06Jun

Nurses sidelined by the coronavirus are finding a new mission staffing the drive-in testing facilities that are rapidly opening all over the country.

When governments ordered non-essential businesses to close to help limit the spread of COVID-19, doctors’ offices, ambulatory surgical centers and clinics were among them. Elective procedures such as cosmetic surgery, knee and hip replacements and cataract removal were cancelled.

Many of these RNs were redeployed providing in-patient care. Others went to work opening and managing testing centers.

Nurse.com article describes what it’s like to make the transition from hands-on patient care to hands-off testing.

“I think that feels weird to people,” says Kadie Randel, at St. Luke’s Children’s Hospital in Idaho. Nursing manager at the hospital’s Primary Care Pediatrics, she now is lead RN at one of the health system’s testing centers in the state.

Halfway across the country, Melissa Bacon, nurse manager of the Cleveland Clinic’s Twinsburg Family Health and Surgery Center, now runs the Clinic’s drive-thru testing site in Cleveland, overseeing some 40 staff.

“As many healthcare systems, we had to adapt to this new world of COVID-19, so many of the employees have been deployed to other places to support the needs of our COVID-19 patients,” she told Nurse.com.

Medical assistants comprise most of the test site team, Bacon said. Other hospital professionals from nursing education, infection prevention and quality support the drive-thru testers teaching “about proper donning and doffing of PPE, what PPE is needed for each testing site patient care role, as well as proper swabbing technique.”

The same is true at the Boise, Idaho site, said Randel. “People have been very willing to step up and learn and to take on this challenging situation.”

Working at a drive-in test site is very different. Besides being covered with masks, face shields, gowns and gloves for most of the day, being outside presents its own unique challenges, she said.

“We’re in the Rocky Mountains. It can be gorgeous and 75 degrees one day and 40 degrees the next,” she explained, adding the facility had to close one day because of high winds. “And of course we’ll close for lightening, but otherwise we’re staying open.”

Photo by Macau Photo Agency on Unsplash

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Green Key Unlocked: Why Green Key?

“We are always inviting new, innovative ideas,” says Brooke Stemen, Director of Talent Acquisition at Green Key. As the person responsible for interviewing and onboarding new recruiters at the agency, Brooke has several reasons why someone should want to work and grow here. If you are looking for a different recruiting experience, or simply trying to switch career paths entirely, Brooke has provided a handful of motivating reasons to consider Green Key Resources. 

1. Commission structure 

The industry standard for commission structures is 5%, but at Green Key, *it typically starts* 12%. As this is more than double, the earning potential is unmatched. We also have zero threshold to earning commission, meaning you will make commission on your very first placement. You will never have to hit a spread quota or achieve a number of placements before unlocking strong earning potential. In addition to a competitive commission structure, Green Key also promotes from within. “We push our management teams to develop their internal teams,” says Brooke. “We are very growth-focused and invested in the success of our recruiters.” With a tech-focused mission and access to industry leading sourcing techniques, employees at Green Key have unlimited opportunities to succeed

2. Flexibility 

Green Key was founded on empathetic leadership, where you are treated like an adult and granted full autonomy to build your own day and optimize your time. Brooke reiterates, “We are not driven by arbitrary numbers, like how many calls you make. We’re a results driven firm and focused on net and production, which is a system that cultivates efficiency.” Green Key is also a give and take environment. Remote and hybrid schedules allow for a trusting relationship and higher productivity. We are always centered on quality of work over quantity. 

3. Mentorship 

Because Green Key promotes from within, managers across the organization are more motivated to mentor their recruiters and facilitate growth. Hierarchies tend to break down in these relationships and promote open communication. Mentorship within various teams is a unique aspect that makes Green Key successful. The opportunity to trust and learn from seasoned recruiters leads to goals being met and a healthy work environment.  

4. Diversity & inclusion 

“Prior to Green Key, I didn’t really see myself represented in leadership,” Brooke mentions. “As a woman who wants children one day, I was thrilled to see so many mothers holding leadership positions here.” Brooke emphasizes that Green Key is a place where you can make a substantial life for yourself, both professionally and personally. If you have to attend to personal matters outside of work, that will never hinder your success or growth here. “All we ask is that when you’re here, be present and try your hardest. At the end of the day, Green Key is an agency made by recruiters for recruiters.” 

Contact us 

If you’re considering a career change, do not hesitate to connect with Brooke on LinkedIn or visit our Join the Green Key Team page. With so many opportunities for growth and advancement, this just might be the perfect place for you! 

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Green Key
Jun 6, 2023

Well-Being Initiative Provides Support for Stressed Nurses

Recognizing that the COVID-19 pandemic has put an unprecedented mental strain on the nation’s nurses, four leading nursing organizations and the American Nurses Foundation have launched a national Well-Being Initiative.

Introduced in late May, the initiative has grown to provide a broad range of resources and tools to help nurses cope with the stress.

Introduced in late May, the initiative has grown to provide a broad range of resources and tools to help nurses cope with the stress.

“Nurses are putting their physical and mental health on the line to protect us all during this pandemic. Every day they confront traumatic situations while they face their own worries about the risks to themselves and their families,” said Kate Judge, foundation executive director.

The initiative was developed by the foundation and its partners: American Nurses Association (ANA), Emergency Nurses Association (ENA), American Association of Critical-Care Nurses (AACN), and American Psychiatric Nurses Association (APNA).

The resources are broad and extensive. Here is a sample:

  • Nurses Together: Connecting Through Conversations – This is a one-hour, 7 day a week voice and video peer support session led by volunteers from the ENA.
  • Moodfit Mobile App – The premium version of this highly regarded mental health wellness tracker is free to nurses.
  • Narrative Expressive Writing – A 5 session, weekly program in which nurses experiencing distress from the COVID-19 pandemic write about their experience. Mental health professionals provide individualized feedback on each session.
  • Happy App – This digital tool connects users with “support givers,” professional listeners who provide emotional support to nurses who want or need to talk to someone. A grant from the foundation makes a nurse’s first call free.
  • Nurses’ Guide to Mental Health Support Services — Because even nurses aren’t always sure where to turn, the American Psychiatric Nurses Association developed a guide to the support systems and services that are available to nurses and how to locate them.

In addition to the Well-Being Initiative, the Foundation partnered with Nurses House, Inc., a financial assistance organization for nurses, to provide a one-time $1,000 grant for qualified nurses who are ill with COVID-19, caring for a family member with COVID-19, or who are under employer mandated quarantine due to virus.

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