What the heck is in my supplement!?

Here is a very interesting link talking about consumer's being aware of what they are really ingesting when taking protein powder supplements.  From a source who knows health Dr. Mercola.

Here's a very interesting excerpt from the link above:
The worst of the products tested was Muscle Milk Chocolate powder, which contained all four toxic metals; three of them at the highest levels of all products tested. Three daily servings of this particular brand and flavor contained an average of:

• 5.6 µg cadmium
• 13.5 µg of lead
• 12.2 µg of arsenic
• 0.7 µg of mercury

I guess there really is no free lunch.  Sure, this stuff may taste like a milkshake, but is it worth it?  I think not!  Imagine how this compounds if taken at 1-3 servings daily for X amount of years, needless to say it adds up ... scary stuff. And even though our bodies will filter and metabolize most substances we ingest I at least wanted to share with you the risks involved when we unknowingly supplement our nutrition with marketing. 

Visit this link to learn more about supplementation (this link does not constitute an endorsement of any kind, always check with your healthcare provider for risks when taking supplements of any kind)

*Originally posted January 13, 2014 at http://www.p3protein.com/blogs/news/11534497-what-the-is-in-that-protein-container written by K. Dover and adapted to the AHS Blog by G. Flores with K. Dover's expressed Permission 

Fatigue Study Author Calls for Nap Breaks and Shorter Shifts

The lead author of a study on inadequate sleep among nurses has called for management to encourage strategic napping and shorter shifts, according to a Health Leaders Media story. Lead author Linda D. Scott, RN, PhD, NEA-BC, FAAN, is an associate dean for academic affairs and an associate professor, College of Nursing, University of Illinois at Chicago. Her study, in the January issue of the American Journal of Critical Care, found that nurses impaired by fatigue and an inability to recover between shifts are more likely than well-rested nurses to report "decision regret." 

Decision regret is a negative cognitive emotion that occurs when an actual outcome differs from the desired or expected outcome. Entitled "Association of Sleep and Fatigue With Decision Regret Among Critical Care Nurses," the study included a survey of 605 critical care nurses, and 29 percent of them reported having experienced decision regret.

 Healthcare employers should implement scheduling models that maximize management of fatigue, states a news release on the study from The American Association of Critical-Care Nurses. "Proactive intervention is required to ensure that critical care nurses are fit for duty and can make decisions that are critical for patients' safety," said Scott in the news release.  

Our work is demanding and requires and acute sense of awareness and attention to detail in addition to a plethora of other skills, but will strategic naps or even shorter shifts really have the impact that Scott is expecting it to have? We'd love to hear your comments and don't forget to share.

Tired of Winter? Enter the AHS/HRN Hawaiian Nights Contest 

For a Chance to Win a Trip to Hawaii!

Did the Polar Vortex get you feeling all blue?  Hopefully, we can help your spirits warm up a bit. As a way of celebrating our most recent acquisition, Accountable Healthcare Staffing and HRN Services would like to send you to Hawaii.

Intrigued? Entering is simple.  Refer another healthcare professional to AHS or HRN. And if they work three shifts before March 29th, you will earn TWO entries into the contest.  So, the more working healthcare professionals you refer, the more chances of winning you’ll receive.  In addition, if the referred professional works three shifts before the end of the contest, their name will also be placed in the drawing.

The contest runs from January 25th through March 29th.  2nd place will win an Apple iPad Mini. This contest is open only to current AHS healthcare professionals; corporate employees are not eligible to participate. Drawing will be held April 11th 2014, or soon thereafter, and winners will be announced via the corporate Facebook and twitter pages.

SHEA Infectious Diseases Experts Issue Guidance on Health Care Staff Attire

New attire guidance from the Society for Healthcare Epidemiology of America (SHEA) recommends that facilities consider a "bare below the elbow" policy for staff, embracing short sleeves and avoiding wristwatches and other jewelry. 

The recommendations—designed to prevent transmission of healthcare-associated infections through healthcare personnel (HCP) attire in non-operating room settings—were published online in the February issue of Infection Control and Hospital Epidemiology, the journal of the SHEA. Also published was a review of patient and healthcare provider perceptions of HCP attire and transmission risk. 

The role of clothing in passing infectious pathogens to patients has not yet been well established, said Gonzalo Bearman, MD, MPH, a lead author of the study and member of SHEA's Guidelines Committee. "This document is an effort to analyze the available data, issue reasonable recommendations, define expert consensus, and describe the need for future studies to close the gaps in knowledge on infection prevention as it relates to HCP attire." Bearman was quoted in a story in Healthcare Purchasing News. The recommendations also suggest that staff wearing white coats have two or more, so that they can be laundered frequently. (adapted from SHEA news release, 1/20/14)  Below are the policies they are suggesting:

1. "Bare below the elbows" (BBE): Facilities may consider adopting a BBE approach to inpatient care as a supplemental infection prevention policy; however, an optimal choice of alternate attire, such as scrub uniforms or other short sleeved personal attire, remains undefined. BBE is defined as wearing of short sleeves and no wristwatch, jewelry, or ties during clinical practice.
2. White Coats: Facilities that mandate or strongly recommend use of a white coat for professional appearance should institute one or more of the following measures:
1. HCP should have two or more white coats available and have access to a convenient and economical means to launder white coats (e.g. on site institution provided laundering at no cost or low cost).
2. Institutions should provide coat hooks that would allow HCP to remove their white coat prior to contact with patients or a patient's immediate environment.
3. Laundering:
1. Frequency: Optimally, any apparel worn at the bedside that comes in contact with the patient or patient environment should be laundered after daily use.
2. Home laundering: If HCPs launder apparel at home, a hot water wash cycle (ideally with bleach) followed by a cycle in the dryer or ironing has been shown to eliminate bacteria.
4. HCP footwear: All footwear should have closed toes, low heels, and non-skid soles.
5. Shared equipment including stethoscopes should be cleaned between patients.
6. No general guidance can be made for prohibiting items like lanyards, identification tags and sleeves, cell phones, pagers, and jewelry, but those items that come into direct contact with the patient or environment should be disinfected, replaced, or eliminated.

A lot of this seems like common sense practices but we all know that hospital acquired diseases are a big player when it comes to patient outcomes. How you'll decide to ultimately implement these and other techniques should be an adaptation of the above outlined procedures and your facility's standard operating procedure - however, it is one more way in which we can be proactive and influence the treatment of those in our care.

Getting the Most Out of Your Phone Interview

So you've decided to take the leap and either enter contract staffing full time, or pick up some extra shifts on your days off.  Good for You!! Gaining the opportunity to work in another facility requires an interview (obviously).  Most interviews for temporary staff take place over the phone, and even in-person interviews are typically prescreened by phone.  Many of you clinicians (and you know who you are!) have not interviewed by phone or otherwise since graduating from nursing school (or the Carter Administration), and interviewing is a diminishing skill. The purpose of this article is to refresh your memory on the process and provide you with 3 simple guidelines that will help you highlight your strengths, gather the info you need, and get you a job offer.

1.      Prepare to be questioned. Use any and all information your agency has regarding unit size and description to determine what you might be asked int your interview. If you are particularly light or particularly proficient in a required skill, strategize with your recruiter on how to address that skill set. Be confident in your responses. Find ways to put a positive spin on your answers.

 “I understand that your floor sees abc patients. While I have not worked full time on a floor with abc patients, I have floated, and have cared for abc patients on other floors. I am very comfortable with abc patients.” 

2.      Prepare questions of your own. Interviewing is a two way street. What do you want to know about the unit?  As examples, many seasoned  nurses have asked about the floor/unit atmosphere, average census, typical diagnoses, the dress code, shift times, and how scheduling is handled for temporary staff.  Others have asked about census, and likelihood of call off, and facility parking. Work with your recruiter to develop your list of questions.

3.      Prepared to ask for the position.  Practice.  Here is an example of one way to ask for the position. “From what we’ve discussed, this opportunity sounds very much like the type of work I’m accustomed to doing.  I am excited at the prospect of working for you, and can start as early as ###. Do you have any additional questions for me? Where do we go from here?”  Take the above verbiage and make it your own.

In closing, the above steps may seem very basic, but consider that a manager may have 3-4 resumes on her desk, all with similar skill sets and experience. His/Her decision will be made based on how well the candidates interview.  Take a tip from the boy scouts and “Be prepared.” Happy interviewing!

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