Nova Scotia Trip Nurse Program slowly starts
Nova Scotia’s internal travel nurse program is closed for a slow start, but officials say it is by design.
Program, Promised by progressive conservatives The last provincial election was launched in the last provincial election and before the Nova Scotia Nurses’ union, before this spring.
Although The goal is to participate in 30 registered nurses In the pilot of the year that the Eurdeen Hospital in New Glasgow is located in the emergency department, so far eight people have been hired and either started working or will join the team in the coming months.
Jennifer McDogal, a director of Nova Scotia Health, whose responsibilities include nursing engagement strategies, said that some of those who applied did not have the background to meet the criteria to hold the work. Other applicants were interested in casual work, but right now the posts are for permanent full -time work.
Because pilot focuses on emergency departments, applicants should have three years of work experience and necessary training to work in emergency. Internal candidates cannot apply if being hired, their previous unit will be left a small staff.
‘Start small, let it grow’
But even consulting all the factors, McDogal said that advice officials in Nova Scotia received from provinces like British Columbia and Manitoba, where similar programs were already present.
“He constantly said,” Just start small, let it grow. ” ,
Macdougall said that promotional efforts would be going on to draw more people to apply.
The program aims to reduce the dependence of the province on nurses from private agencies and try to make another work option that may be attractive to some nurses that would prefer to not be bound to a site.
Like most of the provinces, the Nova Scotia Agency spends millions of dollars in a year on nurses, a system that struggles with a shortage of staff.
With cost, other complications may occur. Because agency nurses make much higher rates than the nurses of employees they work with, it can create morale issues. There are also examples where travel nurses do not have the background required to be basically fit in the unit where they are working.
People who know the system
Sandra Mulen, president of the Nova Scotia Government and General Employees Union, said that there is no issue with members of the internal travel team as they are Nova Scotia Health Employees who have passed a screening before being posted and are already familiar with the system.
“By walking next to experienced nurses, you are going to feel better about the nurses who are already on the floor,” he said.
“It is an NSH employee who has access to everything and I do not need to train this person.”
The nurses of the internal travel team are paid an additional $ 6 hours at the rate of their base or an additional 15 percent additional $ 6, whichever is higher. Although it is less than an agency nurse, internal team members have benefits and access to pension as they are employees of health authority, some private agency has not been spent for nurses.
With salary premium, housing is covered while nurses are working in New Glasgow and, if their drive is more than 75 kilometers to reach there from their home, they are paid for travel.
McDogugal said that most of the nurses are choosing four shifts and then taking five days off.
Time guarantee with a large draw
Janet Hezlton, president of the Nova Scotia Nurses, said that with the flexibility of the work, with high salary, some people will be attractive, but believe that the biggest draw will be the ability to take more time.
Instead of a conventional 75-hour payment period, Hazelton said that members of the travel team could do 90 hours or more. Extra hours are banking, so they are able to take more time when they are not working without taking a dip during the holiday time.
“This will be the thing that is attracting nurses, it is a guarantee of time,” she said.
As the pilot moves forward, Hazelton said that an important aspect would find out the balance between ensuring that nurses are getting enough hours to get extra time and to ensure that no one is working at the point that becomes unsafe.
“So I think scheduling is going to be the issue that is either to make or break it.”
McDogal said that during the pilot, the idea would be given to expand the program at other sites, but no decision has been taken yet. Mulen believes that if the program spreads beyond emergency departments, more nurses will be interested in applying.
