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Vermont Nurse Connection

ANA-Vermont Official

Publication

Quarterly Publication direct mailed to 19,000 Registered Nurses, LPNs, and LNAs in VermontVolume 19 • Number 3 July, August, September 2016

Inside President’s LetterLet Your Voice Be Heard!

Carol Hodges, MSN, RN-BC

As I write this President’s Message we are all preparing for the celebration for Nurses Week 2016. The ANA-VT delegates to the Membership Assembly are gearing up for all the initiatives that will be discussed at our 2016 assembly as well as preparing for topics that will be discussed during Lobby Day. ANA-VT, like any organization, needs to be forward thinking and ready to address the challenges and/or barriers to our varied practices, as well as promote the profession of nursing. One of the ways we do that is through political action. ANA-VT remains a bipartisan organization; we do not endorse any candidates but rather support legislative action for improving the health of our state and nation, as well as improving the work environment for nurses. A few examples of this type of political action are:

Veterans Access to Quality Healthcare Home Health Care Planning Improvement Act 2015

Nurse and Health Care Worker Protection Act ANA’s Principles for Nurse StaffingTitle VIII Nursing Workforce Reauthorization Act

There are multiple ways that individual nurses can participate in “political action.” At the state level you can contact your Representative or Senator and speak to them about the healthcare and workforce concerns that you might have. You can also give live testimony in committee hearings. You can join the ANA-VT Government Affairs Committee or meet with our Lobbyist Christine Ryan to discuss your concerns. On June 23rd you can join 300 or more nurses as they meet with their Representatives and Senators on Capitol Hill. If you are unable to participate live, you can join through social media and email. If you have any questions, please email RNAction@ana.org.

Hope to see you there!

The ANA-Vermont website has been updated: vsna-inc.orgWe will continue to update and expand the website so look out for

e-mails and keep checking!

Do you want to stay updated on the latest ANA-Vermont has to offer?Learn of webinars offered by the ANA? How you can earn CEU hours?

‘Like Us’ on Facebook.Follow us on Twitter @VTnurses.

Questions regarding our social media and website?E-Mail: info@vsna-inc.org

EBP SymposiumPage 4

Baby BoomersPage 3

Hardiness in Health CarePage 7

Page 2 • Vermont Nurse Connection July, August, September 2016

Vermont Nurse Connection

Official publication of ANA-Vermont, a constituent member of the American Nurses Association. Published quarterly every January, April, July and October. Library subscription price is $20 per year. ISSN# 1529-4609.

Editorial OfficesANA-Vermont, 100 Dorset Street, #13, South Burlington, VT

05403, PH: (802) 651-8886, E-mail: vtnurse@vsna-inc.orgEditor: Jean E. Graham

AdvertisingFor advertising rates and information, please contact Arthur L.

Davis Publishing Agency, Inc., 517 Washington Street, PO Box 216, Cedar Falls, Iowa 50613, (800) 626-4081, sales@aldpub.com. ANA-Vermont and the Arthur L. Davis Publishing Agency, Inc. reserve the right to reject any advertisement. Responsibility for errors in advertising is limited to corrections in the next issue or refund of price of advertisement.

Acceptance of advertising does not imply endorsement or approval by ANA-Vermont of products advertised, the advertisers, or the claims made. Rejection of an advertisement does not imply a product offered for advertising is without merit, or that the manufacturer lacks integrity, or that this association disapproves of the product or its use. ANA-Vermont and the Arthur L. Davis Publishing Agency, Inc. shall not be held liable for any consequences resulting from purchase or use of an advertiser’s product. Articles appearing in this publication express the opinions of the authors; they do not necessarily reflect views of the staff, board, or membership of ANA-Vermont or those of the national or local associations.

ContentANA-Vermont welcomes unsolicited manuscripts and

suggestions for articles. Manuscripts can be up to:• 750 words for a press release• 1500 words for a feature articleManuscripts should be typed double-spaced and spell-checked

with only one space after a period and can be submitted:1) As paper hard copy

2) As a Word Perfect or MS Word document file saved to a 3 1/2” disk or to CD-Rom or zip disk

3) Or e-mailed as a Word Perfect or MS Word document file to vtnurse@vsna-inc.org.

No faxes will be accepted. Authors’ names should be placed after title with credentials and affiliation. Please send a photograph of yourself if you are submitting a feature article.

All articles submitted to and/or published in Vermont Nurse Connection become the sole property of ANA-Vermont and may not be reprinted without permission.

All accepted manuscripts may undergo editorial revision to conform to the standards of the newsletter or to improve clarity.

The Vermont Nurse Connection is not a peer review publication. Articles appearing in this publication express the opinions of the authors; they do not necessarily reflect views of the staff, board, or membership of ANA-Vermont or those of the national or local association.

Copyright Policy Criteria for ArticlesThe policy of the ANA-Vermont Editorial Board is to retain

copyright privileges and control of articles published in the Vermont Nurse Connection unless the articles have been previously published or the author retains copyright.

ANA-Vermont Officers and Board of DirectorsPresident . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Carol HodgesVice President . . . . . . . . . . . . . . . . . . . . . . . . . . . . Meredith RobertsSecretary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . VacantTreasurer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Nik ZnamenskisDirector . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Irene BoninVSN Foundation President . . . . . . . . . . . . . . . Mary Anne DouglasVSN Foundation Vice President . . . . . . . . . . . . . . . . . .Amy Curley

StaffExecutive Director . . . . . . . . . . . . . . . . . . . . . . . . . . Christine RyanDirector of Membership & Special Projects . . . . . Eileen RodgersLobbyist . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Christine Ryan

Committee ChairpersonsBylaws . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . VacantGovernment Affairs . . . . . . . . . . . . . . . . . . . . . . . . . Christine RyanMembership & Publicity . . . . . . . . . . . . . . . .Task Force VolunteersNominations & Elections . . . . . . . . . . . . . . . .Task Force VolunteersNursing Practice . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . VacantEducation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Deborah SanguinettiVermont State Peer ReviewLeader of NEMSD . . . . . . . . . . . . . . . . . . . . . . . . . . . .Carol HodgesPsychiatric Special Interest Group . . . . . . . . . . .Maureen McGuireCongressional Coordinator . . . . . . . . . . . . . . . . . . . Christine RyanSenate Coordinator for Sanders . . . . . . . . . . . . . . . Christine RyanSenate Coordinator for Leahy . . . . . . . . . . . . . . . . Christine RyanANA Membership Assembly Representatives . . . . . .Carol HodgesAlternate Representatives . . . . . . . . . . . . . . . . . . . .Caroline Tassey

VNC EditorJean Graham

Published by:Arthur L . Davis

Publishing Agency, Inc .

www .vsna-inc .org

Are you interested in contributing an article to an upcoming issue of the Vermont Nurse Connection? If so, here is a list of submission deadlines for the next 2 issues:

Vol . 19 #4 – July 18, 2016Vol . 20 #1 – October 17, 2016

Articles may be sent to the editors of the Vermont Nurse Connection at:

ANA-VermontAttention: VNC

100 Dorset Street, Suite 13South Burlington, VT 05403-6241

Articles may also be submitted electronically to vtnurse@vsna-inc.org.

Deadlines for theVermont Nurse Connection

Letters to the EditorIf you wish to submit a “Letter to the Editor,” please address it to:

ANA-VermontAttn: Vermont Nurse Connection100 Dorset Street, #13South Burlington, VT 05403

Please remember to include contact information, as letter authors may need to be contacted by the editors of the VNC for clarification. NOTE: Letters to the Editor reflect the opinions of the letter authors and should not be assumed to reflect the opinions of the ANA-Vermont.

Jean Graham, Editor

Vermont Medical Reserve Corps (MRC) is actively seeking more licensed medical professionals willing to be deployed locally in the event of an emergency, support first aid stations at community events, educate the public on preparedness, and assist in promoting various health and wellness programs.

MRC volunteers can be a vital resource in times of need, being deployed to overwhelmed medical facilities (medical surge) or assisting the state in mass prophylaxis (e.g. critical interventions antibiotics, vaccinations, etc., to prevent the development of disease to those exposed or potentially exposed to health threats). Becoming an affiliated registered volunteer before an incident allows one to be pre-credentialed and verified, so he/she can be utilized to help as soon as possible.

MRC members are made up of medical and nonmedical volunteers, serving up to their licensed skill level based on incident need. Non-medical volunteers are as vital to

MRC units assisting in coordination and logistics support. Members can volunteer as much time as they like on health and wellness activities and/or just serve in times of need.

Vermont MRC volunteers have helped support the blood drawing clinics for Bennington PFOA water contamination this spring, tuberculosis (TB) testing clinics for students and staff at Charlotte Central School after a reported case, assisted with Vermont’s WIC program, and held a first aid station at this year’s St. Albans Maple Fest.

Additionally, members receive various training and educational opportunities, such as portable hospital (massive tent structure) set-up training (pictured below), psychological first aid training, and attending special speaker presentations.

To learn more about Vermont MRCs and sign-up, visit at OnCallforVT.org.

Vermont’s Medical Reserve Corps Looking for More Licensed Volunteers

Seeking experienced and newly graduated RNs, LPNs, and LNAs

• Now offering weekend shift differential.• New starting rates.

• Ask about our tuition reimbursement program.

Please send your resume to dbessette@greenmountainnh.com

or apply in person.

475 Ethan Allen AvenueColchester, VT 05446

802-655-1025

in conjunction with clinical programs manager to oversee integrated health programs and clinical staff.

Leadership position working

July, August, September 2016 Vermont Nurse Connection • Page 3

Voices of Vermont Nursespremiered at VSNA Convention 2000 and

is available from the ANA-Vermont Office at:ANA - Vermont

100 Dorset Street, #13 South Burlington, Vermont 05403

Price: $20 each book (plus $3.95 for postage and handling)

Make check or money order payable to:VERMONT STATE NURSES FOUNDATION

Name: _________________________________________

Address: _______________________________________

City: ___________________________________________

State: __________________ Zip: ___________________

Priscilla Smith-Trudeau

Because of their years of experience, older RNs possess a wealth of clinical expertise, nursing knowledge, interpersonal skills and judgment.

~ Peter I. Buerhaus, PhD, RN, FAAN1

While the oldest members of the Baby Boomer generation are starting to retire, healthcare organizations should not panic as many members of this generational cohort will be working for years to come. With increased educational, financial and social opportunities, the Boomer Generation is often portrayed as a generation of optimism, exploration and achievement. With Baby Boomers representing 37% of the US workforce, it’s imperative that organizations understand these valuable employees, their mindsets and how to effectively engage them.

Born between 1946 and 1964, this generation is genuinely passionate and concerned about participation and spirit in the workplace, about bringing heart and humanity to the office, and about creating a fair and level playing field for all.2 Predominantly Non-Hispanic, White, well-educated and affluent, many Baby Boomers plan on never retiring and will fight against the stereotypes of aging, including declining physical and cognitive abilities and decreased productivity.3 Older workers want to meaningfully contribute to their careers, continue to improve their skills and talents, and have flexible work arrangements. They remain committed, reliable and productive, and employers can ill afford the loss of labor, skills and talent. In general, older nurses enjoy nursing and they are proud of their profession. Older nurses also have the history and experience to handle complex issues with skills and confidence. To retain older nurses, researchers stress the importance of creating an environment that is satisfying, comfortable, educational and respectful of contributions of aging nurses.4

To be anything less than proactive when it comes to building innovation in your organization is simply giving the upper hand to your competitor. (Byrd, Brown, 2003)5

As healthcare executives intimately know, there is a human resource crisis in healthcare today. Shortages of workers throughout the industry escalated during the 1990s and will continue to grow well into the foreseeable future. The high turnover rates seen in this industry only exacerbate the problem of a declining labor pool. To combat this crisis, the mandate for healthcare executives is to introduce creative recruitment strategies, increase retention rates, and contain turnover to manageable levels. Failure at these efforts will threaten the availability and quality of healthcare services in the United States.6

The First Wave of Baby Boomer Nurses The Boomer generation is complex as there is an

issue of first and second waves. This article is written more about the first wave of Boomer nurses born 1946-1956 and closest to retirement than the second wave born 1956-1964. Boomers, whether first or second wave, are very firm about their sense of individuality and not being a part of a predictable statistical group, Boomers are Boomers by virtue of one indelible fact: They experienced the same growing pains and forces, were preached to by the same geography-spanning media, and understood the impact these same said forces have had on others in their cohort. They may not- do not- agree with stands and opinions of every part of the cohort group or exhibit the same behavior in the same situations, but they do, in their hearts, understand one another.7 Aside from financial considerations, boomers’ notoriously hard-charging work ethic and drive to get ahead may make it difficult for them to envision downshifting into the slower pace of retired life. But being wired for work doesn’t necessarily guarantee that all baby boomers are engaged employees who are involved in, enthusiastic about, and committed to their jobs. About one in three (31%) employed boomers are engaged at work, compared with 38% of traditionalists (those born before 1946), 30% of Generation X workers, and 28% of millennials. However, baby boomers who

expect to retire after age 65 are slightly more engaged (34%) in their jobs than boomers overall.8

Recruiting and Retaining Baby Boomer NursesAt a time when finding and keeping valuable seasoned

nurses is a challenge and a priority, designing creative ways to keep Boomers is essential. Younger nurses are on the move these days seeking better opportunities and greener pastures wherever and however they can. If they observe an organization valuing the older nurses it sets an example that the organization has abandoned the “replacement mentality.” Nurses from all generations are looking for leaders that build a culture that models, encourages, and rewards commitment.

Here are several suggestions for retaining the Baby Boomer Nurse:

1. Provide them with challenges.Boomer nurses who love what they do and do what they

love never fully lose sight of the challenge and the sense of purpose that drives them; they fight their way back toward it no matter how murky things get because it’s the very thing that gets them up in the morning. They enjoy expanding their abilities and participating in projects that can make a difference in the organization and in the lives of the patients and their significant others. They want to solve problems and turn things around. Not providing challenges for Baby Boomer nurses in the workplace is an enormous mistake. Some managers assume Boomers feel settled and happy where they are, or are just working a few more years until retirement. Dismissing their valuable skills due to these assumptions is an example of 20th century and not 21st century innovation in retention strategies. Boomers appreciate and thrive on new challenges and career growth as much as younger generations. Increased responsibility and the chance to have a voice in the workplace will motivate them to new levels of success.

2. Provide them with opportunities to mentor younger generations.They seek meaning and balance. Providing them with

ways to teach younger nurses holds extra value in that they can share their experiences and transfer their knowledge thus building the skill sets of other nurses. They have always valued personal growth; they continue to be committed to lifelong learning and self-improvement. Even in their fifties and sixties, they see themselves as “learners.”

3. Involve them in decision making.Some people have trouble with making decisions

because they have trouble setting priorities. That is not the case with the Baby Boomer. They appreciate respect, transparency and democracy in decision making. They

know how to have a healthy debate, gather and give facts and collaborate with others to achieve a greater goal

4. Offer them post retirement opportunities.It’s no secret that many baby boomers have pushed

back their retirement because of the economic turbulence over the past few years. They are also concerned that their lives may be less fulfilling without their work. Offer them per diem, part time, flex hours, and consulting work. They might even be interested in working holidays and summer vacations.

We must quickly change the work environment into a place where the older nurse is welcomed,

Baby Boomer NursesDon’t Count Them Out Just Yet!

Priscilla Smith-Trudeau

Baby Boomer Nurses continued on page 4

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Page 4 • Vermont Nurse Connection July, August, September 2016

Baby Boomer Nurses continued from page 3

accommodated, appreciated and effectively utilized. The collective wisdom of older individuals in this sector of our nursing workforce must be sought, guarded and valued.

~ Robert Woods Foundation9

Priscilla Smith-Trudeau MSM RN BSN CRRN CCM HNB-BC is an author, speaker and healthcare leadership management consultant specializing in workforce diversity. Priscilla’s research and consulting has been focused on understanding nursing work group cultures. She can be reached at info@wealthindiversity.com

(Endnotes)1 Beurhaus, P. I., Staiger, D. O., & Auerbach, D. I.

(2003). Is the current shortage of hospital nurses ending? Health Affairs, 22(6), 191-198.

2 Zemke, R., Raines, C., & Filipczak, B. (2013). Generations at work: Managing the clash of Boomers, Gen Xers, and Gen Yers in the workplace. New York: American Management Association.

3 Dychtwald, K., Erickson, T. & Morison, R. (2006). Workforce Crisis: How to Beat the Coming Shortage of Skills and Talent. Boston, MA: Harvard Business School Press.

4 Klug, Susan H., “Recruit, Respect and Retain: The Impact of the Baby Boomer Nurse on Hospital Workforce Strategy” (2009). The Julie Belle White-Newman MAOL Leadership Award. Paper 1. http://sophia.stkate.edu/maolhonors/1

5 Byrd, J. & Brown, P. L. (2003). The innovation equation: Building creativity and risk-taking in your organization, San Francisco: Jossey-Bass/Pfeiffer.

6 Numerof, R. E., & Abrams, M. N. (2003). Employee retention: Solving the healthcare crisis. Chicago: Health Administration Press.

7 Zemke, R., Raines, C., & Filipczak, B. (2013). Chapter 3, The baby boomers. In Generations at work: Managing the clash of boomers, Gen Xers, and Gen Yers in the workplace (pp. 71-72). New York: American Management Association.

8 Hartner, J., & S. A. (2014, January 20). Many baby boomers reluctant to retire. Retrieved March 15, 2016, from http://www.gallup.com/poll/166952/baby-boomers-reluctant-retire.aspx

9 Wisdom at Work. (2006, June 01). Retrieved March 17, 2016, from http://www.rwjf.org/en/library/research/2006/06/wisdom-at-work-.html

The 2016 SkillsUSA Vermont Nurse Assisting contest had the largest turnout in its history with 17 contestants from 8 technical centers competing. Vermont Technical Center Williston campus was the perfect venue for this event which featured many stations consisting of scenarios that nurse assistants would encounter in a real work setting: some of these were taking vital signs and brushing dentures; donning PPEs before caring for a patient with MRSA; doing Range of Motion exercises for a resident who has had a stroke and then transferring her to a wheelchair; and performing CPR on an unresponsive patient found on the floor at his bedside. Additional stations included taking a 100 question written test, identifying anatomical parts on models and charts and interviewing for an LNA position. Most candidates admitted that although the day long competition was “stressful and nerve-wrecking,” they had fun and “enjoyed the experience” and loved “meeting new people.”

Contestants had an opportunity to work on a community service project while they were waiting their turns to compete. They made three no-sew fleece blankets which would then be awarded to the three medalists. In turn, the winners were required to donate the blankets to an agency of their choice that serves vulnerable children.

This year’s winners all hail from North Country Career Center in Newport. Each of the students successfully tested for their LNA license in February and plan to work as LNAs as they pursue their nursing degrees. Bronze medal was awarded to Celina Patten who will be attending Blue Ridge Community College in Virginia this fall. Jacey Gray, silver medalist, will be going to Vermont Technical College and Desiree Bowen, gold medalist, will be at University of Vermont. The event, particularly the awards ceremony, left them surprised at their successful outcomes as well as greatly excited.

Desiree is now anxious and eager for the national competition in Louisville, Kentucky in June where she will ply her skills against the winners from across the country. She “can’t wait for the great experience” and plans to practice diligently in preparation for this once in a lifetime opportunity.

SkillsUSA is an organization for secondary and post-secondary technical education students whose mission, in part, is to “empower its members to become world-class workers, leaders and responsible American citizens.” (skillsusa.org) Industry representatives are an integral part of meeting the SkillsUSA mission and offer support in myriad ways. For the Nurse Assisting competition, a big thank you goes to the following industry partners for their donation of prizes, facility, and time: Vermont Technical College, ANA-Vermont, North Country Hospital, Community College of Vermont, Hartman Publishing, Orleans-Essex Visiting Nurses Association and Hospice, Northeastern Area Health Education Center (AHEC), and Northeastern Vermont Regional Hospital. Additional thanks are extended to the judges and actors as well. Judges were Michelle Stearns RN, Ann Edgerley RN, Kathleen DiCarlo RN, Sophia Hall RN, Ginger Etkind RN, Jessica Scherer RN, and Pamela Jacobs RN. The actors were Courtney Patterson (2013 gold medalist), Miranda Martin (2014 gold medalist), Sandy Sargent and Hannah Merrill.

SkillsUSA Vermont Nurse Assisting Competition the Largest Ever

Back row left to right: Jordan Racine—Patricia A. Hannaford Career Center; Becca Rudden—Northwest Technical Center; Morgan McAllister—Cold Hollow Career Center; Amy Kane—

CHCC; Nicole Gregoire—CHCC; Rachel Cohen—Lyndon Institute; Miranda Evans—LI; Lilly Russell—Green Mountain Technology and

Career Center; Jenna Cross—GMTCC. Front row left to right: Alexandra Recsh—Stafford Technical Center; Taylor Wolfe—Northwest Technical Center; Danielle Morris—PAHCC; Chauntel Cook—NWTC; Desiree Bowen—

North Country Career Center; Jacey Gray—NCCC; Celina Patten—NCCC; Madeline Woods—River Valley Technical Center

Left to right: Celina Patten (bronze), Desiree Bowen (gold), Jacey Gray (silver)

Characteristics of Baby Boomer Nurses

Values • Freedom• Work• Community involvement • Prosperity • Self-actualizing • Health and wellness

Attributes • Adaptive • Self-reliant • Free-spirited• Goal-oriented • Focus on individual

choices • Positive attitude

Work styles • Confidence in tasks • Team Players• Seek collaborative, group

decision making • Adaptive to a diverse

workplace

Source: www.valueoptions.com

July, August, September 2016 Vermont Nurse Connection • Page 5

Established in 1884, the Vermont Veterans’ Home is a 130-bed licensed nursing home that raises the bar on high-quality person-centered care that is provided to our Veterans and Members. Join us and be part of innovative programs such as Namaste and an Alarm and Restraint free campus.

Become part of our healthcare team!

For more information or questions regarding available positions, please contact:

Joyce Santacross, Human Resources Administrator, at (802) 447-6535

or email: joyce.santacross@Vermont.govVVH Website: http://vvh.vermont.gov

Job Openings: http://humanresources.vermont.gov/careers

The State of Vermont offers an excellent total compensation package. The State of Vermont is an

Equal Opportunity Employer.

Page 6 • Vermont Nurse Connection July, August, September 2016

Reprinted from ANA01/20/16

Zika virus is transmitted to humans primarily through the bite of an

infected Aedes species mosquito (also a vector for dengue fever, chikungunya and yellow fever viruses). The mosquito typically breeds in domestic water-holding containers; they are aggressive daytime biters and feed both indoors and outdoors near dwellings. There is no vaccine to prevent or medicine to treat Zika. The virus is NOT spread person to person.

About 1 in 5 people infected with Zika virus become symptomatic. Characteristic clinical findings are acute onset of fever with maculopapular rash, arthralgia, or conjunctivitis. Other commonly reported symptoms include myalgia and headache. Clinical illness is usually mild with symptoms lasting for several days to a week. Severe disease requiring hospitalization is uncommon

and case fatality is low. There have been cases of Guillain-Barre syndrome reported in patients following suspected Zika virus infection.

However, due to concerns of microcephaly associated with maternal Zika viral infection, fetuses and infants of women infected with Zika virus during pregnancy should be evaluated for possible congenital infection and neurologic abnormalities. In December 2015, Puerto Rico reported its first confirmed Zika virus case. More recently, the mother of a newborn delivered in Hawaii with microcephaly likely was exposed to the Zika virus while she was residing in Brazil in May 2015.

For further information: www.cdc.gov/Zika

: What You Need to Know

Reprinted from ANA04/18/16

Scientists at the Centers for Disease Control and Prevention (CDC) have concluded, after careful review of existing evidence, that Zika virus is a cause of microcephaly and other severe fetal brain defects. In the report published in the New England Journal of Medicine, the CDC authors describe a rigorous weighing of evidence using established scientific criteria.

“This study marks a turning point in the Zika outbreak. It is now clear that the virus causes microcephaly. We

CDC Confirms Zika Virus Causes Microcephaly and Other Birth Defects

are also launching further studies to determine whether children who have microcephaly born to mothers infected by the Zika virus is the tip of the iceberg of what we could see in damaging effects on the brain and other developmental problems,” said Tom Frieden, M.D., M.P.H., director of the CDC. “We’ve now confirmed what mounting evidence has suggested, affirming our early guidance to pregnant women and their partners to take steps to avoid Zika infection and to health care professionals who are talking to patients every day. We are working to do everything possible to protect the American public.”

STAY TUNED…ANA-VERMONT

ANNUAL FALL CONVENTION 2016

VISIT THE ANA-VERMONT WEBSITE FOR UPDATES

ANA-VERMONT IS LOOKING FOR VOLUNTEERS FOR THE

CONVENTION PLANNING COMMITTEE

To volunteer, please send an email toANA- Vermont at info@vsna-inc.org.

(please type “Convention Volunteer” in the email subject line)

St. Johnsbury Health & Rehabilitation Center

Happy Nurses Week!We salute all nurses for the tender loving care they give folks all year!

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July, August, September 2016 Vermont Nurse Connection • Page 7

Personal & Financial Health

Evy Smith, LCMHC EFAP Counselor University of Vermont Medical Center

The concept of hardiness as an antidote to burn out and compassion fatigue has been studied over the past thirty years as a means of improving the wellbeing of nurses. The benefits of hardiness or resiliency education are far reaching in the health care domain because the cost of burn out which includes absenteeism, poor productivity, high turnover and disengagement is astounding. Resiliency training has been the state of the art prescription with self-care and the Dimensions of Wellbeing front and center. (Rath & Harter, 2010)

Burnout shows up as emotional exhaustion and a sense of failure resulting in poor job performance, loss of empathy, compromised patient safety, depression, anxiety, insomnia, migraines, hypertension, etc. The physical demands coupled with long hours of patient care takes its own toll to say nothing of the emotional energy expenditure. Suffice to say the impact upon the body and mind of our valued helpers is the main concern.

Stress can be viewed as harmful and threatening (distress) or as challenging (eustress). The research has shown that when viewed as harmful, there is a concomitant damage to self-esteem and overall energy. When viewed as a challenge, there is a parallel improvement in morale and positivity. Personal hardiness is a perspective that can be learned in order to help

nurses feel a greater sense of meaning and thereby be open to learning new strategies and approaches in difficult situations. When people feel a sense of commitment, control, and challenge they are considered to have personal hardiness, which involves traits such as a sense of empowerment and a view of stressful events as opportunities for growth. Most importantly such training offers principles and practices of self-care, collegiality, team work, and setting each other up for success.

The importance of building a program of hardiness or wellbeing education for the healthcare practitioners on the front lines can only enhance the overall quality and functioning in their daily practice and for the organization in its overall performance. The positive effect on patient satisfaction and safety along with the health, wellbeing and safety of the practitioners go hand in hand. Resiliency training has been shown to ease the symptoms and occurrence of stress and burnout. The health of the healthcare field must be attended to and hardiness or resiliency training is a proactive and empowering opportunity by which we can grow a healthy workforce and organizational culture. This is a natural solution that aligns with today’s view of the whole person and the whole organization.

(Ideas adapted from The Effect of Hardiness Education on Hardiness and Burnout on Registered Nurses, Jaye Henderson, MSN, RN. Nursing Economics/July-August 2015/Vol.33/No.4)

Hardiness in Health Care

ANA-Vermont 2016 Clinical Excellence Award

Recipients

Castleton UniversityTanya Lehman-BSN

Jennifer Pelston-ADN

University of VermontEmily Charland-BSN

Katie Hall-MSN

Southern Vermont CollegeKaitlyn Daniels-BSN

Vermont Technical CollegeRacheal Dupuis-ADNPatricia Dudley-BSN

Leadership Award

Norwich UniversitySelma Ibrahimovic-BSN

“Safe Nurses Rock” National Nurses Week Social Media Contest

This year’s theme for National Nurses Week 2016 centered around the many contributions nursing makes toward creating a Culture of Safety in health care. To showcase these contributions, ANA asked nurses nationwide to participate in a social media contest called #SafeNursesRock!

To participate in the contest, nurses flooded their Twitter and Instagram timelines with pictures, videos

and quotes using the hashtag #SafeNursesRock, letting the world know exactly how you and your colleagues embody safe practices every day. Ten randomly selected users were chosen at the end of National Nurses Week.

Visit #SafeNursesRock to see what fellow nurses are doing to promote safe practice.

Create a culture of safety; it starts with you!

It’s no secret that nurses are at the heart of our organization, touching the lives of others with compassion, professionalism and an untiring commitment to excellent patient care.

If you’re looking for a rewarding, challenging RN career that promotes performance, inspires success and offers a great support system, explore the world of opportunity at Bassett.

Located in Cooperstown, NY, Bassett Medical Center is aintegrated health care delivery systemserving 8 counties in Upstate New York.

Lamoille Home Health & Hospice seeks a full time Intake Nurse (RN). This position requires excellent clinical skills, familiarity with coding, comfort level with insurances and GREAT customer service skills.

Hours – Monday-Friday 8-5 p.m.

Competitive pay and benefits package offered.

For details call 802-888-4651 or email resume to hr@lhha.org

Intake Nurse (RN)

$1000Sign-on bonus is being offered

Page 8 • Vermont Nurse Connection July, August, September 2016

The Arthur L. Davis Publishing Agency, Inc.

2016 ScholarshipVermont State Nurses

Foundation, Inc.100 Dorset Street, Suite # 13South Burlington, VT 05403

(802) 651-8886

Applications for the $1,000 scholarship are open to ANA-Vermont members who are

currently enrolled in an undergraduate or graduate nursing program and who

are active in a professional nursing organization.

Submit your application by August 1, 2016 by filling out the

online form:https://docs.google.com/forms/

d/1HOXJkAdlshV2ioeRV3fkEsr16_rDxVh-2ec3ttST_hU/viewform?c=0&w=1

Application for the 2016Pat & Frank Allen

Scholarship

Vermont State Nurses Foundation, Inc.

100 Dorset Street, Suite # 13South Burlington, VT 05403

(802) 651-8886

The Pat & Frank Allen Scholarship is a $1500.00 award given to a registered

nurse who is a matriculated student in an accredited nursing program.

Applications must be submitted by August 1, 2016. You do not have to be

a member of ANA-Vermont but priority will be given to ANA-Vermont members,

please go online to fill out the form:https://docs.google.com/forms/

d/1HOXJkAdlshV2ioeRV3fkEsr16_rDxVh-2ec3ttST_hU/viewform?c=0&w=1

Application for the 2016Judy Cohen Scholarship

Vermont State Nurses Foundation, Inc.

100 Dorset Street, Suite # 13South Burlington, VT 05403

(802) 651-8886

The Judy Cohen Scholarship is a $2,000 award given to a registered nurse who is in a baccalaureate or

higher degree accreditednursing program.

Applications must be submitted by August 1, 2016. You do not have to be a member of ANA-Vermont but priority

will be given to ANA-Vermont members.

To apply for the scholarship, please fill out this form:

https://docs.google.com/forms/d/1HOXJkAdlshV2ioeRV3fkEsr16_rDxVh-

2ec3ttST_hU/viewform?c=0&w=1

Marilyn Rinker Leadership Scholarship Application

Application – 2017 deadline: March 25, 2017

Name: _____________________________________________________________

Address: ____________________________________________________________

Telephone #: ____________________ Email Address: ______________________

Vt RN Lic # _____________________ VONL member since _________________

School of Nursing: _____________________________________________________

Currently in which year? 1 2 3 4 year of graduation (if applicable) _______________

Graduate school _______________________ 1st yr _________ 2nd year _________

expected date of graduation ______________

If employed in nursing, current employer __________________________________

Currently receiving Financial Aid, Grants, Scholarships? Yes _______ No _______

If yes please list the sources ______________________________________________

Please attach to this form:1. Résumé2. Most recent transcript of grades demonstrating a cumulative average of 3.0 (B)3. A brief essay (500 words or less) describing nursing leadership experience and

aspirations, community service experience, commitment to serve in Vermont, and financial need

4. At least two (2) letters of recommendation (at least one academic and one work related)

5. Evidence of acceptance in an accredited program leading to an advanced degree in nursing if not yet matriculated.

I understand that if I receive an Advanced Degree Nurse Leaders Scholarship, I commit to practice nursing in Vermont for a minimum period of two years following graduation .

Student signature: ______________________________ Date: _________________

Return application (with attached materials) before March 25, 2017 to:

Martha Buck, VAHHS/VONL148 Main Street, Montpelier, VT 05602

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

Vermont Organization of Nurse LeadersMarilyn Rinker Leadership Scholarship for Nurses in an Advanced Degree Program Announcement

ObjectiveTo promote graduate level nursing education in Vermont in support of nursing leadership talent to meet the health care needs of our state.

Purpose• To provide scholarship support in the amount of $2500 per year for a qualified

individual to participate in an approved course of study leading to an advanced degree.

Qualifications of applicants• Possession of Vermont RN license in good standing• A member of VONL• Demonstrated commitment to nursing leadership (Vermont preferred) as

evidenced by participation in professional seminars, organizations, work accomplishments, project, recommendations of peers

• Currently enrolled or accepted in an accredited program that will lead to an advanced degree in nursing

• Willingness to commit to completing the program as indicated by realistic timeframe

• Individuals agree to practice in Vermont for at least two (2) years• GPA of 3 or B• Two supportive professional recommendations

Special Considerations• Individuals who have sought funding through employment or other resources,

where available• Individuals with demonstrated financial need• Individuals currently working in the field of nursing education

Application Process1. Applicants must first be accepted into an accredited program that will lead to an

advanced degree in nursing2. Eligibility criteria include: proof of academic excellence/promise, pledge

to practice in Vermont following graduation, short essay, two (2) positive professional recommendations

3. Vermont Organization of Nurse Leaders will select a candidate based on the following criteria, in order of importance: academic excellence; commitment to Vermont; leadership/community service; financial need

The Award will be announced at the Nursing Summit, Spring 2017. Winner will be notified in advance.

For more information, visit our website: www.vonl.org

July, August, September 2016 Vermont Nurse Connection • Page 9

ANA-Vermont News

Taking care of multiple patients, staying on top of paperwork, helping fellow nurses and other colleagues — an RN’s workday is busy and hectic. Even the best nurses occasionally commit errors of omission, which can have devastating effects on patient care and on nurses themselves.

To help understand and reduce these incidents of missed nursing care and to establish a foundation for support, the American Nurses Association has released Errors of Omission: How Missed Nursing Care Imperils Patients.

Based on 10 years of extensive research, Errors of Omission provides an in-depth review of the correlation between missed nursing care — standard, required nursing care that’s left undone — and adverse outcomes in both patient care and nursing staff retention.

Author Beatrice J. Kalisch, PhD, RN, FAAN, the Titus Professor at the University of Michigan in Ann Arbor, MI, and an ANA-Michigan member, has conducted extensive research on nursing care. Kalisch served as the 2013-14 Distinguished Nurse Scholar-in-Residence at the Institute of Medicine, which was supported by ANA, the American Academy of Nursing and the American Nurses Foundation.

The new book offers a wide array of resources to help readers learn about the different aspects of missed nursing care:

• Key areas of missed nursing care;

• Consequences of not providing care;

• Methods of studying missed care; and

• The important roles of leadership, management and teamwork in addressing and preventing missed nursing care.

Errors of Omission is essential to everyone in the nursing profession. Staff nurses and managers will find this book extremely valuable as they work to provide the highest standards of safe, quality care. Nursing students will gain a thorough understanding of the science and value of nursing care and the devastating effects of not providing it.

Learn how to prevent errors of omission to provide higher quality patient care. To order Errors of Omission: How Missed Nursing Care Imperils Patients, visit www.NursesBooks.org.

Examining the Causes and Consequences of Nursing Errors of Omission and How to Prevent Them

Beatrice Kalisch

Vermont State Nurses’ Foundation — Honor a

Nurse CampaignNursing continues to be the most trusted

profession as indicated in annual surveys. This attests to the collective contributions nurses make as they care for patients, families and communities. Efforts of individual nurses however deserve special recognition by colleagues, employers, patients, families and friends. There are many reasons to Honor a Nurse such as: to thank a mentor, to acknowledge excellent care given by a nurse to a patient, to celebrate a milestone such as a birthday or retirement, or to recognize a promotion. Just think for a moment, you will know a nurse to honor. Celebration: The honored nurses and the persons nominating them will be recognized at the ANA-Vermont Convention in 2016. The honored nurses each will receive a certificate identifying the person recognizing her/him as well as the reason for the honor. Submit nominations by: September 1, 2016. All contributions are tax deductible to the full extent allowed by law. VSNF is a 501(c)3 organization. Nominations this year are online.

Please go here to nominate someone: http://goo .gl/Z0F4f

- Competitive Wages- Medical & Dental benefits

Mertens House is a small and unique 14 Bed Nursing Facility in Woodstock, VT.

Come and take a tour – we are worth the drive.

Please apply: mertenshouse.com | 802-457-4411

RNs, LPNs, & LNAs – Full & Part Time Opportunities

The University of Vermont RN to BS Program

• CreditgivenforpreviouseducationandRNlicensure• Part-timeprogramwithonlinenursingcoursesdesignedforworkingadults

• Formoreinformationvisit:http://tinyurl.com/UVMRNtoBSOremailMargaret.Aitken@med.uvm.edu

Trying to juggle school, work and the kids?Simplify your life atwww.nursingALD.com!• Access over 600 issues of official

state nurses publications, to make your research easier!

• Find your perfect career!• Stay up-to-date with

events for nursing professionals!

Page 10 • Vermont Nurse Connection July, August, September 2016

ANA-Vermont News

Doreen R BenoitRebecca M Friedman

Remy BacaicoaKaren Cote

Mary Anne KohnSusan E C Willard

Donna MolleurVivian A Jones

Kristen PareBrandy Shodunke

Victoria Lynn JohnsonCarillon Toker

Tanya Kurtz LehmanLila D Ortuno

Leilani SchnoorRopger Preston HillRita Marie Bennett

Frances Vivein McDowellJulie Kuk

Avril CochranPaula Tudor

Tracy Lee FornasierDonn L Callahan

Julia NeilyAmy Visser Lynch

Heidi HawkinsMarissa MartinMarie P Dumas

Kara E Pool-krok-Horton

Faye Ann Poutre-Hilliker

Jennifer A Boucher

ANA-VermontMembership Application

Welcome ANA-Vermont New Members

IS YOUR NURSING ORGANIZATION PLANNING AN

EDUCATION PROGRAM?

CONSIDER APPLYING FOR CONTACT HOUR APPROVAL

FOR MORE INFORMATION CALL THE ANA-Vermont OFFICE @ (802) 651-8886

The Northeast Multi-State Division, (NE-MSD) is accredited as an approver of continuing education in

nursing by the American Nurses’ Credentialing Center’s Commission on Accreditation.

Our nurses, rehab specialists and social workers deliver patient-centered

care in a better place: the home.

NOW HIRING!Hospice & Palliative Care

Registered Nurse

Hospice Triage Nurse

Home Health Registered Nurse

Home Health Registered Nurse- Infusion Nurse

Maternal Child Health Nurse

Contact HR at hr@cvhhh.org orcall (802) 224-2233 for more

information or to apply.

Visit us: facebook

Online at www.cvhhh.org or call 802-223-1878

JOIN OUR TEAM

at Northeastern Vermont Regional Hospital, located in Vermont’s historic and rural Northeast Kingdom! NVRH is proud to offer a positive working community in which to

grow, learn and excel in your profession.

Various Nursing and Nurse Practitioner positions are currently available in Med/Surg, Emergency Services,

OR, Day Surgery and Physician Practices.New grads are welcome and encouraged to apply.

For a full listing of available positions and tocomplete the online application, visit the Employment

Opportunities pages at www.NVRH.org.

NVRH offers competitive wages, shift differentials, per diem premiums and a generous benefits package for PT and FT

employees working 20 or more hours per week.Benefits include medical, dental, vision, 401K retirement

plan, tuition reimbursement, paid vacation days,membership to local gyms and more.

NVRH is an Equal Opportunity Employer

Make A Difference As A Home Health Nurse

Call on the full range of your nursing skills and help individuals regain independence, stay healthy and find peace of mind.▪ One-to-one patient care▪ Advanced acute care needs in the home▪ Point-of-care technology▪ Support and collaboration with an interdisciplinary team▪ Working in or near your community▪ Flexible schedules

July, August, September 2016 Vermont Nurse Connection • Page 11

Specialty Organizations

ANA-Vermont Legislative Update 2016

Christine Ryan, RN, MSAExecutive Director/Government Affairs

The Vermont Legislature is in the final days of the session and the hope is that adjournment will occur by May 15th, 2016. This legislative season began with topics such as marijuana legalization, wind power, and paid family leave. What became clear is that lawmakers were faced with budget priorities, the development of an Ethics commission, and how to continue to address health care reform amongst other legislative topics.

ANA-Vermont continues to monitor the debate and be a part of the dialogue, on both a state and national level, related to:

• Home Health Care Planning Improvement• Title VIII workforce Reauthorization• Safe Staffing • Improving Veterans Access to Care• Recovery Enhancement for Addiction Treatment• Toxic Chemical Reform • E-Cigarettes• Oral Health • Radon in Schools• Combating Opioid Abuse • Psychiatric Nurse Shortage• Mental Health Integration • Ensuring Patient Safety in Operating Rooms• Ethics

Highlights from this legislative session included:• Continued collaborative coalition efforts• Meeting with our state & national representatives to advocate for nurses • Successful Legislative Day 2016 at the Vermont State House

The Vermont legislative session will adjourn shortly until January 2017 but that does not mean the opportunity to be engaged in the legislative process has been missed.

Join ANA-Vermont and get involved. Becoming a member of the ANA-Vermont supports the important work of-EXPERTISE, ADVOCACY, INNOVATION, AND LEADERSHIP.

Visit ANA-Vermont at; www.vsna-inc.org and be sure to contact your local representatives at; www.legislature.vt.us.

Vermont Board of Nursing Welcomes New Nursing

Program Manager Phyllis Mitchell, RN, MSN, Executive Director of

the Vermont Board of Nursing, is pleased to welcome Kristin Husher, RN, MSN, as the Nursing Program Manager.  Kristin is a Vermont nurse. She has many years of experience in direct nursing care as well as nursing administration and nursing education. Kristin is responsible for coordinating, evaluating, and monitoring education programs for both nursing and nursing assistants in Vermont. She will review requests for the approval of new programs and conduct biennial reviews of existing nursing educational programs. She works closely with the Executive Director and with the Board of Nursing. Her combination of administrative and clinical talents will serve her well in her new responsibilities to the Board of Nursing and to the Office of Professional Regulation.

Kristin completed her AS degree in Nursing at the University of Vermont, Burlington, VT, her BS degree in Health Services Administration at Johnson State College, Johnson, VT, and her MSN degree with a concentration in Education at St. Joseph’s College of Maine, Standish, ME.

Kristin initially worked as a medical surgical nurse at the Glens Falls New York Hospital before returning to Vermont to work in staff development and then as a director of nursing for a long term care facility, finding that she had a passion for gerontology. Kristin then began teaching at the Vermont Technical College (VTC), eventually serving as the site director for the Extended Campus. While at VTC she expanded the program significantly and was also able to secure a federal grant to implement VTC’s high fidelity simulation program. Most recently she has served as the Clinical Director for the Visiting Nurses Association of Vermont where she gained a deep respect for the concept of the “right care at the right time in the right place.”

The threads that have run throughout her career are:

• a commitment to life-long learning

• love of the art and science of nursing

• a profound respect for clients/patients and their circles of support

• the desire to work with team members at all levels of practice to continually improve the delivery of nursing care

She is excited to serve Vermonters through her position as Nursing Program Manager for the State Board of Nursing. In this role she will continue to work to keep the standards of nursing education at their highest level possible. She truly believes this is an exciting time to be a nurse, as we examine our role, and our abilities to contribute to the well-being of our clients in new ways, to challenge some of the assumptions and insert our skills, our critical thinking, our devotion and our care to our clients and each other. Vermont is leading the way in so many areas of nursing and health care. Kristin states, “I am humbled by this opportunity and look forward to working with you.”

Kristin welcomes your calls and can be reached at 802 828-2819 or Kristin.husher@sec.state.vt.us.

Kristin Husher

The Community Health Services of Lamoille Valley (CHSLV) needs qualified nurses for its primary care practice.•Enjoyaqualityoflifethatcanonlybeofferedinthe

tranquil Lamoille Valley•WorkhoursareMon.–Fri.(occasionalSaturdayrotation)•Neverworkanothernightorholiday!•Competitivesalaries•$2,000 sign on bonus – June & July

P.O.Box749,Morrisville,VT05661

Page 12 • Vermont Nurse Connection July, August, September 2016

We have full time and per diem opportunities in nursing. Come join our

award winning team! Competitive pay, great benefits and Sign on/Retention Bonus for

certain positions and qualified candidates. Positions available in the Emergency

Department, Recovery, Medical/Surgical, Case Management and sub-acute

and long term care.

NURSING

OPPORTUNITIES AT

SOUTHWESTERN

VERMONT

HEALTH CARE

Please visit our website www.svhealthcare.org under the Careers tab for more detail and to apply for any of these positions.

Benefits include health, dental and life insurance; short and long term disability insurance, retirement savings plan, paid time off, health and dependent care flexible spending accounts, onsite child care center, tuition assistance and employee discounts.

Vermont Board of NursingAre you a registered or licensed practical nurse or a licensed nursing assistant looking for a volunteer opportunity?

WehaverewardingvolunteeropportunitiesforyoutorepresentyourprofessionasamemberoftheVermontBoardofNursing.Joinfellowpractitionersandmembersofthepublictohelpusprovideanimportantservicetoyourprofession,theStateandthepublic.

TheBoardofNursingispartoftheOfficeofProfessionalRegulation.Boardagendaitemsincludediscipline,administration,nursingeducation,andnursingpractice.Boardmembersmayalsoparticipateoncommitteesanddisciplineinvestigativereviewteams.

Thisisagubernatorialappointment.TheGovernormayrequestnominationsfromanysourcebutshallnotbeboundtoselectboardmembersfromamongthepersonsnominated,(3V.S.A.§129b,Boardmemberandadvisorappointments).TheOfficeofProfessionalRegulation(OPR)facilitatesrecruitmentandapplicationreviewinsupportoftheGovernor’sselection.

Ifyouareinterestedyoumaycompleteanapplicationat:http://governor.vermont.gov/boards_and_commissions/apply

Boardservicehighlightsandresources:• BoardmembersappointedbytheGovernorserveforstaggeredfive-

yearterms,servingnotmorethantwoconsecutiveterms,(fillingavacancycreatedbeforetheendofatermshallnotbedeemedashavingservedaterm),asregulatedbystatute.

• Compensationisprovidedat$50.00perboardmeeting,plusmileagereimbursement,asregulatedbystatute.

• TheBoardofNursingmeetingisheldeverymonthonthe2ndMonday,at9:00a.m.,oftenrunninguntilatleastearlyafternoon,dependingonthenumberandcomplexityofcases.

TheBoardofNursinginformationcanbefoundat:https://www.sec.state.vt.us/professional-regulation/list-of-professions/nursing.aspx

IfyouhaveanyquestionspleasefeelfreetocontactPhyllisMitchell,RN,MSN,ExecutiveDirectoroftheBoardofNursingat802828-3180.

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