as in the past, when they moved into assisted living and nursing homes,” Holmes said. “We need to figure out how to keep them in their homes, even patients with Your career with the Navajo County Education Service significant challenges such as Alzheimer’s.” Agency is much more than a job. It is an adventure! Our Nurses can prevent re-admissions by teaching patients to take medica- employees enjoy the monuments and majesty of northern tions correctly and better manage their chronic conditions, she said. And Arizona while serving our local school children. Now is they can teach families how to prevent falls, another significant cause of re-admission. Broken hips have sent many an elderly patient on a perma- the time to have the lifestyle you have always wanted! nent downward spiral. Visit our website, call, or e-mail for more information on: Intel’s Dishman, along with his team, studied more than 1,000 patient homes and 250 healthcare facilities, searching for ideas on how to design * Current Opportunities * a prototype of the nursing home of the future. Then it hit him: Why not • Occupational Therapists * $3500 Sign-on Bonus create technology to foster “aging in place” and make nursing homes, if • Physical Therapists * Salary of $52,000 - $65,000 not obsolete, less common? • Speech Language Pathologists * Vehicle Allowance That led Intel to develop gadgets such as a pocket-sized monitoring de- • School Nurses * 170-Day Contract vice to measure kinesthetic ability—steadiness on one’s feet. It can alert family members if Dad has a tell-tale sway to his gait, indicating he may (928) 524-2123 phone be at risk for a fall. (928) 524-6367 fax “Technology alone can’t save healthcare and the economy,” Dishman E-mail: [email protected] concluded. But if we don’t leverage technology to achieve a new health- www.specialservicesconsortium.com care paradigm of value over volume, “we’re going to be in trouble.” Michael Gibbons is on staff at ADVANCE.

14 ADVANCE for Healthcare Careers land that job ADVANCE FOR HEALTHCARE CAREERS Choosing Your 1:1 Champions By Kerri Hatt

References can be the final piece of the employment puzzle, swaying your chances of getting hired. them up to litigation if they share too much or negative informa- References can either validate what you’ve told a potential em- tion about a former employee, Amanda Collins, chief of staff at ployer and provide a personal commendation that can elevate The Grammar Doctors, Scottsdale, AZ, told ADVANCE. Many you above the competition, or they can sink your chances by are under instruction to direct all calls for references to human what they say—and what they don’t. resources, who will do no more than verify an employee’s title “Select your references with care and consider all your op- and dates of employment. tions. You may find you have several references in varying Then who should you choose? If you’re a new grad, or just combinations you use, depending on the job applied for and the starting out, look to your instructors, coordinators strengths you want to showcase,” Fred Cooper, managing part- and colleagues or from your clinical rotations. Any- ner, Compass HR Consulting, Scottsdale, AZ, noted. one who can speak to your qualifications and abilities can be re- cruited, but the more relevant or connected to the field you’re Select applying for, the better. For example, a new nurse who worked While your direct supervisor is likely the person most capable her way through school as a nanny could use the family who of speaking to your , skills and attitude, often, em- employed her to confirm she is responsible, calm under pres-

i ployers can’t be used, either because you’re conducting a pri- sure and compassionate. A physical therapist might reference

nsk vate search (i.e., don’t want them to know you’re leaving), or her supervisor from a physical trainer gig who could vouch for li e i for legal reasons. Employers are often bound by the U.S. Equal traits like motivation, dedication and enthusiasm. e k l Employment Opportunity Commission parameters, which open For healthcare veterans, turn to former employers or ky

ADVANCE for Healthcare Careers 15 1:1 land that job

colleagues, clients, patients or those with whom you’ve worked closely on Five Go-To References committees or special projects, (e.g., a quality control officer, the chair of u A former employer, with whom you parted on good terms the patient safety committee, the president of the local professional orga-

u A mentor or educator who can speak to your dedication to improvement nization committee you serve on). and the field “Seek individuals who are well-connected/positioned in the community

u A friend or colleague employed by your target facility who know you and can speak well about your character, work ethic, cre- ativity and accomplishments, said Debra Brittain Davenport, PhD, founder u A co-worker who thinks highly of you of Phoenix-based The Davenport Institute LCC. “Senior-level co-workers u A patient with whom you’ve worked extensively also make excellent references as long as confidentiality can be assured.”

Share While asking job applicants to provide references may be going out of Potential Questions practice, it’s a good idea to have 3-5 professional references lined up— References May Encounter meaning, you’ve asked them if they are willing to serve as a favorable ref- erence for you, they are aware you are applying for jobs and you have their u Can you describe what kind of employee Jane is? current contact information. u Would you rehire Jane if given the opportunity? There are two ways to distribute references to your potential employers: u What were the biggest challenges you had managing Jane? during the application process (i.e., with your résumé) or during the inter- view. If the job listing requests references, or if your professional contacts u Why is Jane changing jobs? are impressive, you might include a sheet separate from your résumé that u When confronted with challenging situations, how did Jane react? is devoted to references, Eric Chen, MBA, JD, associate professor, busi- —Source: Amanda Collins, chief of staff, The Grammar Doctors ness administration, Saint Joseph College, West Hartford, CT, suggested. “This can apply if you possess significant experience. It may also apply if

*Magnet status is granted Connecting To What Really Matters: by the American Nurses Credentialing Center, the Patients and Families world’s largest nurse Children’s National Medical Center is designated as a Magnet®* Hospital. credentialing Our dedicated Professional Registered Nurses have earned this designation and a subsidiary of because of their exemplary care and outcomes. Our nurses acknowledge the American Nurses that their practice allows the special “gift” to enter “sacred spaces” between Association (ANA). children and their families. The Magnet Recognition ® This relationship is part of a precious circle where trust is implicit and where Program , ANCC ® professional nurses are part of the patient and family’s joys and challenges. Magnet Recognition , ® We are proud to be a Magnet® Hospital: Magnet , National ® • Transformational Leadership; Magnet Conference • Structural Empowerment; names and logos are • Exemplary Professional Practice; registered trademarks • New Knowledge, Innovations, and Improvements; of the American Nurses and • Empirical Outcomes. Credentialing Center. Journey to Magnet For additional information, please visit: www.childrensnational.org ExcellenceTM is a trademark eoe, m/f/d/v of the American Nurses Credentialing Center. All rights reserved.

16 ADVANCE for Healthcare Careers land that job 1:1

There is no greater satisfaction than having a hand in someone getting Be sure to touch base with potential references and staying well. At Alere, that is our job - all day, every day. From if your job search stretches over a continued maternal-newborn solutions to overall wellness, our leading-edge products and services are designed to help get the diagnosis right, select the least period of time to keep them posted and to invasive interventions and allow care to continue away from the hospital ensure they are still willing to help out. and in the home.

Alere offers competitive salaries, outstanding benefi ts, phenomenal growth opportunities, work/life balance, fl exible per diem and work from home you have worked with some important people. For example, if you’re the opportunities. Join one of the healthiest places to work. personal physician for the President of the United States, this would be the place.” • Case Management You may not work for the White House, but if your mentor is a lead- er in your discipline, you trained under a renowned thought leader or you (Chronic/Complex/NICU/OB/Oncology) worked on a clinical trial with an industry giant, these references could • Certifi ed Diabetes Educators make your résumé stand out. In the same token, if a friend or colleague • Health who works at your target facility is referring you for the job and serving as • Home Care and Perinatal Nursing a reference, you want to make this fact known, Chen said. “That way, the • Telephonic Nursing (Disease Management) employer knows you came from a trusted source.” When The Davenport Institute prepares résumés for clients, it includes a “testimonials” page at the end, Davenport reported. “These are short, To learn more call (800) 343-6311 ext. 52384 one-paragraph recommendations from current and previous employers, or apply online at www.alerecareers.com EOE key members of the industry and other heavy-hitters whose cachet can add credibility to the applicant’s résumé.” Even if references aren’t required, or you have other skills or experience you would rather highlight in the résumé, it would be prudent to compile a sheet containing your references, listing each person’s name, facility, ad- dress, phone number, e-mail address, job title and your relationship, ad- Welcome to the exception% vised Lavie Margolin, a career coach with Lion Cub Job Search (www. lioncubjobsearch.com). Bring this sheet to your interview, and give it to the recruiter before you leave, as a way to close the interview and show your ability to go above and beyond, and your dedication to the position at hand.

Engage How does SunDance define ‘exceptional’? Unparalleled Finally, be sure to prepare your references. Always confirm they are on- commitment to resident advocacy and innovative board; and willing, able and wanting to serve as your reference, Cooper resident-centered care programs at 525 facilities in 37 states. stressed. Alert references when you’re using their names, and tell them Everything about SunDance makes us the exceptional choice about the position you’re applying for. Give a sense of what points you for your rehab career. would like them to discuss if given the opportunity, Cooper encouraged (see Potential Questions References May Encounter). Speech Language Never use a reference who seems lukewarm or not interested in repre- Pathologists senting you, or one whom you have not asked, Cooper added. Many refer- Join the ences are colleagues in similar career paths, and a change in employment Physical Therapists (all too common in this economy) could put you in competition over the exception%a same position. Occupational www.SunDanceRehab.com Also, touch base with potential references if your job search stretches Therapists [email protected] over a continued period of time to keep them posted and to ensure they are Toll Free: 888-267-2220 still willing to help out. While following up with a candidate’s references, SunDance Rehabilitation offers We are an equal opportunity one source Chen called remarked, “Is Bob still looking for a job? I haven’t employer that believes difference a wealth of Team Member is what makes us exceptional. talked to Bob in years. How is he?” There’s no excuse for this. “This was benefits. Please contact us to Drug-free workplace. clearly not a resounding vote of ,” Chen noted. “The technology learn more about our exceptional is there. Engage your references actively.” benefits plans and opportunities.

Kerri Hatt is on staff at ADVANCE. advocacy :: competency :: innovation :: versatility :: partnership

ADVANCE for Healthcare Careers 17 land that job ADVANCE FOR HEALTHCARE CAREERS Closer Than 1:2 Six Degrees By Victor P. Gaines, II, MS, CIR, CDR

of user data, we are down to 4.7 degrees from the previously Gain valuable insight through accepted sentiment of 6 degrees of separation. Couple the de- informational interviewing. crease in connection steps with social connection sites such as Facebook, LinkedIn, tweeters and their followers on Twit- People are now connected by fewer than 5 degrees of sepa- ter, and myriad other sites connecting millions of people to ration. Specifically, according to a recent study conducted by millions of other people they barely know, and we are now social networking giant Facebook using its vast warehouses allegedly more connected as a people than anyone could have ever imagined. Recent graduates are at the forefront of technological inter- connectivity, often mere keystrokes away from hundreds of family members, friends, co-workers, associates and ex-girl- friends through Web-based networks. Regardless, the art of true networking is almost dead. Between the fact that our net- works are now virtual, and our communication is generally typed as a text or an e-mail, we may forget how to con- nect in person.

Professional Networking Networking as schmoozing will become more im- portant during your mid-career stages, or if you are in sales, PR or marketing. But cultivating mutually beneficial professional relationships is always important, because from the view- point of an HR professional, your profes- sional success will often be as much about who you know as it is about what you know. Graduating with a BSN, a degree in physical ther- apy or the appropriate training for medical imaging is a strong start, but new grads are competing with peers who completed school or training at the same time. And now they are also competing with people who are out of work and looking for the same jobs. The way to move out in front of the pack and get no- ticed is to know someone, or to at least know someone who knows someone. Those “someones” can introduce you to the hiring managers, get your résumé to the right

The takeaways from a successful informational interview include knowledge of the company and team that can be useful if or when

an opportunity arises. eeser jeffrey l

18 ADVANCE for Healthcare Careers land that job 1:2

Tips for Informational Interviews lead toward some of the level of success you have enjoyed.” End the communication by asking for 30 minutes of their time. Drive the interview. Because you have requested the conversation, don’t ex- pect the interviewer to know what you expect to gain from the meeting. Takeaways Set a professional tone. You want them to see who you are and how you The takeaways from a successful informational interview include knowl- interact in a professional situation, so be sociable, but also respectful of edge of the company and team that can be useful if or when an opportunity their time. arises. Ask meaningful questions, listen well and engage professionally; Allow the conversation to flow naturally. You may need to guide it toward you will leave a positive impression that may earn you a recommenda- your questions if the chit-chat goes on for more than 5 or 10 minutes. tion when the other party learns of a position. They may also offer to in- Prepare general questions. Start with the background and career path troduce you to other potential connections, share business cards or invite of your interviewee, and then move in a general to specific manner from you to connect on LinkedIn or other professional networking sites where company information to inner working details about the types of jobs you you can browse their list of contacts. may hope to pursue with that company in the near future. Nurturing the relationship requires you to remain in touch after the informational interview. Send a periodic update or note, connect on LinkedIn and consider sending simple holiday cards (or even e-cards), if recruiters, and generally open doors to help you secure a job that will serve as appropriate for you and your audience. the platform for the rest of your working life. Most importantly, remember to return favors, even in advance. For ex- ample, if you learn of an opportunity that could benefit someone in your Informational Interviews network, pay it forward and connect your contact to the need. The ultimate One form of networking especially beneficial for recent graduates is the of networking in general is not to find a job or to use others to your ad- informational interview. An informational interview is similar to a job in- vantage, but to develop and nurture long-term professional relationships. terview, except no job is involved. The conversation is more of a two-way street than a standard , and favors the person requesting the Victor P. Gaines, II, is director of talent acquisition at McKesson Corp., conversation. The intent is for both parties to become familiar with each based in Alpharetta, GA. He can be reached at [email protected]. other, but in an informational interview, you get the opportunity to ask questions of the other party, their education and preparation for the role, their , the company and the industry. Informational interviews can provide you with exposure to people who, UP TO if impressed with your knowledge, attitude and professionalism, can serve $5,000 as referrals, points of connection or even managers at a later date. To earn BONUS FOR ED, TELEMETRY their favor, however, you will have to impress them during the informa- & ICU/CCU tional interview with your attitude, abilities and professionalism. NURSES

Making the Connection Start with close professional connections. If most of your connections We specialize in are friends, look to your professors, or to friends of your parents, aunts, uncles or older cousins. These close connections may be happy to meet with you, and if they do, don’t underestimate the opportunity—treat it like any other professional meeting. Or, they may connect you with oth- TRUSTJoin the nursing team at RWJ Hamilton. Help deliver the expert, er people. Pay attention to this “connecting activity,” because this is net- working in action. personalized care that has earned the trust of generations, as well as the pinnacle of acclaim, the Malcolm Baldrige National Quality Award. Once you identify the people you’d like to interview, craft a general Our outstanding compensation package includes health insurance, message to explain why you’d like to meet with them, and then custom- subsidized , and pre-paid tuition for ongoing education. ize it based on their level, the company, industry or your relationship with We’re currently seeking experienced nurses for a variety of that person. In your communication, keep in mind you are not texting a positions. Visit our website for a complete list of openings. buddy, so do not begin the message with “Hey” or use emoticons, com- munication informalities or shorthand texting terms such as LOL. Full-Time, Part-Time, and Per Diem (Days & Nights) are available A simple message may read: Apply online today: rwjhamilton.org “Dear Mr. Smith: Dr. Patton from the university shared your contact Fax: 609.584.6525 information with me. I am a recent graduate of the physical therapy pro- gram and want to learn more about career opportunities in sports medi- cine rehabilitation. As such, I would welcome an opportunity to speak with you on an informational basis, to learn more about your work with the Atlanta Hawks and your thoughts about the future of the industry, and THE CARE YOU TRUST how a recent graduate may want to think about mapping their career to $BOEJEBUFTNVTUCFMJDFOTFECZUIF4UBUFPG/FX+FSTFZt&0&"".')7

ADVANCE for Healthcare Careers 19 land that job ADVANCE FOR HEALTHCARE Landing a Job CAREERS Through Social 1:3 Networking By Kelly Wolfgang Market yourself, know your network and ask favors with caution. With the popular emergence of social networking, opportuni- ties abound in many forms. From coupons, to fashion tips, to friendly advice, Web sites such as Facebook and Twitter have offered a flurry of information that could be helpful, over-

whelming or somewhere in between. But this access overload has proved more useful than obtrusive. For those looking for jobs, the sites once used to connect to your high school best friend can become a valuable source for finding your future employer. With the right use, social media can be a tremendous re- source for marketing yourself, bringing employers to you and touting knowledge of your industry. An easy means to reach those you may have otherwise had no direct contact with such as big businesses, industry leaders and potential colleagues, social networking has proved to be an important tool for job searchers. With the help of social networking, you are not confined to your address book and the classifieds— you are able to reach a large and precise audience in seconds, proving yourself a go-getter and someone who is not afraid of risk. With the pro- fessional atmosphere that LinkedIn provides, the immediate

“Keep your social and professional lives separate. Facebook could be devoted to socializing, but LinkedIn should be

strictly professional.” eeser — Rob Hellman jeffrey l

20 ADVANCE for Healthcare Careers land that job 1:3

Additional Tips Engage With Companies “You can certainly engage with a company’s page, but restrict your posting to comments and ‘liking’ on Facebook and following on Twitter. Though the person running the company page is most likely not a hiring manager, your interaction could filter up, or come up in interviews. Nothing pleases an em- ployer more than to hear during an interview that the candidate knows what a company is doing, but you don’t want to be overbearing.” —Rob Hellman, adjunct professor, New York University School of Continuing and Professional Studies and career coach Build a Network YOU “When building a network on LinkedIn, use the Advanced People Search ARE OUR tool. You can type in key words and job descriptions to browse people you may know in the field. You will get great results and find contacts COMMUNITY who can introduce you to others in the field.” —Hellman

Sustain Your Career “Facebook, Twitter and LinkedIn are there to sustain your career. Social me- dia is filled with people you already know who can help you out—people you can go to and say, ‘Help me out! I’m looking for a job and if there’s anyone you know in the field, keep an eye out.’ You can’t do that with job boards or Patients and families in communities across the New York newspapers.” region rely on you for your excellence in care. As a national –Jonathan Rick, chief executive officer, Jonathan Rick Group leader in home health care, Visiting Nurse Service of New York relies on the diverse experiences and wealth of knowledge of Restrict Applications each member of our multidisciplinary team. Creating “It’s important to avail yourself to every opportunity and cast a wide net, but you shouldn’t be tempted to apply to every opportunity you qualify opportunities to learn from each other and promoting an for. It’s better to apply for five positions for which you’re extremely quali- environment of inclusion not only help us to meet new fied, write detailed cover letters and tailor your résumé specifically to challenges, but they are essential to delivering the best patient those jobs.” outcomes and the most personalized care. Our community and —Rick our success depend on you. Establish Yourself “Right now is a good time to be on social media talking about healthcare. Opportunities are available in all five boroughs of New York There is always a transition, something to care about, something to focus on. City and in Nassau and Westchester Counties. Discover the Social media is a great way to engage with people on a mass scale and show independence and decision-making you want––along with the yourself as someone who is knowledgeable and technologically savvy.” teamwork and collaboration you expect. —Aaron Ginn, community outreach specialist, Simplee Start Now To learn more about our career “Social media is a long-run game. If you’re unhappy in your current po- sition, the time to start engaging and looking for a new opportunity is opportunities, visit now. It takes a while to build up your rapport online and it takes a while for people to follow you. Go after it—it’s always a bad idea to start to- jobs.vnsny.org morrow. If you don’t invest the time, you’ll never succeed.” —Ginn

feedback Twitter facilitates and the accessibility of Facebook, those searching for the next big opportunity in healthcare have to reach no fur- ther than a keyboard to succeed. Best Companies to Work for in New York, SHRM (2011) BENEFITS OF SOCIAL NETWORKING 50 Best Places to Work in New York City, Crain’s New York Business (2010) “The most effective way to get a job has always been through network- 50 Best NonProfit Organizations to Work For, The NonProfit Times (2011) ing and contacting people you know,” Rob Hellman, adjunct professor at the New York University School of Continuing and Professional Stud- VNSNY.ORG ies (NYU-SCPS) and career coach, said. “Social media is totally, EOE M/F/D/V

ADVANCE for Healthcare Careers 21 1:3 land that job

Aaron Ginn, community outreach specialist for Simplee in Palo Alto, To ensure you’re reaching the audience CA, noted that as businesses become more accessible through social you intended, it’s important to build a media, the opportunity for employment has also become less stressful. “Employers and start-ups continue to use publishing avenues to find em- reliable network. ployees, and therefore the search is becoming more informal,” Ginn, who found his most recent job through Twitter, said. “Corporations now have perfectly designed for that.” their own Twitter accounts and use them as an informal way of hiring. As Job searchers are no longer restricted to job boards, business cards and companies become more socially-oriented, they are drawn to people who newspapers. Jonathan Rick, chief executive officer of the Jonathan Rick are equally minded in the social sphere.” Group, a social media agency based in Washington, DC, added that the accessibility of a virtual network has expanded employment efforts in im- BUILDING A PROFILE pressive ways. “The has flattened everything,” Rick said. “Ten Taking the best steps to landing your dream job virtually must be done years ago, you had to rely on the physical network of people in your with as much care as any other job searching process, however. When ap- apartment building or church. The world was a very small place and prox- proaching job opportunities online, the most important way to effective- imity was imperative.” ly market yourself is by having a profile that is easy to read, appropriate Now, Hellman said, people are able to stay in touch with friends and as- and detailed. sociates regardless of where they’re located. “Everything is virtual—you “A good first step to building an attractive profile is to make sure there can send an e-mail and get a response immediately. We are not only in are a lot of similarities between your paper résumé and your online pro- touch with everyone on a global and immediate level, but you can see who file,” Hellman said. “List your accomplishments in bullet form soit’s your friends are friends with, extending your network exponentially,” Rick easy to read. You don’t want big, dense paragraphs, but something that is added. “Whereas your network was very small and relatively closed 10 scannable and uses key words relevant to your audience.” years ago, now it’s endless and the available opportunities are amazing.” Employers will be wary of someone who does not appear professional online, as that is a representation of how you may act with future patients or co-workers. “Establishing your presence and credibility online is key when you’re going after established companies,” Ginn said. “Employers are likely to search your name on Google and browse your various so- cial networks. Their constant ability to find out information about you is greater than a résumé on paper, so engage yourself in your passion, but show restraint.” Ginn said enhancing your profile by showing an expertise in your field can be a huge draw for employers. “If you’re really passionate and social- ly inclined, show it. It will be beneficial to go online and interact with the leaders in your space. When you do land an interview, they will remem- ber your profile and the time you took to develop a knowledge in your field,” Ginn said. “It may be more work, but it will orient you to people in your industry.” He did warn, however, never to write about your field in a moment of passion. “The Internet never forgets,” Ginn said. “People actually read Best Workplace. Best Team. Best Care. what you say. People will reply to what you say, and those people may not be the audience you expected. You want to get traction and be known, but for the right reasons.”

Expanding Your Professional Network To ensure you’re reaching the audience you intended, it’s important to build a reliable network. “LinkedIn is absolutely the first place to go,” Rick said. “It’s easy to find former classmates, locate old co-workers and connect with past educators who may help place you in your next job.” Be wary, however, of connecting with those you’ve never met, even brief- To join our team, please visit our website at meridianhealth.com ly, in person, Rick said. “Don’t pre-friend, as tempting as that is. “All social networks allow you to send a message prior to sending a friend request,” Rick continued. “If you send a request with no identify- ing information and no explanation as to why you’re connecting with an individual, you will be rejected. It absolutely behooves you to establish a

From FORTUNE® Magazine, February 6, 2012 © 2012 Time Inc. FORTUNE is a registered trademark of Time Inc. and is used relationship prior to requesting someone as a friend.” under license. FORTUNE and Time Inc. are not affiliated with, and do not endorse products or services of, Meridian Health. EOE M/F/D/V To do this, Rick said, start off a message by mentioning a commonality,

22 ADVANCE for Healthcare Careers land that job 1:3

such as living in the same geographic location, attending the same school KNOW YOUR OUTLETS or knowing the same person. “There is so much data out there,” Rick Perhaps most importantly, it is imperative to know the audience you are said. “You would be a fool to not avail yourself to it when connecting interacting with and direct your posts, retweets, friend requests and mes- with others.” sages appropriately. “You will get more traction if you listen to other peo- Hellman added that after you have developed a substantial network, ple, and know who is listening back,” Ginn said. “Learn exactly who your prioritize those people between reliable friends who are likely to go audience is on each social network, and respond accordingly. Know what lengths in helping you land a job, acquaintances who are willing to pro- your followers want from each avenue.” vide a connection and those who are simply engaging to socialize. “Keep Ginn suggested avoiding the social networking saturation state by con- your social and professional lives separate,” he said. “Facebook could be solidating posts for each media outlet and catering specifically to each devoted to socializing, but LinkedIn should be strictly professional.” group. “Facebook is a place for friends, Twitter is more of a conversa- Hellman also noted that it’s important to keep your professional net- tion and LinkedIn is for networking,” Ginn said. “Know what each page work restricted to those few who are willing to make a leap for you. “For is for and tackle it.” a job search, it won’t work if you are weighed down by people you don’t With the availability of so many social networks, it’s important to pri- know. If you look through your network for a contact and can only find oritize your time between each, paying attention to what you’re posting strangers, you won’t be able to reach out to them and they will prove use- where, according to Hellman. “You have to be careful of what you post less.” and what you say,” he said. “Prioritize your time properly. Don’t spend Ginn agreed. “Adding people you don’t know to your social networks time complaining about your current job or repeatedly responding to ads. just isn’t classy,” he said. “You may have a lower number of contacts, Those are valid, but everyone uses them, so you can’t rely on them solely. but you know you can rely on them,” Ginn said. “Social media is a great Use about 80 percent of your time building a reliable network and getting tool, but it will never replace personal interaction. You need to be com- introductions. That is where you will find success.” fortable with the people you’re calling upon and know they will help you when you need it.” Kelly Wolfgang is on staff at ADVANCE.

Catholic Medical Center is an equal opportunity employer and we embrace diversity. EOE/M/F/D/V

ADVANCE for Healthcare Careers 23 land that job ADVANCE FOR HEALTHCARE Five CAREERS Interview 1:4 Pitfalls By Kerri Hatt Recruiters reveal how “Preparing for an interview is more than just researching the company. It’s thinking about these types of questions and be- to respond to the most ing prepared to successfully answer them.” complicated questions. To help you prepare, ADVANCE polled recruitment leaders on the most common difficult interview questions, and how to You check the clock, smoothing your best suit with your answer them. sweaty palms, as the recruiter calls your name. It’s time. Interviewing can ruffle the feathers of even the most quali- Why did you leave your last position? fied candidate. And while it sometimes seems recruiters are First off, why are you here? Recruiters aren’t just being out to get you with their tricky questions, they really 1 nosy when they inquire about why you’re looking for a just want to see how you communicate and work job. Unless you’re a new grad looking for your first po- under pressure, noted Executive Recruiter and sition, you’re leaving another one behind. Essential- Career Consultant Bruce A. Hurwitz, Hur- ly, recruiters want to know what went wrong. Was witz Strategic Staffing, Manhattan, NY. it the job or was it you? Can you maintain your composure or do They key to answering this one is to be truth- you become defensive? ful—to a degree. Even if you hate your boss’s While many of the questions you face ever-loving guts, this is better off kept to your- during an interview can seem difficult, they self. Never say anything disparaging about your are usually predictable Hurwitz noted. prior employer, boss or a co-worker in an inter- The most important thing you can do view, advised Linda Konstan, Sensible Human before an interview is to prepare for these Resources Consulting, LLC (www.lindakonstan. landmines, Cathleen Faerber, manag- com). “It will lose you the job.” ing director, The Wellesley The reasons you’re leav- Group Inc. (www.welles- ing should be profession- leygroup.com) stated. al and growth based, eeser jeffrey l

24 ADVANCE for Healthcare Careers land that job 1:4

Potential Qs & As

Q: Have you ever done just enough to get the job done? good fit for the culture of the company. A: Be clear about knowing when you are going above and beyond at work and when you are just doing the job. The insight and rationale is what’s most Q: How would your co-workers describe you? important. A: Point out you are a team player and how you collaborate with colleagues for the good of your department. Bonus if you can report 360-degree assess- Q: What are you willing to get fired for at work? ments indicating your co-workers believe you are a person of integrity, com- A: The interviewer is seeking to explore what matters to you. Align your val- petence, sincerity and high achievement. ues with the employer’s. Q: Tell me about a time when ... Q: Why should we hire you? A: Make sure the answer paints you as a solutions provider and always be A: Tell the recruiter exactly how your background fits his needs, the accom- ready to include accomplishments (e.g., saved the company money, im- plishments you’ve experienced in similar roles and why your believe you’re a proved patient satisfaction, created/improved processes or systems).

Jeff Gordon, recruiter, blogger, educator and marketing consultant Where do you see yourself in 5 years? (IWantAnEducation.com), agreed. Cater your answers to the type of em- The standard question regarding your foreseeable future is not just ployer you’re interviewing with. 2 an open-ended inquiry. This is not a good time to spout off half- Rather than saying your previous environment wasn’t conducive to hatched fantasies of starting your own cupcake bakery or of joining the personal growth, put a positive spin on the situation, Sharon Blaivas PGA tour after knocking a couple strokes off your handicap. (www.shakeupmyresume.com), suggested. “Explain you are looking for In healthcare in particular, employee is costly. Staff, from hu- experience in ‘X Y or Z,’ or an environment like ‘X, Y or Z,’ and believe man resources to management, will devote hours to finding and inter- you can find that here.” viewing the right candidates, and then training them after they are

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ADVANCE for Healthcare Careers 25 1:4 land that job

hired. This is not a process they hope to repeat any time soon. Recruiters What Can you Tell me about yourself? are looking to make sure your professional align with the company This seemingly innocuous question can be a real danger zone for the and that you will be a good fit for the role at hand. 3 chatty, the unfocused and the unprepared. “Employers ask questions Rick Saia, CPRW, content writer, Pongo Résumé (www.pongoresume. about your past, experience, skills and goals to determine fit,” Margolin re- com), said hiring managers are looking for a long-term commitment to ported. “Your answers will help the employer determine if they can see you the company. The best way to answer this question is to show you hope to in the role of the job.” Your goal during the interview is to prove you have the be well established as someone who is helping that company succeed. skills, qualifications and abilities for the job no matter the question asked. “You can also turn the question back to the interviewer, and ask where When the recruiter asks you about yourself, keep your answer framed they see the company in 5 years,” he suggested. “You might not know in a professional context, Margolin reminded. Don’t focus on your fam- on a personal level where you’ll be, but most companies have goals and ily, favorite vacation spot or your Chihuahua, Peanuts, but on your rel- plans that look ahead 2-5 years. Their answer might give you a good idea evant skills, experience and abilities. Keep your answer within 2 minutes if it’s a company worth sticking around that long for.” to avoid wandering into inappropriate topics. While it’s good to establish yourself as a potential long-term employ- ee, don’t get too cocky, Lavie Margolin, job search advisor, Lion Cub Job What about us? Search (www.lioncubjobsearch.blogspot.com); and author of Lion Cub Recruiters will often see if you have done your homework on the Job Search: Practical Job Search Assistance for Practical Job Seekers, 4 company you’re interviewing with by asking what you know about cautioned. Keep in the context of the industry and role, but as you have the company. not been hired yet, an answer of “here” might not be appropriate. “In this day and age of information being readily available at your Instead, say something like, “The actual role is not as important to me fingertips, you would think all job seekers would have an answer pre- as the responsibilities. I would like to assist an organization such as yours pared for this question,” said Roberta Chinsky Matuson, job search men- in helping to train staff, being a go-to employee for senior management tor and president, Human Resource Solutions, Northampton, MA (www. and a trusted representative for the company,” Margolin said. yourhrexperts.com); and author, Suddenly In Charge: Managing Up, Managing Down, Succeeding All Around. However, “Most respond with a blank stare, while the hiring manager is thinking, ‘Next!’” This is your chance to demonstrate your level of interest in the posi- We’re changing every day. With amazing professionals tion, by researching the facility and by asking questions during the inter- working together with respect Except in our commitment to our people. & support, & the addition of view. Many candidates stumble at the close when asked if they have any intensive care units, surgical questions for the recruiter, reported Linda Konstan, Sensible Human Re- units & monitored beds, we’re sources Consulting, LLC ( ). changing to meet the growing www.lindakonstan.com health care needs of our “A candidate should have questions,” Konstan stressed. “Even if you communities. are stumped, you can always ask something like, ‘What would be the Grand Strand Regional Medical most important contributions I could make in the first 3-6 months?’” Center is a 259-bed acute care hospital, located in the heart of Myrtle Beach, serving What are your weaknesses? residents & visitors of Horry & This one is the real kicker. While it’s against every survival instinct surrounding counties. 5 raging during a professional , looking at the recruiter with We have over 900 staff a blank stare or smiling widely while declaring yourself flawless is inter- members, and over 250 physicians. view suicide. First and foremost, because everyone knows it’s coming, pointed out Joey Price, PHR, HR specialist and founder of Push Consul- The opportunity for you with Grand Strand is greater than ever. tant Group, LLC (www.pushconsultantgroup.com). You may not like it, Add your talents to our dedicated team & discover the rewards of “your” care. but you have to prepare for it. We have various employment opportunities in the following areas: “An impressive and confident response shows that the candidate: 1. REGISTERED NURSES has prepared for the question; 2. has done serious self-reflection; and 3. (South Carolina Nursing license is required.) can admit responsibility and accept constructive criticism,” Price noted. Great responses sound sincere, confident and proactive. ALLIED HEALTH PROFESSIONALS “Sincerely give an honest answer (but don’t say too much!), be confi- SUPPORT STAFFING dent in the fact that this weakness does not make you any less of a great $3,000 relocation assistance may be available for the qualified candidate. candidate, and show you are working on this weakness and can tell me Visit our website at: www.grandstrandmed.com EOE. how,” Price advised. Job search experts are of basically two schools of thought when it comes to how to answer this question: •Disguise a strength as a weakness. Gordon encourages candidates to focus on a characteristic that is not altogether weak or is in fact a hid- den strength. 809 82nd Parkway, Myrtle Beach, SC 29572 “Many folks answer those questions with answers like ‘I work too late’

26 ADVANCE for Healthcare Careers land that job 1:4

or ‘I tend to take on too much,’ he said. “But what’s important is that you Anderson suggested. follow up with a solution to this so-called weakness. For example, ‘I take Hurwitz has a more creative approach. “‘What are your weaknesses?’ on too much, but I’m learning to prioritize my activities based on mon- means ‘Why should I not hire you?’” he cautioned. While the answer has etary value to the company.’” to be positive, humor-used appropriately, doesn’t hurt, he noted. Frances Cole Jones, author of The Wow Factor: The 33 Things You He provided this example: “I am great at coming up with a strategy and Must (and Must Not) Do to Guarantee Your Edge in Today’s Business implementing it. However, I literally get lost going around the corner. I World, cautioned many interviewers know you’ve practiced your couched always look for a way to overcome weakness, so if you ask, I’ll give you “weakness,” so they will follow up with, “Great, tell me another.” So be a kidney but I won’t give you my GPS! More seriously, I do not suffer sure to have a second answer ready. fools well. I am very patient. I will spend as much time as necessary with •Show your ability to change. Nancy Anderson, Blackbird Learning supervisees who are trying and willing to learn. I get along very well with Associates LLC (http://blackbirdlearningassociates.com), coaches job children. I have all the patience in the world for 6-year olds born in 2004. applicants to select a job-related weakness (pick something small that However, I have no patience for 6-year olds born in 1984!” is obvious on your résumé—you’re not giving anything away, just make sure it’s not one of the job requirements) and then say what you’ve done Practice Makes Perfect to correct the weakness. Now that you’ve learned how to phrase your responses, practice, prac- Try, “‘My weakness happens to be disorganization. I realized that this tice, practice. Brian Hinchcliffe, Kurru, LLC (www.kurru.com), told was an issue for me and have worked to correct it over the past several ADVANCE if job applicants have thought through these questions and years. After I found that my disorganization stemmed from a struggle with prepared responses, they will find them far less tricky when the big day time management, I attended a time management training program and arrives and they are put in the hot seat. make sure I use the daily to-do list and prioritization skills presented on a daily basis. I’ve improved 98 percent and I still follow the techniques,’” Kerri Hatt is on staff at ADVANCE.

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ADVANCE for Healthcare Careers 27 land that job ADVANCE FOR HEALTHCARE CAREERS Strength in 1:5 Numbers By Danielle Bullen

American Occupational Therapy Association (AOTA) said, From conferences to job boards “Whether you go to our career center on OTJoblink, attend one to new opportunities, joining of our conferences to meet face to face with potential employ- ers, or you want to talk to other OT practitioners about their a professional organization is a experiences, AOTA has the broadest array of support for a suc- good bet. cessful OT-related job search.” Nancy McMurrey, director of communications and member services at the American Acad- Anyone who’s searching for a new job has heard those three emy of Nurse Practitioners, which serves 148,000 nurse practi- magic words: “Network, network, network.” But sometimes tioners, said, “AANPCareerLink.com is a fantastic resource for there’s no direction given beyond that. Whether you are a nurse job seekers and it’s free to post a résumé.” practitioner, a medical coder, an occupational therapist or a But don’t take their word for it. Consider the case of AANP member of another healthcare field, chances are there’s a com- member Brett Snodgrass, MSN, APRN, FNP-C, family nurse munity of like-minded professionals for you to join that will practitioner in private practice from Tennessee. Snodgrass is a help you get started. member of the Greater Memphis Area Advanced Practice Nurses (GMAAPN) organization. While she was at a meeting, she con- Landing a Job nected with another nurse practitioner who told her about a job John Fulcher, the director of the healthcare division for Bau- opening. Snodgrass pursued the opportunity and landed the job. er Consulting Group recruits nationwide for jobs in hospitals. While he acknowledges there is no magic bullet for job search- Continuing Education ing, joining a professional organization certainly helps. Bau- One of the perks of being in a professional organization is the er Consulting Group posts jobs on different organization job access to continuing education resources that let healthcare

boards, which have member-only access. Headhunters use lists workers stay on top of their game. Bluhm noted, “We strive to i

from the associations to reach out to employers. serve as a filter. We know our members’ time is precious, so we nsk li e It’s not just recruiters who see the value in these organiza- have a multitude of vehicles to keep them up to date on the lat- i e k tions. Chris Bluhm, the COO of the 42,000 member strong est practice and advocacy issues.” l ky

28 ADVANCE for Healthcare Careers land that job 1:5

Beth Morgan, CPC, owner of Medical Bill Detectives and a member of the American Academy of Professional Coders (AAPC), which serves more than “You have nothing to lose and everything to 110,000 medical coders, billers, auditors and compliance experts, said, “It’s given me comfort in knowing I’ll always be on top of changes in the field.” gain by joining an organization.” Her membership gives her the reassurance that she has someone to call when -John Fulcher she’s stuck with a coding question and she notes there’s always someone to assist coders and medical auditors. As part of the AAPC, Morgan has access to virtual and in-person classes for continuing education credit. She also has training and moved through the ranks to become a committee chair and lat- access to magazines and newsletters with the latest updates on the field, and er a regional director. As a member of the Maryland Occupational Therapy can attend both regional and national conferences at a discounted rate. Association, she’s currently Maryland’s alternate representative for the rep- Such educational benefits are pretty much uniform across various pro- resentative assembly for the AOTA. fessional groups. Rondalyn Whitney, PhD, OTR, occupational therapist, As president of the GMAAPN, Snodgrass is the voice of greater Mem- research coordinator 4, at the Kennedy Krieger Institute in Baltimore de- phis, traveling and representing the group at the annual Tennessee Nurses scribed her membership in the AOTA as the “keys to the kingdom. It allows Association conference. Her leadership role makes her available to phar- me to be very well informed and practice at my best,” she said. maceutical representatives who present the newest medical breakthroughs. Whitney also has called the organization multiple times to get clarification “I’m in a good position. A lot of nurse practioners don’t get called on.” on an ethical dilemma or information about jobs. Conference sessions on how Snodgrass started a new conference for Greater Memphis in October 2011. to get published encouraged her to submit articles to AOTA publications. More than 100 NPs attended the day of workshops. Snodgrass said many groups have quarterly or monthly meetings. The “If you can talk intelligently about what’s going on in your space, your GMAAPN’s meetings are hosted by groups interested in marketing to nurse value goes up,” Fulcher said. practitioners. At the meetings, they learn about the latest products and ser- vices. And as Fulcher noted, sometimes the information you gain isn’t for Bottom Line you, but you can share it with your circle of influence and help them. Professional associations encourage their members to go above and be- yond. Belonging shows members are industry professionals and not just Finding Your Voice workers. “You have nothing to lose and everything to gain by joining an Healthcare associations also serve as important lobbying arms that keep their organization,” Fulcher said. The time commitment can be one hurdle, but members in the loop regarding changes to the profession. McMurrey noted even as president of her organization, Snodgrass notes it’s not too time- that the AANP offers its members, “continuous proactive advocacy and ex- consuming. People are willing to pitch in, so she’s able to distribute some pert legislative, regulatory and health policy leadership.” Snodgrass agreed of the responsibilities. noting, “You really need to be involved on your state level because the state’s “Belonging to any professional organization is an asset because it gives governing association governs our practice.” Nurse practitioners are work- you the sense you’re not alone,” Morgan added. Whitney also emphasized the ing toward autonomous practice and if they don’t have a voice, stakeholders sense of connection when talking about reasons to join. Non-members don’t will erroneously assume they aren’t interested in autonomy. “If you’re not in- have the access to research and what the organization is planning. “It’s a short- volved, maybe the wrong voice will speak for you,” McMurrey said. term savings of a few bucks but a long-term loss,” Whitney said. Although she Other healthcare workers echoed the importance of staying on top of believes there are a lot of great therapists who are not members, Whitney add- developments in the field. “The AOTA is our only voice—politically, na- ed, “You can’t be as good a therapist as you can be unless you’re a member.” tionally, educationally,” Whitney said. She recounts how funding streams for geriatric occupational therapy were narrowing in the 1990s. The AOTA Danielle Bullen is on staff at ADVANCE. spread the word about the changes and offered transition courses to prepare OTs for new specialties. As a member, Whitney received additional train- ing and was therefore prepared for the change. She now works with chil- dren with autism spectrum disorders. Other OTs were not as fortunate and EMPLOYMENT OPPORTUNITIES: - Nationwide Travel and Full-Time Local were caught unaware when funding dried up. - Multiple Settings / Flexible Scheduling

Being the Best FIRST-RATE BENEFITS: industry leading pay and bonuses | free private housing Membership shows you’re in it for the long haul and not just getting a or housing stipend | tax-free travel paycheck. reimbursement | competitive tax-free The professionals spoke with have all gone above and beyond per diem rates | free health/dental/life ADVANCE insurance | 401k with employer match | and taken on leadership responsibilities within their respective associations. up to $750 refer-a-friend bonuses Morgan teaches coding courses and her students encouraged her to as- sume a leadership position. She has applied to be an educational officer of Nationwide Rehab Assignments the Connecticut chapter of the AAPC. As such, she will assist in the growth of the chapter and provide educational offerings. 1-800-278-0332 x3039 When she lived and worked in California, Whitney served on the Oc- or apply online at: www.onwardhealthcare.com cupational Therapy Association of California board. She got leadership [email protected]

ADVANCE for Healthcare Careers 29 workplace success ADVANCE FOR HEALTHCARE CAREERS : workplace 21 bullying By Scott Warner, MLT(ASCP)

of one or more persons (the targets) by one or more perpetrators.”1 It includes verbal abuse, offensive behavior and sabotage. According to the institute definition, being bullied is like be- ing a battered spouse: the bully inflicts pain on a whim, keeping the victim off-balance by pe- riods of peace. Workplace and schoolyard bullies alike exert power by humiliating their targets. If schoolyard bullying is reinforced by peers and ignored by au- thority, the behavior may persist into adulthood. But adult targets risk careers and livelihoods. And while a child may have the help of adults to solve the conflict, adults are on their own.2 Bullies exert control in various ways. Al-

Whatever the cause, statistics are alarming. A Workplace Bullying Institute 2010 survey finds that more that one in three workers have By understanding what it is, experienced bullying firsthand. how it manifests and how you can respond effectively as a though their behavior involves some form of humiliation or professional, you can beat the ostracism, it is often subtle. Types of organizational bullying are summarized in Table 1 and common behaviors identified schoolyard bully once and for 3 all, improving your workplace by the Workplace Bullying Institute are listed in Table 2. Bullying in Healthcare and patient care. Healthcare professionals are often targets of a form of bully- You remember the schoolyard bully. He or she tormented, as- ing called horizontal violence, defined as “violence directed saulted or humiliated classmates with impunity. For most, deal- toward one’s peers” or the self.4 One nurse advocacy group ing with bullies is part of growing up. But bullies themselves states that it “controls, humiliates, denigrates or injures the grow up, choose careers and get hired. Bullies are everywhere in dignity of another.” Examples of horizontal violence include our , and bullying may be on the rise. name-calling, sarcastic remarks, elitist attitudes based on edu- Healthcare professionals—nurses, in particular—can be vic- cation or specialization, and other behaviors that seek to con- tims of horizontal violence, a peer-to-peer form of bullying that trol or dominate.5 can be devastating for new graduates. By understanding how Horizontal violence is extremely common in clinical set- bullying manifests, you can develop strategies to deal with it as tings where student nurses or new graduates become targets of a manager or employee. abuse from registered nurses in a clinical rotation. Some nurs-

o es treat bullying as a rite of passage—although recent studies z Underlying Pathology indicate it is also committed by students, suggesting a cultur- The Workplace Bullying Institute, founded in 1998, defines al paradigm—and so it becomes cyclical.6 Bullied nurses be- l costan workplace bullying as “repeated, health-harming mistreatment come bullies. va

30 ADVANCE for Healthcare Careers workplace success 2:1

Table 1: Types of Bullying

Type Description Stress In the stress of the moment, behavior deteriorates. Once the stress is removed, behavior usually returns to normal. Organizational Occurs when an organization responds to stress and market pressures. Corporate Employers abuse employees with impunity, knowing jobs are scarce and employees have no recourse. Institutional Corporate bullying becomes entrenched as part of the culture: greater workloads are expected, people are terminated. Client Employees are bullied by clients they serve (e.g., nurses are abused by patients or families). Serial An individual who moves from target to target; this may be the most common type of bullying. Secondary Others “copy-cat” the behavior of the serial bully, who causes everyone’s behavior to decline. Pair/Gang This is serial bullying in groups, which can flourish in corporate bully cultures. Vicarious Two parties are encouraged to engage in conflict (i.e., “Let’s you and me fight”). Regulation A serial bully forces the target to comply with rules, regulations and procedures. Residual Bullying that continues after the bully has left. Cyberbullying Misuse of e-mails or social media to cause conflict (e.g., “flame mails”). The impersonal nature of the Internet makes this an ideal ven- ue for bullies.

According to law professor David Yamada, founder and president of thoughtful strategy, whether employee or employer, is key. the New Workplace Institute, nurses are bullied by physicians, each other First, call the behavior what it is. Depending on the cultural context, bul- and patients, who at times use physical violence. He cites a Joint Com- lying can be trivialized with euphemisms: incivility, being difficult, nega- mission study that found more than half of nurses have been targets of tive conduct. Don’t fall for it! Bullying is a deliberate attack intended to abuse. Most believe it negatively impacts patient care.7 humiliate and harm the target. It is what it is. Martha Griffin, PhD, RN, director of nursing education and research Author Karen Crowley recommends four “Ds:” Detect (name it as at Boston Medical Center, has conducted research showing 60 percent of above), Detach (take care of yourself and restore your confidence), Deper- new nurses leave a first position within 6 months and 20 percent of new sonalize (realize you aren’t the first target and likely won’t be the last), and RNs leave the profession within 3 years because of hostility. “It is vio- Deal (report it to someone willing to do something about it or leave).14 The lence,” she explained, “because there are victims.”8 worst thing you can do is nothing.

A Bullying Epidemic Here are tips for employees: Whatever the cause, statistics are alarming. A Workplace Bullying Institute • Confront the bully in a professional manner. Stay calm and don’t 2010 survey finds that more than one in three workers have experienced show weakness, as this encourages the behavior. Dealing with a bullying firsthand. While 62 percent of bullies are men, who target slightly bully isn’t resolving a disagreement; he or she wants you to fail. more women than men, most bullying is same-gender.9 • Document, document, document. Keep a diary of dates and events, Female bullies target women 80 percent of the time. Workplace bullying and save correspondence. Bullying is a pattern of behavior. not only causes personal anguish, it hurts performance and your organiza- tion’s bottom line if ignored.10 Bullying is global, too. A worldwide survey by Monster, an online job portal, reports 64 percent of respondents claim to have been bullied. Europe reported ... Every Day the highest instance (83 percent) and the Netherlands the highest (93 percent) within Europe. By contrast, 65 percent of Americans are victims, close to the global average.11 Most believe “incivility” has worsened with the economy.12 Healthcare workers are 10 times more likely to be assaulted, with bully- ing being the most common form of violence against women, overwhelm- • Sign-on Bonus Available • Continuing Ed Stronger • Tuition Reimbursement • Loan Forgiveness ingly (92.8 percent) the largest number of victims. Among students, 53 Kessler Rehabilitation Center seeks talented, motivated and energetic percent report they have been insulted and 40 percent humiliated by a staff nurse; 34 percent report rude, abusive or unjustly critical behavior. The top PHYSICAL THERAPISTS three areas of bullying in hospitals are medical/surgical units, intensive care Join the team at one of our more than 80 outpatient centers in New Jersey. There’s one that’s right for you! units and emergency departments.13 Please contact our Recruiter Jennifer Taft at 610-992-7209 • [email protected] Beat the Bullies! www.kessler-pt.com Coping with bullies isn’t easy or pleasant, but it can be done. Developing a

ADVANCE for Healthcare Careers 31 2:1 workplace success

• Don’t underestimate the bully’s ability to 19 deceive others. Serial bullies excel at ma- Table 2: Common Tactics Used by Workplace Bullies nipulating people. Make sure you keep your work friendships and include trust- Behavior Percent ed superiors in the loop early and often. Falsely accused someone of “errors” not actually made. 71 • M ake sure your superiors are aware of your work. Workplace bullies often re- Stared, glared, was verbally intimidating and clearly showed hostility. 68 port any infraction. Do your job, do it Discounted the person’s thoughts or feelings in meetings. 64 well and let your boss know it. • Take care of yourself. In addition to diet Used the “silent treatment” to “ice out” and separate from others. 64 and exercise, make sure your mental Exhibited presumably uncontrolled mood swings in front of the group. 61 health is attended to. Bullies will exploit any weakness, such as past emotional Made up own rules on the fly that even he/she did not follow. 61 trauma, to inflict pain and gain control. 15,16 Disregarded satisfactory or exemplary quality of completed work despite evidence. 58

Harshly and constantly criticized having a different standard for the target. 57 Here are additional tips for employers: • R eview your policies to make sure they Started, or failed to stop, destructive rumors or gossip about the person. 56 support your organization’s anti-violence/ Encouraged people to turn against the person being tormented. 55 anti-bullying stance. • Train your employees to recognize and prevent workplace violence, emphasiz- ing their obligation to keep the work- place safe. responding. Retrieved Nov. 12, 2011 from the World Wide Web: http://newwork- • Familiarize yourself with your legal rights as an employer. Many place.wordpress.com/2009/12/23/workplace-bullying-in-health-care-iv-nurses-bul- states (e.g., New York) have pending anti-bullying legislation.17 lied-and-responding 8. World, H. (2006). The violence that ends careers. Retrieved Nov. 12, 2011 from the One author recommends healthcare professionals often make the mis- World Wide Web: http://news.nurse.com/apps/pbcs.dll/article?AID=200661222029 take of trying to reason with a bully. Being conciliatory confirms the bully’s 9. Bartholomew, K. (2006). Ending nurse-to-nurse hostility: Why nurses eat their feelings of superiority. The author encourages victims to never resign— young and each other. Danvers, MA: HCPro Inc. then the bully wins—but to keep a file of what is happening. To reverse bul- 10. Edmonds, C. (2011). The huge toll of workplace bullying. Retrieved Nov. 12, 18 lying behavior, professionals must support each other. 2011 from the World Wide Web: http://drivingresultsthroughculture.com/?p=937 It has many names: bullying, horizontal violence, lateral violence and re- 11. Nayab, N. (2011). Latest surveys on workplace bullying: A cause for worry? lational aggression. By understanding what it is, how it manifests and how Retrieved Nov. 12, 2011 from the World Wide Web: http://www.brighthub.com/of- you can respond effectively as a professional, you can beat the schoolyard fice/human-resources/articles/120542.aspx bully once and for all, improving your workplace and patient care. 12. Ali, S. The culture of bullying: loss of civility at school, work, politics. Re- trieved Nov. 12, 2011 from the World Wide Web: http://diversityinc.com/investiga- Scott Warner is lab manager at Penobscot Valley Hospital, Lincoln, ME. tive-series/the-culture-of-bullying-loss-of-civility-at-school-work-politics 13. Nursing Students’ Opinions. Nursing horizontal violence 101. Retrieved Nov. References 12, 2011 from the World Wide Web: http://nsopinions.wordpress.com/2011/04/18/ 1. Workplace Bullying Institute. Definition of workplace bullying. Retrieved Nov. nursing-horizontal-violence-101 9, 2011 from the World Wide Web: http://www.workplacebullying.org/individuals/ 14. Safani, B. (2011). Bullying at work a growing trend. Retrieved Nov. 12, problem/definition 2011 from the World Wide Web: http://jobs.aol.com/articles/2011/01/24/bullying-at- 2. Workplace Bullying Institute. Bullying contrasted with other phenomena. Re- work-a-growing-trend trieved Nov. 9, 2011 from the World Wide Web: http://www.workplacebullying.org/ 15. Bully Online. Action to tackle bullying at work. Retrieved Nov. 12, 2011 from bullying-contrasted the World Wide Web: www.bullyonline.org/action/action.htm 3. Bully OnLine. Bullying: What is it? Retrieved Nov. 9, 2011 from the World 16. McKay, D. Workplace bullies. Retrieved Nov. 12, 2011 from the World Wide Wide Web: http://www.bullyonline.org/workbully/bully.htm 4. The Free Dictionary. Horizontal violence. Retrieved Nov. 12, 2011 from the World Web: http://careerplanning.about.com/od/bosscoworkers/a/bullies_at_work.htm Wide Web: http://medical-dictionary.thefreedictionary.com/horizontal+violence 17. Atkins, S. (2010). Latest trends in workplace violence & bullying. Retrieved 5. Proactive Nurse. Horizontal violence position statement. Retrieved Nov. 21, Nov. 12, 2011 from the World Wide Web: www.elt.com/news-and-events/featured- 2011 from the World Wide Web: http://proactivenurse.com/index.php?option=com_ media-coverage/trends-workplace-violence-bullying content&Itemid=22&id=83 18. Rocker, C. (2008). Addressing nurse-to-nurse bullying to promote nurse re- 6. StuNurse Magazine. Horizontal violence in nursing clinicals. Retrieved Nov. tention. Online Journal of Nursing Issues, 13(3). 12, 2011 from the World Wide Web: http://www.stunurse.com/content/horizontal- 19. Bowers, T. (2008). What constitutes workplace bullying? Retrieved Nov. 10, violence-nursing-clinicals 2011 from the World Wide Web: www.techrepublic.com/blog/career/what-consti- 7. Yamada, D. (2009). Workplace bullying in healthcare IV: Nurses bullied and tutes-workplace-bullying/284

32 ADVANCE for Healthcare Careers val costanzo ADVANCE HEALTHCARE CAREERS workplace success workplace FOR care and work processes. change to enhance patient adapt to technological Healthcare providers must hensive EMRs and made significant progress with EMRs for EMRs with progress significant made and EMRs hensive compre- adopted have campuses hospital major whose fornia Cali- Southern in system six-hospital a is organization This System. Health MemorialCare at officer operating chief RN, trieve complete patient information,” said Tammie Brailsford, re- easily can who clinicians other and nurses physicians, our productivity; and stronger engagement and satisfaction among and accuracy efficiency, staff better patients; for satisfaction and safety quality, outcomes, clinical in improvements cant considerably increasesavingsandenhancehealth. errors, medical reduce will records patient digital think perts ex- What’s(EMRs). more, systems record medical electronic of implementation growing the of result a as advancements digital through going is services healthcare of delivery The 2 A MmraCr Hat Sse, e r sen signifi- seeing are we System, Health MemorialCare “At : 2 di evolut g ital io n o nac ptet aey srie n stsato through satisfaction state-of-the-art technology. and service safety, patient enhance to personal healthrecords. to access patient and physicians services, ambulatory and muchmore. physicians’emergencydepartments, es, rehabilitation offices, servic- ambulatory outpatient, experiences—inpatient, tient pa- all through flow information seamless increasingly with advancements inthefield. areas, EMRs and relatedenhancements to name a few technological rural in calls physician Skype-type patients, chiatric psy- for sessions therapy Skype-type care, in-home for tems patients who are elderly or disabled, telephonic time card sys- dexter, BSN,RN,nurseeducatoratRightHome. Poin- Brooke remarked count, to many too are there practice, into technologies new putting to comes it when days, These Technol It’s an exciting time in many facilities’ electronic journeys facilities’electronic many in time exciting It’san “Our systemwide transformation to an EMR enables us to us enables EMR an to transformation systemwide “Our medicine evidence-based and practices best support EMRs by use home for dispensers medicine automatic lists She ogy no hi mdcl hrs n become and charts medical their into el predictiveandprescriptiveanalyses. traditional descriptive as well as “what if” nov- of support in sources financial and ministrative ad- clinical, diverse from data of organization tools and applications enable the collection and nursing administrationprocesses. order- and dispensing, and verification pharmacy ing, physician the through information of management solutions provide a seamless flow an onlineportal.” are increasingly accessing their records through patients and EMRs, hospital our to linking are rors and improve patient care. Physician offices er- medical reduce decision-making, of points at outcomes patient and quality clinical mize maxi- processes, paper-based of inefficiency health and medical history, minimize waste and patient’s a to access immediate clinicians low al- “EMRs Brailsford. explained safety,” tient pa- improve constantly and outcomes patient optimize to guidelines evidence-based use to provide more collaborative, integrated care and Ptet otl alw ains o ‘see’ to patients allow portals “Patient intelligence business and warehousing Data medication comprehensive that noted She

Implementation ADVANCE for Healthcare Careers By BethBy P uliti 33 2:2 workplace success

Cell Phone Etiquette Brooke Poindexter, BSN, RN, offers advice for proper phone etiquette with patients, To provide the best care, peers and management. healthcare providers must ADVANCE: When should healthcare providers look at their cell phones? Poindexter: If they are a decision maker (primarily doctors, surgeons, nurse practitioners, midwives), be willing and able to I think they should have a phone on them at all times they are on call or in the . They should be able to look at it whenever they choose (aside from surgery) so they are able to respond to an emer- embrace all new technology. gency situation.

ADVANCE: When shouldn’t healthcare providers look at their cell phones? Poindexter: In surgery, in a patient’s hospital room or delivering grave news to a family. number of ways their productivity will be en- hanced and new care efficiencies achieved,” ex- ADVANCE: What types of phone manners should healthcare providers have when speaking with pa- plained Brailsford. tients? Poindexter: Always identify yourself first thing: “Hi, this is Dr. Brooks.I am the doctor on call for Dr. Sims. Never just say, “This is the on-call doctor.” Always verify the patient’s name, date of birth and the caller’s Technology & Patient Care name. This will help immensely when you go to dictate or enter it into the EMR. Also, if you are some- New technologies can enhance patient care and where noisy, I think it is important to tell it like it is. “I am at a birthday party for a 3-year-old. Let me find work processes, as well as improve the quality a quieter spot so I can hear you.” and safety of healthcare. “Clinical decision support reminders and ADVANCE: Do you have any last tips regarding proper phone etiquette? warnings at the right time and place for the Poindexter: Doctors should be the only ones to give their personal cell phone number out. It should nev- right clinician on the right patient help doc- er be OK for a nurse or receptionist to give out a doctor’s number. Lastly, if you cannot help a patient or feel you do not have the answer they want, let them know what the next step should be. tors remember the right orders, nurses remem- ber the right patient referrals or educational needs, and pharmacists remember the necessary drug information [among many possibilities],” increasingly active and valued participants in their own care—scheduling said Brailsford. Consistency of workflows, like hardwiring care deliv- appointments, monitoring results and more,” she added. ery processes, make it increasingly difficult to do things the wrong way. Increasingly mobile clinical applications like smart phones, tablets and Consistency and legibility of all documentation can only improve com- other new communications devices have opened enormous new possibili- munication. ties for improving clinical care and educational processes for both care- Data mining, dash-boarding and other business intelligence tools also givers and patients. The Internet itself has become an obligatory tool in allow healthcare providers to continually monitor how well they are do- the healthcare process as well. ing on all key parameters—safety, efficiency, effectiveness, patient satis- faction—and continually improve performance. Technology & Staff “I feel the most important way that technology is helping improve New tools that require staff to learn new workflows do more than “elec- safety is in prescription safety,” said Poindexter. It used to be that your tronify” old paper-based methods of delivering care and communicat- provider would write you a paper prescription, which you carried to the ing with patients, said Brailsford. These new workflows involve many pharmacy, they filled it and you took it home. Now your script can be aspects of the care process—most importantly the ubiquitous handoffs faxed over to the pharmacy [so it is legible and the pharmacist can read among members of the healthcare team, as well as the ability to organize it] from your EMR [which already checked for allergies and other inter- care delivery in entirely new ways. actions], the pharmacy then checks that information in their system and “Physicians, nurses and other clinical staff also need to become famil- submits it to your insurance. When you pick it up, you can be reassured iar with the computer as a healthcare device. Learning new techniques is that you have the correct medicine in the correct dose, and it is not some- never easy, but the time taken to learn at the beginning pays major divi- thing you have had an allergic reaction to before.” dends down the road,” she said. To provide the best care, healthcare providers must be willing and able Poindexter concurred, saying new technology can make a health- to embrace all new technology. “Our healthcare professionals can now care provider’s job easier in the long run, but first one has to be flexible. complete the same tasks in a fraction of the time with more time to inter- Learning or being trained in a particular system takes time and results in act with patients,” said Brailsford. initial decreased productivity during the learning curve. Poindexter used an analogy to drive home the importance of adapting There are numerous issues on which new technologies can improve to technological change. “Take the example of getting to your job. You clinical decision-making, care delivery and care documentation process- can get there many ways, such as walking or taking light rail. It may be es. Those most evident include improved legibility and consistency of raining today. Do you want to walk outside all the way to your job and be documentation. Others are more complex, like providing point-of-care cold, wet and fight with your umbrella, or do you want to be warm, dry reminders on best practices based on complicated clinical logic. and sit in a nice chair while you are reading a book? You get there both “It is important for staff to understand that the initial loss of produc- ways but one is much faster and more pleasant.” tivity as the new tools are incorporated into practice is not a long-term issue. As they become more familiar with the tools, they will find any Beth Puliti is a frequent contributor to ADVANCE.

34 ADVANCE for Healthcare Careers workplace success ADVANCE FOR HEALTHCARE CAREERS : Interdisciplinary 23 Collaboration By Beth Puliti

the care team works synergistically as a whole to help patients identify and meet goals and positive outcomes.

What Is Interdisciplinary? Interdisciplinary collaboration is critical to patient care, as well as to strategic plan- ning and quality and safety initiatives, remarked Joyce Volsch, MS, RN, vice president of patient care services at Miller Children’s Hospital Long Beach, CA. “[The concept] works from the prem- ise that safety, quality and efficiency in patient care delivery is bolstered by struc- tures and processes that equalize the sta- tus of clinicians on the care team, and that promote interdisciplinary collaboration and teamwork while reducing or elimi- nating traditional hierarchical systems and cultures,” she explained. Members of an interdisciplinary team will vary based on practice setting and goals of the team, noted Stephanie Ka- plan, PT, DPT, ATP, director of rehabilitation at Casa Colina Teamwork proves essential Centers for Rehabilitation, Pomona, CA. Most teams include the primary clinical and support staff involved in care of a pa- in meeting contemporary tient or client, which often includes a physician, nurse, therapy healthcare challenges. staff, respiratory care, psychology, and case management or so- cial work. Multidisciplinary and interdisciplinary teamwork allows for At Casa Colina, as in many other inpatient rehabilitation fa- both a comprehensive and efficient evaluation for each individ- cilities, the interdisciplinary team meets weekly to discuss each ual patient. patient, their progress toward goals, any barriers to meeting the Furthermore, it provides a solid framework and spark for individualized plan of care and discharge goals. The team is knowledge growth for each participating member of the health- lead by a board-certified physiatrist. Nursing, respiratory ther- care team to better their approach to future patients, noted Cait- apy, physical therapy, occupational therapy and speech thera- lin Hynes O’Callaghan, MSN, BSN, ASN, NP-C, interventional py attend the conference in addition to the case manager who cardiology nurse practitioner at Massachusetts General Hospi- summarizes the information discussed for the family, patient tal Heart Center’s Structural and Congenital Heart Disease Pro- and payer. gram and Hypertrophic Cardiomyopathy Program. O’Callaghan’s structural and congenital heart disease team Benefits of an Interdisciplinary Approach manages patients who present with cryptogenic cerebrovascu- Successful patient care stems from teamwork facilitated by ef- lar events and are found to have a patent foramen ovale. Each fective communication, clear patient goals and regular discus- discipline has their own unique evaluation and approach to sion of patient progress toward the identified goals. each patient. “Healthcare providers have the benefit of hearing perspec-

o “This population presents with a distinct set of risk factors tives from all team members who may be focused on different z that warrant deciphering, and it is clear that a complete evalua- areas of patient care, but come together to develop a compre- tion could not be fulfilled by just one discipline,” she said. hensive plan that addresses the patients’ needs,” said Kaplan. l costan Patient care planning and delivery are multifaceted, and For example, the team may become more acutely aware va

ADVANCE for Healthcare Careers 35 2:3 workplace success

of cognitive deficits described by the speech therapist; all disciplines can evaluation to patients, noted O’Callaghan. implement the same strategy to affect this in treatment. “Each patient must understand why each member of the team is crucial Healthcare providers also benefit through timely and efficient communi- in providing them with the ultimate recommendation toward their health, cation, consistent care and prevented delays. and they must also be willing to have the patience to endure such an evalu- “Excellent, timely and seamless communications is the greatest reward ation process,” she said. of the interdisciplinary team,” said Volsch. “Additionally, we have all the Second, having the finesse to coordinate such a lengthy and involved set possible resources the patient will need represented by various members of of appointments and investigations is indispensable. Ultimately, it takes a the team; so as any problem arises, the team can readily adjust to the change clear understanding that, where the team approach may be similar for each in the care plan,” patient, each patient remains their own entity and will present with their When the entire team communicates effectively, patients and families own constellation of symptoms, and decisions. are provided consistent communication and have their questions answered It is also important that the roles of each team member are identified and promptly and completely. Teamwork is critically important to provide safe discussed so each team member is aware of her responsibilities. and effective hospital care, as hospitals with high teamwork ratings expe- “Identify a to keep the group focused, and identify the pur- rience higher patient satisfaction, higher nurse retention and lower hospi- pose and goals of the interdisciplinary team,” said Kaplan. “Ensure that tal costs. there is an opportunity for each team member to share information and “Overall, the patient is the beneficiary of this as the entire team is fo- avoid having the discussion monopolized by one person.” cused on the barriers to reaching the patient’s goals, often implementing The very term “interdisciplinary” allows speculation that conflicts may, team goals that all disciplines are working toward,” Kaplan said. and will, arise, remarked O’Callaghan. “Conflicts usually lead to scientif- ic discussions, which usually lead to more precise answers, which in due Working as a Team course better serve our patient population,” she explained. However, “in the First, as a member of such a team, it is critical to teach and explain the meth- heat of a conflict, it remains prudent that the patient’s best interest will al- odology and reasoning behind a multidisciplinary and interdisciplinary ways remain our highest priority.” Kaplan added that conflicts need to be discussed early and often. Linger- ing conflicts can lead to greater conflicts. “The direct individuals involved should sit down in a non-threatening environment, discuss their perspec- tives and identify what can be agreed on,” she said.

Patient Satisfaction Joanna Lucas, BSN, RN, director of care management at Crozer-Chester Medical Center and Springfield Hospital in Pennsylvania, thinks working Making a difference isn’t always easy. in an interdisciplinary team ultimately enhances communication among But with us, it’s always multiple team members for the benefit of the patients. “If members of the team caring for the patient communicate on a regular rewarding. basis with each other, all having the same focus, it improves quality, effi- ciency and length of stay,” she explained. Interdisciplinary teamwork is essential to improve patient satisfaction, length of stay and reducing readmissions, all which are going to be major At Lawrence Hospital Center, we understand how challenging it can be to provide the high level of care we’re driven to provide. And that’s why when you do so, we notice. Whether issues in healthcare reform, she noted. Within 3 months of implementing your goal is experiencing more professional respect, enhancing your skills or balancing your an interdisciplinary team at Crozer-Chester Medical Center, length of stay career and personal life, we help you make it happen with us. dropped by a full day because care was much better coordinated. If you’re a skilled Allied Health or Nursing professional who is interested in delivering superior “In today’s challenging healthcare environment, it is imperative that a and individualized care, we invite you to find out more about the following positions: team works collaboratively, and communicates transparently and openly ALLIED HEALTH with each other,” said Volsch. Laboratory • Pharmacy • Physical Therapy Redundancy in services must be avoided, as well as delay in care pre- Respiratory • Med/Tech • Radiology vented by the availability of a multidisciplinary team that has all of the re- sources readily available for complete, excellent patient care, throughout NURSING the continuum of care and through discharge and follow-up. • RNs (CCU, NICU, ER, Med/Surg, OR, Peds, Home Care) “The world of healthcare remains an ever-changing and ever-challeng- • Case Managers ing field. Braving the chasm between welcoming advances in new technol- Lawrence Hospital Center is conveniently located next to the Bronxville Metro North Station, just a half hour from NYC. To learn more about why many consider us ogy and combating limitations from insurance providers, this contemporary to be the “best kept secret in lower Westchester,” and to apply, please visit healthcare setting will hopefully allow room for interdisciplinary team- www.lawrencehealth.org. EOE, M/F/D/V work to continue to promote holistic and skilled patient care,” concluded Location. Innovation. Compassion. O’Callaghan.

www.lawrencehealth.org Beth Puliti is a frequent contributor to ADVANCE.

36 ADVANCE for Healthcare Careers workplace success ADVANCE FOR HEALTHCARE How to Fix an CAREERS : Unhealthy Work 24 Environment By Kelly Wolfgang

Battling the physical effects of a patient care. Though it may seem impossible to escape, the workplace can drastically improve, beginning with you. negative job may not be worth Improving your situation without annoying your boss, mak- the paycheck. ing enemies or feeling the need to quit is possible—and even easy to attain. ADVANCE spoke with career experts who will Enduring a negative work environment day after day can be give you the best advice for bringing the joy back into your job. taxing on the mind, body and soul. From overly demanding bosses to gossiping co-workers, bullying to harassment, being Effects of a Negative Work Environment surrounded by unhealthy working conditions can pose a detri- An unhealthy work environment can be the result of many dif- ment to personal relationships, work enthusiasm and, ultimately, ferent things—even something as seemingly insignificant as a cluttered desk. However, even the minutest details of your workplace can in- terrupt your productivity, steal your inspiration and leave you feeling the phys- ical effects of the dreaded drive to work every single morning. Healthcare workers es- pecially feel the added pressure of maintaining a positive attitude not only for themselves and their co-workers, but for those patients they care for. When approaching a pa- tient, healthcare workers are expected to be cheer- ful and positive, which in itself can build pressure that sometimes seems in- surmountable. “Negative work envi- ronments are created and supported through be- haviors associated with harassment, fear, intimida- tion, retaliation, horizontal violence (overt and covert hostile actions to members of the team), disruptive behaviors An unhealthy work environment can be and bullying, and lack of ethics,” said Lisa Boesen, PHR, certi- the result of many different things— fied compassion fatigue specialist. “Additional conditions that can impact the work environment include team conflict due to o z even something as seemingly insignifi- communication style differences, differences in work styles cant as a cluttered desk. and ethics, personality preferences, varying levels of organi- l costan zational commitment and , and job va

ADVANCE for Healthcare Careers 37 2:4 workplace success

Boesen suggested taking a step away from the details and taking a look at the big picture. “Try to determine if the stress is from communication “If you don’t like going to work every day, it’s style differences, personality styles, lack of direction, mismatch of per- formance expectations and available resources, management not handling time to make a change.” team disruptive behaviors or playing favorites, generational differences – Lanea Miller among others or something else,” she said. When you’ve discovered the stressor, “practice empathy,” Boesen said. “Try to determine what it’s like to be in the other person’s shoes. Gather information—understanding the other person will help you in determin- satisfaction, among others.” ing the route you will take to manage the stress.” Specifically, those behaviors can manifest into harassment, gossiping and hierarchal abuse. “In the hospital environment, physicians sometimes Approaching Your Supervisor come in with arrogant attitudes toward nurses, for example,” said, Rog- If you have practiced those steps and are still suffering the effects of an er Frame, PhD, author of Don’t Carve the Turkey with a Chainsaw: Re- unhealthy work environment, it may be time to bring the issue to a super- solving Family Conflict. “Physician training programs often come with a visor. There are practical, positive ways to approach your boss without level of hazing, so they believe that behavior is appropriate to use with complaining, blaming anyone or getting in an even worse position. others.” “If you don’t have support from the top, you are going to get under- However, not all negative work environments stem from a conflict be- mined and nothing will change,” Frame said. “Instead of looking back- tween co-workers. “For healthcare workers, caring for unhealthy patients ward to who is at fault, focus on what you want and how you can get can have a huge emotional impact,” said Jessica Reddy, certified career there.” Make sure you present the facts in a way that shows you have at- and executive coach. “Patients could be physically unwell and, in turn, tempted to solve the problem on your own, but need support, he said. emotionally unhealthy from the struggle of their illness. From having a “Present your concerns with what you would like the result to be. Start head cold to Alzheimer’s, when a patient is physically unwell, it is very the conversations with positive statements, such as how much you enjoy hard to keep emotionally and mentally fit.” your job,” Reddy said. “Then explain the steps you’ve taken toward your ideal situation, offer other solutions to the problem and ask for input.” Fighting the Physical Effects “Your concern should always be presented as a solution instead of a If these conditions persist, the mental and emotional toll of an unhealthy complaint or a confrontation,” said Madelyn George, a professional or- work environment can begin to manifest into physical symptoms. ganizer, business consultant and certified massage therapist. “Be specific “It often has a sort of escalating or cumulative effect,” said Nabil Ou- about exactly what support you need from your boss in order to imple- deh, president and founder, Centre for Conflict Resolution International in ment the new plan and move forward.” Ottawa, Toronto and New York. “It starts out by affecting the employee’s ability to focus on the job. Negativity in the workplace is distracting—the Consider Your Options employee spends more time thinking about what conflict happened and If you have exhausted every option and still don’t see a change in your less time focused on his or her job.” work environment, it may be time to consider moving on to a new po- From there, the negativity spreads, affecting cognitive function. “Neg- sition. “If you don’t like going to work every day, it’s time to make a ativity has been proven to limit our ability to solve problems, be creative change,” said Lanea Miller, licensed urgent family care specialist located and come up with alternate solutions,” Reddy said. “It has also proven to in Seattle. “People have a sad image of work in society,” she said. cripple team environments.” Soon, the symptoms of the stressful environ- Miller added that, because the majority of time is spent at your job, you ment are physically present. have to have a positive attitude and keep work stresses away from home. “You may suffer headaches, back pain, gastrointestinal disorders, high “If you are always feeling negative, you will bring that home. Is it worth , sleep impairment and more,” Boesen said. Eventually, the health problems and family conflicts?” she noted. those symptoms will cause you to take more sick days from work, in turn “When your own health has deteriorated due to prolonged stress, you’ve bringing the negativity home. “This stress can impact personal and family asked for what you need, you’ve made changes on your end and you are relationships and work/life balance,” she said. still feeling the impact, listen to your instincts,” Reddy said. George noted the sacrifice of personal health is rarely worth the re- Start With Yourself wards of a high paycheck or important title. “Especially in today’s econo- The first step to balancing your emotions in work and bettering your en- my, we may go for years and years blaming ourselves for problems in the vironment is to look inward. “Realize and accept that you cannot change workplace, when really the workplace itself just isn’t working for us.” other people, but you do have control over you,” Reddy said. “Work to- Most importantly, take the time to value the positive things. “It’s im- ward shifting your reactions by becoming aware of your thoughts and re- portant to put things into the proper perspective,” Oudeh said. “Your job actions and how they impact your stress level.” is your livelihood—it’s not your life. Recognize the good, positive aspects To begin taking control, give yourself a few minutes of calming time of your life—your family and things you enjoy doing that can balance out throughout the day, Reddy said. “Work on conscious breathing and take a the negativity you’re experiencing at work.” few short walks throughout the day. Make it your personal foundation that other people’s negativity will not have a great impact on you.” Kelly Wolfgang is on staff at ADVANCE.

38 ADVANCE for Healthcare Careers workplace success ADVANCE FOR HEALTHCARE Strategies to CAREERS : Get Ahead in 25 Your Career By Jill Hoffman Volunteering for extra Maybe you never formulated a plan to move forward or spent years waiting for a manager to notice you or opportunities to projects and asking for fall in your lap. Or maybe you’re a promising new graduate who is frustrated after months of hearing nothing back from additional responsibilities prospective employers. are some ways healthcare Don’t fret. You can start today to take steps to get ahead in professionals can excel. your healthcare career. You never set out to get professionally stuck in your healthcare A Vision career, but after many loyal years of service at your facility, you To jump-start your healthcare job, you have to do some soul- may find you haven’t progressed very far. searching. “People go right into planning mode before they ask themselves what they want,” said Debo- rah Brown-Volkman, career coach, presi- dent of Surpass Your Dreams Inc. You need a vision, so ask yourself what you want professionally. If you want a new job, what does that job look like? How much money do you want to make? What type of healthcare facility do you want to work for? If you seek a promotion or new title/re- sponsibilities, Brown-Volkman suggested envisioning the position, and if there’s an actual job opening resembling this post, she recommends looking at the description to see what is required. Then ask yourself: “How do I fill these gaps?” Rounding out a lack of experience or skills can come in the form of classes, volunteering, or ask- ing for additional projects and responsi- bilities.

Promotion If you want to climb the career ladder in your field, you need to justify to your em- ployer why you should get promoted. Find out items on the boss’s or hospital’s agen- da and determine how you can help meet those initiatives. Other strategies to move up include getting to know key decision makers, working on projects out- “As an employee, it’s your responsibil- side of your direct line of expertise and attending industry con- ity to make sure the decision makers ferences, said Joel Garfinkle of Garfinkle Executive Coaching are aware of your accomplishments.” and author of Getting Ahead: Three Steps to Take Your Career

o to the Next Level. z –Joel Garfinkle You may have mastered the technical aspects of your job, but you need to demonstrate an understanding of the “big picture” l costan to be considered promotable and a leader. “That means if va

ADVANCE for Healthcare Careers 39 2:5 workplace success

you are a healthcare professional, you must step out of your comfort zone time to move on, analyze your field for trends to find where opportuni- to move to the top,” Garfinkle said. “You must seek out exposure and ex- ties exist. “Healthcare is about treating people who are sick, and there’s perience not only in your , but also in other key fields, like always people getting sick,” Brown-Volkman said. “So where are people accounting, operations, sales and business development, research and de- getting sick? Maybe you shift yourself. Maybe there’s more opportunity velopment, information technology, project management and human re- with the elderly.” sources.” Then network. Social networking has added a new dimension to the job search. It’s not enough to go on a job board and apply for a job, Perception Is Reality Brown-Volkman noted. Even utilizing the above strategies, you may still hit a brick wall. Skill, “The Facebooks of the world, the LinkedIns of the world have taken merit and hard work will only take you so far; other people’s perception off for professionals because people recognize that they don’t really have of you is the other critical piece of the pie, Garfinkle explained. a network,” she explains. “They didn’t keep up with their relationships Stefanie Zizzo, career and life coach, encourages clients to decide how because they got busy. And then the economy got tougher. And they rec- they want to be seen by other team members at their organization and ognize that they really do need a network.” compare that to reality. If reality doesn’t measure up, individuals need to figure out actions to take to be known that way, she said. Self-Sabotage Importantly, you need to eliminate any negative perceptions your su- If you have a clear vision and have taken concrete steps to progress in periors or colleagues have of you (e.g., behavior, attitude, etc.), Garfinkle your existing career but aren’t seeing results, you may have to turn in- said. “You want to eliminate these damaging perceptions and take actions ward for answers. “It’s important to look at yourself and say, ‘What part that cause others to see you in a more positive light,” he noted. am I playing?’” Brown-Volkman said. Sometimes employees have played it too safe by staying under the ra- New Job dar and not speaking up—possibly because they have undervalued their If you are out of work, fresh out of school or have just decided that it’s own worth or allowed negative self-talk to get too loud, said Zizzo.

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40 ADVANCE for Healthcare Careers workplace success 2:5

“As an employee, it’s your responsibility to make sure the decision VGPI makers are aware of your accomplishments and know the impact of your 'M SJ work and the value you bring to the organization,” said Garfinkle. “Peo- MW ' ple need to know who you are and what you do. You can’t just hide out, XL E  V hold onto your job and hope you will keep it.” R I - 8LIQSWX Extenuating Factors MQTSVXERXTEVX Factors beyond your control may prevent you from succeeding. Personal- ity conflicts, politics or a clash of values between an employee and man- ager could be to blame. “Your boss might expect you to work 60 hours a MW=39 week, but you want to be home with your family,” Zizzo said. “Often it means the individual needs to find a different environment.” So, if you gave it your best shot, it may be time to move on. Otherwise, your self-esteem can start to erode. But with so much uncertainty in the economy, Brown-Volkman said many people are resigning themselves to be content where they are. “You can still go after what you want,” she said. “It might take longer, but at least you’re working toward something.”

Attitude Change At Innovative Senior Care, providing our residents with a full If you’re stuck for the moment, you have two choices: Focus on the continuum of care...starts with encouraging you to go as far positive or focus on the negative. Brown-Volkman said fixating on the as your talent & passion can take you. problems with your job is a demotivator that leads to general career dis- satisfaction and rut perpetuation. Zizzo had one client struggling to find contentment in her job because she was consumed by negative thoughts about difficult co-workers. “She not only shifted her thoughts, but she started to talk to her colleagues to appreciate them for what they’re doing,” Zizzo said. “Even if they’re not as supportive as she would want them to be, she’s thanking them for where they are supportive. That was a huge transformation for her.” Hang tough if you aren’t seeing results, and keep striving for your best. Join us - and you will find a forward-thinking company Even if your employer doesn’t recognize you, that doesn’t mean the work offering their employees the stability, growth & opportunity you do isn’t valuable to patients or your healthcare facility. With the right at- to make a difference in the lives of seniors everyday. Offer- titude and a little persistence, you may just find yourself in a better place— ing home health, hospice and inpatient & outpatient therapy be it a physical location or a state of mind—than when you started. within 648 upscale communities in 36 States - ISC by Brookdale goes beyond traditional home health & therapy Jill Hoffman is on staff at ADVANCE. with a unique proactive approach. If you are a Nurse, Therapist, Home Health or Hospice pro- fessional seeking a rewarding career with a company Your Next Career is on the Horizon embracing your dedication & compassion, join ISC today! Currently Seeking All Specialties ‡&RPSHWLWLYH6DODULHV‡ N ZLWK0DWFK RNs Physical Therapists ‡5HWHQWLRQ%RQXV‡'D\%HQHILWV LPNs Occupational Therapists ‡)OH[LEOH6FKHGXOHV‡$GYDQFHPHQW2SSRUWXQLWLHV CNAs Speech Therapists PTAs & COTAs Opportunities: Full-time, Part-time, Long-term, Perm and Per Diem Locations: Queens, Brooklyn, Manhattan, Bronx, Nassau, Suffolk, Horizon Westchester and New Jersey Healthcare Staffi ng Contact us… NY Call: 516.326.2020 ext 302 Apply online or call 888-221-7317! E-mail: [email protected] NJ Call: 732.817.0500 ext 2 www.BrookdaleCareers.com E-mail: [email protected] HORIZON GROUP )UYEP3TTSVXYRMX])QTPS]IV

ADVANCE for Healthcare Careers 41 achieving balance ADVANCE FOR HEALTHCARE Disconnect & you can CAREERS have the world 3:1 at your fingertips By Kelly Wolfgang “We lose some of our finest qualities, such as kindness, the ability to come up with new ideas and problem-solving skills, when we are constantly on call.” —Linda Hawes Clever, MD, MACP

stressful professions even more difficult,” said Jonathan Duffy, a clinical psychologist, life coach and author of The Available Parent. “Healthcare professionals need to have the ability to protect time for themselves, to rest and de-stress. Otherwise, all of the current availability will affect not only their health, but eventually the quality of their work.” Linda Hawes Clever, MD, MACP, president of Renew and author of The Fatigue Prescription: Four Steps to Renewing Your Energy, Health and Life, said those who are constantly working lose a sense of peace and calm. “To think clearly and creatively, we need to disconnect our- selves,” Clever said. “We lose some of our finest qualities, such as kindness, the ability to come up with new ideas and problem- solving skills when we are constantly on call.” If not forced to put away our iPads, cell phones and , we may convince ourselves that always being available is a good thing, and then it becomes a distorted habit. “Always being connected to some device is a truly unhealthy ,” Duffy said. Limits and boundaries on accessibility are necessary for healthcare workers to make technology work for them. While being available in emergencies is positive, consistently check- ing e-mail, texting or messaging friends can be a detriment. “Every now and then, you may be really glad you received a message, but for every one good time, there are 100 times Turn off the cell phone, ignore you’re not glad you wasted your valuable relaxation time,” that e-mail and get connected Duffy said. to better patient care. WEIGH YOUR VALUES When you make the break from technology, a first step is to as- chirp, e-mails ding and text messages buzz. sess your values. “Many people don’t have just one thing to Though many of us find it tempting to keep our lines of com- do,” Clever said. “They have work, their home lives, pets, they munication open and close by at all times, the constant ability to volunteer, go to church; there are a lot of balls to juggle. When be reached puts a strain on our minds and bodies. you do have a chance to disconnect, take a minute to think about Especially for those in healthcare, taking the time to turn off what’s important: What are your values?” your devices and relax could be the key to a sharpened ability to If family time is a priority, Clever said, ignore your computer think, problem-solve and provide critical care. It could end up and show your family that you value them. “Hug your family saving your patients’ lives and your own sanity. members, look them in the eye, and say, ‘I care deeply about “Being constantly available can make some trying, highly what’s happening in your life.’” By demonstrating appreciation scott derby

42 ADVANCE for Healthcare Careers achieving balance 3:1

and respect for those around you, your time at home will be more peace- but to do that, you have to take care of yourself,” Clever said. ful and better spent. When you are unavailable, make sure guidelines are in place for your contacts to follow. Clever suggested creating a voicemail message that in- BE AVAILABLE ON YOUR TERMS structs callers whom to reach if the problem is an emergency and otherwise “Plan times for inaccessibility, plain and simple,” Duffy said. instructing them to leave a message or noting a specific time when they If your is as busy as most, blocking out 2 or 3 hours in the day can call again. to not be reached could be just as hard as finding 2 hours to exercise or 2 “You could, for example, say that you check your e-mail every hour on hours to nap. However, by planning those times in advance, those who need the hour and will respond to messages then, or let people know they can to reach you will know they can call later, they are not being ignored and call between, say, 4 and 6 every night,” Clever suggested. they will get a response—but not immediately. Duffy agreed that you should offer patients trustworthy coverage or “Just make sure to get back to them within 24 hours of when they call,” some type of reliable backup plan for those hours when you are not avail- Duffy said. able. “It is, however, critical to be somewhat available and connected. Cur- When balancing her professional and personal commitments, Clever rent technology can work against healthcare workers, to be sure, but it can maintains a respectful distance, giving her cell phone number out only also work in their favor. If they allow texts or e-mails in certain circum- to her family members and closest colleagues, generally leaving it off stances, some issues can be resolved clearly and expediently, provided the completely. ground rules for such use are established ahead of time.” “To me, what’s important is my family and my friends. In terms of pro- So when determining the balance that is right for you, look again at your fessional responsibilities, those can be managed in other ways, such as by values and weigh them with your current professional and personal expec- and e-mail during regular business hours,” Clever said. tations. “It may take some time for reflection and conversation,” Clever said, “but the benefit of disconnecting and regaining a sense of personal DRAWING THE LINES fulfillment will be well worth it.” It is important to be available at certain times, but draw those lines so your dedication cannot be abused. “You have to be responsible to your patients, Kelly Wolfgang is on staff at ADVANCE.

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ADVANCE for Healthcare Careers 43 achieving balance ADVANCE FOR HEALTHCARE Learn when CAREERS & how to 3:2 say ‘no’ By John Shalkham, MA, SCT(ASCP)

to say “no” can help us better manage our time and avoid that “burned-out” feeling. We are brought up to say “yes” to re- quests. For many reasons, we say “yes” to requests we do not want to do:

u We enjoy feeling indispensible. u We hold a, “No one can do the job as well as I can,” mentality. u We are nice and do not want to hurt someone’s feelings. u We feel guilty when we say “no.” u We are afraid of being considered expendable. u We are concerned we will be miss- ing a great opportunity by turn- ing a request down.

However, when we say “yes” to re- quests, we let others control our time. The goals we have, such as revising that procedure or going to that soccer game, often are not completed. Time is like money—be careful how you spend it. Remember that by saying “yes” to a

“How you say ‘no’ can help prevent conflicts. Use these tips to deal Be selective with ‘yes.’ If you do not have time with the challenge of to do a project, be honest and say so.” competing priorities. —John Shalkham, MA, SCT(ASCP) In a quote often attributed to actress Lucille Ball, an old proverb says, “If you want something done, ask a busy person to do it.” request, it means you need to say “no” to something else that In healthcare, we are often faced with the challenge of com- is important. peting priorities. Many people want our time, both at work and It is difficult to know when you should say “no,” but know- at home. ing when to decline is useful in accomplishing your job. Say Healthcare professionals have a strong sense of duty. We “no” when you do not have the time to accomplish the job well. have a culture of meeting or exceeding customer expectations, If you do not have time to perform the task well and meet dead- so saying “no” is not in our vocabulary. lines, accepting the task helps no one.

A ‘YES’ CULTURE AVOID POOR PERFORMANCE We strive to find ways to accomplish all that is requested of Your response to a request is frequently based on who is mak- us. As we all know, it is impossible to do everything. Learning ing the request. When your boss asks you to accept a new scott derby

44 ADVANCE for Healthcare Careers achieving balance : 32 The First Los Angeles Hospital

st assignment, be prepared to discuss what impact this assignment will have Founded as the 1 hospital in Los Angeles in 1856, we’ve been on the other tasks you must accomplish. in the habit of breaking new ground Saying “yes” too often has a negative consequence, both professionally in human health and healing. and physically. By not meeting our work assignments, we compromise the St. Vincent, currently ranked among the mission of the facility as well as our personal success. top fi ve best hospitals in Los Angeles, is a nationally recognized health care Reliability and meeting deadlines are critical components to the hospi- innovator dedicated to advancing tal’s success. Your workplace reputation can be damaged by agreeing to the practice of medicine. With a legacy in healthcare for more than 150 years, do a task that keeps you from doing your primary job. we invite you to continue our Another area affected by not saying “no” to some tasks is your physi- journey to make a diff erence cal and mental health. Sleep and recreation are areas often sacrificed to in the lives of our patients. accomplish the additional duties. For additional information, including career opportunites, please visit: We all know a who cannot say “no” and, as a result, has com- www.stvincentmedicalcenter.com promised health and family. Understand what is important to you and make St. Vincent Medical Center certain you allow time for those important goals. 2131 W. Third Street Human Resources, 8th Fl., Los Angeles, CA 90057 BE HONEST Fax: 213-484-7228 How you say “no” can help prevent conflicts. Be selective with “yes.” If E-mail: [email protected] you do not have time to do a project, be honest and say so. In many cases, you do not have to give an explanation. “Thanks for the offer, but I cannot do that at this time.” Respond thoughtfully and graciously, not emotionally. Stick to your M/F/D/V EOE guns when you say “no.” If you do give reasons when you decline, do not argue or debate those reasons. Recognized nationally by U.S. News & World Report If you are undecided about accepting the offer, buy some time to think as one of the Best Regional Hospitals for 2011-2012. it over. Do not say “maybe” if you mean “no.” This response only post- pones the decision. Never make a promise to do something and not keep that promise. Realize there is a third option when asked to perform a task. Coun- Help Guide the Future of terproposals and tradeoffs are a good way to assess the situation. If your boss asks you to accept an additional duty, discuss with her what other Emergency Nursing at the project or task would suffer or be postponed. Most people appreciate hon- Emergency Nurses Association! esty and want to hear if a new task will prevent you from accomplishing your other job duties. The Emergency Nurses Association (ENA) helps Your time is a resource, be certain you use it wisely. emergency nurses expand their knowledge, strengthen their skills and grow their career through education opportunities, networking, research John Shalkham is director, Office of Quality Assurance, Wisconsin State practice and certification preparation. ENA consists of Laboratory of Hygiene, and clinical assistant professor, University of more than 37,000 members from over 30 countries Wisconsin-Madison. around the world and is the authority, advocate, lobbyist and voice for emergency nursing. We are looking for experienced emergency nurses to be a part of this outstanding team. You’ll love our compassion. ENA is a three-time winner of Chicago’s 101 Best and Brightest Companies to Work For. We offer a competitive At NorthBay Healthcare we believe in the idea that healthcare should still care. salary and great benefits, including That’s why we’ve created an environment that • Choice of HMO and PPO medical, vision and cultivates your commitment to compassionate dental insurance and flexible spending accounts care and allows it—and you—to fl ourish. • 401(k) with profit sharing We offer extensive opportunities in the following areas: • Tuition reimbursement • Nursing • Allied Health • Clerical • Management • Service Make a difference in the emergency nursing For more information about us or our opportunities in Fairfi eld and Vacaville, industry. Visit the ENA Career Center at California, visit www.northbay.org. EOE www.northbay.org www.ena.org to view opportunities. To apply, e-mail your résumé and cover You’ll love it here. letter to [email protected].

ADVANCE for Healthcare Careers 45 achieving balance ADVANCE FOR HEALTHCARE CAREERS Hospitals TURN TO 3:3 FLEXIBLE Staffing By Danielle Bullen When employees are in a time can choose from 8-, 10- or 12-hour shifts. Or they can join the PRN pool and be “on call” to cover for and sick days. crunch, scheduling strategies Benefits for Lovelace staff kick in at 20 hours per week, so part- time employees can take advantage. can improve . This flexibility is crucial in retaining employees. By 2020, Innovative hospitals are implementing both low-tech and there will be a projected shortage of 1 million nurses in the high-tech scheduling options to help employees cope with to- country, Shelton cited. Varying schedules can help fill the gap day’s hectic pace. by attracting new employees while retaining baby boomers Lovelace Women’s Hospital in Albuquerque, NM, “offers with pre-retirement plans. flexibility so [employees] can balance work and life,” said Car- Hospitals must have multiple time management resourc- ol Shelton, director of human resources. Nurses, for example, es available, Shelton said. For administrative positions, Love- lace offers limited options. “We’re open to what will work for peo- ple,” she said.

‘It’S ALL DOABLE’ A few of the healthcare professionals at Lovelace shared how they have taken advantage of the work-life balance op- portunities afforded them. Louis Boyd, OTR, a certified lym- phedema therapist, started as a PRN em- ployee and averaged 20 hours per week. She was given the option of becoming a half-time employee with benefits, and Lovelace also paid for Boyd to get her lymphedema certification—both signs of the hospital’s dedication to her pro- fessional growth. “Most therapists in our department have families,” Boyd said. “As long as we meet the needs of the patients, we can manage our time to go to doctor’s ap- pointments, parent-teacher conferences, etc. It’s all doable.” Shannon Salazer, RN, who works in the Family Birth Center at Lovelace, started as a full-time employee in the postpartum unit, switched to part time, and then became a PRN employee in la- bor and delivery and the maternal-fetal medicine unit for high-risk patients. When Salazer switched to the PRN schedule to dedicate more time to her family, the facility was “very welcoming “Everyone needs to have a balanced life, and that’s to that change,” she said. hard in healthcare because it’s 24-7.”– Carol Shelton Whether or not someone wants to in- crease hours on the job or pare them scott derby

46 ADVANCE for Healthcare Careers achieving balance 3:3

down, Shelton said, managers should make sure employees are taking care determine where they will be the most engaged and satisfied. The con- of themselves. “Everyone needs to have a balanced life, and that’s hard in cept is to create a positive environment, and then positive outcomes will healthcare because it’s 24-7,” she said. follow. One Avantas client, a 400-bed hospital, reduced costs by $824,000 in the first year. HIGH-TECH, HIGHER MORALE Other hospitals have taken a technology-based approach to work-life bal- PICK YOUR SCHEDULE ance. Managers at Alegent Health Midlands Hospital in Papillion, NE, Smart Square has a self-scheduling option that allows co-workers to pick use the software program Smart Square, offered by Avantas, for their schedules. They can log in from home to pick up shifts and also request scheduling needs. “You’re in the field for a reason and want to spend time time off. “Before Smart Square, my staff would have to call around to see caring for patients,” said Jackie Larson, vice president for client relations if someone could trade shifts,” Field said. “Now it just takes a few clicks.” at Avantas. Other time-saving features include a cyclic scheduling option for However, much of managers’ time is eaten up by scheduling issues. Tami more set schedules and a predictability component that estimates future Field, ICU/CCU director at Midlands Hospital, can relate. “The last thing I scheduling needs. want to be is a manager who sits behind a computer,” she said. “Looking ahead at the staffing boards really helps me plan when staffing Avantas works to relieve some of that pressure. As Larson explained it, is tight, and it helps me pre-plan for weekends and holidays,” Field said. many clinicians can be subdivided into core staff—who prefer fixed sched- Instead of being tied to a desk with paperwork, she can focus on the hos- ules in the same unit—and contingency staff—who like the flexibility and pital’s long-term goals. variety of working in different units. Some organizations have developed an New hires are blown away by the functionality of the software, Field said. over-reliance on their core staff. It creates burnout when core staff is forced “We are able to promise potential hires that their time will be appreciated and to work too much overtime. “You need to optimize different levels of staff their time with their family is a priority. Work-life balance is achievable.” to align with different patient needs,” Larson said. The consulting arm of Avantas matches staff to open positions to Danielle Bullen is on staff at ADVANCE.

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ADVANCE for Healthcare Careers 47 achieving balance ADVANCE FOR HEALTHCARE Busy healthcare CAREERS professional? 3:4 There’s an app for that By Kelly Wolfgang Tools for time management, A REFRESHING START Sleep Cycle is an innovative app that tracks your sleep patterns, personal care and medical waking you at the most opportune moment for a refreshed out- references stand ready. look on the day ahead. By placing your smart phone on the edge of your bed, Sleep Cycle tracks your motion to determine The plethora of apps available at your fingertips has nev- which sleep cycle you are in—the more movement your device er been greater for the technology-savvy healthcare profes- detects, the lighter you are sleeping. sional. From sleep aids, to personal motivators, to medical After you select a 30-minute window to wake up, Sleep Cycle reference guides, on-the-spot information is available day will detect your lightest period of sleep and sound an alarm. For and night. Here are 10 fun and practical apps that busy health- $0.99, you will no longer wake up during the middle of a REM care professionals can fit into each part of the day. sleep cycle, the deepest and most replenishing sleep, feeling worse than you did before your head hit the pillow.

A GOOD FIT FOR EXERCISE With the aid of a smart phone or a tablet device, you With all the great sleep you will be getting, fitting in that morn- can tap into an expanse of medical knowledge. ing exercise routine will be a breeze. The BeatBurn app, used in conjunction with your regular workout, can pro- vide a personal trainer and motivational music in one place. For $3.99, you get 36 routines that vary in difficulty, a “trainer” to guide you through the workout and a tracker for seeing how many calo- ries you have burned. The app also includes 24 tracks of high-energy fitness music. If you don’t like the BeatBurn selec- tion, you can use your own music—the app will automatically adjust the beat to match your level of activity. The faster you run, the faster the music will go, ensuring the perfect match to your step.

GET ORGANIZED Now you are energized and ready to jump into the day. What’s on the schedule? SmartTime is more than just a calendar; it is an adaptive logic app re- tailing for $9.99 that integrates your appointments, tasks and events into one screen by due date, con- text, duration, location, and start and end times. You can synchronize the app with your iPhone calendar to easily update recurring events such as birthdays and give you special reminders about your daughter’s ballet recital tomorrow night. With snooze alerts, categorized colors and total phone in- tegration, you can select contacts from your phone book related to a meeting or event, call them on the way, use Google maps to get directions, text them when you get there and e-mail a last-minute proj- ect from the shop next door—all from one program. scott derby

48 ADVANCE for Healthcare Careers achieving balance 3:4

LOOK IT UP his lectures and picking out essential words and defining them. The result When you have made it to work and your schedule for the day is set, there was Respirapedia. Each word in the e-lexicon shows a definition as well are apps to help you get through the day. If you are on the run and can’t as an explanation of how that term is used in the clinical setting. When make it to the stack of drug reference textbooks lining your desk, Epo- applicable, it also explains what therapies can be used to help a patient in crates will provide an easy reference for quick drug information, includ- connection to a given term. ing interactions, uses, dosages and even photos of the little white pill in question. A free app, Epocrates also allows you to quickly find your most IN TOUCH OUT OF TOWN frequently accessed items and manufacturer information so you can easily iTriage is a free app designed for on-the-go care. Developed by two ED report adverse reactions, learn about patient assistance programs and ask physicians, it provides easy-click options available for iPhone or Android product-related questions. that offer symptom checks, medical hotline information, nationwide fa- cility directories, disease and procedure listings, medication information BREAK DOWN LANGUAGE BARRIERS and a built-in GPS tracker with turn-by-turn directions on how to reach a If you are interacting with a patient, but are unable to communicate due to a hospital in case of emergency. language barrier, the Mavro app is a healthcare-specific Spanish-English lan- If you like to plan ahead, some participating facilities offer the iTriage guage translator that will speak to patients for you. The free app offers yes/ app giving users the ability to check into the ED before they even arrive at no question formatting, audio, frequently asked question bookmarking and the building, allow time-saving emergent care when needed. flashcards so you can begin to learn the language. When navigating the intimidating number of healthcare-related apps To find out the patient’d symptoms, you can select the introduction tab, available, remember to focus on apps you could find useful daily, can ben- which allows you to select a variety of options from, “Do you speak Eng- efit you or your patient, and have high ratings and recommendations from lish?” to “Please talk slowly to me,” and “Please answer yes or no.” other clinicians. The app will then audibly ask your question and move to a topic selection including chest pain, neurological assessment, pregnancy, trauma and more. Kelly Wolfgang is on staff at ADVANCE. Once you’ve selected the a category, you can alert the patient about what will come next, such as taking her temperature. After assessing the patient’s problems, you can provide specified care without intimidating the patient or becoming frustrated over a language barrier.

APPS FOR ANY SPECIALTY If you are searching for the best app for your specialization, many options are available at the touch of a button. For the audiologist, the free LUMA Audiology app will help you explain hearing and balance-related issues to patients in a way they can understand. The free app offers videos, simula- tions and closed-captions describing the vestibular system, binaural hear- ing loss, tinnitus, hearing aids, cochlear implants and more. If you are in a hospital emergency setting, the FDA-approved Centric- ity Mobile Access Radiology 2.0 app offers remote viewing of comput- ed tomography and magnetic resonance exams. Using a picture archiving platform that is remotely set, radiologists and physicians can diagnose and MAKE A HEALTHY CHANGE, IN YOUR LIFE access images and reports on the go. The program safeguards patient pri- AND YOUR PATIENTS’ LIVES. vacy by not downloading any personal data and provides access to past ex- ams with speed and accuracy, so you will never have to second-guess the MinuteClinic Family Nurse Practitioners are today’s health care information you are sharing. heroes treating and educating patients to help them live healthier lives. And with the strength and support of a Fortune 20 company, For physical therapists, the $0.99 app Stopwatch & Timer offers five you will have the tools, training and resources needed to be a healer, count-down or count-up timers that run simultaneously, customizable tim- an educator, a hero. er names, lap modes and e-mail friendly time logs to track progress. With Join MinuteClinic and experience professional autonomy, alternative multiple timers that can be viewed at once, the ability to track your patient’s schedule options, rewarding benefi ts and the opportunity to create progress with different tasks each day has never been easier. the career of a lifetime. What does “Yankauer” mean to a respiratory therapist? Other than being a large suction cup, it is also one of 1,500 terms defined in Respirapedia, HEAL PATIENTS. REDEFINE HEALTH CARE. Duffy Dog Press, for under $20. This interactive dictionary of respiratory terms available at iTunes and Google Marketplace expands on its print pre- cursor, Respiratory Care Lexicon, created by Kenneth Bretl, RRT, MA, pro- fessor emeritus at College of DuPage in Glen Ellyn, IL. [email protected] Former program director of DuPage’s respiratory care program, Bretl www.minuteclinic.jobs | 877.MIN.CLIN (646.2546) logged more than 30 years teaching. He routinely found himself going over

ADVANCE for Healthcare Careers 49 continuing education ADVANCE FOR HEALTHCARE CAREERS Teachable 4:1 moments By Beth Puliti

pursue higher learning, regardless of your job setting, time with Specialize, generalize or your company or your long-term career objectives. In fact, ac- pursue a higher degree— cording to healthcare professionals, higher learning, no matter the entry-level standards, is always of benefit. what’s the best return on “[Higher education] is an investment. But if done properly, your educational dollar? in a field or course of study that will provide opportunities for advancement, it will pay itself back within a few years—both in Whether you’re looking to obtain the highest clinical degree salary and opportunities,” said Jamie Marcellus, MBA, BScN, in your field, increase your knowledge base, earn a RN, director of clinical operations at Best Doctors Canada, To- promotion or get your piece of the pie, de- ronto, a patient advocacy company. gree advancement is an option to That doesn't mean it’s an easy street to success. Extenuating consider. But with such a di- circumstances in your life may interfere with obtaining an ad- verse menu of options com- vanced degree, certification or CE course. With a little guidance, peting for your educational you can learn how to overcome these obstacles and climb the dollar—advanced degrees, education ladder. CE courses and business- related educational pro- CONSIDERING CAREER GOALS gramming—the decision There seems to be no erroneous reason to seek higher educa- can seem daunting. tion, but one’s purpose for doing so should still be addressed. Fortunately, the specific Motivation should be twofold, said Lori Alves, DPT, Cert. option you choose might not MDT, clinic manager at Excel Physical Therapy and Fitness, be as important as the Philadelphia. larger decision to “One [motivation is that] of self-fulfillment, knowing the highest clinical degree offered in the career is obtained,” she

Healthcare professionals may earn CE credits as an obligation to develop professionally or, in some cases, to renew their license. And for some, the education stops there. Obtaining CE may be all that’s desired. Others, however, aspire to obtain the next degree to advance their career.

said. “Perhaps more important, is working toward improv- ing one's knowledge base to directly improve the quality of pa- tient care.” It’s common to have doubts about pursuing a higher degree. How do you know if now is the right time to commit? “The cost-versus-benefit should be taken into consideration;

what a [healthcare professional] really wants to get out of a pro- eeser gram, and if that goal will actually be obtained at the end of the schooling should be considered,” Alves said. jeffrey l

50 ADVANCE for Healthcare Careers continuing education 4:1 Choose the Proven Way Upgrade to RRT or Earn Your Degree, Online 24/7! You could advance your career and increase your earning Your CEU Checklist potential in a fast, flexible way. Proven online healthcare degree programs put you in control — you can complete Here are some quick tips to help you determine the CE training that your coursework anytime, anywhere. Our online student services make your studies will best meet your needs. available to you 24 hours a day, 7 days a week. Pre-approval. Has the training you plan to attend been approved for y The only ASRT program continuing education (CE) units? While the OT and athletic training disci- accredited by the Commission on Accreditation plines offer national approval for CE providers, physical therapy courses for Respiratory Care (CoARC) must often be approved by individual states. Before attending any semi- y The leader in RT distance education for over 30 years nar, ask the provider if the seminar has been pre-approved for CEUs by y Employer Reimbursement Accepted your professional organization or licensing board. If not, be sure that the Call for more details certificate of attendance you receive for attending the course can be con- y Approved for GI Bill/VA Education benefits verted to CEUs before you attend. Associate’s Degrees: Matched to your level of education. Ensure that the seminar instruc- Allied Health, Business, Respiratory Therapy tor has at least your baseline level of knowledge. This doesn’t mean you wouldn’t learn from a course instructed by another type of professional; Bachelor’s Degrees: but you should be aware of the credentials of the instructor who teaches Business, Nursing*, Respiratory Therapy your course. Beware of ethical and scope-of-practice issues. Just because Master’s Degrees: you learn a fabulous technique at a seminar doesn’t mean you are per- Business Administration, Nursing Administration*, mitted to perform it on a patient. Healthcare Administration, Public Health, Immediately usable. One of the most common complaints among Health Services-Health Promotion NOW OFFERING *RN Required seminar participants is that the information provided during the seminar BSRC Program in Financial Aid Now Available was helpful—just for someone else’s practice. AdvancedPractice Clinical for Qualified Students Many therapists pay good money to attend a seminar and end up with *6JTBCSBODIPG4UFWFOT)FOBHFS$PMMFHF0HEFO8FTU)BWFO few usable ideas. Also, your therapy equipment and clinic layout may vastly differ from those used in the instructor’s examples. Instructed in a hands-on lab. Many seminars don’t lend themselves 888-814-1893 to labs—business, ethics and administrative content are examples. 4$PNNFSDF%SJWF 4BMU-BLF$JUZ 65tXXXJOEFQFOEFODFFEV However, some seminars purporting to teach technique may look good in the brochure, but skimp on kinesthetic learning. Lecture-style learning only goes so far. If you’re not provided the opportunity to practice tech- niques on each other, the information often fades before you hop in your Spinal Cord Injury Seminars car and head home. 2012 Seminars Andrea Salzman, MS, PT, is the founder of the Aquatic Resources Network Occupational and Physical Therapy Management and director of programming for Aquatic Therapy University, of Spinal Cord Injury www.aquatic-university.com March 31 - April 1, 2012 Jacksonville, FL TYPES OF EDUCATION Brooks Rehabilitation Hospital Healthcare professionals may earn CE credits as an obligation to devel- op professionally or, in some cases, to renew their license. And for some, May 5-6, 2012 the education stops there. Obtaining CE may be all that’s desired. Others, Seattle, WA however, aspire to obtain the next degree to advance their career. Seattle Children’s Hospital “I feel both [degree advancement and CE credits] are important but bring about different types of learning,” Alves said. “Advanced degrees, June 30-July 1, 2012 such as the t-DPT [a transitional clinical doctorate], are not a specialty. If New York, NY anything, the program takes therapists who may be working in a special- Mount Sinai Medical Center ized clinic and brings them back to interdisciplinary care.” CEs work differently. Healthcare professionals choose courses that ad- September 29-30, 2012 vance their interests in a particular area. “[CE] courses build a knowledge Encinitas, CA (San Diego Area) base that can be directly related back to the patient’s quality of care,” she Scripps Memorial Hospital Encinitas said. Alves and Marcellus both chose to advance their degrees. Becoming November 3-4, 2012 a physical therapist had been a goal of Alves’ since her sophomore year Chattanooga, TN of high school, and continuing on to the highest possible clinical degree Sirkin Hospital for Physical Rehabilitation seemed natural given the work she put into getting her MSPT. From a patient’s view, the degree brings more respect. “I work with For more information on registration or a population that also frequently uses chiropractic care. Patients corre- hosting a seminar... late the DPT degree to the same educational level as a chiropractor, www.sciseminars.com Phone/Fax: 800.305.8818

ADVANCE for Healthcare Careers 51 Institute of Ultrasound Diagnostics 4:1 continuing education 1-800-473-2485 www.iudmed.com which has increased the awareness [of] what our background really is,” All Course Offerings Available Online Alves said. Great for on the job cross training! GROWTH & ADVANCEMENT • Physics & Instrumentation • Abdomen • OB/Gyn • Of course, not all healthcare professionals have personal and professional Vascular • Hands-on Scanning Sessions situations conducive to obtaining an advanced degree. Alves was already paying hefty student loans from her MSPT program when she decided to Course Options: get her DPT. (CME) One Week “Add that to trying to save for a house while still living and traveling,” Three Week Cross Training she remarked. “The cost of a t-DPT, between $10,000 and $20,000, can Three Month (Distance Option Available Online) really have an effect.” One Year (CAAHEP and ABHES accredited) However, there are many ways of obtaining education, said Marcellus. (Distance Option Available Online) Online or distance programs offer flexibility for these types of situations. Kathryn Gill, MS, RT, RDMS “As for costs, many employers are willing to pay at least some amount, Program Director provided you are committed to the organization. Explore these as well as Intensive... grants. [My loan] was tax deductible, and the resulting tax savings paid Individualized... for close to 90 percent of the tuition,” he said. Both Alves and Marcellus believe employers should encourage staff to Quality Education... obtain higher education. As a clinic manager of a private practice, Alves in Diagnostic Ultrasound sees how patients positively respond to an advanced degree. “Anything that can bring more awareness to the skill levels of my ther- apists and their commitment to their careers is welcomed,” she said.

Serving Your Educational Needs for 26 Years Beth Puliti is a frequent contributor to ADVANCE.

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52 ADVANCE for Healthcare Careers continuing education ADVANCE FOR HEALTHCARE CAREERS : what is a 42 webinar? By Kelly Wolfgang

learning new techniques and bettering your abilities from the Online opportunities provide office, your home or a local café. continuing education credits Sandeep Malhotra, director of product management at Inter- call, located in Chicago, said webinars offer cost savings, prac- without the hassle. ticality and accessibility. “Webinars present a cost savings to When trying to fit continuing education (CE) requirements both the presenter and the attendee, as travel is no longer need- into a busy schedule, healthcare workers are often forced to ed,” Malhotra said. “They don’t interrupt busy schedules, since take vacation days, make family sacrifices and spend inordi- you no longer have to leave your practice for off-site meetings, nate amounts of money. From travel time and gas money to and materials are available at any time—if you can’t immedi- uncomfortable conference chairs and bad coffee, attending re- ately join, you can watch the webinar at a later time and still quired CE courses can often be a hassle. submit questions or comments and receive CE credits.” Now, many professional organizations are providing webi- When attending one of these events, whether live or replaying nars—online courses that are inexpensive, flexible and infor- a webinar at a later time, participating could not be easier. “When mative, yet still award the credits required. With the ability to you select a webinar to attend, you will register online and quick- attend these events anywhere and anytime you find convenient, ly receive an e-mail invitation with a link for attendance,” said webinars offer an exciting alternative to traditional meetings. Nick Balletta, CEO, Talkpoint, headquartered in New York City. “When you click the link to log in for the actual event, you will in- ATTENDING A WEBINAR stantly be taken to the live presentation. You can listen to the pre- Webinars provide a simple alternative to in-class sessions, sentation through your telephone or your computer’s speakers. even for those who are wary of technology—attending is as “After viewing the webinar, during which you will have easy as clicking a link and picking up your phone for an hour. little interactive involvement, other than asking questions By accessing one of thousands of available webinars, you at your discretion, you will be sent to a certification module can spend a minimal amount of time refreshing your skills, where you will be examined for CE credits. If you pass, you will be able to print credit verification; otherwise, you will be given specific instructions for retesting,” Balletta said. From there, you can go along with your day. “Webinars are a great tool because they offer ease of use and instant grati- fication,” Balletta said. “You no longer have to disrupt your schedule or lose an entire day to attend an event—you simply have to dedicate 1 hour of your time.”

SELECTING AN EVENT When deciding which webinar is best for your field and your dollar, remember to look for specific topics that will supple- ment your education. “Healthcare is changing quickly,” said Dan Opinante, president of Seneca Consulting Group, Mel- ville, NY. “Webinars are a good resource to get up-to-date in- formation and share ideas in an audio/visual format without travel or time consumption.” To benefit most, look for webinars that offer CE credits

Attending a webinar is as easy as clicking a link

eeser and picking up your phone for an hour. jeffrey l

ADVANCE for Healthcare Careers 53 4:2 continuing education

Available Forms of Continuing Education Exclusive Courses: Clinical NeuroDynamics for the Upper and Lower Quarters In-person Web-based Print Michael Shacklock, FACP, MAppSc, DipPhysio Pros Pros Pros September 7-10, 2012 - NYC, NY • Face-to-face inter- • Attend anywhere, • Easy to reference CAMT: CerƟ  caƟ on in Advanced ManipulaƟ ve Therapy with action with other anytime • Permanent record Dr. I. Nakashima colleagues • Lower cost of completion • Networking oppor- • Large topic variety • Very low cost ManipulaƟ on Cervical, Thoracic Spines & Upper Extremity 6/8-10/12 - NYC, NY tunities ManipulaƟ on Lumbar Spine, Pelvis & Lower Extremity 10/12-14/12 - NYC, NY • Ability to get ques- Cons Cons MCMT: Mastery CerƟ  caƟ on in Manual Therapy with tions answered im- • Easy to get dis- • No interaction Dr. D. Kostopoulos & Dr. K. Rizopoulos mediately tracted • Inability to ask • Don’t always offer questions PT-01: Myofascial Trigger Point and PropriocepƟ ve Therapy Cons CE credits • Fewer CE credits PT-02: Comprehensive Manual Therapy for Cervical Spine • Cost of travel • Malfunctioning per completion PT-03: Comprehensive Manual Therapy for Lumbar Spine • More time out of technology could PT-04: Comprehensive Manual Therapy for Shoulder, Elbow, Hand office disrupt session • Higher expense per PT-05: Comprehensive Manual Therapy for Hip, Knee, Foot class PT-MCMT: Mastery CerƟ  caƟ on in Manual Therapy LIVE COURSES NY, NJ, FL, CA, IL, TX, CT, RI HOME STUDY COURSES AVAILABLE that can be applied to your employer or association requirements, offer im- Your Clinical Success is your Choice...and our Passion! mediate certification and can be replayed for review, advised Mike Meikle, CEO of The Hawkthorne Group, Richmond, VA. “Many webinars are free, FOR MORE DATES AND LOCATIONS, VISIT US AT but some specialty events could cost upwards of a few thousand dollars,” www.HandsOnSeminars.com or Call 1-888-767-5003 he added. “Check with your employer to see if you qualify for continuing education benefits and plan your webinar attendance accordingly.” PTPN Preferred Vendor TRIARQ Approved Provider AOTA Approved Provider Balletta advised researching an event before you commit your time. “Make sure the webinar you are attending is something that’s germane to your field, offers valuable credits and isn’t a waste of your time,” he said. “Don’t attend webinars that are outside of your field unless you have a strong personal in- terest in the topic, since those hours could be better spent on requirements.” Malhotra added it’s important to see who is presenting the event. Even if the topic is of interest, he said, the information may not be valuable if it is not given by a reputable source. “The webinar facilitators will vary based on the topic,” he said. “If you are a new graduate, look for a webinar given 2012 Course Listings by a professor or university. If you are already established in your field, seek those events presented by accredited agencies or healthcare providers.” Lumbo-Pelvic Integration and Cervico-Thoracic Integration Tailor your involvement in those webinars that meet your needs—not 2.75 day hands on courses with online study those that are inexpensive, ill-suited or simply convenient. $595/$560 30 days early registration CTI LPI AVOID MULTITASKING 3/9-11 Southampton, NY 3/2-4 Colorado Springs, CO While attending the webinar, you may be tempted to interact with other 4/27-29 Decatur, TX 3/23-25 Berkeley, CA attendees, catch up on some messages or check in on your favorite web- 6/3-5 Portland, OR 5/4-6 Brooklyn, NY sites, but Meikle advises against multitasking in every way possible. 5/18-20 Braintree, MA 5/18-20 GLendora, CA 5/18-20 Virginia Beach, VA 10/5-7 Green Bay, WI “If you can’t make it to the webinar with your absolute attention, don’t 6/1-3 Berkeley, CA 10/12-14 Virginia Beach, VA show up,” Opinante said. “Webinars can be taken from the comfort of your home, the sanctity of your office or the convenience of any other lo- cation that offers an Internet connection—take advantage of the ease of MANIPULATIVE THERAPY OF THE SPINE AND PELVIS attendance and devote to a time when you can pay full attention.” 2 days $500/$475 early registration 5/12-13 Brooklyn, NY Balletta added that, if the temptation to stray from the webinar is un- 9/1-2 East Patchogue, NY bearable, remember your participation levels are being noted. 11/10-11 Glendora, CA “Webinars have a technology that allows moderators to make sure you’re still there,” he said. It will be noticed when your computer falls Integrative Prescriptive Exercise of the Spine and Pelvis asleep, you minimize the webinar or you leave the page. 2 days $475/$460 early registration In addition, “many businesses will send out a poll at some point dur- 3/17-18 New York, NY ing the webinar to make sure you’re still active,” he said. “If you don’t re- spond, you will be logged out and lose your opportunity for a CE credit.” Visit us on Facebook and Twitter IMTSglobal.com 631-723-0023 Kelly Wolfgang is on staff at ADVANCE.

54 ADVANCE for Healthcare Careers Online Health Care Risk Management Certificate Program

s Meets the Florida Agency for Health Care Admini- stration’s Criteria for Educational Programs s Weekly Interactive Lectures (Life-E-learning Real Advance to MD Time Virtual Classrooms) with Risk Management Experts s Exercises Apply Risk Principles – Experts Provide On-going Feedback Time to take the next step? s Revised and Reapproved in 2011 to Comply with the Risk Management Handbook for Health Care � Attend class on-campus or online with Organizations, 6th Edition case-based curriculum This online certification course is designed to prepare health care � No need to uproot family and move from professionals, including physicians and nurses, and others for positions as risk managers in health care settings. A special unit is friends and support systems included to meet the risk management needs of long-term care facilities. � Continue working during first two years � Clinical clerkships at a teaching hospital near you Online Registration at www.cme.hsc.usf.edu/hcrm � Internationally accredited, financial aid available For more information, call (813) 974-2161 or email [email protected] – Become a physician! Training Academy on Aging at the Florida Policy Exchange Center on Aging in the School of Aging Studies OCEANIA UNIVERSITY Sponsored by OF MEDICINE www.oceaniamed.org email: [email protected] For Admissions call 877.463.6686 (toll free in the US) OUM-Step up 022011 up OUM-Step

:*8B1XUVLQJ6PDUWHUFB[LQGG 30 ADVANCE for Healthcare Careers 55 continuing education ADVANCE FOR HEALTHCARE CAREERS : crossing 43 the bridge By Jonathan Bassett A higher clinical degree in your current profession can expand your clinical responsibilities and job prospects.

Each January, 36 working physical therapist assistants (PTAs) from across the country converge in Findlay, OH, to take the first steps toward becoming doctors of physical therapy (DPTs). Because of their already-completed bachelor’s degree (a program requirement) and working experience in the physical therapy field, these students are eligible to en- roll in the University of Findlay’s unique PTA-to-DPT bridge program, which meets every other weekend on the Findlay campus, and includes three full-time clinical affiliations in acute, subacute and outpatient care. “The program is stressful,” conceded Sue Cox, administrative assistant in Findlay’s physical thera- py department, adding that students must maintain 40 hours per month of employment as a PTA to re- main in the 3-year bridge program. It’s typical for several students to drop out along the way, as the pressures of coursework, clinical rotations and travel or master’s degree in occupational therapy. schedules clash with their work and family responsibilities back Concordia University in Mequon, WI, offers a Transitional home. Program for Occupational Therapy Assistants (TOTA) that cul- Still, for this small cohort of students, putting in the addi- minates in a bachelor’s degree in rehabilitation science and a tional hours of coursework and assuming added tuition debt is a master’s degree in occupational therapy. short-term tradeoff for the added benefits in terms of job oppor- Each fall, a group of 20 OTAs begin the three-and-a-half year tunities, salary expectations and on-the-job responsibilities. program, said Linda Samuel, PhD, OT, dean of the school of health sciences and director of Concordia’s occupational thera- DEFINING BRIDGE PROGRAMS py program. Classes operate on a combination online and week- A bridge program is defined as a transitional program that culmi- end class format, allowing students to continue full-time work nates in a higher clinical degree within your current profession, while completing classes. Tuition is currently $7,735 per semes- affording a broader range of clinical responsibilities. Not to be ter and the program operates on a 3-semester per year basis. confused with academic-track programs (i.e., a master’s level PT “The course structure is rigorous,” said Samuel, and covers both returning to school for a DPT), which signify additional academ- traditional coursework and field work. “We have students come ic training but not necessarily a difference in on-the-job respon- from all over the country, in all areas of practice and all age groups. sibilities, bridge programs are typically offered to associate-level Most of our students have families and need to be employed as the professionals. And they’re not limited to the PT field. assignments are applied to the clinic.” Occupational therapist assistants (OTAs) can select from a large assortment of OTA-to-OT bridge programs nationwide. DEMAND FOR BRIDGE PROGRAMS

Many involve evening and weekend coursework combined As entry-level requirements for healthcare degrees evolve, eeser with online learning to allow OTAs to continue working while bridge programs must frequently adapt to accommodate stu-

earning their degree. These programs culminate in a bachelor’s dent needs. PTA-to-PT programs, once commonplace, have all effrey l J

56 ADVANCE for Healthcare Careers continuing education 4:3

but disappeared from the educational landscape. These programs were es- CAREER INVESTMENT tablished when the PT entry-level degree was still at the bachelor’s level, Many students of bridge programs cite the added clinical stature and pros- according to the American Physical Therapy Association (APTA). pect of running a department as main reasons for returning to school. Now that the profession has moved to an entry-level master’s (with the “Our students are confident OTAs who want to learn more about plan- ultimate objective of having all entry-level PTs at the doctoral level), most ning and developing the treatment plan for their patients,” Samuel said. PTA-to-PT programs have closed, as undergraduate course credits earned Cox added that, because students undergo clinical affiliations in a variety of in a PTA program cannot be applied to graduate-level PT programs. job settings as part of their curriculum, many end up being exposed to new “A PTA who decides to become a physical therapist is changing careers, patient populations and specialties. Many end up changing careers, either not advancing from a PTA to a PT,” reads a statement on the APTA’s edu- within their existing facility or moving to another employer altogether. cational resources Web site. Currently, Findlay’s bridge program is the only And the prospect of a higher salary after graduation leads many to look such accredited program in the country, according to Cox. past the initial tuition cost. Based on the U.S. Bureau of Labor and Statis- Because of this, demand for these transitional programs is high. tics Occupational Outlook Handbook, the median salary in May 2010 for “I cannot understand why this market is not being tapped,” said Polly OTs was $72,320; for OTAs it was $51,010. Physical therapists earned an Bowers-Maness, a PTA in Nacogdoches, TX. “PTAs need to be able to gain average of $77,990 according to the most recent Bureau of Labor Statis- the additional education if they are willing. The experienced PTA would tics estimates, compared to $49,800 for PTAs. make a wonderful candidate for a DPT. Just allow us to work to pay our “Technically there is enough difference that the increased could bills while we fill the education gap.” help to pay for the cost of tuition,” Samuel said. “The cost is a factor but Cox estimates that about double the number of Findlay’s program capac- we also have a number of students who are nearing retirement and want ity applies each year. There is no waiting list, so those who don’t make the to become an OT.” cut must wait a year and re-apply. Like Findlay’s program, Concordia’s TOTA program is in high demand. “We LPN BRIDGE PROGRAMS generally receive 35-40 applications for our 20 spots,” Samuel said. “If a student The therapy fields aren’t the only disciplines with bridge programs—work- meets all the criteria but isn’t placed, they’re guaranteed a spot next year.” ing nurses can also benefit. LPN-to-RN programs are commonplace,

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ADVANCE for Healthcare Careers 57 4:3 continuing education

and many can be completed online, allowing students to continue work- LEARNING MORE ing and fit coursework around their schedules. Others maintain a tradi- Bridge programs are a commitment—both in time, money and effort. It tional on-campus curriculum. helps to be prepared. At Gordon College, a state-affiliated college in Barnesville, GA, work- “I think the hardest adjustment for the student is time management,” ing LPNs can elect to pursue an RN degree through its 3-semester LPN- Samuel said. “It takes approximately one semester to find time for work, to-RN bridge program. Like Findlay’s program, Gordon’s begins each school and their home and family. It’s important that students try to inte- January, with students attending on-campus classes and earning their RN grate all phases of their life and make time. Families and friends also need degree at the end of the spring semester the following year. to be supportive and understanding.” Candidates must have at least 1 year of experience working as an LPN If you’re ready to make the leap, Cox recommends starting by asking in addition to meeting Gordon’s admission criteria for its 2-year associate your current employer if they’ll help offset some of the tuition cost— nursing degree, explained Saadia Ramsaran, spokesperson for Gordon’s since many insurers are beginning to mandate that their covered therapy nursing education department. services be provided by clinicians holding higher degrees, many employ- Students must have a minimum cumulative 2.5 GPA for their LPN de- ers might feel the investment is worth it for a valued employee. gree, must have completed essential core courses and must pass a test Which could be the most valuable asset of bridge programs, according of essential skills during the fall semester prior to starting the program. to many health providers—the creation of a more robust and education- Though the test assesses a candidate’s technical nursing aptitude, “work- ally prepared healthcare work force. ing LPNs should know the material and should be able to pass it,” Ram- “We have to grow with societal needs and meet them,” said Bowers-Man- saran said. Admission can be competitive—last semester, the program ess. “In rural East Texas, there are not enough therapists to treat the popula- received 32 applicants and 15 were ultimately accepted, Ramsaran said. tion of geriatric [patients], much less pediatric and specialty areas. The PTA But if you make the cut, like OTs and PTs, your career outlook can be is a great source to fill those needs, but we need the opportunity to grow.” improved greatly. “Employers in our area are looking for RNs,” Ram- saran said. “And it doesn’t look like it’s slowing down anytime soon.” Jonathan Bassett is on staff at ADVANCE.

Successful healthcare careers start at Jefferson Jefferson School of Health Professions offers a full spectrum of healthcare degrees in: • Bioscience Technologies (BS, MS) • Couple and Family Therapy (MFT) • Occupational Therapy (BS/MSOT, EMOT, OTD) • Physical Therapy (DPT) • Physician Assistant Studies (MS) coming in 2014 • Radiologic Sciences (BS, MS) Students collaborate across disciplines with peers from the Schools of Medicine, Nursing, Pharmacy and Population Health. Graduates consistently pass licensure examinations and secure jobs. Visit Jefferson.edu/jshp or call 877-JEFF-247. Center City Philadelphia

THOMAS JEFFERSON UNIVERSITY

58 ADVANCE for Healthcare Careers 2012 SCHEDULE “ THE BEST CONTINUDING EDUCATION COURSES I HAVE EVER TAKEN!” PATRICE S. - DALLAS, TX Rehabilitation for the Frail Elderly Acute Care Rehabilitation Robert Thomas, MS, PT Mark Nelson, MPT Edgewood, KY ...... April 21-22, ‘12 Jacksonville, FL . . . . March 24-25, ‘12 Idaho Falls, ID ...... May 19-20, ‘12 San Diego, CA ...... April 21-22, ‘12 Fort Worth, TX ...... July 21-22, ‘12 Dubuque, IA ...... May 5-6, ‘12 Freehold, NJ ...... Dec. 1-2, ‘12 Cherry Hill, NJ ...... June 23-24, ‘12 Jefferson City, MO . . . . July 21-22, ‘12 Safe Steps Syracuse, NY ...... Sept. 22-23, ‘12 Dr. James Wall, BSc, MSc, MEd, PhD Lincoln, NE ...... Oct. 13-14, ‘12 Seattle, WA ...... May 19-20, ‘12 Oxford, MS ...... Nov. 3-4, ‘12 Palm Springs, CA . . . June 23-24, ‘12 Sacramento, CA . . . .Sept. 22-23, ‘12 Taking Balance to the Limits New Rochelle, NY . . . .Oct. 13-14, ‘12 Janene Barber, PT, GTC Bristol, TN ...... Feb. 25-26, ‘12 Rehabilitation for Little Rock, AR ...... May 19-20, ‘12 Clinical Geriatric Orthopedics Persons with Dementia San Francisco, CA . . . . July 21-22, ‘12 Dr. Carole Lewis, PT, DPT, GTC, GCS, Indianapolis, IN . . . . . Aug. 18-19, ‘12 CCOEE, MSG, MPA, PhD, FAPTA Susan Staples, PT, GCS Newport News, VA . . . Feb. 24-25, ‘12 Albuquerque, NM . . . .Sept. 22-23, ‘12 Tacoma, WA ...... Feb. 24-26, ‘12 New Orleans, LA ...... Nov. 3-4, ‘12 St. Louis, MO . . . . . March 16-18, ‘12 Charlotte, NC ...... Mar. 24-25, ‘12 Buffalo, NY ...... May 18-20, ‘12 Harrisburg, PA ...... June 22-23, ‘12 Cancer Rehabilitation Chattanooga, TN ...... Aug. 3-5, ‘12 Denver, CO ...... Oct. 12-13, ‘12 An Evidence Based Course for ALL Clinicians Akron, OH ...... Nov. 3-4, ‘12 Cherry Hill, NJ ...... Sept. 21-23, ‘12 Nicole Stout, MPT, CLT-LANA Lexington, KY ...... Nov. 2-4, ‘12 Intensive Orthopedics Winston-Salem, NC . . June 23-24, ‘12 Miami, FL ...... Nov. 30-Dec. 2, ‘12 Sandy Shelton, PT, GTC Louisville, KY ...... July 28-29, ‘12 Clinical Geriatric Neurology Salt Lake City, UT . . . April 20-21, ‘12 Green Bay, WI ...... Sept. 29-30, ‘12 Dr. Carole Lewis,PT, DPT, GTC, GCS, New York, NY ...... May 19-20, ‘12 Nashville, TN ...... Oct. 13-14, ‘12 CCOEE, MSG, MPA, PhD, FAPTA Columbus, OH . . . . . June 22-23, ‘12 Portland, OR ...... Nov.3-4, ‘12 San Jose, CA ...... April 27-28, ‘12 Chicago, IL ...... July 20-21, ‘12 Rehabilitation of Persons with Minneapolis, MN . . . . June 23-24, ‘12 Saddle Brook, NJ . . . . July 20-21, ‘12 Home Health Rehabilitation Common Medical Pathologies Dr. Carol Schunk, PT PsyD Raleigh, NC ...... Oct. 19-20, ‘12 Dr. Steven Tepper, PhD, PT Memphis, TN . . . . . March 24-25, ‘12 San Luis Obispo, CA. . Feb. 25-26, ‘12 Geriatric Therapeutic Exercise Kansas City, MO . . . . April 21-22, ‘12 Phoenix, AZ ...... March 24-25, ‘12 Mark Traffas, PT, GTC Houston, TX ...... May 19-20, ‘12 Omaha, NE ...... July 21-22, ‘12 Royal Oak, MI . . . . . March 24-25, ‘12 Lansing, MI ...... Sept. 29-30, ‘12 Richmond, VA ...... Aug. 4-5, ‘12 Las Vegas, NV ...... April 21-22, ‘12 Pittsburgh, PA ...... Oct. 6-7, ‘12 Springfield, IL ...... Sept. 22-23, ‘12 Atlantic City, NJ .. . . . April 28-29, ‘12 Davenport, IA ...... Nov. 3-4, ‘12 Cromwell, CT ...... Oct. 5-6, ‘12 Cheyenne, WY ...... May 18-20, ‘12 Provo, UT ...... Nov. 30-Dec.1, ‘12 Dallas, TX ...... Nov. 3-4, ‘12 Silver Spring, MD . . . . June 22-24, ‘12 San Ramon, CA ...... Dec. 1-2, ‘12 Albany, NY ...... Nov. 2-3, ‘12 Put Some Muscle Into Ther Ex Dr. Wendy Anemaet, PT, Palm Springs, CA ...... Dec. 1-2, ‘12 PhD, GCS, CWS, GTC, COS-C Toll Free Comprehensive Oklahoma City, OK . . March 24-25, ‘12 1-877-794-7328 South Bend, IN . . . . . April 21-22, ‘12 www.greatseminarsandbooks.com Rehabilitation Strategies Madison, WI ...... June 23-24, ’12 Fax 330-865-6941 Doug Dillon, PT, GTC, CSST Billings, MT ...... July 20-21, ’12 Austin, TX ...... March 24-25, ‘12 Boise, ID ...... Aug. 17-18, ‘12 Home Study Courses Charleston, SC ...... May 19-20, ‘12 Des Moines, IA . . . . .Sept. 22-23, ‘12 See website for details. Carson City, NV .. . . . June 23-24, ‘12 Savannah, GA ...... Oct. 6-7, ‘12 Improving Mobility in Older Persons Kissimmee, FL ...... July 21-22, ‘12 with Functional Assessment & Treatment Toledo, OH ...... Oct. 13-14, ‘12 All GREAT Courses are 20 Contact Hours. Qualify for Aging: The Health Care Challenge Los Angeles, CA ...... Nov. 3-4, ‘12 your Geriatric Training Certification once you have Documentation and Functional Assessment completed 8 courses. See website for details. Visit Health Promotion & Exercise for Older Adults our website for clinical tips and reference materials Hands On Evidence Based Manual Therapy Looking for GREAT Online such as: The Functional Toolbox I & II, Geriatric Clinical Techniques for Geriatrics (10hrs) Strategies, Prevention and Wellness Toolbox. Interested Ethics: Ethical Decision Making courses? Visit us at in Hosting a GREAT Seminar? Give us a call. in the Care of the Older Adult (5hrs) www.greatseminarsonline.com Rehab Roadie: Ride and Learn! (5hrs)

ADVANCE for Healthcare Careers 59 continuing education ADVANCE FOR HEALTHCARE CAREERS : raising 44 the bar By Jonathan Bassett Gradually, states are moving health problems that plague us. So despite the burdensome work of tracking CE and license toward higher CE requirements renewal requirements for a given state’s health workers, in gen- for clinicians. eral, these requirements are becoming more stringent. “If you ask me where the trend in physical therapy [continu- The prospect of ensuring clinical compe- ing education] (CE) requirements is headed, I’d have to say tency among licensed healthcare provid- we’re moving toward more regulations, rather than less,” said ers is a daunting one, given the wide David Napier, continuing competence analyst for the Federation scope of disciplines, job settings of State Boards of Physical Therapy (FSBPT), the governing and fluctuating educational require- body behind the national licensure examination all phys- ments. But most healthcare associa- ical therapists must pass to become licensed. tions and state licensing boards agree Though the FSBPT has no regulatory authority to set it’s a necessary endeavor, given the CE requirements at the state level (this is determined by in- rapid pace of new research find- dividual state boards), the organization does publish a model ings and interventions for the state practice act that includes standards for continuing compe- tence for physical therapists. While 16 states have no CE require- ment for PTs at the time of this writing, states seem to be moving toward a general benchmark of 20-30 contact hours, or 3 continu- ing educational units, per license renewal period. Renewal periods are generally every 2 or 3 years. Most states with a CE requirement for physical therapists man- date courses meet the approval of a regulatory body—generally the state board. Currently, 10 of the states with a CE requirement for PTs do not require approval of courses. Similarly, the nursing profession abides by state-specific guidelines that can vary widely. For example, New York cur- rently has just a few requirements for LPNs or RNs renewing their licenses (which must take place every 3 years). They need 3 contact hours of infection control every 4 years and 2 contact hours of child abuse (one time). But Florida RNs and LPNs must complete 24 hours of ap- propriate CE every 2-year license renewal period. Florida also mandates specific CE training, such as a course in domestic vio- lence to be completed every third renewal period. In Michigan, RNs must complete 25 hours of CE every 2 years, and 1 hour must concentrate on some form of pain management. Like physical therapy, nursing requirements appear to be trend- ing up. In Illinois, legislation enacted last year mandates new CE requirements for the state’s 31,000 LPNs and 166,000 RNs. Il- linois nurses must now complete 20 hours of CE every 2-year renewal period. The regulations allow for a variety of avenues to earn CE—at- tending seminars or lecture presentations, CE is the professional completing home study or online courses, obligation for anyone in academic credits, and authoring journal the healing professions. articles or other publications. eeser “Continuing education gives nurs- es the opportunity to pursue their jeffrey l

60 ADVANCE for Healthcare Careers ADVANCE for Healthcare Careers 61 4:4 continuing education

Sample of State CE Requirements

California OTs: 12 hours per 12-month period PTs: 30 contact hours per 2-year period RNs: 30 contact hours per 2-year period SLPs: 24 contact hours per 2-year period

New York OTs: No current CE requirement PTs: 36 contact hours per 3-year period R N s : 3 contact hours of infection control every 4 years; 2 contact hours of child abuse (one time) SLPs: 30 contact hours per 3-year period

Florida OTs: 26 hours per 2-year period PTs: 24 hours per 2-year period RNs: 24 hours per 2-year period SLPs: 30 contact hours per 3-year period

Texas OTs: 30 hours every 2-year period PTs: 30 hours every 2-year period RNs: 20 hours every 2-year period SLPs: 20 hours every 2-year period

Source: www.care2learn.com

professional career goals by enhancing their current knowledge and skills, thus improving healthcare to the public,” said Amy B. Bernard, MS, BSN, RN-BC, director of CE at Western Schools, a Brockton, MA-based provider of health- care continuing education for professionals in nursing and behavioral health. Taught by highly respected faculty, these “New requirements like these [in Illinois] can often seem overwhelming to programs are designed to help the next nurses who are already challenged with balancing their personal lives and pro- fessional careers. Fortunately, nurses have options and can choose to complete generation of nursing leaders achieve their their continuing education when and where it’s convenient for them.” career goals while improving the health and Bernard recommends consulting with well-regarded CE providers who can spell out the individual requirements for your state, and the available well-being of all people. options that can fill the requirements. Even athletic training is beginning to up the ante as it relates to CE. While Now accepting applications for the following a handful of states still have no CE requirement for athletic trainers, many are moving to a 75-contact hour per renewal period mandate. This can prove online degree specialties: time- and cost-prohibitive for many working athletic trainers, particularly those who cover night-time and weekend sporting events. And the Texas re- R5'#&35/,- 5,.#.#)( , quirement will become even more stringent in 2013, as the renewal period R5/,- 5 #1# ,3I)' (]-5 &."5 will shrink from 3 years to 2. “I’ve never had a problem with mandating continuing education for ath- R5/,- 5/.), letic trainers,” said Russell Ortiz, ATC/L, an independent athletic trainer in the Dallas-Fort Worth area who also works PRN for Ben Hogan Sports Medicine. “Our base of knowledge is constantly expanding and evolving, online.nursing.georgetown.edu/advance so having a standard of continuing competency is an effective way to build our base of skills and stay on top of the latest advances.” 1-877-910-HOYA (4692) Fortunately, the board of certification for athletic trainers accepts online CE credits, Ortiz said, and the majority of his CE requirements are com- ,)!,'5#-5().50#&& 5#(5&&5-.. -855 pleted through webinars and online skill training. Other options are National & - 5&&5g7nmm7ogf7jloh5 ),50#&#&#.3855 Athletic Trainers’ Association (NATA) conferences and courses run by area

62 ADVANCE for Healthcare Careers continuing education : Programs Accredited by 44 the Southern Association of and Schools orthopedic groups. Also, by renewing his membership with NATA, Ortiz re- ceives “CE dollars” that can be put toward course fees. Two Post-Graduate Physical Therapy Programs: PhD and T-DPT Occupational therapy is heavily governed by CE requirements on the state On-Line Format Enriched with On-Campus Sessions Twice a Year in Ft. Lauderdale level. According to the American Occupational Therapy Association, as of Au- Physical Therapists with a BS, MS and/or DPT Degree can apply gust 2010, all but eight states have some form of CE requirements written into their practice acts. And several of the non-CE states are in the process of estab- PhD PT Program Transition DPT Program lishing a CE mandate. Most current guidelines are 10-30 contact hours for OTs Optional Manual Therapy Track per renewal period (1-3 years), while OTAs must complete 12-24 hours. Preparation for Academia • Research emphasis 15% APTA Discount Clearly, states are beginning to mandate a minimum level of ongoing • $7,200 with PhD (5 classes) clinical competency to keep their licensed health providers up-to-date on • Outcome measurement • $10,000 with MS (7 classes) their skills. While these new regulations can be an added burden in terms of Curriculum Selections • $17,000 with BS (13 classes) time and money, state legislators and CE experts advise looking at the big • Educational theory & Clinical Emphasis In: picture—CE is the professional obligation for anyone in the healing profes- Leadership • Differential diagnosis sions. Don’t look at CE as merely as an obligation to renew your license; • Administration & • Evidence-based practice rather, it’s a way to raise your skills as a clinician. Management • Radiology & Pharmacology “Are you the best clinician you can be? I personally will never answer • • Clinical Reasoning yes to that question,” stated Carole Lewis, PT, DPT, PhD, GCS, FAPTA, • Motor Control/Learning co-owner of the Center of Evidence and a lecturer for Great Seminars and • Specialty Clinical Practice Books, a national provider of healthcare CEUs. “Good therapists are always learning and improving their skills,” CONTACT INFORMATION Lewis said. “So stop taking [CE] just to get CEUs for your licensure. NOVA SOUTHEASTERN UNIVERSITY • www.nova.edu/pt Find courses that make you a better clinician. Don’t accept mediocrity.” PhD: Dr. Madeleine Hellman TDPT: Dr. Bini Litwin PT, PhD [email protected] [email protected] Jonathan Bassett is on staff at ADVANCE. 800-356-0026 ext 21282 800-356-0026 ext 21274

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• Become a Certified Histotechnician (HT) without traveling to a college campus • All didactic coursework is completed online. • Clinical course work is completed in your local laboratory under the supervision of a certified mentor and mailed to the instructor for evaluation. • Students can enroll and start anytime. • After completion of program, students are eligible to sit for the ASCP HT Certification Examination. • Harford Community College’s Histotechnician (HT) Program is NAACLS approved.

For more information or to enroll, please call 443-412-2498, or email [email protected] www.harford.edu/CET/histotech The Histotechnology Program is accredited by the National Accrediting Agency for Clinical Laboratory Sciences (NAACLS), 8410 West Bryn Mawr Avenue, Suite 670, Chicago, IL 60631

ADVANCE for Healthcare Careers 63 Hands-on Training Seminars and Workshops Adult Nurse Practitioner A new M.S. in Nursing Program BOTOX/FILLER Cleveland, OH...... 3/10/12 Buffalo, NY ...... 6/16/12 Tallahassee, FL ...... 9/15/12 Boise, ID ...... 3/17/12 San Francisco, CA ...... 6/23/12 Sioux Falls, SD ...... 9/22/12 We also offer Chicago, IL ...... 3/24/12 St. Louis, MO ...... 6/30/12 Tucson, AZ ...... 9/29/12 Columbia, SC...... 3/31/12 Houston, TX ...... 7/7/12 Baltimore, MD ...... 10/6/12 an accelerated R.N. to B.S. Dallas, TX ...... 4/14/12 Louisville, KY ...... 7/712 Oklahoma City, OK .10/13/12 Kansas City, KS ...... 4/21/12 Richmond, VA ...... 7/14/12 Indianapolis, IN ...... 10/20/12 an M.S. for the Nurse Educator Atlanta, GA ...... 4/28/12 Columbus, OH ...... 7/21/12 Salt Lake City, UT ....10/27/12 Orlando, FL ...... 5/5/12 Denver, CO...... 7/28/12 Boston, MA ...... 11/3/12 an M.S. for the Gerontological Nurse Practitioner Nashville, TN ...... 5/19/12 New York, NY ...... 8/4/12 Little Rock, AR ...... 11/10/12 Little Rock, AK ...... 5/19/12 Los Angeles, CA ...... 8/11/12 Raleigh, NC ...... 11/17/12 and a variety of post-master’s certificates Las Vegas, NV ...... 6/2/12 Memphis, TN ...... 8/14/12 New Orleans, LA ...... 12/1/12 Mpls, MN ...... 6/9/12 Chicago, IL ...... 8/25/12 San Antonio, TX ...... 12/8/12 LSU ...... 6/15-16/12 Portland, OR ...... 9/8/12 Las Vegas, NV ...... 12/15/12 SCLEROTHERAPY Kansas City, KS ...... 4/22/12 Tucson, AZ ...... 9/30/12 Houston, TX ...... 7/8/12 Raleigh, NC ...... 11/18/12 MICRODERMABRASION/CHEMICAL PEELS Denver, CO...... 8/19/12 Oklahoma City, OK ..10/14/12 For more information, Orlando, FL ...... 9/16/12 call 610-361-5208 ADVANCED BOTOX/FILLER Chicago, IL ...... 3/25/12 Philadelphia, PA ...... 5/13/12 Las Vegas, NV ...... 6/3/12 Dallas, TX ...... 4/14/12 Little Rock, AR ...... 5/20/12 Louisville. TN ...... 7/8/12 Orlando, FL ...... 5/6/12 Nashville, TN ...... 5/20/12 Columbus, OH ...... 7/22/12

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ADVANCE for Healthcare Careers 65 MLD/CDT COURSES 2012* Indianapolis, Indiana e-Integrative May 4 – 12 Minneapolis, Minnesota Lymphedema May 18 – 26 Foeldi Clinic, Certification Course Hinterzarten, Germany Manual Lymph Drainage (MLD) & Complete Decongestive Therapy (CDT) June 4 – 16 e-Integrative (Full) Lymphedema Certification: Providence, Rhode Island • 135 hour certification course June 8 – 16 • 45 hours of internet based home study St. Louis, Missouri • 90 hours of classroom (lab) instructions July 20 – 28 For the most up to date course • Class runs 6 working days, 9 days total* locations and schedule visit • Offered throughout the U.S. www.klosetraining.com • Most efficient and cost effective lymphedema 1369 Forest Park Circle, Suite 101 certification available! Lafayette, Colorado, 80026 Toll free: 866-621-7888 *Courses are approved for continuing education by IDFPR, Telephone: 303-245-0333 provider number 216.000176. This course meets the requirements Fax: 303-245-0334 to sit for the LANA exam. E-mail: [email protected] *Course days may vary based on availability of the host location. www.klosetraining.com

66 ADVANCE for Healthcare Careers Attention Therapists: Seven Million Lymphedema Patients in the U.S. Need Treatment.

Increase your patient base!

Learn More and Earn More!

Complete Lymphedema Certification Course (135 hours) Proficiency in Lymphedema The Academy’s proven Accelerated Hybrid Online Program meticulously blends the Management, now more optimal mix of Internet-based online home instruction of 30 hours and one-on-one classroom instruction of 105 hours to provide our participants with unparalleled quality important than ever! of instruction. This format allows participants to become completely certified in 11 days. Participants in the complete lymphedema certification course will be trained in the four components of CDT and the management of lymphedema. Upon successful completion of this course*, participants will be able to differentiate between a variety of peripheral edemas, and understand the medical indications and contradictions of CDT. Furthermore the therapist will be able to establish a treatment plan for individuals with chronic lymphedema and perform the treatment accordingly.

Complete Lymphedema Certification Courses Include: UÊTextbook on Lymphedema Management by Joachim Zuther UÊComprehensive Course Manual FULL UÊCompression Bandage Set SCHEDULE UÊCertification for Compression Garment Fitting AVAILABLE AT UÊSet of 3 Lymphatic System Posters WWW.ACOLS.COM UÊEducational CD UÊLimb Volume Calculation Software (Developed by Joachim Zuther)her) UÊBilling and Marketing Workshop * Passing grades on written and practical final exams are requireed

Lymphedema Management Seminar (31 hours) Complete Lymphedema Certification Course This course serves as an introduction to the management of upper and lower includes educational disc, Limb Volume extremity lymphedema (primary and secondary). It is focused on increasing the understanding of proper lymphedema management and the application of the Program, Lymphatic System Posters, techniques known as Manual Lymph Drainage (Vodder Technique) and Complete textbook, and other course materials. Decongestive Therapy for lymphedema and otherr conditions (post(post- surgical and post-traumatic swellings, sports injuries, chronic venousenous insufficiencies, amputeee stump edema, migraine headaches, rheumatoid arthritis,s, fibromyalgia and swellings ooff otheotherr genesis. MLD is also frequently used for detoxificationation and generalgeneral relaxation).

Lymphedema Management Seminar Include:ludee: UÊTextbook on Lymphedema Management by Joachimachim Zuther UÊComprehensive Course Manual UÊCompression Bandage Set UÊCertification for Compression Garment Fitting

Advanced Classes for CLT’s from ALL Schools: Wound ManagementManaagement StrategiesStrategies forfor PatientsPatients with Lymphedema (16 hours), LANA® Exam Preparationtion CourseCourse (16(16 hours),hours), LymphedemaLymphedema Refresher Course (16 hours) and Management of Lymphedemamphedema AffectingAffecting the HeadHead andannd Neck (HNL) (14 hours).

All Courses and Seminars are approved for CEU’s.

The Source for Research Baased Lymphedemma Managemeenten

VISIT US AT: www.acols.com OR CALL 1.800.863.5935 TO REGISTER

ADVANCE for Healthcare Careers 67 2 1 1 2 LIVE LIVE BLEED BLEED TRIM TRIM TRIM TRIM

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to making you an essential part of a vital industry.

Experience our commitment at Bachelor’s and Master’s phoenix.edu/healthadmin in Health Administration

You can find more details on all these programs, such as on-time completion rates, the median debt of students who completed the program and other important information at phoenix.edu/programs/gainful-employment.html

University of Phoenix is accredited by the Higher Learning Commission and is a member of the North Central Association (ncahlc.org). The University’s Central Administration is located at 4615 E. Elwood St., LIVE Phoenix, AZ 85040. © 2012 University of Phoenix, Inc. All rights reserved. LIVE

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