10 Traits Of Well Respected CNAs

by Patti on January 25, 2013

in Advice for CNA's, Spot Light Series

1 Compassionate: A compassionate CNA is valuable. She respects what her residents/patients are experiencing; she has a knack for knowing what to say, just when to say it too! She advocates for her patients/residents- she gives detailed reports and updates to the nurses on changes in condition.

2 Patient: This CNA does not allow her job demands to get in the way of resident care. She does not **do** the tasks for the residents in order to get it done quicker; she encourages her residents to take their time with tasks. This CNA does not rush her residents thru meals and toileting.

3  Work-oriented: The CNA who loves his job is evident to all. This aide rarely uses her cell phone while working; when this aide arrives at work, she is ready to work; she focuses on her assignment and residents; she has little time for small talk.

4 Enthusiastic: The CNA who is upbeat and positive is rare. He will have a “Let’s get this done” attitude with a smile. He will not let others’ emotions and negativity affect his day.

5 Reliable: A reliable aide is one who shows up for work, on time. She gets her assignments completed in a timely manner and importantly, residents have become comfortable knowing this aide will take good care of them.

6  Punctual: On time, every time. Whether it’s arrival time for work, or getting residents to activities and meals, the punctual aide is an asset.

7 Hard-working: The hard work CNA’s do is what we are (in)famous for. A well respected CNA isn’t afraid of this work- she doesn’t mind all the lifting, pulling, tugging and moving. She won’t complain when she misses a break occasionally. She will offer to work an extra shift to cover a call out. She doesn’t blink when confronted with confused and scared residents with Alzheimer’s Disease.

8 Flexible: One of the truly most important traits of a good aide is whether he/she is flexible…flexible to float to other units, to swap out shifts to cover openings, to swap assignments when needed…to help a co worker who is running behind.

9 Self-disciplined: It’s getting harder and harder to find nurses and aides who are more in tune with their residents then themselves. Self discipline relates to one’s ability to maintain control of their emotions and feelings. It also relates to staying totally professional when at work. Not too many aides can do this these days. The skills needed however, can be taught and modeled.

10 Focused: Are you totally, 100% focused on your residents and their needs? Do you plan your assignment to fulfill resident desires and ensure you schedule enough time for each resident? Do you carry your cell phone with you? Do you get caught up day dreaming?  Do you tend to get involved with other aides’ problems and gossip? The answers should be YES, YES, NO, NO and NO.

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Question Of The Week: Differences Between CNA & CMA

by Patti on January 18, 2013

in Question Of The Week

Question:
What is the difference between a CNA and an CMA? I want to work in a doctor office as a career, but when I asked about this I was told only CMA’s can work in that setting. Aren’t CNA’s the same thing??

Answer:
NO! CNA’s are NOT even closely matched, skill wise, with Medical Assistants. A CMA is a Certified Medical Assistant. People with this title have been educated by an approved and accredited school for at least 9 months, (full time) and 12 months (part time) or more. These people have special training in medical office procedures, medical office billing and operations, scheduling, and many have further training in taking exrays, drawing blood,  doing EEGs and performing other tests ordered by the doctors.

A notable difference between CNA’s and CMA’s is who supervises them. Doctors directly supervise medical assistants. They delegate duties to the MA and expect the MA to have the knowledge and skills necessary to do the job. CMA’s also, importantly, self regulate their own practice. They have a Code of Conduct, and must be certified by national board testing.

CNA’s on the other hand, work directly under the RN. The nurse delegates only certain tasks to CNA’s as allowed by state law- which limits what the CNA can do. Oddly, CNA’s often make MORE money that a CMA; I cannot explain this discrepancy but it exists.

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Off Topic: Many CNA Blogs are LINK FARMS

by Patti on January 17, 2013

in Advice for CNA's, News

A little off topic post here. I’ve been checking the stats for this web site for years now- and it’s fairly consistent that we get around 100,000 visits a day. Holidays and weekends the numbers of lower of course.  As many of you know, this site has been around since 1996 and we’ve built quite a following.

In looking at the stats lately, I’ve noticed some common themes; also, I’ve been getting lots of emails from unknown people (and perhaps not even from people but automated email generators!) requesting a “link” to my site. I ALWAYS check the quality and realness of any site I link to.

There are a lot of “CNA” blogs and other web sites that offer little to low value information. A few offer” online’ training as well. One thing these sites ALL have in common is a page where they list lots of links to similar (usually medical) sites. These blogs/sites are known as LINK FARMS. They look authentic and some seem to offer “valuable” content…until we realize most of the content has been stolen from other legit nursing assistant sites. If you read further and deeper into the site, it becomes clear the site owner has no clue what they are really writing about. The sole purpose of these sites is the generate income for it’s owners- by way of affiliate linking to online schools and colleges.

Another popular guise many CNA websites employ is called CONTENT FARMING. Computer programs are designed to steal content from legit web sites, usually through an RSS feed, and regenerate the content at another web site. Often, the wording is slightly changed in hope of making it appear original. Google declared war on the CONTENT FARM sites and many have left the web. The sites would draw readers in thru a good looking and reading main page- then redirect readers to the resource page full of links.

Onto some examples:

THIS IS A POPULAR site- but it’s not a valid or legit site for CNAs:

  • http://nursingassistantguides.com/

None of these sites are legit either:

  • http://www.certifiednursingassistant./
  • http://getcnaclasses.com/certified-nursing-assistant/
  • http://www.cnatips.com/
  • http://www.nursingassistantcareer.com/
  • http://thenursingassistant.com/
  • http://cnacertifiednursingassistant.weebly.com/

 

There are many many others. One can tell the difference between an honest, hosted-by-a-living-person web site vs these Link Farm sites.

First, there is an ABOUT ME/US Page with realistic info about the site owner at “real” sites.

Next, the content is not loaded with inbound links to others “resources” pages at “real” sites.

At link farm sites, here is a “RESOURCE” page of some sort and it’s full of school/college links. This is the tell tale, above dispute proof of link farming.

Sadly these sites are not just around for CNAs. Nurses, Nurse Practitioners and Medical Assistants also have their fair share of farm sites as well. For whatever reason, there are very few DOCTOR link farm sites.  Perhaps because most people know one cannot get a medical degree online.

 

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10 Tips For Writing Great Resumes

by Patti on June 1, 2012

in Advice for CNA's, Spot Light Series

Many CNA’s have resumes to help them secure employment. A resume is a marketing tool that presents you in the best possible light, for the purpose of getting invited to a job interview. A resume is NOT a job application nor does sending one guarantee a job. A well written resume will enhance your ability to get a job however.

1)Identify the problems of the potential employer: If you consistently see HELP WANTED ads in the paper for a facility, then this is a good clue that they have trouble with turnover. That, or you may know a new management team has just taken over the place. Maybe you have a friend or two who work for this nursing home and you get the inside scoop on what the problems are. A good thing to put into writing is how YOU can help CHANGE the problems. Be brief and to the point. “I have excellent conflict management skills” is a good phrase to use. Make sure you KNOW something about the facility you are hoping to get hired at. Cookie cutter resumes tend to get tossed into the trash because- well, they all look alike and show nothing different or above average in skills. YOU have to find out what these places NEED.

2)Keep TRACK of who gets resumes! I had a friend who went thru the yellow pages and sent resumes to every nursing home, assisted living home, hospital, and home health care company she could find. She did not write down which place she sent her resumes to- so she forgot- and mailed out more! And more! This is not only costly in terms of stamps, but its a good way to kill your chances for getting a job at the places that get your resume multiple times. So draw up a list of where you sent your resumes, what date….keep it organized.

OK onto the actual resume itself. Keep it simple. Do not  overdo it. One or two pages at most. This is a document to highlight your work experience. It’s not a novel about you.

Do not write your age, nationality, gender, religious beliefs- or your marital status or sexual preferences. It’s not necessary info and in fact could get your resume tossed. Hiring managers are not interested in diversity so much as they are SKILLS. Remember that.

It should be common sense but it’s not: Do not lie about previous job experiences. If you’ve been fired, say so. It’s always better to be honest and up front, than to always be worried the boss will find out you lied on your application. Which is a cause for immediate termination, by the way. Sure, the resume is not a application, but it is what gets you in for that initial interview.

3) There are two basic formats to use when writing resumes:
Chronological  and Functional
Choose the Chronological format if you’re staying in the same field.  A chronological format highlights your employment history. This format can work if you have a solid work history in a particular job or field and you’re planning on looking for a similar position.

Choose a Functional format if you’re changing fields, because a skills-oriented format shows off your transferable skills better and takes the focus off your old job-titles. A functional format highlights your skills. Use this format to show what you’re capable of doing, even if it’s not directly related to your work history. It’s the best choice if you’re changing careers.

4) White space: Lots of white space makes text easier to read. Text that’s too dense may discourage time-pressed readers from reading further.

5) Bullets

Bulleted text allows you to break down complex information into readable chunks, and also highlight key points. Hiring managers, DONs and others charged with reviewing resumes consistently say bullets really make resumes stand out.

6) Easy-to-read headings

Your reader should be able to quickly locate key areas on your resume, such as education, without extensive searching. To much text, all crammed together, will get your resume tossed.

7) Limited number of fonts

Use no more than two fonts styles—one for headings and the other for body text. More than that is distracting.

8) Selective use of bold

Use bold carefully and consistently. For example, if you bold the name of one nursing home or facility you’ve worked for, do it in all cases.

9) No underlining (except links)

Reserve underlined text for web links. If you need to emphasize something, use bold or a different font size instead. And CNAs, be careful what links you might place in a resume. Never link to your Facebook page or private web site.

10) Consistent spacing

Use the same amount of space before and after headings, between bullets, etc. This gives your resume a uniform look.

11) Better-quality paper (print)

For print resumes, use better-quality paper with a rag content of at least 25% and a watermark. The paper should be neutral in color- pale grays or off white. Never use brightly colored paper and never use funky colored fonts!

 

 

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Survey Savvy For CNA’s: Dignity & Respect-Serving Meals

by Patti on May 29, 2012

in OBRA Inspections

Regulation Number:0241

Regulation Title: DIGNITY AND RESPECT OF INDIVIDUALITY

Regulation Description: The facility must promote care for residents in a manner and in an environment that maintains or enhances each resident’s dignity and respect in full recognition of his or her individuality.

From the survey:

II. Non-Secure Dining Room 2/8/12

At 4:45 p.m., a CNA was overheard asking another CNA at table #17 where the resident’s dentures were and then the CNA continued feeding the resident without obtaining the dentures. The other CNA rolled the resident out of the dining room and returned with the resident with the dentures in her mouth approximately ten minutes later. The resident’s food was not reheated for her and the CNA did not return to assist her with the rest of her meal.

On 2/8/12 at 4:58 p.m., the CNA returned to assist the resident with her meal, but did not reheat the meal for her. The resident stated that she was used to the food being cold and did not know that she could ask for the meal to be reheated or get the meal replaced. The resident laughed and stated “it’s ok… I can’t taste much anyhow.”

On 2/8/12 at 4:48 p.m., a resident was observed sleeping in her geri-chair at table #18, while everyone at her table was served and assisted with feeding. The resident was placed at the table in the geri-chair at 4:25 p.m. and did not get served until 4:57 p.m. after her table mates were done.

On 2/8/12 at 4:57 p.m., another resident was observed at table #19, getting seated in the dining room at 4:30 p.m. and not served until 5:00 p.m., after his table mates had completed their meals.

On 2/8/12 at 4:59 p.m., a resident at table #19 was not assisted with his meal. He struggled with one arm (right) to apply jelly to his bread. The resident was served at 4:30 p.m. He was assisted with the jelly on his bread at 4:52 p.m. After assisting the resident the CNA quickly left and began serving more residents.

On 2/8/12 at 5:14 p.m., CNAs observed at tables #19 and #20 were talking among themselves, not speaking often with the residents.

Do you see what’s wrong with this? First, the resident was brought to the dining room without her dentures. How undignified is that? How safe is it to feed someone without their dentures? Why did the other aide take the lady out?

Second, the resident was placed at the table sleeping, and was not woken up for over 25 minutes, and then was served her meal. And on and on it goes. Much of this is preventable. Even with just two CNA’s- it is possible to ensure meals go smoothly and that residents don’t have to wait.  First, have ALL the residents READY for the meal. This means awake, dentures in, sitting correctly. Next, make sure all meals are served to all the residents. Doing this quickly keeps the food hot or cold as served. Residents can be placed in a way where one aide can assist 6 or 7 at a time; this isn’t ideal, but it’s  better than ignoring a few for half an hour! I’ve always said it matters, a lot, the topics of discussion at meal times. We should not use this time to whine and complain about work, or husbands, or to talk behind other aides backs. Instead, meals are a great time to connect with the residents. Discussion topics can and should be about issues that matter to them: Some good ideas could come from the Activity staff- who probably have many books filled with trivia and conversation starters. On the market are flash cards designed just for this purpose- Table Talk.

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Question of The Week: I’m Not Sure I Want To Work In Nursing

by Patti on April 29, 2012

in Question Of The Week


Question:

My mother was a CNA for many years. My sister is a nurse. I have an interest in working in healthcare, but I’m not sure yet. Is there a way for me to try out nursing without spending a lot of money with training and/or education?

Answer:

Great question. I wish everyone who has aspirations to be a nurse could think things through a little better. Nursing is hard work. It’s not an easy way to make money. It’s not a white collar job. I see far too many people have an interest in doing this work for all the wrong reasons; once they get the training and education and degrees, they realize they are in the wrong profession. They’re left with staggering education bills. I’ve seen many RN’s practice for a year or so before realizing the work isn’t for them. Too bad! There are a couple ways to”test run” this line of work before committing to it. I would suggest applying for a job as a Resident Assistant at an assisted living facility first. Because assisted living facilities do not have specific requirements for nursing staff, the role of the RA was developed as an alternative to more costly CNA’s. RA’s so basically the same things as CNAs- and are paid roughly a dollar less per hour. Doing this work for a good 6 months to a year should give you an idea whether nursing is the right career choice. You will experience hands on personal care, assisting people with ADLs, observing nurses doing their work and perhaps work side by side with CNAs.

Second, there is no harm in taking a CNA course. Of all the options, the CNA training is the cheapest and takes the least amount of time. For about $1000.00 a person can go through the classes, get certified and work as a CNA in nursing homes, hospitals and assisted living centers. Few doctors offices and schools hire CNAs. Working as a CNA will certainly give you hands on experience you would need in order to make an educated  decision about your career. Many nurses started out as CNA’s- it really helps them understand the demands of the work throughout their careers. Good luck in whatever you decide to do!

 

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5 Surefire Ways To Lose Your Job, CNAs

by Patti on April 27, 2012

in Advice for CNA's

It isn’t rocket science- keeping a job. But it seems, more and more, that some people really are clueless when it comes to certain actions that will, guaranteed, send a CNA out the door via being fired. These CNA’s act all shocked and awed. REALLY??

YES.

1) Be a NO CALL, NO SHOW. Don’t go to work on any given day you’re scheduled. Perhaps you have a doctor appointment, or you need to catch up on some much needed sleep. Or your kid is sick. Whatever: This action on your part will end your employment at every facility.

2) CALL OUT MORE THAN ONCE EVERY OTHER WEEK: Believe it or not, residents/patients depend upon YOU to show up for work, to assist them with the care and services they cannot provide for themselves. When you call out, someone ELSE has to pick up your assignment. Or as more often happens, your co workers will see their workload increase. They will complain about you. Even those who say they are your friend. The complaints will be bitter if you call out a lot (more that 3 times a year).

3) Be SNEAKY WITH your DOCUMENTATION. I have known some pretty sneaky aides who do things that are absolutely appalling. Taking shortcuts that are genuinely dangerous to good health, lying about cares given, documenting incorrect or made up data…falsifying records…writing in numbers for VS, making up percentages for meal intakes- it all falls under one category. If you’re doing this, your peers will catch you. The good ones will report you.

4) Abuse and or NEGLECT YOUR RESIDENTS: WHOA everyone knows this, right? No. As many media reports show us, aides get together and partake in terrible acts towards the residents. They use their cell phones to take pictures. They don’t realize cameras are capturing every moment.
People are outside doors listening. Bruises tell stories. Residents sitting in w/c’s not being fed are stark reminders of neglect. Large open areas are also evidence of neglect. When the residents you work with start having patterns of problems, it will be noticed. You stand to lose more than your job.

5) TALK LIKE A DRUNK TRUCK DRIVER: Swearing, tough talk, threats- we see this all the time in movies. Is is necessary? No. It is ever called for in the nursing home/hospital environment? No. It may make you feel better, or make you feel important or different. But it’s a sure fire way to get fired- and quickly. Foul language also diminishes the professional image we want others to have of us. When we cuss and swear, we deserve to not work in this field.

 

I swear, some people just don’t have the common sense needed to keep a job. Not to be mean to them, but many of today’s younger people seem to think it is ok to not show up for work without a call; many don’t understand the concept of tardiness and how it effects work flow. Cell phones and Facebook take up much time and attention to this generation, while actual hands on attention is a foreign concept. I worked with a girl with literally broke down and cried when I told her to put her cell away for the day.  Another new staff got jittery when I told him we have no Internet access- he wanted to check his FACEBOOK. What does all this have to do with getting fired? Think about it. When you’re more concerned about who is texting you than you are with providing a bed bath…you’re asking for trouble. When you would rather check your friends’ status updates then assist your resident with eating, you’re asking for trouble. Work is work. It’s especially hard work in a nursing home or hospital. Get it together or go find a career where you can tune in to yourself vs your customers.

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Survey Savvy For CNA’s: Room Temps

by Patti on April 24, 2012

in OBRA Inspections

Each week we will post an article intended to educate CNA’s on OBRA regulations. Detailed articles with advice on how to view resident care from the government’s stand point will be provided. These articles will be under a new category, “OBRA INSPECTIONS”.

Regulation Number:0257

Regulation Title: COMFORTABLE & SAFE TEMPERATURE LEVELS

Regulation Description: The facility must provide comfortable and safe temperature levels. Facilities initially certified after October 1, 1990 must maintain a temperature range of 71 – 81° F

What does this mean to CNA’s? Why should we be concerned with such a regulation? After all, we don’t have any say in these things, right??

Let’s look at things we do that might make the residents environment uncomfortable.

From an actual survey:

During stage one resident observations and interviews on 3/29/11 and 3/30/11, the following information was obtained:
-On 3/29/11 at 11:24 a.m., a resident in room #26 stated his room was always cold, “every night.” Three residents resided in the room.

-On 3/30/11 at 8:34 a.m., a resident in room #14 stated the building was always cold, “especially in this room. The window is open all the time, but I don’t know who opens it. It won’t stay shut.” The resident was observed seated in her wheelchair between the bed and window, wearing her winter jacket. The window was cracked open approximately half an inch. The temperature of the room near the window was 65 degrees Fahrenheit (F). Two residents resided in the room.

-On 3/30/11 at 8:45 a.m., a resident in room #12 stated her room was very cold. She was observed wearing her winter jacket and a blanket. The resident’s window was cracked open approximately one inch. The temperature of the room near the window was 63 degrees F. Two residents resided in the room.

During the environmental tour on 3/31/11 at 10:00 a.m. with the housekeeping supervisor (HS) and maintenance director (MD), the following information was obtained:
-The MD stated the resident in room #14 had told him “yesterday” that her room was too cold. The MD stated he responded by inspecting the resident’s room, discovering her window was not completely closed, and closing and locking the window. The MD stated the staff sometimes opened windows at night and did not completely shut and lock them.

-Room #12 was observed with the window cracked open slightly. The temperature of the room was cooler near the window. The MD closed and locked the window during the tour. The HS stated the staff sometimes left the room windows open in the morning because the rooms were odorous during the night.

-On 3/31/11 at 10:15 a.m., the resident in room #26 stated the room was cold at night. He stated he asked for extra blankets and received them, but was still cold during the night.

-On 3/31/11 at 10:57 a.m., the maintenance director stated the resident in room #26 complained of his room being cold at night because staff were leaving the bathroom window open to “air it out” overnight.

Who among us has not opened windows at work? I have! Even in the middle of the winter when rooms were so stifling hot it was unbearable. Never mind the hot summer months when the AC wasn’t working. Yet it never occurred to me that the simple act of opening a window and not closing it, could cause the residents such discomfort. A couple of winters ago we lost power for 4 days and had no heat for that time. It was in February. I did NOT like that at all and bundled up in many layers. I was still very cold. I like to compare that experience to how my residents might feel if the windows to their rooms were left open. We all know older people feel cold differently than the rest of us. Now I always make sure I shut windows no matter how I feel- it’s not about me.

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Question Of The Week: I’m Having A Hard Time With Diversity!

by Patti on April 23, 2012

in Question Of The Week


Question:
I work at an assisted living community- in the dementia unit. Many of my co workers are from other countries; many do not speak English well, or simply refuse to speak English. I have been a mentor for CNAs for over 15 years now and I’m having a hard time mentoring these people. They can’t read English. They can’t write in English. Trying to teach them I & O charting, for example, is very difficult. Trying to explain care plans is another extremely difficult task for them. They are all CNA’s- brand new aides with no experience. This is their first job as aides. I think this is a serious problem: How do these people pass the CNA exams?? I don’t think it’s safe to employ them but my DON said I am being biased and not open to diversity.

Answer:
You have very legitimate concerns. Your DON is a moron to be totally blunt. He or she is placing the residents at great risk by taking such an attitude. Diversity is great; we need it in today’s world. The purpose of diversity in the workplace to have a strong representation of the community our employer is part of. Diversity brightens prospects for this community and it helps keep the local economy strong. Diversity also has drawbacks. In order to work well, the people seeking jobs must match the skillsets required by employers. Sometimes, employers lower standards and hire in people from other countries in hopes that these people will learn skills and rise up to standards.

In nursing this creates professional problems. While we want to open up opportunities for foreigners who want to learn, we have to be careful with patient safety issues. When a nursing employee of any rank cannot read such basic materials like care plans, or Care Cards, or assignment sheets, they should NOT be permitted to work. Even if this employee has passed the state CNA exam and is **certified** I believe employers must go a step further in ensuring that ALL employees can function in their hired roles. So, a test should be part of the employment application process. Potential hires should be required to read a sample care plan and explain to the hiring people, what they just read and how they interpret it. The key to such employment practices is that they be evenly applied- to ALL potential hires and not just those from other countries or who speak with accents. DOing so is fair.

My advice for you is to go back to your DON and speak again to your concerns. Ask the Administrator to join this meeting. Then, keep a log book with you at all times and note when you trained who on what…and whether you believe they understand the training. Alternatively you can ask to step down as a mentor- this is a tough choice but you might go home and sleep better knowing you had no part in this unethical practice. If you know a resident has been harmed by a employee who cannot understand English and therefore provided substandard care, you have an obligation to report it.
I’m sorry that your employee chooses to place you in such a bad position.

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A Wonderful Time Of The Year?

by Patti on April 21, 2012

in News, Opinion

This isn’t news to me, or to most aides I suspect.
We see it. We experience it. We hear all about it.
WHAT? The PANIC mode our DON and Administrators go into when it’s THAT time of the year. The biggest pony show is often put onto the stage during these times.

THE ANNUAL SURVEY.
Weeks before they expect the inspections, the leaders go crazy. Everything is painted and cleaned and polished to a high voltage shine.
Suddenly the food is much better- it’s hot when it’s supposed to be, or cold when it should be. More food is served; it looks better and smells better and….YES….it even tastes better. The nice table linens come out. The dishes are apt to be prettier. The cook is suddenly more responsive to resident requests for an alternative. The servers show some respect once again. And the aides HEAR about IT when they’re not in the dining rooms right exactly on (cue) time. The dietitians suddenly show up more at meals and actually taste the food, check it’s temp and go through the motions they’re supposed to have been doing all along.


The DON changes too at this time of the year. She or he goes on a witch hunt, scouring through employee records to see who needs to be updated for in services and background checks and all that. She might realize the nursing home hasn’t offered enough education hours so we the aides are forced to attend stupid movie in services by the half dozen for several weeks. Then we’re coached as to what to say IF the dreaded SURVEYORS ask us questions. An innocent and idealistic aide might ask why she can’t just tell them the truth? Lo and beho, the SIN this person just committed. The DON goes further into herself imposed bitchdom with the resident care plans. And the nurses are the next target of the scorn and attacks. Care plans are re-written; aides and nurses and others are asked, no TOLD, to re-sign endless pages of flow sheets and similar stuff.
The residents get the most out of SURVEY EXPECTATION ANXIETY TIME. They get brand new towels and sheets and linens. They have new toothbrushes with their names on them…and shampoo and soap and creams and lotions. Things they haven’t always had all year long. Their rooms are suddenly really well cleaned- rugs are washed, walls are re painted, much needed repairs are done. Windows might even get screens placed in them; AND, the bathrooms! The toilets are fixed so they stop clogging up; the showers magically spray hot water again. And residents have an endless supply of needed items like briefs and wipes and the likes. The scents of the home are just wonderful too, at this time of the year. Air fresheners and flowers and the smell of baking food is abundant in every nook, corner and crevice.

THE BEST PART of THAT time of the year is the increase in STAFFING. Yes. Everyone benefits now. Not only are there enough aides scheduled, often we have too many. SO many that a couple might be sent home or better yet- put to work doing special things like restorative nursing stuff, or activities. The nursing home appears to be a well oiled, well run shop. Enough staff; good food, excellent building and yards; a great activity program…and perfect care plans with well written goals and all signed off by the right people, at the right time, for the right resident.
Yep.
Too bad this isn’t how it works ALL THE TIME.

Now go this article. And consider my rant above. It’s all relative and yes, some nursing homes are NOT like this (or shall we say, some nursing home management teams) BUT many are. Hide the truth when IT’S THAT TIME OF THE YEAR. Cover up those things that are cosmetic and can be altered for a few days. And forget about the rest of the year.

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7 Tips To Deal Effectively With Difficult Residents

by Patti on April 20, 2012

in Spot Light Series

We’ve all been assigned to cranky, demanding rude residents/patients. You know them: Mean, belittling people who have elevated themselves above all others in level of need. Not just pillow fluffers, these residents demand strict attention to minute details not because the attention is necessary but because the resident believes they are entitled to it. Resident families can be just as hard to work with. I’m not sure who is worse: The demanding resident or the demanding family member. Regardless, here are 7 tips on working effectively with the Mrs. Cranky’s of the world:

1) CHECK IN
Check on the demanding resident 1st thing: Once you know you’re assigned to Mrs. Cranky, go to her room and check with her right away. Let her know you’re her aide.

2) DISCUSS PLANS and ADJUST WORK FLOW
Ask her if she has any special requests for today: Perhaps she wants her bath later in the morning; or she isn’t feeling well and would like to skip breakfast. Or maybe she has guests coming and would like to wear the hard-to-don red dress. By asking her what her plans are for the day, you are giving her a real say in how her day will go. Based upon her feedback, schedule your workflow to accommodate Mrs. Cranky’s needs. This does not mean you neglect your other residents.

3) SHARE YOUR WORKFLOW PLAN
It is perfectly acceptable to let Mrs. Cranky know that your other assigned residents have the same needs as she does. Make it clear that you are responsible to others and that you cannot cut back on time they need. You can say all this in a polite, professional and caring manner. Even further, I would let Mrs. Cranky know the order in which you will tend to her care. Give APPROXIMATE time frames. By doing this, you are alerting her that you hold your other residents’ needs just as high as hers.

4) ANTICIPATE NEEDS
Unless she is your first resident, check in with Mrs. cranky every so often. Anticipate her needs. Use your knowledge of her demands as a tool: If you know she usually rings the bell at 10am for bathroom use, be one step ahead of her and show up in her room at 9:55am to see if she needs the toilet…

5) TALK!
When performing actual cares for Mrs. Cranky, listen to her if she speaks. If she is rude or insulting you, let her know that this offends you! Tell her that her words hurt your feelings. By doing this, you put her on notice that you won’t stand for rude remarks and the like. Try to find some common interests to talk about- this shows her that you do have a genuine interest in her. Ask her about pictures she has; ask her where she has traveled in her life; ask her questions about HER LIFE in en effort to show your curiosity. If she answers your questions positively, GOOD! Keep aiming for this positive energy. If she continues to gripe and complain, remain quiet. Don’t ignore her, but ignore the negativity.

6) ASK POINTED QUESTIONS
If Mrs. Cranky seems upset or angry, while doing her care, ask her if something is bothering or upsetting her. Sometimes people are uptight or nervous about things and take it out on the nearest person. If she expresses sadness let her know she can speak with you about those things and offer to pass on her concerns to others as needed. Let her know she can trust you. If she is angry at her family, offer to speak with the nurse to see about a family meeting. If she is mad at other staff, listen but don’t give any feedback. Give her attention for her positive words and say little about her negative words.

7) FOLLOW UP! OFTEN!
During the shift,after her care is completed, check in with Mrs. Cranky. Again, ANTICIPATE her needs! When you take a break, let her know. By doing this you are letting her know you care about her. At the end of the day, if appropriate, check in with Mrs. Cranky one last time. Ask her if she needs anything. Ask her how she thinks her day went- and what could be done to make it better. When we ask people to help us with planning schedules and work flows, it’s amazing how much feedback we get! It’s always appropriate to say goodbye and other polite remarks.

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Thank Those Who Do The Thankless Work

by Patti on April 18, 2012

in Opinion


We talk about it a lot. This work we do. The backbreaking physical work; the crappy pay; the low level of respect we get. Most of us stick it out because we love what we do; we love caring for people less fortunate than ourselves. We sacrifice a lot to stay in this field. How often are we thanked? I found this article and it made me think- am I ashamed of what I do? And how often am I truly thanked for my work? I say, NO I AM NOT ASHAMED AT WHAT I CHOSE TO DO FOR A LIVING…but I am rarely thanked, that’s for sure!

I work at a long term care facility in Humboldt County. One of my duties is to teach CNAs (Certified Nursing Assistants or aides) and other staff members continuing education units in order to be compliant with state regulations. Recently I did teaching on “Positive Relationships for CNAs.” I asked my aides how they felt about being a CNA. Many had positive remarks to share with my class.

My next question was “How do others feel about what you do when you tell them you work in long term care?” Many became uncomfortable and hung their heads. One brave soul stated: “I don’t like telling people what I do for a living because they look at me with a suspicious face and slowly say ‘Ohhhh’ … .”

So, hold your head up high and be proud of what you do. When people ask, tell them! And when you get thanked, rarely though it may be, treasure it and always remember it.

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