The
South Carolina
NURSE
CIRCULATION 56,000 TO ALL REGISTERED NURSES, LPNs, AND STUDENT NURSES IN SOUTH CAROLINA.
A Constituent Member of the American Nurses Association and The Center For American Nurses.
Provided to South Carolina’s Nursing Community by SCNA. Are you a member?
Volume XIV, Number 1
January, February, March 2007
Pictured here are all the SCNA Presidents for whom we have photographs. See page 13 for a special Birthday contest!
INDEX
President’s Column. . . . . . . . . . . . . . . . . . . . . . . . Page 2
Executive Director’s Report . . . . . . . . . . . . . . . . . Page 3
1st SCNA Annual Meeting Held . . . . . . . . . . . . . Page 4
SC Nurses Foundation, Inc. Annual Report . . . . . Page 6
SCNF Announces 2007 Scholarships. . . . . . . . . . Page 8
New and Returning Members. . . . . . . . . . . . . . . . Page 9
SCNA Consent to Serve . . . . . . . . . . . . . . . . . . . . . . . . . Page 12
Returned to Sender~ Is This You! . . . . . . . . . . . Page 13
SCNA List of Members . . . . . . . . . . . . . . . . Pages 14-16
Nurses ‘Eating Our Young’—
It Has a Name: Lateral Violence. . . . . . . . . . Page 17
The Communications Doctor . . . . . . . . . . . . . . . Page 19
Center for American Nurses . . . . . . . . . . . . . Page 20-21
About Appropriate Staffing . . . . . . . . . . . . . Pages 22-24
Environmental Health Resources Sites
You Can Use. . . . . . . . . . . . . . . . . . . . . . . . . . Page 27
WANTED: A Few Good Leaders . . . . . . . . . . . . . Page 29
Call for Nominations 2007 . . . . . . . . . . . . . . . . . . Page 29
List of CE Activities . . . . . . . . . . . . . . . . . . . . . . . Page 35
Sylvia Denton/Royal College of Nursing. . . . . . . Page 37
SC Board of Nursing LLR . . . . . . . . . . . . . . . Pages 38-39
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Page 2—January, February, March 2007—The South Carolina Nurse
100th Celebration, September 13-14, 2007
President’s Column
Gwen A. Davis, President SCNA
I am truly honored and
excited to serve as the president
of SCNA for the next two years.
During my past tenure on the
SCNA board, we have moved
forward on some important
issues.
• In 2005, the SCNA board
defined one of the
organization’s purposes as
being the ADVOCATE
FOR ALL SC NURSES.
Gwen A. Davis
• In 2006 we held our first
Annual meeting with over 60 SCNA members from
across the state present. It was a morning of open
dialogue and sharing of some terrific ideas to move
SCNA forward!
• We have changed the way we do business with the
creation of the SCNA Chapters. There are currently
nine (9) chapters organized around either shared
nursing practice interests or geographical
boundaries. It is exciting to see how these different
chapters are targeting activities focused on the
purposes of the SCNA which are: to foster high
standards of nursing, promote the professional and
educational advancement of nurses, promote the
welfare of nurses, and promote better health care for
all people.
• We have partnered with SC DHEC to promote the
inclusion of information on bio- terrorism in nursing
curriculum across our state’s nursing education
programs.
• We have revamped our website to enhance the
information available and increase accessibility to
important information that impacts all nurses in SC.
If you have not visited our web site, please check us
out at www.scnurses.org.
• We committed to the costly renovation of our
headquarters at 1821 Gadsen Street in Columbia. We
now must develop a plan to assure we have the fiscal
capability to maintain this as our headquarters.
As a candidate for president, I made four personal goals
for my tenure if elected. They are
1. To improve communication with membership
through the SC Nurse and a revamped web site to
hear what our membership wants and needs. We are
asking you to go to our website Contact page and
send us an email to answer these questions.
a. What is the most important issue for our
profession today?
b. What does SCNA need to do in the next year?
2. To continue to focus on the important relationships
with the SC Student Nurses Association and the SC
Nurses Foundation. We do have both the president of
the SC SNA and chair of the SCNF on our SCNA
board. Their input is invaluable.
3. To provide our SC practicing nurses with the
valuable workforce advocacy tools developed by the
Center for Nurses. As we hear from you about the
important issues for our profession today, we hope to
make more and more of these tools available.
4. To develop partnerships throughout the state to
enhance the work of our organization. I look forward
to talking with you to continue this important work.
2007 is promising to be a busy and exciting year for
your nursing association. Take a minute to look at the
opportunities that membership in SCNA offers you and get
involved! The benefits are many for you and your
profession.
The South Carolina Nurse (ISSN 1046-7394) is published
quarterly and issued in January, April, July and October by the
South Carolina Nurses Association, 1821 Gadsden St., Columbia,
SC 29201, (803) 252-4781, website: www.scnurses.org.
Subscription fees: Members $2 per year included in dues as a
membership benefit, Institutional subscriptions, $30 per year.
Single copies $8. Third class postage paid at Columbia, SC.
Readers: Send address changes to South Carolina Nurses
Association, 1821 Gadsden St., Columbia, SC 29201.
Editor and Publisher are not responsible nor liable for editorial or
news content.
Forward all advertising materials and requests for information to
Arthur Davis Publications, 517 Washington, PO Box 216, Cedar
Falls, Iowa 50613. Rates available upon request.
The South Carolina Nurse is included in the listing of the
Cumulative Index to Nursing and Allied Health Literature
(CINHAL).
Editorial Board:
Sharon Beasley
Preston Fitzgerald
Julia Ball
Bonnie Holaday
Rebecca Burrows
Betsy McDowell
Janet Craig
Judith Curfman Thompson
Cathy Dyches
Executive Editor
The South Carolina Nurse welcomes unsolicited manuscripts,
which should be addressed to: Editor, South Carolina Nurse, 1821
Gadsden St., Columbia, SC 29201. It is the policy of the South
Carolina Nurse to publish only those articles that are written by
SCNA members. Articles will be considered for publication on
condition that they are submitted solely to the South Carolina
Nurse. Manuscripts should be typed with double spacing and
submitted in triplicate, one original and two copies. Manuscripts on
FAX paper will not be accepted, however, manuscripts may be
emailed as attachments to info@scnurses.org. Manuscripts should
not exceed five (5) typewritten pages. Acceptable writing format
will be APA 5th edition style. The authors name, title, affiliation,
and complete address and telephone number should be submitted
on a separate sheet of paper. All Book Reviews should be limited to
not more than 500 words.
All manuscripts will go through the classic peer review process.
Each manuscript will be acknowledged. Following review by the
editorial board, the author will be notified of acceptance or
rejection. The editorial board reserves the right to edit manuscripts,
book reviews, and other materials for clarity or to fit available
space. It is not the policy of the South Carolina Nurse to provide
monetary payment for articles, however, a complimentary copy of
the journal will be sent to authors on publication.
2007 Board of Directors
President . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Gwen A. Davis
Vice President . . . . . . . . . . . . . . . . . . . . . . . . . .Marilyn Coleman
Secretary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Connie Varn
Treasurer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Susan Clark
Director, Seat 1 . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Ellen Riddle
Director, Seat 2 . . . . . . . . . . . . . . . . . . . . . . . . .Rebecca Burrows
Director, Seat 3 . . . . . . . . . . . . . . . . . . . . . . . . . . .Priscilla Carver
Commission Chair—Public Policy/Legislation
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Wanda Anderson-Loftin
Commission Chair—Marketing and Communication
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Barbara Lee-Learned
Commission Chair—Workplace Advocacy
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Carrie Houser-James
Commission Chair—SCNA Chapter . . . . . . . . . . . .Vicki Green
Appalachia Chapter Chair . . . . . . . . . . . . . . .Bobbie Overstreet
APRN Chapter Chair . . . . . . . . . . . . . . . . . . . . .Cathy Mattingly
Community/Public Health Chapter Chair . . . . .Sandra Tucker
Edisto Chapter Chair . . . . . . . . . . . . . . . . . . . . .Colleen Browne
Nurse Educator Chapter Chair . . . . . . . . . . . . .Sharon Beasley
Piedmont Chapter Chair . . . . . . . . . . . . . . . . . . . .Ellen Duncan
Psychiatric-Mental Health Chapter Chair . . . .Peggy Dulaney
Women and Children’s Health Chapter Chair . . .Nydia Harter
Executive Director . . . . . . . . . . . . . . Judith Curfman Thompson
Asst. to the Exec. Dir. . . . . . . . . . . . . . . . . . . . . Rosie Robinson
www.scnurses.org
The South Carolina Nurse—January, February, March 2007—Page 3
100th Celebration, September 13-14, 2007
Executive
Director’s Report
1st Annual Meeting
SCNF Awards Pictures
Happy 100th Birthday,
SCNA!
SCNF President Renatta Loquist presenting the 2006
South Carolina Nurses Foundation Awards.
Judith Curfman Thompson, IOM
Executive Director and Lobbyist
Over 100 years ago a group
of professional nurses banded
together to form the South
Carolina Nurses Association...
actually the South Carolina
Association of Graduate Nurses.
What vision, what foresight,
what a sense of purpose these
founders had. In 1907, women
did not even have the right to
vote yet in the USA. Yet there
they were, in Florence, South
Carolina banding together to
legally create an organization that represented the highest
level of nursing education available in the country, to
promote the profession of nursing.
As I mentioned to the SCNA Annual Meeting on
November 11, 2006, associations are a hallmark of life in
the United States. Even in the infancy of our nation, groups
of people banded together to promote the common good of
those living together for a variety of purposes. Alexis de
Tocqueville wrote in his landmark work, Democracy in
America, of the unique aspect about life in the United
States, that of volunteers working together to better their
communities and their lives. That work was published in
1835.
So, the founding nurses who created what has become
the South Carolina Nurses Association were following in
the noble traditions established as our nation began, was
tested as it became independent of the “mother” country
and then began to flourish and expand. It is a singularly
wonderful line of descent to be able to follow as SCNA
reaches its 100th year.
Included in this issue of the SC NURSE are the names
of all the members who are on the membership rolls as of
the beginning of December 2006. We thank each and every
member for the support and sustenance that your
membership means to SCNA. We are planning a
wonderful celebration of the 100th year on September 1314, 2007 at the Radisson Hotel and Conference Center in
Columbia. Mark your calendar now, as you will want to be
with us for this happy time.
Meanwhile, celebrate being a nurse in South Carolina
every day of this the 100th year of SCNA! Happy 2007!
Be There!
Page 4—January, February, March 2007—The South Carolina Nurse
www.scnurses.org
100th Celebration, September 13-14, 2007
1st Annual Meeting
First SCNA Annual
Meeting Held
November 11, 2006 was not just an historic national
holiday, but was an historic meeting as President Alice
Wyatt gaveled to order the first SCNA ANNUAL Meeting
held at USC School of Nursing. At this meeting every
SCNA member who desired to be present was able to have
full voice and full vote in all the proceedings. One of the
really wonderful actions during the opening ceremonies
for the meeting was the honoring of our nation’s veterans
and the request for all veterans in the group to be
recognized. It was a very impressively large group!
The work of the SCNA was presented to each
participant in the form of the Annual Book of Reports,
wonderfully prepared for us by the Arthur L. Davis
Company, the publisher of the SC NURSE. Mark Miller,
CEO of ALD also made a generous contribution to the
functions of the meeting and SCNA is again grateful to him
for the support of his company that does so much for the
nursing profession in our state and nation.
The cover of the Book of Reports featured a picture of
the new ANA flag. SCNA has received a flag for our use
and is hoping to have sufficient funds during the 100th
year to properly be able to display the flag. The goal is to
create a flag that will feature a streamer with the name of
each President of SCNA since the founding of the
organization. This is similar to one of the flags that is in
use at ANA as the President’s flag. The other flag is the
organizational one and it features a streamer for each
Constituent Member organization. President Alice Wyatt
was the SCNA representative who presented the SCNA
streamer during the 2006 ANA House of Delegates.
Some minor updates to the SCNA Bylaws were acted
upon favorably by the attendees. The updated Bylaws can
be found on the web site for SCNA at www.scnurses.org.
The Legislative Priorities for SCNA for the years 20062008 were adopted by the body. These may also be found
on the web site as well as printed in this issue of the SC
NURSE.
Those in attendance had the wonderful opportunity to
“cruise” the new web site, with Rosie Robinson, Assistant
to the Executive Director at the console, to ask questions
about the use of the site and to make suggestions that will
improve the use of this newly “renovated” asset of SCNA.
Each of the recognized new SCNA Chapters also had
time to present a brief description of what the Chapter is
all about and the focus for the future was discussed as the
Chapters met after the meeting adjourned for the day.
President Wyatt had arranged a real surprise for Judith
Thompson, SCNA Executive Director. The article that
Polly Thompson, Judy’s daughter, had written about her
for the SC NURSE had been framed by Mark Miller as a
present and SCNA and Polly presented it to Judy during
the meeting.
All newly elected Officers, Board members, Chapter
Chairs, ANA Delegates and Alternates and Center for
American Nurses Delegates and Alternates who were
present were sworn in for their various duties for the
coming year.
President Wyatt presented the President’s Pin and gavel
to incoming President, Gwen A. Davis. Newly installed
President Davis presented the Past President’s Pin to
outgoing President, Alice Wyatt. President Davis then used
the closing of the meeting to express her delight in having
been elected and to outline her goals for SCNA for the
upcoming year. She then declared the meeting adjourned
for 2006.
Various Board Members at the Annual Meeting.
Members of SCNA attending the 1st Annual Meeting at
USC School of Nursing.
SCNF President Renatta Loquist making the SCNF
report.
Executive Director, Judith Thompson surprised by her
daughter, Polly Thompson, and Alice Wyatt with a
framed edition of the SC Nurse in her honor.
The handing over of the official SCNA gavel.
Alice Wyatt, Past SCNA President, giving SCNA’s 48th
President, Gwen Davis, the President’s Pen.
President Alice Wyatt presiding at the
Annual Meeting.
Be There!
Warm embrace of out going and in
coming Presidents of SCNA.
www.scnurses.org
The South Carolina Nurse—January, February, March 2007—Page 5
100th Celebration, September 13-14, 2007
1st Annual Meeting
SCNA President’s
Awards Pictures
President Alice Wyatt presenting the following
President’s Awards to: Gwen Davis, Susan Clark,
Nancy Smith, Judith Alexander, Connie Varn, Jane
Lankford, Alice Wyatt, and Mary Ann Grass (not
pictured) for their Outstanding Service to SCNA.
Be There!
Page 6—January, February, March 2007—The South Carolina Nurse
www.scnurses.org
100th Celebration, September 13-14, 2007
1st Annual Meeting
South Carolina Nurses Foundation, Inc.
Annual Report 2005-2006
Board of Trustees:
2006 Officers: Renatta S. Loquist, RN, President; Karen Brown, RN, Vice President;
Rebecca Carr, RN, Secretary; Veronica Parker, Treasurer.
2006 Committee Chairs: Ann Lee, RN, Development and Public Relations; Orlando
White, Finance; Marlena Shaw-Wright, RN, Scholarship and Awards. Representatives to
the Palmetto Gold Steering Committee were Pi Johnson, RN, Ann Lee, RN, and Renatta
Loquist, RN.
Additional Board Members: Mary Brown, RN, Carl Humphries, Marilyn Coleman,
RN (SCNA appointee), and Alice F. Wyatt, RN (SCNA President, ex-officio).
Meetings of the Board of Trustees:
The Board of Trustees resumed a quarterly meeting schedule in 2006. The meetings
were held on the following dates: November 18. 2005, January 13, 2006, April 14, 2006,
July 14, 2006, October 13, 2006.
Summary of Fiscal Information:
Fund Balance December 2005
Receipts
Expenditures
Fund Balance September 2006
$268,021.90
$121,709.36
$79,082.51
$310,648.75
Scholarships Awarded in 2006:
Virginia C. Phillips Scholarships ($1000 each)
Undergraduate: Ellen Bouknight and Celeste Campbell
Graduate: Stephanie Barnhill and Ashley Tallon
Evelyn J. Entrekin Scholarship ($750 each)
Jessica Stricklin and Bradford L. South
Nurses Care Scholarships ($1000 each)
Undergraduate: Tina Christy
Graduate: Angela Landis
Palmetto Gold Scholarships ($1000 each)
Stephanie K. Bell—Aiken Technical College
Ingrid B. Jones—Bob Jones University
Janie G. Unsworth—Central Carolina Technical College
Dayna M. Strong—Charleston Southern University
Laura Lynn Dodd—Clemson University
Jennifer Isgett—Florence/Darlington Technical College
Shana Kaye Lee—Francis Marion University
Beverly T. Phillips—Greenville Technical College
Nichole Christine Douglas—Horry-Georgetown Technical College
Jessica Lee Epps—Lander University
Patricia L. Fisher—Medical University of South Carolina
Rebecca Anderson—Midlands Technical College
Debra Hill—Orangeburg-Calhoun Technical College
Jennifer Estes—Piedmont Technical College
Jonique S. Walker—South Carolina State University
Sara C. Anderson—Technical College of the Low Country
Robert M. Holcombe—Tri-County Technical College
Jacquelyn S. Ammons—Trident Technical College
Emily Ann Raynor—University of South Carolina—Aiken
La Cresha Carraway—University of South Carolina—Columbia
Heather Arthur—University of South Carolina—Upstate
Jennifer Kimrey—York Technical College/USC Lancaster
Healthy Communities Grants ($1000 each)
Michelline Cooper and Marty Raines
Ruth A. Nicholson Research Award ($1000)
Cathy Dyches, RN – Clemson University
Total Awards for 2006
$32,500.00
Committee Activities:
Scholarship and Awards Committee
In addition to the awarding of the scholarships outlined above, there are three additional
scholarship endowments – the Mary Ellen Hatfield School Nurse Scholarship Fund, the
Appalachian District Nurses Association Scholarship Fund, and the Upper Savannah
Educational Fund. Monies that were awarded to the SCNF by the Osteoporosis Coalition
have been earmarked for funding the Healthy Communities grants for 2006 and 2007. Two
awards of $1000 each will be made each year ($4000 total). The committee developed
criteria for the Nurses Care Scholarships funded by proceeds from the sale of Nurses Care
License Plates. The Board of Trustees has voted to award a $1000 scholarship each
semester (Fall and Spring) to an Undergraduate student and a Graduate student for a total
of four scholarships a year from this fund. A newly established Renatta S. Loquist Graduate
Nurse Scholarship has been developed by the Palmetto Gold Steering Committee. Criteria
for this scholarship are being developed by the Palmetto Gold Development Committee.
The Scholarship Committee developed a template that outlines criteria and timelines for
each award and developed a standard scholarship application form. These application
forms will be provided online on the SCNF website.
(Continued on page 7)
Be There!
The South Carolina Nurse—January, February, March 2007—Page 7
www.scnurses.org
100th Celebration, September 13-14, 2007
1st Annual Meeting
South Carolina Nurses
Foundation, Inc.
(Continued from page 6)
Development and Public Relations
The Development Committee finalized the application
process with the Guidestar and Networkforgood.com
company to process online donations via the SCNF
website. The website is currently under construction with
specific instructions to users on how to make an online
donation. Newsletter articles have been prepared for each
issue of the SC Nurse highlighting scholarship information,
Palmetto Gold information, and Foundation news. The
committee members have also had as a priority seeking
funding for the Foundation to broaden their investment into
professional nursing issues, particularly faculty
development initiatives and workforce development.
Three grants have been submitted to funding agencies. As
of this report, there has been no definitive word on the
status of the requests. The committee continues to seek
methods for increasing the Foundations assets to the
General Fund account.
Finance Committee
The Finance Committee has been monitoring the
Foundation’s Investment Portfolio with Morgan Stanley.
Based on the advice of the financial consultant, the Board
voted to move from a Moderate Conservative Balanced
Index to a Moderate Balanced Index to maximize our
investments while still remaining in a fairly conservative
portfolio. The Board also has approved a 1.5% annual
Administrative fee for managing investment accounts. The
administrative fee is based on the closing balance each year
in each of the investment accounts unless otherwise stated
in the contract with the investor. These fees will assist the
Foundation to maintain an operating base.
Palmetto Gold Steering Committee
The Palmetto Gold Nurse Recognition and Scholarship
Program celebrated its fifth anniversary during the 2006
Palmetto Gold Gala. The total income for the 2006 Gala
was $96,395.00 with expenses of $46,932.95, and net
proceeds of $49,932.95. To date over 500 nurses have been
recognized for outstanding contributions to nursing. In
addition, over $100,000 in nursing scholarships have been
awarded with an endowment of over $110,000. The 2007
Gala will be held at Seawell’s Convention Center on April
21, 2007. The theme will be “ Palmetto Gold—A Carolina
Tradition.”
Other Activities of the Board of Trustees
The Board has continued its membership in SCANPO
as well as maintained its registration with the SC Secretary
of State’s Office. A Form 990 was filed with the Internal
Revenue Service. The President participated in the “One
Voice One Plan” workforce summit and will be the lead
agency in acquiring funding for nursing scholarships,
stipends, and loans.
Work continues to update and further develop the SCNF
website (www.scnursesfoundation.org).
Be There!
Page 8—January, February, March 2007—The South Carolina Nurse
www.scnurses.org
100th Celebration, September 13-14, 2007
1st Annual Meeting
South Carolina Nurses Foundation Announces
2007 Scholarships
The South Carolina Nurses Foundation is pleased to
announce the following scholarships and awards that will
be distributed during 2007. Applications for the
scholarships will be sent to nursing programs in the state
in January 2007. Award criteria and applications will be
sent to nursing education programs and to employment
settings and be made available for download on the
Foundation’s website (www.scnursesfoundation.org).
Scholarships
• Evelyn J. Entrekin Scholarship—A $750
scholarship is awarded to an undergraduate student
enrolled in a baccalaureate nursing program.
• Virginia C. Phillips—Two $1000 scholarships are
presented based on criteria established by the public
health nursing membership. The awards are
presented at the discretion of the South Carolina
Department of Health and Environmental Control
Office of Nursing.
• Mary Ellen Hatfield School Nurse Scholarships—
Two new scholarships for $250 each will be
presented to an RN and LPN in a school nurse role,
who are continuing their nursing education. Criteria
will be established by the SC School Nurse
Coordinating Committee and awarded during the
annual School Nurse Conference.
• Palmetto Gold Nursing Scholarships—Twentythree $1000 scholarships are awarded each year, one
for each approved registered nursing program in the
state. Nominations are made by each school of
2007 Board of
Directors
nursing based on the scholarship criteria. In addition,
the Renatta S. Loquist Graduate Nursing
Scholarship will be awarded in 2007.
• Nurses Care Scholarships—Four new scholarships
will be awarded from proceeds from the sale of
Nurses Care License plates. A $1000 scholarship
will be awarded to an undergraduate nursing student
and a $1000 scholarship will be awarded to a
graduate nursing student in both the Spring and Fall
semesters.
Ruth A. Nicholson Research Award
A $1000 award is available to encourage and support
nursing research through recognition of new or
experienced nurse researchers. Applications will be
accepted to May 15, 2007 and the award will be made by
September 2007.
Healthy Community Grants
Two $1000 Healthy Communities grants will be
awarded in 2007. The purpose of the award is to encourage
and support nursing participation in health promotion
related projects and/or disease prevention within the
community. The successful recipient must demonstrate
collaboration with a community group or organization, be
led by a licensed nurse, and have a specific timeline for
completion. The awards will be presented in September
2007.
For questions about the scholarships and awards, please
contact Marlena Shaw-Wright at mshawwri@bellsouth.net
or visit the South Carolina Nurses Foundation website at
www.scnursesfoundation.org.
Board Members and Committee Chairs being installed
on November 11th’s SNCA Annual Meeting.
President, Gwen A. Davis
Vice President, Marilyn Coleman
Secretary, Connie Varn
Treasurer, Susan Clark
Director Seat 1, Ellen Riddle
Director Seat 2, Rebecca Burrows
Director Seat 3, Priscilla Carver
Commission Chair-Public Policy/Legislation, Wanda
Anderson-Loftin
Commission Chair-Marketing and Communication,
Barbara Lee-Learned
Commission Chair-Workforce Advocacy, Carrie
Houser-James
Commission Chair-SCNA Chapter, Vicki Green
Appalachia Chapter Chair, Bobbie Overstreet
APRN Chapter Chair, Cathy Mattingly
Community/Public Health Chapter Chair, Sandra
Tucker
Edisto Chapter Chair, Colleen Browne
Nurse Educator Chapter Chair, Sharon Beasley
Piedmont Chapter Chair, Ellen Duncan
Psychiatric-Mental Health Chapter Chair, Peggy
Dulaney
Women and Children’s Health Chapter Chair, Nydia
Harter
Time of Remembrance
Service at the SCNA
Annual Meeting
The beautiful Time of Remembrance Service was
participated in by all those who attended the SCNA Annual
Meeting on November 11, 2006. The ceremony created by
the Kansas State Nurses Association and adopted for use
by the ANA and SCNA honors the memory of those SCNA
members who have died since the last time that the annual
gathering was held. SCNA began the practice of setting
aside time during each annual meeting at the final House
of Delegates meeting in 2005. The House adopted the plan
to continue the practice at subsequent Annual Meetings.
The names of the deceased members are read by the
President, if known to SCNA before the service, or spoken
by SCNA members from the group itself as the ceremony
unfolds. The names are then inscribed in the permanent
Book of Remembrance. The Book of Remembrance, a
single lighted candle and a single white rose complete the
setting for the focus of the time of quiet remembrance
together.
Honored for inclusion this year were:
Judy Jefferson Bradley
Mary Ellen Hatfield
Helen Kay DeYoung, past SCNA President
SCNA encourages all members to keep the organization
aware of the death of any members each year.
Be There!
www.scnurses.org
The South Carolina Nurse—January, February, March 2007—Page 9
100th Celebration, September 13-14, 2007
Membership
New and Returning Members Report
Welcome to SCNA
Gloria Bacote
Cristy BuShea
Brenda Byrd
Sonia Campbell
Theresa Chandler
Johnnie Davis
Darlene Dunlap
Stephanie Evers
Sandra Gillispoe
Dawne Hershberger
Kristie Higdon
Tammy Hightower
Karen Irving
Tonda Jackson
Maggie Johnson
Judith Karvelis
Margaret Kayhani
MaryAnne LaFontaine
Kathryn Lawrence
Jonathan Lee
Lee Liles
Susan Lyons
Troy McCurry
Mary Morollo
Isabelle Norris
Toni O’Cain
Jennifer Paglia
Jeong-hwan Park
Karen Scott
Tricia Solito
William Vest
Phyllis Williamson
Angela Zeigler
Stacy Byrd
Donna Cain
Rebecca Carter
Mary Giovannetti
Victoria Kilcawley
Deborah Norris
Maggie O’Sullivan
Amy Parks
Rosanne Pruitt
Amanda Slater
Miranda Adams
Angela Belew
Alison Bell
Sandra Bremner
Rebecca Carter
Kay Coleman
Mary Creed
Gail Dellinger
Dennis Denton
Katherine Ducille
Pattie Farlow
Vera Fields
Joan Hepburn
Pamela Jennings
Dana Kay
Effingham, SC
Elgin, SC
Hodges, SC
Florence, SC
Orangeburg, SC
Irmo, SC
York, SC
Morehead, NC
Walterboro, SC
Abbeville, SC
Mt. Pleasant, SC
Bamberg, SC
Columbia, SC
Columbia, SC
West Columbia, SC
Summerville, SC
Ladson, SC
Tega Cay, SC
Hartsville, SC
Columbia, SC
Beaufort, SC
Leesville, SC
Gaffney, SC
Florence, SC
Mt. Pleasant, SC
North, SC
Columbia, SC
Columbia, SC
Columbia, SC
Columbia, SC
Summerville, SC
Columbia, SC
Orangeburg, SC
Goose Creek, SC
Bennettsville, SC
Pendleton, SC
Boling Springs, SC
Moore, SC
HHI, SC
Beaufort, SC
Columbia, SC
Clemson, SC
Columbia, SC
Florence, SC
Easley, SC
Columbia, SC
Aynor, SC
Pendleton, SC
N Charleston, SC
Charleston, SC
Eastover, SC
Fort Mill, SC
Columbia, SC
Blythewood, SC
Green Pond, SC
Charleston, SC
Simpsonville, SC
Fort Mill, SC
Mary Liaghat
Robyn Lorick
Patricia McCallister
Barbara Ann Metzelaars
Ericka Middleton
Oonagh Nechodom
Deborah Norris
Natali Patterson
Melanie Powers
Genesia Reed
Lorraine Rivera-Emmanuelli
Amy Rivers
Katherine Saunders
Linda Schreiber
Clement Shealy
Amanda Slater
Shirley Timmons
Helena Walo
Mary Williams
Rock Hill, SC
Blythewood, SC
Spartanburg, SC
Fort Mill, SC
Eurawville, SC
Greer, SC
Hilton Head Island, SC
Myrtle Beach, SC
Aiken, SC
Columbia, SC
Columbia, SC
Columbia, SC
Florence, SC
Sumter, SC
Florence, SC
Columbia, SC
Anderson, SC
Mt Pleasant, SC
Alcolu, SC
Transferred In Membership
WELCOME to South Carolina
Elizabeth Abel
Pamela Bouley
Isle of Palms, SC
Florence, SC
Be There!
The Care and
Concern of SCNA
are sent to:
-Billie M. Boette on the death of her father
-Lawrence Eberlin on the death of his mother
-Ruth Q. Seigler on the death of her mother.
Lawrence Eberlin
Lawrence Eberlin recently completed a two week
People-to-People program to the People’s Republic of
China, sponsored by Sigma Theta Tau.
Page 10—January, February, March 2007—The South Carolina Nurse
www.scnurses.org
100th Celebration, September 13-14, 2007
Membership
APPLICATION FOR MEMBERSHIP IN SOUTH CAROLINA NURSES ASSOCIATION, A CONSTITUENT MEMBER OF THE AMERICAN
NURSES ASSOCIATION
Basic School of Nursing
Last Name/First Name/Middle Initial
Name
Street or PO Box
Home Phone
______________________________________
Graduation: Month and Year
City, State and Zip Code
Work Phone
RN License Number
Employer Name
_______________________ _______________________________________
Fax
State Licensed in
E-mail address___________________________________________________________________________________________________________
MEMBERSHIP DUES INFORMATION
Membership Category (Check One)
Payment Plan:
(Check One)
_____ Full Annual Payment
_____ Full Membership Dues ($256.00)
(Employed or Part-time)
_____ Bank Card
_____ Reduced Membership Dues ($128.00)
(*RNs not employed; *RNs in full time Study;
* Graduates of basic nursing programs for a first year of
membership within 6 months following graduation;
*RNs 62 years of age or older who are not earning
more than social security allows without a loss of
social security payments)
_____ Special Membership Dues ($64.00)
(*62 years of age or over and not employed; *Totally disabled)
Make check payable to:
American Nurses Association
Mail payment to:
South Carolina Nurses Association
1821 Gadsden Street
Columbia, SC 29201
___________________________________________________
Visa/Master Card Number
Expiration Date _________________
________________________________________________________
Signature
_____ Electronic Dues Payment Plan (EDPP)
Read, sign the authorization and enclose a check for the first
month’s payment of $21.83-Full, $11.17-Reduced or
$5.84-Special. This amount will be drawn from your checking
account each month. An annual service fee is included in the
monthly payments. AUTHORIZATION: in order to provide
for convenient monthly payments to American Nurses Assn.
Inc (ANA): (1) This is to authorize ANA to withdraw 1/12 of my
annual dues from my checking account each month on or after the
15th day of each month; (2) which is designated and maintained
as shown by the enclosed check for the first months payment;
(3) ANA is authorized to change the amount by giving the
undersigned 30 days notice; (4) the undersigned may cancel this
authorization upon receipt by ANA of written notification of
termination 20 days prior to deduction date as designated above.
___________________________________________________
Signature for EDPP Authorization
Be There!
College of Nursing Faculty
Selected to Train U.S. Air
Force Personnel on Suicide
Prevention
Charleston, SC, (October
11, 2006)—Dr. Janet A.
Grossman, has been selected by
the Suicide Prevention Resource
Center (SPRC) to train over
1,300
mental
health
professionals in the United
States Air Force. As a national
instructor with the SPRC,
Grossman will travel to several
bases across the country,
including the Charleston Air
Dr. Janet A.
Force Base. The U.S. Air Force
Grossman
contracted the SPRC due to the
rising suicide rate among the military branch.
Grossman, an associate professor at the MUSC College
of Nursing and a member of the SC Task Force on Suicide
Prevention, will join several other mental health experts to
conduct workshops to on assessing and managing suicide
risk at 45 Air Force installations around the world. Over
the next 12 months, SPRC Training Institute faculty will
travel to Air Force bases across the U.S., as well as
England, Germany, Italy, Japan, and South Korea. They
will use the one-day Core Competencies curriculum
developed for SPRC by the American Association of
Suicidology to train active duty and civilian mental health
professionals and mental health technicians.
The mental health professionals, including
psychiatrists, psychologists, licensed clinical social
workers, and psychiatric nurses and advanced practice
nurses, work at the Air Force’s Life Skills Support Centers
and will be trained in a mixture of civilian and military
training programs.
“Suicide risk assessment is an essential skill for Air
Force mental health personnel and the Air Force will
benefit greatly by providing additional in-depth training on
this critical skill set,” according to Lt. Col. Steven Pflanz,
the Air Force Suicide Prevention Program Manager.
Since its launch in May of 2006, the curriculum has
been presented in 18 locations reaching more than 700
mental health professionals. Eleven trainings, in addition
to the Air Force workshops, are scheduled in the coming
months. “We’re very pleased with the pace of the rollout,”
said Lloyd Potter, SPRC’s Director. “The level of interest
we’re seeing from potential sponsors seems to confirm the
need for this training.”
For more information about sponsoring an Assessing
and Managing Suicide Risk workshop visit http://www.
sprc.org/featured_resources/trainingandevents/training/
clincomp.asp
The South Carolina Nurse—January, February, March 2007—Page 11
www.scnurses.org
100th Celebration, September 13-14, 2007
Membership
Patrick Hickey
Executive Editor note: SCNA member Patrick Hickey’s
incredible journeys and achievements are truly
outstanding. May he climb in safety and achieve all of his
goals—Sursum ad Summum . . .
Dear SC Nurses:
All of us became nurses for quite a variety of different
reasons! Many have had family members that were nurses
or in the medical profession, or had experiences with
relatives who were sick and were lovingly cared for by a
nurse, while some were influenced by a family member or
friend as they had “those qualities” that became a nurse.
My entry into this profession was quite different as it was
on the recommendation of a guidance counselor in high
school who suggested I should pursue nursing. I was the
oldest of 8 boys and 1 girl and lived on a farm in rural
Ontario, Canada. At this point in time I had no idea what I
wanted to do . . . and knew that nursing was not even a
consideration. I had never been in a hospital, had no
interaction with anyone in the medical field, and had no
idea if I had any of those qualities that are the foundation
of nurses. I suspected that my Mom would have been
happy if I had become a Catholic priest, however that
meant church every Saturday night and Sunday morning
and I didn’t think that I could commit to that hectic
schedule! My Dad would have been happy if I had taken
over the farm as we had a lot of cattle and much potential
for growth, but I had asthma and lots of allergies that
caused me all kinds of problems when working in the barn!
So, when this guidance counselor suggested nursing, it
came as kind of a shock! Why did she think I should
become a nurse, and what did she know about me that I did
not already know myself! I was best friends with her
daughter and she had come to know me as that guy that
came from the “big family of boys,” but why did she
suggest nursing? I was actually insulted and hurt when she
suggested this profession as it was a blow to my manhood!
After all, I was 18 years old, am sure insecure as all 18
year olds were, and then someone who you don’t know
very well suggests nursing as a career! Her other
recommendations were child care worker (won’t work . . .
didn’t like kids), prison worker (won’t work . . . hate being
locked up), and behavioral counselor (how could I do that
when I was so unbehaved myself?). At her suggestion I
went to hear a college representative that next week speak
on the value of a nursing career. Needless to say, I was the
only male in the room! But you know, everything that
representative said was pretty cool, and I actually left that
room with a different impression of nursing. I remembered
that it was a caring profession and that you would help the
sick to become better and enable them to live a longer life.
Wow, an opportunity to help people to live longer, this
must be a miracle profession as I thought that only Doctors
had that power! I do remember going home that day and
telling my parents that I wanted to be a nurse. Mom was
extremely happy as she felt it was in line with her
priesthood wishes (sacrifice, poverty, servitude), however
Dad was not too happy! He basically said that no damn son
of his would ever become a nurse and stormed out of the
room. Well, maybe I could help “nurse” the crops?
As I reflect on the story of my entry into nursing over
30 years ago I can’t help but think how powerful the
effects are of those who are in positions of teaching and
education. It was a teacher that was able to see in me that
I had what it took to be a nurse, and I have always been
appreciative of her faith in me. Rachel (Mrs. Lamb—the
guidance counselor) has since died from cancer, but I keep
in contact with her daughter who lives very close to my
home in Canada. Well, now I am that teacher that has the
opportunity to shape lives and train our youth to be the best
that they can be. Who would have thought that I would
now be a Clinical Assistant Professor in a College of
Nursing. Surely not my nursing instructors at St. Lawrence
College in Brockville, Ontario Canada. It was there that I
struggled through the program as it was my first time away
from home, I was still unsure of my potential, and I
probably partied a little too much which took me away
from my studies. Somehow I mustered the courage to
approach one of my clinical instructors and told them I was
fearful of failing the program. Up until that time I always
took the easiest patient assignments . . . those that had one
or two medications, and hopefully being discharged soon.
My instructor wanted me to do well and decided to
challenge me by assigning me the most complicated
patients! This was overwhelming and I was not sure if I
would sink or swim, but guess what . . . I survived and was
a better person for it!
If you are counting, that’s two people who have had a
significant effect on my life, and both were teachers! Well,
there is one more piece to this puzzle that has made me the
person that I am today. Before graduating high school I
had a geography teacher that made the world come alive!
I was captivated by the lessons and stories and could see
myself globe trotting around the world visiting exotic
places and discovering areas never seen before. My first
chance at this dream was a high school trip to Greece. My
family was very poor and there was no way that they could
pay for this trip, so I started working two jobs in addition
to school and work on the farm. I worked at a gas station
pumping gas and bagging groceries, and I also worked in
the local Catholic nun’s convent where I did cleaning . . .
at Mom’s suggestion, of course! I was able to raise the
funds for the trip and traveled to Greece with high school
friends. My life would forever be changed as those
geography lessons in high school had now become a
reality, and the reality was that I enjoyed foreign travel and
adventure.
My travel to Greece was 53 countries ago. My wife
Carol and I have shared this common love of travel and
adventure for the past 20 years. This love also took me
down paths that I would never have imagined as I have
been able to combine my nursing experience and travel to
better the lives of those in other countries. For the past 12
years I have been involved in an organization, Partners of
the Americas, where I have been able to send multiple
shipments of medical supplies to Colombia, South
America. Additionally, it was a year long trip through
Latin America that helped me to decide that my doctoral
dissertation would focus on the barriers that Hispanics face
when trying to access healthcare. And, it was on that same
trip that I took another step that would forever change my
life. That step was my foot stepping onto the top of Mt.
Cotopaxi, a 20,000 ft. mountain near Quito, Ecuador. A
chance encounter with a group of mountain climbers in
Ecuador took me into a world that I had never fathomed.
Who would have thought that I could summit a 20,000 ft.
mountain. I remember being challenged with asthma when
I was young and hesitating to do certain things for fear of
an attack. Was this not inviting an attack? Surely the cold,
crisp air would cause me to stop before I got too far, and
too high. But, guess again, I made it! And I was hooked!
Since that summit of Mt. Cotopaxi in 1993 I have
climbed many volcanoes, frequently visit Colorado’s
“fourteeners” and challenged myself on Washington
State’s Mt. Rainier. After these training runs I was ready
for another challenge, that of the 7 Summits of the World.
The 7 Summits are the highest mountains on each of the 7
continents. Even though they vary in height, each has its
own logistical challenges associated with access, weather,
Be There!
politics, and of course costs. I set out in 2001 to conquer
this “holy grail” of mountaineering and to date have done
one a year. The list of successful summits are as follows:
2001—Mt. Aconcagua, Argentina
2002—Mt. Kiliminjaro, Tanzania, Africa
2003—Mt. McKinley, Alaska
2004—Mt. Elbrus, Russia
2005—Carstenz Pyramid, Indonesia
Future plans for completion are as follows:
2006—Mt. Vinson, Antarctica (December)
2007—Mt. Everest, Nepal (March)
So, why this story and what’s up with the combination
of nursing, mountain climbing and adventure? Well, all my
life I have known that I am a little different (in a good way)
and it seems that I have always taken on challenges that
pushed me outside of my comfort zone. I have struggled
consistently throughout school as nothing ever came easily
to me. However, I have persevered and persisted and have
gained much more confidence for doing so. I feel that I am
in a much better position in life for having pushed myself,
and hope that I can now help others (students) to see their
potential. I want to take advantage of my completion of the
7 Summits to bring attention to the nursing shortage and
the challenges that exist with the shortage of nursing
faculty. By completing the 7 Summits I will join an elite
group of less than 150 people in the world who have
accomplished this feat, and will become the first nurse in
the world to do so. I am hoping that my example of
commitment, goal-setting, and determination can help
influence students to persist in their chosen professions.
The similarities between nurses and mountain climbers are
very easy to see as both have strong communication skills,
work well in teams, have safety as a priority, and deal in
life and death situations. I’m not advocating for all nurses
to become mountain climbers, but I am encouraging my
peers to join me in contributing to a cause that is very
important to me and no doubt to you also! During my past
year as faculty at USC College of Nursing I have seen the
challenges that students endure as they juggle heavy
school schedules, work schedules, and feeble attempts to
fit in family and friends. In recognition of my completion
of the 7 Summits, the USC College of Nursing has
established the Summit Scholarship for student nurses. My
goal is to collect $29,035.00 which is one dollar for each
foot of altitude of Mt. Everest, the highest mountain in the
world. Our hope is to be able to award additional financial
resources to students which will enable them to focus on
their studies and not have to worry about working job(s) to
make ends meet.
Three teachers have played a very significant role in my
life and have helped me to become the person that I am
today. I hope that I can continue their legacies as I now
have the opportunity to help promote the careers of
students seeking a profession. Next week I am planning to
talk to a group of Boy Scouts about commitment and goal
setting, and of course will bring up nursing as a very
(Continued on page 12)
Page 12—January, February, March 2007—The South Carolina Nurse
www.scnurses.org
100th Celebration, September 13-14, 2007
Membership
CONSENT-TO-PARTICIPATE
Patrick Hickey
Return To: SCNA, 1821 Gadsden Street, Columbia, South Carolina, 29201
(Continued from page 11)
worthy profession. Males still comprise only 7% of
nursing and it is unfortunate as there are so many
opportunities for them. My Dad has made peace with my
choice of profession and told me years ago that he is proud
of what I have done in life. What better reward from a
parent.
Help me to help my students by contributing to the
Summit Scholarship. It will be the best investment in your
future that you have ever made!
More information on my climbs can be found at
www.Amercan.us
Patrick Hickey RN,BSN,MS,MSN,Dr. P.H.,CNOR
Clinical Assistant Professor
College of Nursing
University of South Carolina
Columbia, SC 29208
Office: 803-777-7056
Room: 622
Email: Hickey@gwm.sc.edu
I would like to be an active member of the following structural unit(s). Please
number in order of preference if more than one unit is checked as an area of
practice. I understand that all chapters are open to membership, and all
committees are either appointed or elected as per the SCNA bylaws.
COMMISSION ON CHAPTERS
_____ Appalachia (Greenville, Anderson, Pickens, and
Oconee Counties)
_____ Edisto (Clarendon, Calhoun, Orangeburg, and
Bamberg Counties)
_____ Piedmont (Spartanburg, Cherokee, Union, and
York Counties)
_____ Advanced Practice Registered Nurse Chapter
_____ Community and Public Health Chapter
_____ Psychiatric/Mental Health Chapter
_____ Women and Children’s Health Chapter
COMMISSION ON MARKETING AND
COMMUNICATIONS
_____ SC Nurse Editorial Board
_____ Media/Public Relations Committee
_____ Information Management Committee
_____ Membership/Communications Committee
ELECTED COMMITTEES
_____ ANA Delegate
_____ CAN Delegate
_____ Nominating Committee
COMMITTEES APPOINTED BY THE BOARD
_____ Finance Committee
_____ Bylaws Committee
_____ Reference Committee
_____ Ethics Committee
_____ Awards Committee
_____ Convention Committee
COMMISSION ON WORKPLACE ADVOCACY
_____ Professional Practice Advocacy Committee
_____ Peer Assistance Program Committee
_____ Continuing Education Approver Committee
_____ Continuing Education Provider Committee
_____ CE Offerings Committee
COMMISSION ON PUBLIC POLICY/LEGISLATION
_____ Legislative Committee
2007 OFFICERS TO BE ELECTED
_____ Vice President
_____ Secretary
_____ Commission Chair—Public Policy/Legislation
_____ Commission Chair—Marketing and
Communication
_____ Commission Chair—Workforce Advocacy
_____ Director Seat 2
_____ Director Seat 3
NAME ____________________________________
PHONES:
ADDRESS ________________________________
________________________________________
(O)
________________________
(H)
________________________
FAX ________________________
EMAIL ____________________________________________________________________________________
CURRENT TITLE ________________________________ EMPLOYER
______________________________
EDUCATION: (circle highest level attained) A.D., Diploma, B.S.N., M.S.N., Ph.D, Other Masters ______
Other Doctorate______
List any past SCNA Activities: __________________________________________________________________
____________________________________________________________________________________________
____________________________________________________________________________________________
List any past Chapter Activities: ________________________________________________________________
____________________________________________________________________________________________
____________________________________________________________________________________________
IF APPOINTED, I CONSENT-TO-PARTICIPATE ON ANY OF THE COMMITTEES INDICATED ABOVE.
I REALIZE MY CONSENT INCLUDED THE OBLIGATION TO ATTEND THE MEETINGS AND
PARTICIPATE ACTIVELY AS A COMMITTEE MEMBER.
DATE __________________________________ SIGNATURE ________________________________________
Be There!
The South Carolina Nurse—January, February, March 2007—Page 13
www.scnurses.org
100th Celebration, September 13-14, 2007
Membership
Dues Deductibility for the
SC Nurses Association
Calendar Year 2006
Total Dues:
Full
$256
Reduced
$128
Special
$64
$126
$130
$63
$65
$31.50
$32.50
Breakdown:
ANA Portion
SCNA & Chapter Portion
Full Membership
-ANA Portion of dues that is non-deductible is 35.10% for a figure of $44.23 of your full ANA dues of $126.00.
-SCNA Portion of dues that is non-deductible is 36.1% for a figure of $46.93 of your full SCNA dues of $130.00.
-Therefore, a total of $91.16 is non-deductible of your total dues payment of $256.
Reduced Membership
-ANA Portion of dues that is non-deductible is 35.10% for a figure of $22.11 of your full ANA dues of $63.
-SCNA Portion of dues that is non-deductible is 36.1% for a figure of $23.47 of your full SCNA dues of $65.
-Therefore, a total of $45.58 is non-deductible of your total dues payment of $128.
Special Membership
-ANA Portion of dues that is non-deductible is 35.10% for a figure of $11.06 of your full ANA dues of $31.50.
- SCNA Portion of dues that is non-deductible is 36.1% for a figure of $11.73 of your full SCNA dues of $32.50.
-Therefore, a total of $22.79 is non-deductible of your total dues payment of $64.00.
Please check with your accountant as to whether in your individual case any of your SCNA dues fee is deductible for
business/professional expenses as this varies widely.
This information is published each year in the South Carolina Nurse or you can call 803-252-4781.
Thank you for your continued support of your profession through your professional organization.
Returned to Sender~
Is This YOU!
Time of
Remembrance Service
IS THIS YOU ~ -Returned To Sender ~ IS THIS
YOU!
If your name is listed below we have had mail returned
to you during this past quarter. Please send a correct
mailing address to rosie@scnurses.org
Pauline Scott
Catherine Eagar
Annette Gordon
Caplerta Williams
Glenda Maker
Nancy Davidson
Susan Walton
Rebecca Collins
Charlotte Grecco
Theresa Gunter
Theresa Fereday
Diane Budnick
Diane Cook
Victoria Thompson
Christiana Martin
Gail Daniels
Jessica Burciaga
Audrey Joseph
Pamela Lowry
Patsy Fowler
Maxine Morales
Joyce Lanneau
Deborah Craig
A beautiful service of remembrance has been developed
for use during a funeral or memorial for all nurses. This
ceremony was adapted from the one created by the Kansas
State Nurses Association and shared for the first time at the
ANA House of Delegates meeting in June of 2005.
A printed copy of the ceremony can be obtained by
sending a self-addressed, stamped envelope to SCNA.
There is no charge for this service. SCNA encourages all
RNs and LPNs to add this beautiful and meaningful
service to their pre-planning for funerals and memorials.
We welcome inquiries from hospitals, nursing homes,
hospices and others as well.
Be There!
Name the SCNA
President Contest
WIN A FREE REGISTRATION and HOTEL
ACCOMMODATIONS FOR THE
100TH SCNA CELEBRATION
SEPTEMBER 13–14, 2007
COLUMBIA, SC
Take a good look at the pictures of the current and past
SCNA Presidents on the front page of this issue of the SC
NURSE. Knowing who these wonderful leaders are could
be your ticket to a free registration and hotel stay for the
100th SCNA Celebration at the Columbia Radisson on
September 13-14, 2007.
So, how can you enter? Simply identify as many of the
pictures of past Presidents as you can and mail your entry
to SCNA on or before June 30, 2007. (SCNA, 1821
Gadsden Street, Columbia, SC 29201). Make a copy of the
front cover to designate your identifications. The winner
will be notified in plenty of time to make plans to attend
the 100th Celebration in September. It is that simple. This
prize carries no cash value and is usable only by the person
who has the winning entry. The hotel room
accommodation is for not more that two persons in the
room. In case of a tie, the winner will be chosen by lot.
Get your entry in today! See you September 13-14,
2007 at the 100th SCNA CELEBRATION!
Page 14—January, February, March 2007—The South Carolina Nurse
www.scnurses.org
100th Celebration, September 13-14, 2007
SCNA List of Members
Abel, Elizabeth
Acres, Margaret
Adams, Linda
Adams, Miranda
Adkins, Alice
Alexander, Ann
Alexander, Judith
Alkhatib, Kelly
Allen, Kimberly
Ambrose, Donna
Amella, Elaine
Amendolair, Darlene
Amerson, Roxanne
Ancone, Janet
Anderson-Lofton, Wanda
Anderson, Cynthia
Anderson, Jo Ellen
Anderson, Virginia
Ani, Sally
Antley, Candyce
Arbuckle, Mary
Armstrong, Becky
Armstrong, Patricia
Arnold, Geogia
Arrowsmith, Dianne
Aska-Curtis, Catherine
Assey, Valerie
Atkins, Heather
Austin, Ann
Austin, Debra
Austin, Lennie
Autry, Deborah
Baccari, Vincent
Bacote, Gloria
Baer, Jaqueline
Bagnal, Carolane
Bailey, Julia
Bailey, Kenneth
Bailey, Leanne
Bailey, Sharon
Bainer, Joan
Baker, Melanie
Baker, Wanda
Baldwin, Vickie
Ball, Julia
Baranski, Sarah
Barham, Barbara
Barnhill, Stephanie
Barwick, Myra
Battaglia, Rosemarie
Battleson, Connie
Bear, Elizabeth
Beasley, Sharon
Beatty, Catherine
Beckett, Randy
Belew, Angela
Belk, Janelle
Bell, Alison
Bell, Brenda
Belser, Beverly
Benn, James
Bennett, Dorothy
Bennett, Timothy
Benskin, Elizabeth
Berry, Carol
Best, Sonya
Betcher, Gaye
Beylotte, Susan
Biltcliffe, Erin
Bishop, Gayle
Black, Gloria
Blackburn, Vickie
Blackmon, Cynthia
Blackwell, Jane
Blanchard, Kathy
Blanton, Nina
Boette, Billie
Bogart, Lynn
Boggs, Julie
Bogner, Mary
Boland, Teresa
Bolin, Diane
Bonadonna, J. Ramita
Bond, Sharon
Bonham, Phyllis
Boswell, Mark
Bouknight, Lillian
Bouley, Pamela
Bourguignon, Jennifer
Bouvette, Rosemary
Bowden, Gloria
Bowen, Kristina
Bowers, Heather
Bowers, Julie
Boxall, Gertrude
Boyd, Mary
Boykin, Mary
Brame, Patricia
Branyon, Stacey
Brawley, Merredith
Bremner, Sandra
Brenton, Janine
Brewster, Patricia
Bridges, Marie
Brightharp, Joan
Bristow, Margaret
Brock, Tonya
Broderick, M. Elaine
Brooks, Barbara
Broom, Rhonda
Brown, Hazel
Brown, Carol
Brown, Catherine
Brown, Deloris
Brown, Elizabeth
Brown, Jean
Brown, Joyce
Brown, Karen
Brown, Mary
Brown, Myrtle
Brown, Opal
Brown, Sandra
Brown, Sarah
Browne Long, Sarah
Browne, Colleen
Browning, Kathryn
Bryant, Delene
Budnick, Diane
Burciaga, Jessica
Burgess, Carrie
Burgess, Nancy
Burgess, Stephanie
Burney, Karen
Burrell, Catherine
Burrell, Staci
Burrows, Rebecca
Burton, Debra
Burton, Kathy
Burton, Patricia
Busby, Tammye
BuShea, Cristy
Buster, Linda
Butler, Kenneth
Button, Lynn
Butts, Lee Ann
Byrd, Brenda
Byrd, Stacy
Cain, Donna
Caldwell, Toriah
Calley, Elizabeth
Camak, Deborah
Campbell, Hope
Campbell, Sonia
Caniano, Karen
Cannarella, Joan
Cannon, Patricia
Capel, Pamela
Caputo, Janet
Cardenas, Maria
Carr, Rebecca
Carter, Pinkey
Carter, Rebecca
Carver, Annie
Cash, Judy
Cason, Melanie
Cauley, Loxie
Cauthen, Miriam
Cephas-Lawson, Gloria
Cerrenka, Betty
Chandler, Theresa
Chapman, Wendy
Chappell, Thomas
Cheesman, Sarah
Chernecky, Cynthia
Chisolm, Joyce
Chitty, Kay
Chitwood, Doris
Chmielecki, Kathleen
Choudhary, Maria
Christensen, Pat
Christeson, Betty
Christy, Cathy
Clardy, Susan
Clark, Mary
Clark, Susan
Clauson, Linda
Coe, Evelyn
Cogdell, Cecilia
Cohen, Gail
Colasurdo, Lisa
Colatarci, Sally
Coleburn, Amanda
Coleman, Kay
Coleman, Marilyn
Collins, Beverly
Collins, Dallas
Collins, Dolores
Collins, Rebecca
Collis-Yoder, Rhonda
Conley, Helga
Conlon, Mary
Conmy, Eleanor
Conner, Connie
Conway, Scarlett
Cook, Angie
Cook, Diane
Cook, Elizabeth
Cook, Shannon
Coons, Julia
Cooper, Pansy
Cooper, Shirley
Copeland, Ramona
Cornett, Elizabeth
Costello, Jennifer
Couch, Janis
Cox, DeAnna
Cox, Paula
Craft, Siri
Craig, Brenda
Craig, Cheryl
Craig, Deborah
Craig, Janet
Cravey, Rosemarie
Crawford, Gail
Creed, Joan
Creed, Mary
Crispyn, Mildred
Crosby, Jason
Crow, Sandra
Cullen, Janice
Culross, Mary
Cumbey, Dorothy
Cunningham, Joan
Cunningham, Margaret
Curl, Anita
Cuttler, Nina
Czmiel, Cynthia
Daffin, Clyde
Daleda, Nira
Daniels, Delois
Daniels, Gail
Dannelly, Molly
Dash, Ida
Daugherty, Bernice
Davidson, Nancy
Davis, Angie
Davis, Betty
Davis, Gwen
Davis, Johnnie
Davis, Niovia
DeGuzman, April
DeLancey, Eileen
Dellinger, Gail
Dent, Sara
Denton, Dennis
Desorcy, Kathleen
Devlin, Dagmar
DeWeese, Victoria
Dicks, Kathleen
Dickson, Brandy
Dilley, Elizabeth
Dilorenzo-Thames, Karen
DiLorenzo, Patricia
Dobberfuhl, Audrey
Dobbins, Emily
Dobos, Carol
Donato, Annemarie
Doolittle, Mary
Doran, Shawna
Douglas, Gaye
Douglass, Janet
Dowd, Laurrie
Dowell, Marsha
Drake, Mary
DuBose, Sandra
Ducille, Katherine
Duffey, Margaret
Duffy, Nancy
Dulaney, Peggy
Dunbar, Christy
Duncan, Candace
Duncan, Ellen
Dunlap, Darlene
Dvorsak, Elizabeth
Dyches, Cathy
Dyson, Cynthia
Eagar, Catherine
Eberlin, Lawrence
Eckenstein, Ethel
Ecklund, Susan
Edlund, Barbara
Edwards, Elizabeth
Edwards, John
Edwards, Mary
Egan, Brenda
Egg, Judith
Eggert, Julie
Ehrstin, Deborah
Eisom, Sherry
Elliott, Susan
Ellis, Dorothy
Erkel, Elizabeth
Erkes, E
Evans, Patricia
Evans, Tempie
Evers, Cameron
Evers, Stephanie
Farlow, Pattie
Faulkenberry, Ward
Felder, D
Fellows, Sarah
Felmly, Patricia
Felton, Gwendolyn
Fereday, Theresa
Fields, Vera
Finch, Nancy
Finley, Lisa
Fischer, Mary
Fisher, Christine
Fitzgerald, Preston
Flanagan, Brenda
Flanigan, Mona
Flegas, Debra
Fleischer, Jane
Flowers, Queen
Floyd, Cynthia
Floyd, Laura
Floyd, Phyllis
Fludd, Darlene
Fogle, Sharon
Ford, Gail
Forrester, Diane
Foster, Brandon
Foster, Janie
Foulois, Bonnie
Fowler, Gloria
Fowler, Latrell
Fowler, Patsy
Franco, Regina
Frazee, Evelyn
Freeman, Suzanne
Freese, Barbara
Fulcher, Melissa
Fulcher, Ross
Fuller, Janet
Fuller, Sara
Fuseler, Jamii
Gaffney, Norma
Gage, Jeanine
Gaillard-McBride, Gladys
Gallagher, Laura
Galloway, Ann
Gantt, Lisa
Garcia, Cassandra
Gardner, Betty
Garrett, Donna
Garris, Rhonda
Garro Bissette, Susan
Geddes, Anne
Geddings, Amanda
Gentilucci, Tracey
Gibb, Katharine
Gibbs, Debra
Gibson, Lynette
Gibson, Merlyn
Gilleylen, Barbara
Gillispie, Sandra
Gilmore, Kim
Giovannetti, Mary
Gitter, Amie
Glenn, Jeannette
Godsey, Annette
Goff, Connie
Good, Angela
Goodman, Patricia
Gordon, Annette
Gordon, Wanda
Gore, Betty
Graham, Darlene
Grainger, Wanda
Grant, Alicia
Grant, Margaret
Grant, Rebecca
Grass, Mary
Gray, Karen
Gray, Mable
Grecco, Charlotte
Green, Jennifer
Green, Joyce
Green, Marilyn
(Continued on page 15)
Be There!
www.scnurses.org
The South Carolina Nurse—January, February, March 2007—Page 15
100th Celebration, September 13-14, 2007
SCNA List of Members
(Continued from page 14)
Green, Shirley
Green, Vicki
Greene, Jill
Greer, Brenda
Gregory, Kathy
Gregory, Sandra
Grimm, Margaretta
Grossman-Rose, Jodi
Grossman, Janet
Grubbs, Susan
Guedel, Aija
Guffey, Donald
Guilford, Freida
Gulesserian, Barbara
Gwaltney, Holly
Haddock, Kathlyn
Hage, Janice
Hahn, Jill
Haldorson, Erick
Hale, Sandra
Hall, Barbara
Hallock, Ann
Hammerbeck, Anita
Hand, Beulah
Hanna, Sharon
Hardee, Roscia
Hardwick, Theresa
Hardy, Karen
Harkins, Patricia
Harmon, Harriet
Harper, Linda
Harper, Mary
Harpine, Sandra
Harrison, Adrena
Harrison, Gwen
Harter, Nydia
Harts, Valerie
Harvey, Terri
Hasan, Lois
Haselden, Mary
Hathcox, Teresa
Haynes, Bonnie
Hazy-Appleton, Janice
Head, Kathleen
Head, Michele
Heim, Margaret
Heiney, Sue
Helms, Irene
Henderson, Bennie
Hennesey, Winnie
Hepburn, Joan
Herbert, Joan
Herman, Debbie
Herman, Jo Anne
Herndon, Samantha
Herrmann, Brenda
Hershberger, Dawne
Hewlett, Peggy
Hickey, Pat
Hicklin, Joyce
Higdon, Kristie
Higgins-Jeffers, Kathleen
Hightower, Marjorie
Hightower, Tammy
Hildebrand, Margaret
Hildebrandt, Evelyn
Hines, Dorothy
Hinshaw, Robin
Hobson, Julia
Hodge, Linda
Hodge, Mary Lou
Hodo, Michael
Hodson, David
Hogan, Diane
Hogan, Kathy
Hogarth, Christina
Holaday, Bonnie
Holder, Barbara
Holland, Nancy
Hollerbach, Ann
Holmes, Hannah
Holmes, Louise
Holstein, Jennifer
Hooper, Jean
Hope, Nelda
Hopkins, Jean
Hopla, Deborah
Horne, Kathy
Horton, Muriel
Hosey, Kathleen
House, Beverley
Howard, Karen
Howe, Linda
Howell, Lisa
Hucks, Willie
Hudson, Karen
Hudson, Nancy
Huff, Hazelmarie
Huff, Terri
Huggins, Brooke
Huggins, Michael
Hunt, Selina
Hyre, Elva
Inabinet, Judith
Irving, Karen
Jackson, Brenda
Jackson, Misti
Jackson, Tonda
Jacobs, Dianne
Jacobs, Linda
James, Carrie
James, Julia
James, Shirley
Jenerette, Coretta
Jenkins, Carolyn
Jenkins, Cicely
Jennings, Pamela
Johnson, Maggie
Johnson, Mark
Johnson, Merrilyn
Johnson, Pamela
Johnson, Patricia
Johnson, Pierrene
Johnson, Stacie
Johnston, Linda
Jonason, Anna
Jones, Bouvia
Jones, Brenda
Jones, Carolyn
Jones, Debbie
Jones, Dianna
Jones, Jeanette
Jones, Joanna
Joseph, Amelia
Joseph, Audrey
Josey, Dorothy
Justice, Leslie
Justus, Jennifer
Kamin, Alice
Karabin, Pamela
Karvelis, Judith
Kay, Dana
Kaye, Judy
Kayhani, Margaret
Kearney Nunnery, Rose
Kelechi, Teresa
Keleher-Otto, Lisa
Kelley, Melinda
Kemp, Lynette
Kerr, Margaret
Kicklighter, Bob
Kicklighter, Cynthia
Kilcawley, Victoria
Killian, Frances
Kimmel, Carla
King, Fran
King, Rebecca
Kingsford, Audrey
Kingsley, Joy
Kinsey, Catrina
Kirby, Gail
Kithcart, Arnell
Knapik-Smith, Michele
Knight, Shirley
Knight, Virginia
Knox, Marguerite
Koehler, William
Koerber, Marilynn
Kolb, Sherry
Korbe, Anita
Korn, Patricia
Kozlowski, Lisa
Kreilick, Valerie
Kroposki, Margaret
L’Ecuyer, Renee
LaFontaine, MaryAnne
Laken, Marilyn
Landis, Cathy
Lang, Elaine
Langford, Penny
Lanham, Janice
Lanier, Susan
Lanneau, Joyce
Lantz, Dawn
Larisey, Marian
Lawrence, Kathryn
Lawson, Clara
Lawson, Elizabeth
Layer, Debra
Layfield, Julianna
Lee-Learned, Barbara
Lee, Ann
Lee, Annlynn
Lee, Clare
Lee, E.
Lee, Jonathan
Levi, Pamela
Lewis, Marianne
Liaghat, Mary
Liles, Lee
Long, Frances
Long, Trina
Loquist, Renatta
Lorick, Robyn
Lowe, Sandra
Lowery, Janice
Lowery, Linda
Lowry, Pamela
Lucas, David
Lufkin, Sylvia
Lyons, Susan
Mabry, Pamela
Macaleer, Donna
Macaruso, Patricia
Mackey, Marlene
Macleod, Alison
Madeo, Maria
Madson, Susan
Maines, Linda
Maker, Glenda
Malkasian, Louise
Malone, Noreen
Mandot, Barbara
Manigault, Victoria
Mann, Michelle
Marshall, Andrea
Marshall, Mary
Martin, Barbara
Martin, Brenda
Martin, Christina
Martin, Melody
Massey, Jean
Masters, Kim
Mattingly, Catherine
May, Evelyn
Maybee, Patricia
Mc Millan, Loretta
McAbee, Paula
McCallister, Patricia
McCladdie, Sherrin
McConnell, Julia
McConnell, Patricia
McCray, Bonita
McCray, Marian
McCurry, Troy
McDonald, Kathy
McDowell, Betsy
McDuffie, Betty
McIver, Marianne
McKinney, Page
McKoy, Sylvia
McLellan, Brenda
Meade, Marilyn
Meilinger, Domenica
Melba, Kay
Melcolm, Norma
Mello, Bonnie
Messias, DeAnne
Messina, Arlene
Mestler, Linda
Metzelaars, Barbara
Middleton, Ericka
Mikell, Lillian
Miles, Carrie
Miller, Radene
Miller, Stephanie
Mitchell, Carlon
Mobley, Rebecca
Mock, Kathryn
Molloy, Patricia
Montgomery, Sheryl
Mood, Lillian
Moore, Debbie
Moorer, Harriet
Morales, Maxine
Morollo, Mary
Morowski, Peggy
Morphis, Linda
Morris, Amelia
Morris, Elaine
Morrow, Janice
Mueller, Rebecca
Mullaney, Mary
Mullinax, Merrylee
Murphy, Brenda
Mustard, Ruth
Myers, Madelyn
Myers, Michelle
Be There!
Myers, Sheila
Nagy, Barbara
Nason, Harriet
Nechodom, Oonagh
Newson, Norma Eklund
Newton, Linda
Newton, Taylor
Nitto, Susan
Norris, Deborah
Norris, Isabelle
Norris, Sarah
Nwankudu, Ada
O’Cain, Toni
O’Donnell, Sybil
O’Hara, Cheryl
O’Neal, Saranne
O’Shields, Sophia
O’Sullivan, Maggie
O’Toole, Pamela
Oates, Sharon
Odom, Margaret
Ofendo Reyes, Nancy
Ogburn, Gwendolyn
Ogle, Margaret
Oguhtoyinbo, Mejirola
Ohl, Doris
Okinaga, Kathleen
Olawsky, Angela
Oliver, Mary
Oliver, Nancy
Olson, Melodie
Osguthorpe, N ancy
Ott, Carole
Outlaw, Martha
Overby, Penelepe
Overstreet, Alice
Owens, Virginia
Pabst, Kelly
Paglia, Jennifer
Park, Jeong-hwan
Parks, Amy
Parks, Lyn
Parsons, Mary Ann
Pate, Sonya
Patten, Mary
Patterson, Natali
Payne, Sandra
Pearsall, Janice
Pearson, Ingrid
Pearson, Kathryn
Peel, Karen A.
Penland, Susan
Petty, Elizabeth
Phillips, Celeste
Phillips, Pamela
Pittard, Michelle
Pittman, Elizabeth
Player, Elizabeth
Plunkett, Susan
Polk, Cynthia
Pompey, Joyce
Porter, Cathy
Porter, Millie
Powell, Nancy
Powers, Melanie
Poyner, Phyllis
Prather, Patricia
Pressley-Turner, Martha
Pressley, Karen
Prewitt, Sandra
Price, Jo
Price, Mary
Prickett, Cherylene
Pridemore, Ava
Prince, Theresa
Pringle, Letita
Pritchett, Pamela
Pruette, Robin
Pruitt, Rosanne
Pursley-Watson, M.
Pye, Angela
Quillan, Lynn
Rankin, Kim
Ray, Kathy
Ray, Traci
Redmond, Laura
Reed, Genesia
Reed, Johnna
Register, Mary Elizabeth
Reid, Robert
Reimels, Elaine
Reiter, Adele
Rentz, Carol
Renwick, Martha
Rexrode, Ann
Reynolds, Carolyn
Rials, Shelby
Richards, Jill
Richardson, Mary
Richburg, William
Richter, Jane
Riddle, Ellen
Ridley, Pamela
Rigley, Ida
Riley, Joann
Rivera-Emmanuelli,
Lorraine
Rivers, Amy
Rivers, Jill
Rivers, Virginia
Robb, Elaine
Robbins, Cynthia
Roberts, Dixie
Roberts, Eunice
Roberts, Karen
Robertson, Karen
Rogers, Catherine
Rogers, Linda
(Continued on page 16)
Page 16—January, February, March 2007—The South Carolina Nurse
www.scnurses.org
100th Celebration, September 13-14, 2007
SCNA List of Members
(Continued from page 15)
Rogerson, Laura
Romanczuk, Amy
Ross, Veronia
Royem, Doris
Ruff, Youna
Ruggieri, Michelle
Russell, Sheryl
Rutland, Marcia
Salley, Patricia
Saunders, Katherine
Sawyer, Deborah
Sawyer, Misty
Saxon, Marilyn
Scarborough, Forrest
Schaller, Stephanie
Scharer, Kathleen
Schildknecht, Farrah
Schreiber, Linda
Schubart, Kara
Scott, Karen
Scott, Pauline
Scott, Tracy
Scouten, Susan
Seal, Elisabeth
Segars, Marie
Seiple, RoseAnn
Sellers, Charlotte
Sellers, Karen
Sellers, Mary
Setzer, Lejune
Sexton, Wanda
Shackelford, Alisa
Shaffer, Loretta
Shapiro, Kathryn
Shaw, Stacey
Shealy, Clement
Shealy, Karen
Shearer, Jennifer
Shenton, Linda
Sherman, Jeremie
Shiver, Gertrude
Shuler, Lauretta
Silver, Toni
Simmons, Donna
Simon, Kathleen
Simpson, Connie
Sims, Jean
Skipper, Janice
Slachta, Patricia
Slater, Amanda
Sloan, Charlotte
Smart, Patricia
Smith, Barbara
Smith, Darren
Smith, Don
Smith, Georgette
Smith, Julie
Smith, Mona
Smith, Nancy
Smith, Nancy
Smith, Sybil
Smoak, Christine
Sneed, Nancee
Snyder, Elizabeth
Solito, Tricia
Sorrow, Cheryl
Sorrow, Karen
Sosbee, Betty
South, Robbie
Spears, Cynthia
Speer, Ingrid
Spells, Debbie
Spoon, B.
Squires, Debra
Stachelek, Elizabeth
Stafford, Sharon
Stampfli, Pamela
Standish, Karen
Stanfield, Lisa
Stanley, Karen
Stanley, Wanda
Stanton, Ruth
Staples, Karen
Stewart, Barbara
Stewart, Jemme
Stoker, Jeanie
Stowell, Trudy
Stribling, Patricia
Strossner, Mary
Stroud, Sally
Stuart, Gail
Stuck, Judy
Sturgis, Mary
Stutts, Loretta
Summer, Betty
Summerall, Linda
Sutton, Lori
Swanson, Elizabeth
Swartzbeck, Edna
Synovec, Ellen
Szadek, Laura
Szeto, Gary
Tarr-Whelan, Linda
Taylor, Connie
Taylor, Margaret
Taylor, Margaret
Taylor, Susan
Tedder, Tona
Tegeler, Cindy
Thaxton, Juanita
Thomas, Barbara
Thomas, Deborah
Thomas, Donna
Thomas, Patricia
Thomas, Thais
Thompson, Cathryn
Thompson, Denise
Thompson, Karen
Thompson, Vanessa
Thompson, Victoria
Thrift, Mona
Throwe, Anita
Thurman, Evyonne
Timmons, Shirley
Timms, Janet
Tomlinson, Teresa
Tone, Mary
Touger, Gale
Townes, Jeanne
Tretola, Clara
Tronco, Angela
Tucker, Sandra
Tumblin, Ruby
Turner, Ellen
Turner, Lisbeth
Turner, Maria
Turner, Stephanie
Ulmer, Betty
Ulmer, Joanne
Upchurch, Donna
Upchurch, Sara
Upfield, Jaclynn
Vanderknyff, Brenda
Vansant, Christy
Varn, Connie
Vaught, Richard
Vedders, Roberta
Velasquez, Shannon
Versailles, Patricia
Vest, William
Vinson, Karen
Vorlick, Doris
Wagner-Howell, Mary
Waldrop, Patricia
Wallace, Lynn
Walliser, Emma Iris
Walo, Helena
Walton-Geer, Patina
Walton, Charlene
Walton, Susan
Wannamaker, Anna
Ward, Cheryl
Ward, Tammy
Washington, Cynthia
Washington, Deneice
Washington, Laverne
Washington, Tiffany
Watts, Susan
Weber, Louanne
Webster, Debra
Weddington, Christina
Weiner, Hannah
Weinkle, Ella
Weiss, Dorothy
Welch, Teresa
Wells, Linda
Wessinger, Mary
West, Elizabeth
Wester, Judy
Wetsel, Margaret
Whaley, Carolyn
Wharton, Holisa
Wheeler, Suzanne
Whelchel, Cathi
White, Suzanne
Whiteaker, Roberta
Whiting, Sylvia
Whittier, Cynthia
Wilburn, Brenda
Wilchanovsky, Miriam
Wilkerson, Shelly
Williams, Amber
Williams, Barbara
Williams, Bruce
Williams, Calperta
Williams, Carol
Williams, Cynthia
Williams, Ernestine
Williams, Gayle
Williams, Gladys
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Williams, Kathleen
Williams, Linda
Williams, Mary
Williams, Rynn
Williams, Sarah
Williams, Sonya
Williams, Tracey
Williams, Virginia
Williamson, Phyllis
Wilson, Annie
Wilson, Cynthia
Wilson, Eileen
Wilson, Gina
Wilson, Melisa
Wilson, Shannon
Wilson, Victoria
Winbourn, Margaret
Wise, Rebecca
Wise, Sharon
Wolak, Dawn
Woodward, Anne
Woolbright, Duveen
Wright, Barbara
Wright, Janice Gayle
Wright, Randy
Wright, Sandra
Wrigley, Susan
Wulfekotte, Brenda
Wyatt, Alice
Wylie-Aquil, Mary
Yacavino, Kathleen
Young-Jones, Cathy
Young, Patty
Young, Sally
Young, Sonya
Zager, Lydia
Zager, Michelle
Zange, Amy
Zeigler, Angela
Zeigler, Deloris
Zeigler, Kathryn
Zimmerman, Sandra
Zink, Judith
The South Carolina Nurse—January, February, March 2007—Page 17
www.scnurses.org
100th Celebration, September 13-14, 2007
Workforce Advocacy
Nurses ‘Eating Our
Young’—It Has a
Name: Lateral
Violence
by Karen M. Stanley, MS, APRN, BC
Peggy Dulaney, MSN, RN, BC
and Mary M. Martin, DNS, ARNP, NAP
Situation: You are a new graduate nurse on a busy
medical-surgical unit. Your preceptor has criticized you in
front of your peers, and you have overheard two nurses
saying they don’t think you will make it another week on
the unit. None of the other nurses have offered to help you,
and you suspect they are intimidated by your preceptor and
don’t want to risk getting on her bad side.
Could a situation like this happen where you work?
‘Eating our young’ is both an offensive description of a
problem and an offensive behavior. The first step toward
resolving this old problem is to give it a name: Lateral
Violence (LV). Every year several articles are published
about the phenomenon of LV in nursing. Sometimes it is
referred to as “horizontal violence” and in other cases
bullying and other forms of intimidating behaviors are
described. “Lateral violence” is defined as nurse-on-nurse
aggression and inter-group conflict. Although new
graduate nurses are very vulnerable to LV, it is certainly
not limited to this group—it is a problem throughout
nursing. It has been identified in clinical practice,
administrative and academic settings. LV behaviors
represent psychological rather than physical violence. The
ten most common forms of LV have been identified by
Griffin (2004) from the nursing literature as: as non-verbal
innuendo, verbal affront, undermining activities,
withholding
information,
sabotage,
infighting,
scapegoating, backstabbing, failure to respect privacy, and
broken confidences. Do you recognize some or all of these
behaviors from the nursing workplace? If you are a
woman, can you relate them to your experience as a ‘preteen?’ Many similar psychologically hurtful behaviors are
perpetrated by girls socialized to deal with their anger
using forms of “alternative aggression.” (Simmons, 2002).
impetus for changing staffing patterns and increasing the
time RNs can spend with patients. Somehow, it seems that
the way our staff feels only matters when bad things begin
to happen on a unit or to a patient. In other words,
preventing LV loses its position on the priority list
depending on the economic environment of the moment.
Stiff competition for dollars in recent years has resulted in
many hospitals hiring consultants to assist them with the
work environment in order to increase productivity and
achieve the most positive patient care outcomes. Is it
working? How does LV fit in? What are the consultants
saying about how staff treats each other? We would like
share our experience in addressing and resolving these
issues.
Ramifications of Lateral Violence in the Workplace
The ramifications of LV in the workplace are many and
powerful. LV, when it is allowed to go on, sets up a
downward spiral that becomes costly to the individuals
involved and to the organization as a whole. LV leads to
low morale as trust is eroded and a negative atmosphere
develops. This in turn results in diminished teamwork,
which adds stress because teammates are not available for
support. The ultimate result is a negative impact on patient
care and outcomes. Nurses who are distracted by LV issues
are not focused on the patient.
Nurses will leave a workplace when LV is allowed to
continue. This turnover is very costly in terms of the stress
on remaining staff while a vacancy is being filled, but it is
also expensive to the organization. Approximately 60% of
newly registered nurses leave their first position within six
months because of some form of LV perpetrated against
them (Beecroft et al., 2001; McKenna et al., 2003; WinterCollins & McDaniel, 2000). Since RN turnover costs up to
two times a nurse’s salary, the cost of replacing one RN
ranges up to $145,000 depending on geographic location
and specialty area (Wojick et al., 2005). Furthermore,
when a unit or an organization develops a reputation for
having a negative practice environment, it can become
even more difficult to recruit new staff. This problem is
magnified by the projection of an RN shortage of as many
as 800,000 by 2020 (Buerhaus et al., 2006; U.S.
Department of Health and Human Services, 2002). This
shortage extends to the critically important nurse manager
role and is related to the stressful nature of the position as
well as the closure of nursing administration programs in
some academic institutions (Shirey, 2006). In academia,
reports of incidents of LV are a deterrent to recruiting both
new students and new faculty.
What Causes Lateral Violence Among Nurse
Colleagues, and Why Does It Continue?
Several nurse authors have suggested that nursing is an
oppressed and essentially powerless group dominated by
others. One author, Roberts (1983, 1997, 2000), has been
published widely regarding the application of Oppression
Theory (Freire, 1971) to nursing. When applied to nursing,
this theory may explain why nurses seem unable to do
anything about the way they are treated by other nurses at
work. DeMarco and Roberts (2003) have described a cycle
of oppressed group behaviors that we have all seen
repeated in our workplaces. They and others have
suggested that nurses deal with their feelings of
powerlessness and frustration by directing their
dissatisfaction toward each other in the form of oppressing
behaviors described as LV (DeMarco & Roberts, 2003;
Farrell, 1997; Griffin, 2004; McKenna et al., 2003;
Skillings, 1992). It is also postulated that low self-esteem
alone may be a major cause of perpetrating LV as well as
tolerating being a victim of LV (Roberts, 1997). Some LV
may be attributed to the stressful working conditions on
our busy hospital units brought on by higher acuity levels
and nursing shortages. There are themes in the literature
that suggest unique stressors and pressures within the
interdisciplinary team likely contribute to LV (Farrell,
2001 & 2006; Schaffner, Stanley & Hough, 2005).
Why does it continue? We (the authors) have been in
nursing on average 30-40 years, and we agree that the
phrase ‘nurses eat their young’ has been with us
throughout our careers. We also have noted that LV ebbs
and flows with economic events that produce nursing
shortages, reorganization, and shifting qualification
requirements for managerial positions. The pressures on
the Chief Nurse Executive (CNE) to produce the highest
quality patient care (error free, no less!) on a minimalist
budget sometimes means that negative events are the only
Be There!
Interventions
There are several interventions that can be used to
prevent LV and to deal with it when it occurs.
• Raising awareness of the problem and giving it a
name—Lateral Violence—is an important first step.
Once nurses recognize LV behaviors, it is
immediately more difficult for the perpetrators to
continue their abusive patterns.
• Management must also have a zero tolerance policy
toward LV. Too often the problem is either ignored
or dealt with ineffectively, which may result in the
violence merely going underground or spreading to
other staff. LV cannot be allowed to become a
behavioral ‘norm.’ RN exit interviews must be
structured to allow for an honest and accurate
accounting of work relationships.
• Nurse managers must be supported through
provision of leadership training in skills for
managing LV among nursing staff as well as support
for enforcing a zero tolerance policy. Such training
and support are especially important since individual
managers with good conflict management skills can
mitigate or eliminate LV behaviors.
• An excellent preventive practice is the development
and enforcement of professional behavior standards.
In 1985, Argyle and Henderson suggested 15
coworker ‘rules’ that continue to provide appropriate
guidance today. In addition, both the Code of Ethics
for Nurses (ANA, 2001) and Nursing: Scope and
Standards of Practice (ANA, 2004) set forth
standards of professional conduct that can form the
basis for unit-specific or agency-wide professional
behavior standards. Such standards are best
developed and refined through staff participation.
Many hospitals, including MUSC, are developing
professional behavior standards as they strive to
build a better environment of practice. Adherence to
these standards must be linked to annual
performance evaluations.
• Faculty, preceptors and other nurse educators must
educate students and new graduates about the
phenomenon of LV and teach them specific
behavioral techniques to use if they are the victim of
LV. They must also be prepared to coach all nurses
in the use of these behavioral techniques.
(Continued on page 18)
www.scnurses.org
Page 18—January, February, March 2007—The South Carolina Nurse
100th Celebration, September 13-14, 2007
Nurses ‘Eating Our Young’
(Continued from page 17)
Educational workshops that combine didactic and experiential learning activities
have proven effective.
• Another step in the process of combating LV involves elevating the
accomplishments of individual nurses and giving all nurses a greater voice in
decision-making. These actions serve to empower nurses, highlight their critically
important contributions to patient outcomes, and help them to value themselves and
their work.
• Further measures are needed to eliminate LV in the nursing workforce. The MUSC
Medical Center and College of Nursing are collaborating in research to identify and
develop effective interventions.
Educational Efforts
As is the case with many of our most effective interventions, the educational effort to
decrease LV began with one hospital nurse educator (Celeste Phillips) attending a
conference where LV was discussed. Recognizing the importance of dealing with LV, she
requested that a Psychiatric Consultation Liaison Nurse (PCLN) at MUSC incorporate
information about LV and how to deal with it into a new educational series called
“Leadership at the Bedside.” Interestingly, this series is now called “Excellence in
Nursing Practice.” Clearly excellence is not possible where LV is permitted to exist. The
PCLN (Karen Stanley) began LV educational sessions in the fall of 2004. The CNE,
Marilyn Schaffner, PhDc, RN, CGRN, quickly recognized the value of knowing the extent
of LV at MUSC and asked the PCLN to administer a measurement tool to all nursing staff.
As part of a pilot study the newly developed instrument to examine perceived
vulnerability of nurses to LV was administered via the hospital intranet in 2005. Fourteen
percent of the 663 study participants indicated that LV is a serious problem in their work
area, and 24% rated it as a major cause of stress and tension. Interventions based on the
study findings are being used to prevent LV in our medical center. Because of the
networking skill of our CNE, news of the work of the PCLN and MUSC spread to other
parts of our country and inquiries were received from such prestigious places as Stanford
University Hospital and others. Further, international interest in LV and the MUSC
experience was generated by the April 2006 PCLN presentation at the annual conference
of the International Society of Psychiatric-Mental Health Nursing (ISPN) in Denver,
Colorado. A more extensive half-day pre-conference workshop will be conducted at the
April 2007 ISPN annual conference in Montreal, Canada.
The topic of Lateral Violence in Nursing was formally introduced in South Carolina at
the 4th Annual South Carolina Magnet Conference in April 2006. The PCLN provided an
overview of LV, a description of the MUSC study, and information about interventions
and educational methods. The enthusiastic response to this presentation prompted one of
the sponsors of the conference, the South Carolina Area Health Education Consortium
(South Carolina AHEC), to provide ongoing education on LV in nursing.
Since May 2006, Upstate AHEC has supported a number of workshops on the topic of
LV provided by a nurse consultant (Peggy Dulaney) in an effort to raise awareness of the
problem and teach nurses and faculty positive strategies for dealing proactively with this
important issue. Upstate AHEC views the elimination of LV as a key factor in recruitment
and retention of nurses. To date, Upstate AHEC has provided nine workshops for staff,
managers and faculty at various locations around the upstate. A brief survey of the
participants’ personal experience with LV has shown that 200 of the 210 participants
report having been victims of LV at some time. The response to this training has been very
positive. Participants have commented “I wish I had known these strategies years ago!”
and “We need this training for all staff and managers.”
It is only through increased awareness of the problem and appropriate training for staff,
managers and faculty that we will be able to address LV in nursing and bring about a
culture change. The goals are that nurses will learn to actively nurture and support their
colleagues and that those who manage the environment of practice will institute and
uphold policies that support positive nurse relationships.
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References
Argyle, M. & Henderson, M. (1985). The anatomy of relationships: and the rules and skills
needed to manage them successfully. Reading PA: Penguin.
Beecroft, P.C., Kunzman, L.MS. & Krozek, C. (2001). RN internship: outcomes of a oneyear pilot program. Journal of Nursing Administration. 31(12), 575-582.
Buerhaus, P.I., Donelan, K., Ulrich, B.T., Norman, L., & Dittus, R. (2006). State of the
registered nurse workforce in the United States. Nursing Economics$, 24(1), 6-12.
DeMarco, R.F. & Roberts, S.J. (2003). Negative behaviors in nursing. American Journal of
Nursing, 103(3), 113-116.
Farrell, G.A. (1997). Aggression in clinical settings: nurses’ views. Journal of Advanced
Nursing, 25, 501-508.
Farrell, G. (2001). From tall poppies to squashed weeds: why don’t nurses pull together
more. Journal of Advanced Nursing. 35(1), 26-33.
Farrell, G, Bobrowski C, Bobrowski P. (2006). Scoping workplace aggression in nursing:
findings from an Australian study. Journal of Advanced Nursing. 55(6):778-787.
Freire, P. (1971). Pedagogy of the oppressed. New York: Herder & Herder.
Griffin, M. (2004). Teaching cognitive rehearsal as a shield for lateral violence: an
intervention for newly licensed nurses. Journal of Continuing Education in Nursing. 35(6),
1-7.
McKenna, B.G., Smith, N.A., Poole, S.J. & Coverdale, J.H. (2003). Horizontal violence:
experiences of registered nurses in their first year of practice. Journal of Advanced Nursing,
42(1), 90-96.
Roberts, S.J. (1983). Oppressed group behavior: Implications for nursing. Advances in
Nursing Science, 5(3), 21-30.
Roberts, S.J. (1997). Nurse executives in the 1990s: empowered or oppressed? Nursing
Administration Quarterly, 22(1), 64-68.
Roberts, S.J. (2000). Development of a positive professional identity: liberating oneself
from the oppressor within. Advances in Nursing Science, 22(4), 71-82.
Schaffner, M., Stanley, K.M., & Hough, C. (2005). No matter which way you look at it, it’s
violence. Gastroenterology Nursing, 28(6), 75-76.
Shirey, M.R. (2006). Stress and coping in nurse managers: two decades of research. Nursing
Economics, 24(4), 193-203, 211.
Simmons, R. (2002). Odd girl out: the hidden culture of aggression in girls. New York:
Harcourt, Inc.
Skillings, L.N. (1992). Perceptions and feelings of nurses about horizontal violence as an
expression of oppressed group behavior. NLN Publ. (14-2504):167-185.
U.S. Department of Health and Human Services. (2002). Projected supply, demand, and
shortages of registered nurses: 2000-2020. Washington, DC: Author.
Winter-Collins, A. & McDaniel, A.M. (2000). Sense of belonging and new graduate job
satisfaction. Journal of Nurses in Staff Development, 16, 103-111.
Wojick, T., Vitello, J., Freedman, J., Everett, T., & Hagenmueller, A. (2005). Six seconds EQ
institute for healthcare leadership. Retrieved June 14, 2005, from
http://www,healtheq.com/problem.php.
Authors: Karen M. Stanley, MS, APRN, BC, FNAP, Psychiatric Consultation Liaison
Nurse, Department of Therapeutic Services, Medical University Hospital Authority,
principal investigator for MUSC Lateral Violence in Nursing pilot study,
stanleyk@musc.edu. Peggy Dulaney, MSN, RN, BC, Consultant in Private Practice,
Greenville, SC, lecturer for Upstate AHEC, pdulaney@bellsouth.net. Mary M. Martin,
DNS, ARNP, NAP, Director, Graduate Programs and Coordinator Nursing Administration
Track, Assistant Professor, College of Nursing, Medical University of South Carolina,
investigator for the MUSC Lateral Violence in Nursing pilot study and mentor to Karen
Stanley, martinmm@musc.edu.
Be There!
The South Carolina Nurse—January, February, March 2007—Page 19
www.scnurses.org
100th Celebration, September 13-14, 2007
Workforce Advocacy
The Communications Doctor Offers Remedies for
11 Things That Hurt Women’s Career Success
Nursing has always been a
field dominated by women.
According
to
the
U.S.
Department of Health and
Human services, 94 percent of
the nation’s nurses are women.
In order to succeed at work, it is
important to be conscious of
behaviors. Here are eleven
common behaviors women
often engage in that prevent
their success. While this list is
Dr. Gaddis
geared towards women, it will
also serve as a useful tool for the male nurse.
• We don’t ask . . . therefore we don’t get
While men in the workplace often step up to the plate
and ask for what they want, female colleagues frequently
sit on the bench only to watch and fall behind in the game.
Women let promotions, raises and better benefits slip
through their hands because they never ask for them.
You’ll never score a homerun if you don’t step up to the
plate and ask for the pitch. Men are more likely to be
assertive and direct with higher-ups. Therefore, they are
more likely to get what they want than women. When
women do decide to ask, they often ask the wrong people.
Many women will seek assurance from friends and
colleagues before asking. If your name is on the roster,
don’t hesitate to play the game.
• We procrastinate
When women step up to the plate, often times it’s too
late. Not only does procrastination create unnecessary
stress, it also puts you behind in the game. Many women
and men experience what is termed “approach-avoidance”
behavior. This is when you know what has to be done but
you avoid it. Or, you get stuck in analysis paralysis, where
you calculate every outcome before moving forward.
Procrastination may seem like an innocent habit, however
knowledge without action can lead to depression. Don’t be
a bench warmer in the workplace. Step up to bat now. The
longer you avoid what needs to be done, the more it affects
self-esteem, self-confidence and ultimately your success.
challenge you and motivate you to succeed. Remember
that sour grapes make for bad wine and a spoiled party.
• We use non-verbals that don’t work
Non-verbal communication conveys up to 90 percent of
a message. By using strong and powerful non-verbals you
can enhance your image and create the positively visible
image you want. On average, women take up less space
than men so it is important to claim your space. Rather than
putting your hands in your lap, put them up on the desk.
Rather than sitting along the wall at a meeting, sit at the
table. If you have a desk at work, position it so you face the
door and can easily greet those who walk in. Avoid using
counterproductive non-verbals like eye rolling and fake
smiles. People can misinterpret them or become distracted.
It is also important to be direct with your non-verbals. By
making eye contact, nodding your head and keeping an
open posture you’ll make a positive impression.
• We criticize ourselves
Do you speak negatively about yourself? If so, it can
hurt your self-esteem and impact the way people view you.
Approximately 70 to 90 percent of the words our brain
processes are unusable or negative. According to the
Zeigarnik effect, people remember more negative events
than positive ones. Therefore, when you talk negatively
about yourself it sticks like a wad of gum on a shoe. If you
can’t say something nice about yourself, don’t say anything
at all.
• We over-communicate
Are you a talkaholic? Women use about 3,000 to 4,000
more words per day than our male counterparts. While
communication is critical for success, too much talky-talky
can be counterproductive. When you ramble, people
become distracted and confused. You also can loose the
idea you were trying to communicate. It is more important
to be clear and concise with your communication. Why use
more words than necessary?
• We over-commit
Many working women feel pressured to succeed at
everything. However, remember that if you bite off a large
chunk, you’re going to be chewing on it for a long time.
• We say “I’m sorry”
Unlike men, women have a tendency to overuse the
phrase “I’m sorry” in the workplace.
Not only do women say “I’m sorry” to apologize for
what they’ve done, they also apologize for other people’s
actions as well. Don’t bathe yourself in other people’s dirty
water. Also know that when you apologize your word
choice is critical.
Rather than saying “I’m sorry” consider action words
such as “I regret,” “I apologize for” or “forgive me for”
which are more direct and meaningful. Save the “I’m
sorry” for when you’re shopping for a Hallmark card, not
when you’re in the workplace.
• We say “I’ll try”
The difference between saying “I’ll try” and “I will”
can be the difference between failure and success. By
saying “I’ll try” you set the stage for procrastination. By
saying “I will” you create a mental commitment to
yourself, which ensures you will achieve your goal. In
addition, by telling others that you “will try,” you
communicate a sense of doubt. “I will” communicates a
sense of certainty.
• We’re not selective with whom we spend our time
Face it—sometimes you end up in the company of
people who are more negative than positive. Ultimately,
this reflects upon you. Our relationships are our base
network. They need to be strong and encouraging. Most
people have a tendency to stay in a relationship when the
perceived benefits outweigh the perceived costs. Think
about what happens when you get back less than you give.
Don’t waste energy on relationships that are
counterproductive. Find people who encourage you,
Be There!
You will put yourself in a better position if you are
successful at a few tasks rather than mediocre at many. Say
no just as much as you say yes. When asked to take on a
new task, take a step back and breathe! Evaluate your
personal and professional schedule to find a comfortable
balance.
• We don’t provide 3-step positive feedback
What are you doing to create a “good old girl network?”
It is important to remember how hard the journey was that
brought you to where you are today. Don’t get distracted
with your own success and forget to say “thank you” to
those who have guided you along the way. Realize that you
have the ability to mentor others, so ask yourself, “Who
can I help?” and then do it.
• We don’t toot our own horn.
Positive impressions create positive results.
Unknowingly, many working women quietly watch from
backstage as their male colleagues take center stage. Go
for the lead role. As a professional it’s important to step out
from behind the curtain and become more positively
visible. Don’t fixate on negative traits and previous
failures. Let people know about your accomplishments,
talents and strengths. Actively create the positive image
you want people to see. Voice your talents in the workplace
and you’ll receive an encore.
Being conscious of your behaviors is the first step
towards a positive change. Remember, improvement
comes with time. When addressing these issues be patient
with yourself. For more information about how to improve
your communication skills visit Dr. Susanne Gaddis’s
Website at: www.TheCommunicationsDoctor.com.
Susanne Gaddis, PhD, known as the Communications
Doctor, is an acknowledged communications expert who
has been speaking and teaching the art of effective and
positive communication since 1989. With a specialized
expertise in healthcare communication, Susanne delivers
workshops, seminars, and keynote presentations across the
United States. For more information, or to book Dr. Gaddis
for an upcoming conference or event call 919-933-3237 or
visit: www.communicationsdoctor.com. Dr. Gaddis would
like to acknowledge Carly Salvadore for help in
researching and writing this article.
Page 20—January, February, March 2007—The South Carolina Nurse
www.scnurses.org
100th Celebration, September 13-14, 2007
Workforce Advocacy
Being a Self-Advocate for
Your Professional Life
By Diane E. Scott, M.S.N., R.N.
Many nurses start their careers highly engaged with a
dedication and purpose that they think will carry them
through a lifetime. With many substantial changes in
health care environments and a wandering economy,
however, numerous career nurses have become
disheartened and yearn to seek the passion and drive that
encouraged them to enter the profession in the first place.
According to a study of nurses in five countries by
Linda Aiken, Ph.D., R.N., published in the May/June 2001
Health Affairs, more than 40 percent of hospital nurses
reported being dissatisfied with their jobs. This alarming
statistic is a testament to becoming a self-advocate in your
professional life in order to find happiness and fulfillment
throughout the lifespan of your career.
According to Dr. Philippa Kennealy, executive and
professional career coach, being a self-advocate in your
professional life begins with a
self-analysis. “Knowing your
skills, developed from training,
education and experience, is
only the beginning,” she states.
“Knowing your interests and
passions are just as important to
creating
engagement
and
happiness
within
any
professional endeavor.”
vocation must have personal meaning to an individual.
Meaning is derived from work that is aligned with your
sense of purpose about what you are doing and your core
values. Your work becomes meaningful when you are
doing something you believe in.
His research shows that engagement with a career
produces long lasting and positive effects on personal and
professional development. Engagement means being
absorbed, challenged and interested in what you do so that
you almost lose track of time while you are working.
According to Dr. Seligman, talents and passions must
coexist for true engagement in a given role. To become a
selfadvocate in your professional life, you must discover
and recognize your talents and passions.
Finding Your Talents
According to Marcus Buckingham and Donald O.
Clifton, authors of, “Now, Discover Your Strengths,” most
of us have little sense of our
talents and strengths, much less
the ability to build our life
around them. Instead, guided
by our parents, teachers and
managers, and by psychology’s
fascination with pathology, we
become experts in our
weaknesses and spend our lives
trying to repair these flaws, while our strengths lie dormant
and negated. It is only when people begin to focus on their
talents and build them into strengths that selfadvocacy can
begin.
The authors state that talent is defined as any recurring
pattern of thought, feeling or behavior that can be
productively applied. Being inquisitive, charming,
persistent, and responsible are all examples of talents. Our
dominant talents contain the promise of developing a
strength. A strength is defined as a combination of talents,
skills and knowledge that are consistently and
productively applied to achieve a desired result.
Knowing your passions
may enhance aspects of
your job.
Happiness and a Meaningful Professional Life
Dr. Martin Seligman’s book, “Authentic Happiness,”
speaks of the correlation between happiness and a
meaningful professional life. Seligman writes that a
The Center for American Nurses is a professional
association whose mission is to create a community of
nursing organizations that serve individual, nonunion nurses by providing programs, tools and
policies that address challenges and opportunities in
their practice environments.
Finding Your Passion
Curt Rosengren, author of the Web site
passioncatalyst.com, states that finding your passion will
energize you and will strengthen your confidence. He
states that passion is not some exotic, rare experience.
Simply put, you get energy by bringing more of you into
what you do. To find your passion, begin with identifying
what lights “your fire at a core level.” Rosengren states
that it is important not just to state what you love, but also
to identify why you love it. The second and most daunting
task is to make choices based on your passions.
Career Coaching
Dr. Philippa Kennealy, president of Oya Consulting,
works with many nursing and health care workers to help
them discover the connection between passion, talent and
professional career choices. “It behooves you in your
professional development to know, first of all, your
personal sense of purpose, and what your core values are,”
she concurs. “A good career or professional development
coach is a great resource to help you figure this all out.”
Dr. Kennealy describes her role as a “detective” who
discovers what will bring meaning and purpose to a
person’s work experience, and then leads them on a path to
self-discovery.
Self-Advocacy Begins With You
In learning to become your own self-advocate, you will
find that your professional life will have more purpose and
direction when you face health care environment changes.
You will know what you seek from a role and what you
will not compromise. If the role that you are in is
satisfactory, knowing your passions may serve to enhance
the aspects of your job that you truly enjoy. Becoming a
self-advocate in your professional life will help give
insight to the path that you must take to triumph over
inevitable changes and be happy with your professional
and personal choices.
Be There!
The South Carolina Nurse—January, February, March 2007—Page 21
www.scnurses.org
100th Celebration, September 13-14, 2007
Workforce Advocacy
Collaboration With Your Boss:
Strategic Skills for Professional
Nurses
by Diane E. Scott, M.S.N., R.N.
During your nursing career, you will have many bosses with varying leadership styles
and interpersonal skills. Despite the disparity of personalities, the collaborative
relationship you have with your supervisor can be significant and the effects longlasting.
Working well with your boss requires a concerted effort to
obtain the knowledge and skills forming the foundation of a
mutually beneficial relationship.
There is important evidence describing the benefits of a
good boss-employee relationship. In May 2006, The Journal of
Nursing Management published a longitudinal study of the
causes of job satisfaction in the nursing profession. It stated
support from a supervisor as one of the strongest predictors of
job contentment for any professional nurse.
Conversely, a poor relationship between a nurse and supervisor
can have myriad negative professional and physical consequences. Nadia Wager, a
psychologist at Buckinghamshire Chilterns University College in England, documented
the physical effects of nurses’s ambulatory blood pressure of working under favorably and
unfavorably perceived supervisors. Nurses who perceived lack of respect, fairness or
sensitivity in their supervisors had dramatically higher blood pressure throughout the day
than nurses working for bosses who were judged as considerate and empathetic. The 2003
study, published in Occupation and Environmental Medicine, concluded that an
unfavorably perceived supervisor is a potent workplace stressor, which might have a
clinically significant impact on a nurse’s long- and short-term cardiovascular functioning.
Because of the consequences to your physical and professional well-being, improving
the collaboration between you and your boss is important. Developing a strategy to
promote this mutually beneficial relationship is a valuable tool to becoming a selfadvocate
in your professional career.
boss may believe that good management means close supervision. Openly
communicating with her your preferred working style enhances collaboration.
• Peer advice—If you have a colleague who gets along well with the boss, ask her
for suggestions.
• Don’t take it personally—Everyone is entitled to a bad day or a less than perfect
comment. Don’t take individual moments personally.
• Adapt your communication style—Take the time to listen to your boss. If she says
something you agree with, say so.
Skill #6. Knowing when to seek advice
Despite all of your best efforts, some boss-employee relationships require outside
assistance. Before quitting or making a potentially detrimental career move, seek the
advice of a professional, such as the human resource specialist.
Aggressive and abusive behavior should never be tolerated and should be reported to
your boss’ supervisor immediately.
It is necessary to perfect
the art of communicating
with your boss...
Skill #1. Understanding your boss’s role
The first skill in promoting a positive relationship with your supervisor is to understand
what your boss’s role consists of. Learning her job requirements, priorities and goals can
lay the groundwork for understanding her constraints and help you understand what
exactly she needs from you to move toward meeting those priorities. Knowledge of the
scope of her responsibility, her background in the company and career goals will give you
valuable insight into what she needs from you. By observing and asking questions, you
can learn a lot about your boss’s world.
Skill #2. Viewing your boss as a client
Nurses naturally value the relationships they have with patients and hospital clients. As
a result, they often will extend themselves greatly to meet the varying and diverse needs
of their patients, families and nursing students.
Katherine Spencer Lee, an executive consultant at RHI Consulting, talks about the
advantages of viewing your boss as a client. “You probably already go out of your way to
accommodate clients or customers.” So why not think of your boss as you would a patient
or a nursing student? Keep in mind that your relationship with your boss is one of the most
essential relationships for your job satisfaction, and meeting the boss’s expectations is also
important.
Skill #3. Communicating effectively
Bosses differ in their preferred communication style. Some managers like e-mail while
others want face-to-face contact. It behooves you to ascertain how much information and
when a boss wants communication. Does she desire updates on projects, or is “no news is
good news” her preferred approach to communication? It is necessary to perfect the art of
communicating with your boss, for how you interact with her has a major impact on your
performance appraisal and consequently your career.
Skill #4. Letting your boss know what you need
After learning the art of communicating with a boss, be proactive in letting her know
what you need to do your job more effectively. Don’t assume that your boss is aware—
remember she has a multitude of other issues she is juggling. Be it a class or a piece of
equipment, bosses need to know how to provide you with the tools and resources
necessary for your job.
Skill #5. Dealing with the difficult boss
Similar to patients, every manager brings with her different personalities, backgrounds
and challenges. Nurses are adept at dealing with difficult patients’s differences, but are
less inclined to use the same skills when dealing with a challenging boss. Some common,
but unhelpful, ways that some nurses deal with difficult bosses include avoiding
interaction, increased absenteeism or quitting.
Building a better relationship with your boss means first taking into account her
communication style and personality and tailoring your strategies accordingly. For
example:
• Different working styles—You may like to be left alone to do your job, but your
Be There!
Conclusion
Forming a harmonious and productive relationship with your
supervisor can have outstanding benefits for your personal life
and your professional career. Like any skill, learning to adapt
so you can nurture this type of relationship takes practice, but
the rewards will be abundant.
The Center for American Nurses is
a professional association whose
mission is to create a community of
nursing organizations that serve
individual, non-union nurses by
providing programs, tools and
policies that address challenges and
opportunities in their practice
environments.
Page 22—January, February, March 2007—The South Carolina Nurse
www.scnurses.org
100th Celebration, September 13-14, 2007
Workforce Advocacy
About Appropriate Staffing
Nurse staffing has been a topic of concern for nurses for many years. Concern usually
rises among the public and health care providers when there is a nursing shortage and
declines when there is a nursing “excess.” However, nursing has seen a number of decades
of shortages followed by excesses followed by shortages which means full employment
followed by rising unemployment. These undulations have affected nursing service, as
well as, nursing faculty.
For the practicing Registered Nurse (RN), staffing is an issue of professional concern
because inappropriate staffing can threaten patients’ safety, RNs’ health and safety and the
integrity of the professional’s commitment to patients. Staffing also concerns RNs
because of the pressures put on them everyday by increasing patient intensity, increasing
complexity of care and the fatigue they feel which increases over time.
Fatigue as it applies to RNs is a relatively newly researched topic. In 2004, Dr. Ann E.
Rogers published an important article on fatigue and its impact on nursing and patient
safety. The publication of this study was preceded by closed door testimony to the Institute
of Medicine committee studying the nursing work environment. The findings demonstrate
the effects of fatigue which not only endanger the patient but also the RN. These findings
place new ethical pressures on both RNs as they decide whether to work overtime and on
administrators as they develop staffing schedules and react to staffing shortages.
Much has been said about the environment in which the RN works. Most nurse
satisfaction instruments ask questions about RN-RN and RN-MD relations and a number
of questions regarding participatory involvement. A newer area of interest is the
relationship between the RN and their managerial superiors, specifically, workplace
bullying.
The issue of nurse staffing is not a simple one. Enjoy the diversity of this web site and
help to solve the challenges of staffing to provide the best care to patients in a manner that
is safe, rewarding and empowering for RNs.
Appropriate Staffing: Recruitment and Retention
The recruitment of Registered Nurses (RN) by a facility and then the retention of those
RNs are major challenges in today’s nursing shortage environment. There are many
factors that enter into why an RN chooses to accept a particular job and whether to stay
at the facility once being employed there.
Factors, among others, that influence recruitment include the facility’s reputation,
salary, union status, and autonomy. Factors influencing retention include practice
autonomy, inclusion in decision making, management’s respect of workers, work load,
and shifts worked. As can be seen, there are overlapping concerns between the RN being
recruited and the RN considering remaining employed there. Consideration of those
factors which draw RNs and then make their employment fulfilling must be attended to if
a facility is to obtain and retain an adequate nursing staff.
Recruitment of RNs is expensive for any facility. A recent study by Jones, CB, The
Cost of Nurse Turnover, Part 2, Journal of Nursing Administration, 35(1), 41-49,
estimated a total cost of between $62,100 and $67,100 to replace a single RN. When
vacancy rates reach high single or double digits, the cost to the facility is significant and
its likely impact on other resources such as workload, overtime, nurse replacements, etc.
will be significant.
An additional cost not often discussed is the human costs of turnover and subsequent
recruitment on the nursing staff. While a position is empty, the workload of the missing
nurse must be absorbed into others’ workload. Should a new nurse be hired, the nursing
staff usually does a good deal of orientation of the new employee to the particular unit and
its culture. Temporary employees also require additional work by staff RNs since they
must provide support to the temporary employees in becoming familiarized with the new
environment and patients. Yet more work for the staff RNs!
Retention is also a major challenge since once an RN is recruited and hired; the facility
wants to retain that employee. Many factors play into the retention of any single nurse.
Such things as feeling they have autonomy over their professional practice decisions; that
they are a part of decision making at the unit level; that they have reasonable workloads;
that they receive continuing education; that they have flexible scheduling; that they
receive competitive pay, etc. effect the RNs decision to stay or leave their place of
employment
With expectations such as those laid out above, management at all levels of the facility
must work to try to meet the basic expectations of the professionals they employ. The
success of facilities in meeting such expectations varies widely as seen by turnover rates
from near zero to near 100%. Management must realize that RN recruitment and
subsequent retention are competitive aspects of the health care business.
Listed below are some articles which speak to different aspects of the recruitment and
retention process. These articles can be found at many public libraries or health
sciences/medical libraries:
Aiken, L., Sloane, D.M. 1997. Effects of organizational innovations in AIDS care on
burnout among urban hospital nurses. Work and Occupations 24 (4): 453-477.
Finn, CP. 2001. Autonomy: an important component for nurses’ job satisfaction.
International Journal of Nursing Studies 38: 349-357.
Force, MV. 2005. The relationship between effective nurse managers and nursing
retention. Journal of Nursing Administration 35 (7/8): 336-341.
Halm, M, Kandels, M, Blalock, M, Gryczman, A, Krisko-Hagel, K., et al. 2005.
Hospital nurse staffing and patient mortality, emotional exhaustion, and job satisfaction.
Clinical Nurse Specialist, 19(5): 241-251.
Hart, SE. 2005. Hospital ethical climates and registered nurses’ turnover intentions.
Journal of Nursing Scholarship, 37(2); 173-177.
Jones, CB. 2005. The costs of nurse turnover, part 2. Journal of Nursing Administration
35(1): 41-49.
Koelbel, PW., Fuller, SG, and Misener, TR. 1991. Job satisfaction of nurse
practitioners: an analysis using Herzberg’s theory. Nurse Practitioner 16(4):43, 46-56.
Stone, PW; Clarke, SP; Cimiotti, J., and Correa-de-Araujo, R. 2004. Nurses’ working
conditions: implications for infectious disease; International Conference On Women and
Infectious Disease. Emerging Infectious Diseases 11(10):1984-1997.
Ulrick, BT; Buerhaus, PI; Donelan, K; Norman, L; and Dittus, R. 2005. How RNs view
the work environment: Results of a national survey of Registered Nurses. Journal of
Nursing Administration 35(9); 389-396.
Other articles can be found using bibliographic search terms such as nursing turnover,
nursing retention, nursing shortage, patient safety, professional autonomy, management
and retention.
References
The following articles are available at health sciences libraries.
• Connelly, LM. 2005. Welcoming New Employees. Journal of Nursing Scholarship, 37(2),
163-164.
• Hart, SE. 2005. Ethical Climates and Registered Nurses’ Turnover Intentions. Journal of
Nursing Scholarship, 37(2), 173-177.
• Brooten, D., Youngblut, J., Blais, K., Donahue, D., Cruz, I. and Lightbourne, M. 2005. APNPhysician Collaboration in Caring for Women with High Risk Pregnancies. Journal of
Nursing Scholarship, 37(2), 178-184.
• Rambur, B., McIntosh, B., Palumbo, MV and Reinier, K. 2005. Education as a determinant
of Career Retention and Job Satisfaction Among Registered Nurses. Journal of Nursing
Scholarship, 37(2), 185-192.
• Sadovich, J.M. 2005. Work Excitement In Nursing: An Examination of the Relationship
Between Work Excitement and Burnout. Nursing Economics, 23(2), 91-96.
Appropriate Staffing Safe Staffing/Patient Outcomes
Safe staffing and its relation to patient outcomes is a major topic in today’s health care
(Continued on page 23)
Be There!
www.scnurses.org
The South Carolina Nurse—January, February, March 2007—Page 23
100th Celebration, September 13-14, 2007
About Appropriate Staffing
(Continued from page 22)
environment. You may hear people talk about “nursepatient ratios” or “safe staffing” or “appropriate staffing”
or “quality of care” or “adverse patient outcomes” or a
number of other terms. All of these terms are used often
and to some extend inappropriately.
Explaining the terms to be used is often useful. “Nurse
patient ratios” refers to the number of patients each nurse
has to care for. For instance, in intensive care units the
nurse-patient ratio is usually 1:1 or 1:2, one nurse for one
patient or one nurse for two patients. Different ratios may
apply to different units based upon patient need.
Safe or appropriate staffing is used to indicate whether
there are enough nurses and the correct mix of nurses to
care for the number of patients and their care needs.
Theoretically, one must have safe staffing first, and then
appropriate staffing. The same is true with quality of care:
first, safe care; next, appropriate care; and only, then
quality care. The tendency, however, is to speak only of
quality of care, which theoretically, can only come after it
is considered safe and appropriate.
“Adverse outcomes” or “adverse indicators” are a term
used to serve as an indirect measure of the “quality” of
patient. For instance, adverse outcomes seen very
commonly in the research are: pressure ulcers, falls,
pneumonia, satisfactions with several specific topics,
failure to rescue, medication errors and many more.
Currently, many, if not most, of the outcomes (i.e.
indicators) being measured are negative—failures. There
are some researchers arguing that “positive
outcomes/indicators” are needed because they will reflect
adverse outcomes avoided. Some “positive” indicators are
being tried to see if they are valid and reliable.
Research to find the link between staffing and
outcomes
Research into the factors which influence patient
outcomes has been formally conducted for about 35-40
years. Florence Nightingale, of course, recognized the
linkage between having nurses on the battle fields during
the Crimean Wars, but the more rigorous discipline found
in current research has advanced our understandings about
the reasons staffing makes a difference in outcomes. Since
the 1980’s, tremendous public and private efforts and
monies have been put into the study of the American health
system due to undulating but continuously rising
consumption of the gross domestic product (GNP) by
health care.
Research has been trying to identify indicators which
have meaning to health care professionals and to patients,
as well as, the insurers. Most indicators focus on the
utilization of reimbursable medical procedures, treatments
and visits. The American Nurses Association along with
nursing specialty organizations has worked to develop
nursing-sensitive indicator (i.e., indicators sensitive to
nursing input). The American Nurses Association National
Database for Nursing Quality Indicators (NDNQI)
developed and maintains a database of the nursingsensitive indicators. All hospitals participating through
placement of their hospital and unit-specific data into
NDNQI do so voluntarily.
An area of more recent research is that of nurse fatigue
and patient outcomes. As mandatory overtime plus the use
of voluntary overtime became an issue for practicing
nurses, the question arose for researchers as to the effect of
prolonged nursing work hours and the impact fatigue
“might” have on patients and the nurses themselves.
Groundbreaking work by Dr. Ann Rogers, RN, PhD and
Dr. Linda Scott, RN, PhD and their team demonstrated that
as worked hours increase past 8 hours, but most
dramatically past 12.5 hours, the probability of errors and
near misses rise. In addition, the rate of the nurses having
accidents or near misses when out of work increases.
These findings are no different than previous research
done with airline pilots, truck drivers, boat pilots, and
physicians. In other words, human physiology decreases
the individuals to make critical decisions, attend to details
and to problem solve when the person is overly tired. Now
the challenges are two: 1) convince nurses that working
overtime, whether voluntary or mandatory, endangers
patients and themselves; and 2) convince managers that
demanding or allowing nurses to work greater than 12.5
hours in a day endangers patients and nurses. Drs. Rogers
and Scott found additional fascinating and important
information which will be presented in a number of
articles over the next year.
One of the great challenges for nursing is to convince
the government, health systems, patients and others that
nurses’ contributions to patient care are so significant that
collection of nursing-sensitive indicators is mandatory and
the re-evaluation of staffing habits are imperative.
Additional references which speak to some of the above
topics
Resources
• Article from The Online Journal of Issues in
Nursing: Nursing in the Next Decade: Implications
for Health Care and for Patient Safety (5/31/04)
• Connecticut is 10th State to Limit Mandatory
Overtime (5/24/04)
• ANA State Legislative Trends Report [PDF file]
(2004)
• Article from The Online Journal of Issues in
Nursing: An Integrated Analysis of Nurse Staffing
and Related Variables: Effects on Patient Outcomes
(9/30/03)
• From AHRQ.gov: Hospital Nurse Staffing and
Quality of Care
Press Releases
• ANA Applauds Bill Prohibiting Use of Forced
Overtime Among Nurses (2/10/05)
• ANA Commends IOM Report Outlining Critical
Role of Nursing Work Environment in Patient Safety
(11/05/03)
Web Sites
• The American Nurses Association’s National Center
for Nursing Quality (NCNQ)
• Centers for Medicaid Services reports to Congress
on staffing in nursing homes
References
Available at health sciences libraries.
Beyea, SC. (2002). Nurse staffing; needle-stick injuries;
surgical site infections; surgical boots. AORN Journal 76(2); pp
322-325.
Blegen, M., and Vaughn, T. (1998). A multisite study of nurse
staffing and patient occurrences. Nursing Economics 16(4): pp
196-204.
Buerhaus, PJ. (1997). What is the harm in imposing
mandatory hospital nurse staffing regulations. Nursing
Economics 15(2): pp 66-73.
Cuming, R. (2002). Oral intake: thromboembolism; bacterial
penetration; nurse staffing levels. AORN Journal 76(6): pp.
1091-1093.
Dexter, F. and Rittenmeyer, H. (1997). A statistical method for
predicting postanesthesia care unit staffing needs. AORN Journal
65(5): pp 947-955.
Dunn, MG. Norby, R., Cournoyer, P., Hudec, S., O’Donnell,
J., and Snider, MD. Expert panel method for nurse staffing and
resources management. Journal of Nursing Administration
25(10): pp. 61-67.
Elting, LS, Pettaway, C., Bekele, BN, Grossman, HD,
Cooksley, C, Avritscher, EBC, Saldin, K, and Dinney, CPN.
(2005). Cancer 104(5): pp 975-984.
Hall L.M., and Doran, D. (2004). Nurse staffing care delivery
model and patient care quality. Journal of Nursing Care Quality
19(1): pp 27-34.
Hendrix, TJ. and Foreman, SE. (2001). Optimal long-term
care nurse-staffing levels. Nursing Economics 19(4): pp 164-182.
Kovner, C., Jones, C., Zhan, C., Gergen, PJ, and Basu, J.
(2002). Nurse staffing and postsurgical adverse events: an
analysis of administrative data from a sample of US hospitals,
1990-1996. (Acute Care) Health Services Research 37(3): pp.
611-630.
Potter, P., Barr, N., McSweeney, M., and Sledge, J. (2003).
Identifying nurse staffing and patient outcome relationships: a
guide for change in care delivery. Nursing Economics 21(4): pp.
158-167.
Rogers, AE, Hwang, WT, Scott, L, Aiken, L, and Dinges, DF.
(2004). The working hours of hospital staff nurses and patient
safety. Health Affairs 23(4): 202-212.
Schmitt, LA. (2004). Patients’ perceptions of nurse staffing,
nursing care, adverse events, and overall satisfaction with the
hospital experience. Nursing Economics 22(6): 295-307.
Scott, LD; Rogers, AE; Hwang, W-T; and Zhang, Y. (2006).
Effects of critical care nurses’ work hours on vigilance and
patients’ safety. American Journal of Critical Care 15(1), 30-38.
Seago, JA; Williamson, A., and Atwood, C. (2006).
Longitudinal Analyses of nurse staffing and patient outcomes:
more about failure to rescue. Journal of Nursing Administration
36(1): pp 13-21
Shullanberger, G. (2000). Nurse staffing decisions: an
integrative review of the literature. Nursing Economics 18(3): pp
124-144.
Trinkoff, AM., Johantgen, M., Muntaner, C., and Le, R.
(2005). Staffing and worker injury in nursing homes. American
Be There!
Journal of Public Health 95(7): 1220-1225.
Tuttas, CA. (2003). Decreasing nurse staffing cists in a
hospital setting: development and support of core staff stability.
Journal of Nursing Care Quality 18(3): pp 226-241.
Unruh, L. (2003). Licensed nurse staffing and adverse events
in hospitals. Medical Care 41(1): 142-152.
Van Cleave, C. and Scherffius, JA. (2002). Filling the void
created by reductions in nurse staffing. (Educational
Innovations). AORN Journal 75(4); pp 829- 838.
Wagner. C., Budreau, G., and Everett, LQ. (2005). Analyzing
fluctuating unit census for timely staffing intervention. Nursing
Economics 23(2): 85-90.
Weech-Maldonado, R., Meret-Hanke, L., Neff, MC. and Mor,
V. (2004). Nurse staffing patterns and quality of care in nursing
homes. Health Care Management Review 29(2): 107-117.
Wells, JC. (2004). The case for minimum nurse staffing
standards in nursing homes: a review of the literature.
Alzheimer’s Care Quarterly 5(1): pp. 39-52.
Appropriate Staffing Work Environment
Resources
• Article from The Online Journal of Issues in
Nursing: Evidence-Based Practices For Safe Patient
Handling and Movment (9/30/04)
• Analysis of American Nurses Association Staffing
Survey [PDF file] (2/06/01)
• ANA Principles for Nurse Staffing (1999)
• Rowell, PA. 2005. Being a “Target” at Work: Or
William Tell and How the Apple Felt. Journal of
Nursing Administration, 35(9).
Press Releases
• Survey Of 76,000 Nurses Probes Elements Of Job
Satisfaction (4/04/05)
• Nurses Concerned Over Working Conditions,
Decline in Quality of Care, ANA Survey Reveals
(2/06/01)
Web Sites on Staffing Issues
• The Handle with Care Campaign
• needlestick.org
Appropriate Staffing: Nurse Fatigue
Nursing is hard work. It tires the mind, the body and the
emotions. Nurses are with patients twenty-four hours a
day, seven days a week. Some nurses work with well,
acutely ill, chronically ill, rehabilitative and/or dying
patients. Some nurses work eight hour shifts; some twelve
hour shifts; and then there are those that work a shift plus
overtime. Some nurses work permanent shifts, some
rotating shifts and some work shifts in no particular
pattern. All of these factors make nursing a very physically
and emotionally draining profession.
Other industries have been aware for many years of the
links between fatigue and accidents, mistakes, errors and
near errors. For instance, the airline and trucking industries
limit the number of hours pilots and truck drivers can
fly/drive. They also require a certain number of hours
between “flights” or “runs.” Why? They do this because
empirical research has demonstrated that one’s decision
making skills decline with fatigue; reaction times lengthen
with fatigue; and problem solving is impaired. All of these
outcomes of fatigue contribute to decreased safety in the
air and on the highway.
Although medicine limited intern and resident work
hours several years ago, nursing did not become concerned
about fatigue until nurses being forced to work overtime
began to worry about how safe they were during the
overtime hours. About the same time, the health care
(Continued on page 24)
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100th Celebration, September 13-14, 2007
About Appropriate Staffing
(Continued from page 23)
system was deeply involved with determining the causes
of adverse patient outcomes. In addition, the United States
Pharmacopeia (USP) met with professional organizations
to discuss the findings of their adverse incident reporting
system. Of no surprise to most nurses, the data show that
most reported medication errors were “made by nurses”.
However, the USP and people familiar with the health care
system know there is much more to the findings than the
raw numbers indicate; thus, the exploration into factors
affecting adverse nursing-sensitive patient outcomes.
Evidence
In general, excessive total hours worked puts nurses
and patients at risk. In addition, rotating shifts can also
threaten patient safety. Research by Circadian
Technologies Incorporated has found that the number of
accidents for all shift workers is 1.2 times greater than that
for traditional workers and the resulting incremental cost
to business is $8.5 billion. (Bureau of National Affairs,
2003)
Following a substantial review of the literature, the
Institute of Medicine’s Committee on Work Environment
for Nurses and Patient Safety found strong evidence
linking prolonged work hours and fatigue and its affect on
worker performance (IOM, 2004). This affect includes
slowed reaction time, lapses of attention to detail, errors of
omission, compromised problem solving, reduced
motivation, and decreased energy for successful
completion of required tasks. This led to the following
recommendation: “To reduce error-producing fatigue,
state regulatory bodies should prohibit nursing staff from
providing patient care in any combination of scheduled
shifts, mandatory overtime, or voluntary overtime in
excess of 12 hours in any given 24-hour period and in
excess of 60 hours per 7-day period” (IOM, 2004).
Trinkoff, Geiger-Brown, Brady, Lipscomb, & Muntaner
(2006) found that 17 percent of staff nurses, 4 percent of
managers and 7 percent of advanced practice registered
nurses regularly exceeded the IOM’s recommendation.
In 2004, the Institute of Medicine (IOM) report,
Keeping Patients Safe: Transforming the Work
Environment of Nurses described the central role of nurses
in protecting patient safety and achieving better patient
outcomes; and it discussed the frequent mismanagement of
the nurse’s work environment (eg., failure to refuse
additional patients when the unit is already stressed to its
maximum capacity) that often threatens these integral
contributions. Among those issues highlighted in the
report, the IOM focused on institutional support and
structures for maintaining nurse staffing at levels sufficient
to avoid patient safety issues caused by nurse fatigue.
recognized that creating a healthy work environment for
registered nurses that is most conducive to patient safety
will require fundamental change within a health care
organization.
Strong evidence links prolonged work hours (more than
12 hours in a 24-hour span, or more than 60 hours in 7
days), rotating shifts and insufficient breaks to:
• slowed reaction time,
• lapses of attention to detail,
• errors of omission,
• compromised problem solving,
• reduced motivation, and
• decreased energy for successful completion of
required tasks. (IOM 2004, p.12).
Findings from a 2004 landmark study, The Working
Hours of Hospital Staff Nurses and Patient Safety (Rogers,
Hwang, Scott, Aiken & Dinges), clearly demonstrates that
the hours a registered nurse works is related to the errors
and near misses made by that registered nurse in patient
care. This research also found that the likelihood of
making an error was three times higher when nurses
worked shifts lasting 12.5 hours or more. The authors
recognized that long, unpredictable hours suggest a link
between poor working conditions and threats to patient
safety.
Another study, Extended Work Shifts and the Risk of
Motor Vehicle Crashes among Interns (Barger et al., 2005)
focused on medical interns and demonstrated the potential
of impact of long hours and fatigue on motor vehicle
crashes, near-miss incidents, and incidents involving
involuntary sleeping. Findings from this report showed
that extended-duration work shifts posed a serious and
preventable safety hazard for the physicians and other
motorists, apart from increasing the risk of failures of
attention and serious medical errors.
Findings from the Nurses Work life and Health Study
(Trinkoff, et al., 2006), a longitudinal study of 2,273
registered nurse respondents, suggest that of the one-third
that worked more than 40 hours per week, 19 percent
worked 41 to 49 hours, 8 percent worked 50 to 59 hours,
and 6 percent worked 60 or more hours. Looking
specifically at those registered nurse respondents with
more than one job, the researchers found that these nurses
were “more likely to work 12 or more hours per day (37%
versus 28% of the total) and 50 or more hours per week
(24% versus 14% of the total).” In addition, registered
nurses who work more than one job were more likely to
work stretches of consecutive days without breaks, work
with insufficient rest, and to work during scheduled time
off.
Implications for Nurses
Implications for nurses of this research are profound
when the nurse must choose to work overtime, work a
second job or be pressured into working overtime. The
implications are mainly ethical with possible legal
ramifications, i.e., loosing one’s license from an error
committed while fatigued.
Foundational to the decision that faces the nurse is the
Code of Ethics for Nurses with Interpretive Statements
(ANA, 2001). This Code of Ethics for Nurses serves as a
succinct statement of the ethical obligations and duties of
every individual who enters the nursing profession. A code
of ethics makes explicit the primary goals, values, and
obligations of the profession.
Four provisions within the Code of Ethics for Nurses
with Interpretive Statements (ANA, 2001) speak to the
obligation of registered nurses to act in a manner that is
consistent with maintaining patient and personal safety.
• First, the second provision of the Code states that
“The nurse’s primary commitment is to the patient,
whether an individual, family, group, or
community.”
• The third provision, “The nurse promotes, advocates
for, and strives to protect the health, safety and
rights of the patient” (ANA, 2001) is also relevant to
consider.
• Provision # 4, “The nurse is responsible and
accountable for individual nursing practice and
determines the appropriate delegation of tasks
consistent with the nurse’s obligation to provide
optimum patient care” (ANA, 2001) recognizes that
individual nurses bear the primary responsibility for
the nursing care that their patients receive and are
individually and collectively accountable for their
own practice.
• Finally, provision # 6 states; “The nurse participates
in establishing, maintaining, and improving health
care environments and conditions of employment
conducive to the provision of quality health care and
consistent with the values of the profession through
individual and collective action” (ANA, 2001).
These ethical provisions must be taken into
consideration by any nurse when deciding whether to work
prolonged hours. Interpretive Statement 6.3 further
delineates the ethical responsibilities of nurse managers
and administrators to take action to curtail extended work
hours and insufficient rest time between shifts:
“Acquiescing and accepting unsafe or inappropriate
practices, even if the individual does not participate in the
specific practice, is equivalent to condoning unsafe
practice.” (ANA, 2001)
Although the Registered Nurse is held accountable for
her/his practice, the institution also has a responsibility to
the nurse, the patient, the facility and the public to
recognize the need for a work environment conducive for
safe patient care.
Summary
Fatigue and its impact on the individual Registered
Nurse is a complex and individual occurrence. It is,
however, a safety and ethical issue. Nursing must work
together so nurses do not feel the need to work additional
hours or jobs to meet reasonable financial needs. Nursing
must also not punish nurses that refuse to work overtime
but accept their decision as one made with the best
interests of the patient at heart. The question needs to be
asked, “Is having a nurse working fatigued a greater threat
to patient and nurse safety than not having anyone present
at all? Let’s make sure we put the patient’s well-being first,
Be There!
which in this instance means putting our own well-beings
first also.
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Dinges, D. F. (2004). The working hours of hospital staff nurses
and patient safety. Health Affairs, 23(4), 202-212.
Scott, L.D., Rogers, A.E., Hwang, W & Zhang, Y. (2006).
Effects of critical care nurses’ work hours on vigilance and
patients’ safety. American Journal of Critical Care, 15(1):1-8.
Trinkoff, A., Geiger-Brown, J., Brady, B., Lipscomb, J., &
Muntaner, C. (2006). How long and how much are nurses now
working? American Journal of Nursing, 106(4), 60-71.
U.S. Bureau of Labor Statistics. (2005). Workplace injuries
and illnesses in 2004. (USDL 05-2195). Washington: DC.
Retrieved March 13, 2006 from http://www.bls.gov/news.
release/archives/osh_11172005.pdf
U.S. Government Accountability Office. (2001). Nursing
workforce: emerging nurse shortages due to multiple factors.
(GAO-01-944). Washington, DC. Retrieved March 13, 2006
from http://www.gao.gov/archive/2001/d01944.pdf
The South Carolina Nurse—January, February, March 2007—Page 25
www.scnurses.org
100th Celebration, September 13-14, 2007
Workforce Advocacy
AHRQ Issues Patient Safety Tips for Hospitals
The Agency for Healthcare Research and Quality today
issued 10 patient safety tips for hospitals based on the
agency’s research. The agency recommends hospitals
survey staff to assess and improve the culture of safety;
limit shifts of more than 24 hours for medical residents;
eliminate intern shifts of more than 30 consecutive hours
in intensive care units; adopt interventions to prevent
ventilator-associated pneumonia; count surgical
instruments and sponges before and after procedures and
X-ray patients after surgery; use senior nurses and
appropriate round-the-clock staffing levels in ICUs to
prevent airway tube complications; make personal digital
assistant-based drug data readily available at the point of
care; download a software tool that identifies ways to
improve outpatient medication safety; use computer-based
order entry features to reduce urinary tract infections from
catheters; and minimize interruptions and distractions for
nursing staff.
AHA News Online Version (11-16-06)
10 Patient Safety Tips for Hospitals
Medical errors can occur at many points in the health
care system, particularly in hospitals. These 10 tips for
hospitals resulted from findings resulting from studies by
the Agency for Healthcare Research and Quality (AHRQ),
which has funded more than 100 patient safety projects
since 2001.
Many findings from AHRQ research can immediately
be put into practice in hospitals by following 10 simple
tips:
1. Survey staff in individual units and throughout
the hospital need to assess and improve the
culture of patient safety, as noted in the 1999
Institute of Medicine report, To Err is Human. The
AHRQ survey and its accompanying toolkit
materials are designed to provide hospital officials
with the basic knowledge and tools needed to
conduct a safety culture assessment, along with
ideas for using the data. 1
2. Limit shifts of more than 24 hours for medical
residents and make sure they do not drive home
after working extended shifts. Medical residents
who work longer than 24 hours are more than twice
as likely to have a car crash leaving the hospital and
5 times as likely to have a near-miss incident on the
road than medical interns who work shorter shifts. 2
3. Eliminate the tradition of shifts of more than 30
consecutive hours by interns working in hospital
ICUs. The rate of serious medical errors at two
Boston hospital intensive care unites (ICUs)
committed by first-year interns dropped by 36
percent when 30-hour-in-arow work shifts were
eliminated. 3
4. Adopt interventions to reduce the incidence of
ventilator-associated pneumonia in critically ill
patients. Putting patients in a semi-recumbent
position and using sucralfate rather than H2antagonists to prevent stress ulcers can prevent
ventilator-associated pneumonia in critically ill
patients. 4
5. Count surgical instruments and sponges before
and after procedures, and X-ray patients after
surgery to reduce the likelihood of objects being
left inside patients. These simple techniques can
reduce the incidence of these types of medical
errors, which occur in more than 1,500 patients
each year. 5
6. Use senior nurses and maintain appropriate
round-the-clock staffing levels in ICUs to
prevent airway tube complications. A study of
adverse events occurring in adult and pediatric
ICUs found that more than half were considered
preventable. Airway events occurred less frequently
during daytime hours (7:00 a.m. to 3:00 p.m.), and
their negative impact was limited by skilled
assistants, backup, and cross-coverage. ICU
managers should take steps to ensure that
appropriate staffing and training levels are
maintained to limit the impact of adverse events. 6
7. Ensure that personal digital assistant-based
drug information is readily available at the point
of care. Epocrates RxPro, Lexi-Drugs, and
mobileMicromedex met AHRQ’s quality and safety
criteria by reducing potential errors associated with
insufficient or incomplete drug information. 7
8. Download a free software tool to identify ways to
improve medication safety in the ambulatory
care setting. The tool, called the Medication Safety
Best Practices Guide, helps hospitals identify ways
to create safe practices for medication use, manage
medical errors, and contribute to patient safety
education in the ambulatory care setting.8 Go to:
http://chrp.creighton.edu/documents/bestpractices.
pdf. PDF Help.
9. Use computer-based order entry to reduce
catheter-related urinary tract infections. A
computer-based order entry system prompting
catheter removal after 72 hours decreases the
duration of urinary catheterization by about onethird, or 3 days. 9
10. Minimize interruptions and other distractions
faced by the nursing staff in their day-to-day
routines. Researchers have visually re-created the
fast-changing nature of nurses’ work, highlighting
areas where interruptions can affect patient safety. 10
References for Tips, by Number
1.
Project Title: Hospital Survey on Patient Safety Culture.
Developed under contract for the Agency for Healthcare
Research and Quality Reference: http://www.ahrq.gov/
qual/hospculture/
2. Project Title: Effects of Extended Work Hours on ICU
Patient Safety Principal Investigator: Charles Czeisler,
M.D. Reference: Barger LK, et. al. Extended work shifts
and the risks of motor vehicle crashes among interns. N
Engl J Med 2005 Jan 13;352(2):125-34.
3. Project Title: Effects of Extended Work Hours on ICU
Patient Safety Principal Investigator: Charles Czeisler,
M.D. Reference: Landrigan, CP, et. al. Effect of reducing
interns’ work hours on serious medical errors in intensive
care units. N Engl J Med. 2004 Oct 28;351(18):1838-48.
4. Project Title: Targeting Interventions to Reduce Errors
Principal Investigator: Timothy Hofer, M.D.
Reference: Collard, HR, et. al. Prevention of
ventilatorassociated pneumonia: an evidence-based
systematic review. Ann Intern Med. 2003 Mar
18;138(6):494-501.
5. Project Title: Malpractice Insurers’ Medical Error
Prevention Study Principal Investigator: David M.
Studdert, M.D. Reference: Gawande, AA, et. al. Risk
factors for retained instruments and sponges after
surgery. N Engl J Med. 2003 Jan 16;348(3):229-35.
6. Project Title: Intensive Care Safety Reporting System
Principal Investigator: Peter Pronovost, M.D.
Reference: Needham, DM, et. al. A systems factors
analysis of airway events from the Intensive Care Unit
Safety Reporting System. Crit Care Med. 2004
Nov;32(11):2227-33.
7. Project Title: Training Physicians to Use a Handheld
Device
for
Electronic
Prescribing
Principal Investigator: Kimberly Galt, Pharm.D
Reference: Galt, KA, et. al. Personal digital assistantbased drug information sources: potential to improve
medication safety. J Med Libr Assoc. 200 Apr;93(2):22936.
8. Project Title: Impact of Personal Digital Assistant
Devices on Medication Errors in Primary Care
Principal Investigator: Kimberly Galt, Pharm.D.
Reference: http://chrp.creighton.edu/documents/Best
Practices.pdf
9. Project Title: Targeting Interventions to Reduce Errors
Principal Investigator: Timothy Hofer, M.D.
Reference: Cornia, PB, et. al. Computer-based order
entry decreases duration of indwelling urinary
catheterization in hospitalized patients. Am J Med. 2003
Apr 1;114(5):404-7.
10. Project Title: Work Environment Effects on Quality of
Healthcare Principal Investigator: Bradley Evanoff,
M.D. Reference: Potter, P et. al. An analysis of nurses’
cognitive work: a new perspective for understanding
medical errors. In: Battles J, et al. (Editors). Advances in
Patient Safety; Vol. 1—Research Findings (AHRQ
Publication No. 05-0021-1). Rockville, MD: February
2005; p. 39-51.
AHRQ Publication No. 06-P020
Current as of May 2006
Be There!
ANA Publishes New Guide
Designed for Eldercare
Service Providers and
Trainers
Transformational Eldercare from the Inside Out:
Strengths-Based Strategies for Caring
Silver Spring, MD—Nursesbooks.org, the publishing
program of ANA has just released a dynamic, new
practical guide created from interviews with nurses,
educators, doctors, social workers, chaplains and longterm care administrators. Transformation Eldercare and its
companion Facilitator’s Guide are presents a wide array of
practical concepts, resources, and higher education and
training programs which can be applied to professional
practice and for individual care givers of the elderly.
Caregivers will learn about the nature of elder hood, not
only in terms of growing problems and diminishment, but
in promoting transformational elder hood as a time of life
that is also marked by social, psychological, and spiritual
expansion. The book contains more than 75 strategies and
resources to enhance professional services and caring.
The 160 page easy-to-use facilitator guide is contained
on a CD-ROM which can be used with the book. The
instructor may adapt any parts of the materials in the guide
to make it useful for his or her own training purposes. The
book may be purchased separately; however, the CD
Facilitator’s Guide is sold only together with the book and
is not sold separately. For more information, go to
www.nursesbooks.org or call 1-800-637-0323.
“The authors have combined theoretical clarity and
inspirational stories that illustrate creative and practical
ways that caregivers are transforming eldercare. This
book encourages and empowers us as practitioners as it
enriches us as individuals to be more person-centered and
strengths-based in our work and in our lives.”
Judah L. Ronch, PhD,
VP of Resident Life, Mental Health and Wellness
Erickson Retirement, Catonsville, MD
Co-Editor, Mental Wellness in Aging and StrengthsBased Approaches
Review copies are available upon request by contacting
Francine Bennett. Please include name of publication,
organization, reviewer name and address information
including phone and email address.
ABOUT THIS BOOK
Published:
10/06
Page #:
186 pp.
Pub. #:
06TEIO
ISBN-13
978-1-55810-229-9
Price:Book Only: List $34.95/ANA Member $27.95
Book and Facilitator’s Guide: List $49.95/ANA
Member $39.95
Page 26—January, February, March 2007—The South Carolina Nurse
www.scnurses.org
100th Celebration, September 13-14, 2007
Workforce Advocacy
Workers Compensation
Benefits
New law provides worker compensation benefits for
9/11 workers and volunteers; registration open for a year
Thousands of workers and volunteers, including nurses,
from all over the U.S. rushed to New York City after Sept.
11, 2001 to assist with the rescue, recovery and cleanup
effort. Now many 9/11 responders are experiencing or are
at risk of disease or post-traumatic disorders resulting from
their exposures and experiences. Fortunately, they are now
eligible for workers’ compensation as a result of a New
York State law that went into effect on Aug. 14. The law
applies to the vast majority of 9/11 responders, including
volunteers, even those who are now healthy, but workers
and volunteers must register before August 14, 2007 to
establish their permanent eligibility. Anyone who misses
that deadline will never be eligible for the free medical
care that worker’s comp will provide for a slowdeveloping condition.
For complete information and to obtain all the
necessary forms for registration, visit http://www.
nycosh.org or call 212-227-6440 ext. 23 (for English) or
ext. 24 for Spanish.
ANA Partner—Health Care
Without Harm, Releases
Report on Asthma Risks in
Health Care Settings
Are you in the know?
Do you know a nurse who’s involved in one of the great
struggles of our time—the effort to improve people’s
health by creating a healthy environment?
Nurses are key change agents in this struggle and
Health Care Without Harm’s The Luminary Project exists
to honor their work and to share their insights and
experiences. Other nurses can learn from these stories—
both practical advice about how to initiate change and just
how much an individual nurse can accomplish.
Help us get the message out
If you or a nurse you know is working to improve the
environment in any of the areas listed below, please let The
Luminary Project web site know:
• Eliminating mercury
• Reducing waste
• Phasing out toxic chemicals
• Improving indoor air quality
• Changing hospital purchasing practices to support
safe products
• Educating nurses about the links between health and
our environment
• Educating the community about the links between
health and our environment
• Advocating policy changes or legislation to foster a
healthy environment
It’s easy to join the struggle for a healthy environment
Just send the name, contact information and a few
explanatory words to rn.luminary@yahoo.com. We will
take it from there.
Nurses profiled on the web site are interviewed by
telephone by an experienced writer and receive a copy of
the proposed text for their approval. If you haven’t yet
seen the site, go to www.TheLuminaryProject.org. I’m
confident that when you see what nurses have already
accomplished, you will want to help foster more efforts –
and more stories.
Together we can light the way to a healthy
environment!
Karen A. Ballard, MA, RN
Coordinator for The Luminary Project
Chair, HCWH’s Nurses Work Group
ANA Partner—Health Care Without Harm, Releases
Report on Asthma Risks in Health Care Settings
ANA is committed to protecting both nurses and the
environment. At the June 2006 House of Delegates, ANA
passed a resolution, “Nursing Practice, Chemical Exposure
and Right-To-Know.” The resolution directs the ANA to
educate nurses about the potentially harmful chemicals
that are typically used in health care settings and safer
substitutions for these products that are currently available.
It also endorses efforts to ensure that nurses have full
access to information and the right-to-know about these
potentially hazardous chemicals. In addition, the HOD
resolution directs ANA to be involved in state and federal
legislative advocacy and policy development related to
chemical policy.
ANA participates as a member of Health Care Without
Harm (HCWH), an international coalition with 450 groups
in 55 countries working to transform the health care
industry so it is no longer a source of harm to people and
the environment.
A newly released HCWH report, “Can Hospitals Cause
Asthma?” reveals that substances commonly found in
hospitals—including chemicals used to clean floors and
medical equipment, fumes from building materials, latex
gloves and other common substances—can trigger an
asthma attack or cause the disease. Asthma is the most
commonly reported workplace respiratory condition, and
up to 23% of all adult-onset asthma cases are due to
workplace exposures.
The HCWH report provides a step-by-step guide to help
hospitals reduce problematic exposures. Key findings in
the report include:
• The current state of the evidence indicates
considerable cause for concern that substances
commonly used and found in health care can cause
or trigger asthma.
• Among the worst exposures in health care are
formaldehyde (found in chemically-treated fabrics,
carpets, pressed wood and other products); cleaners,
disinfectants and sterilants; natural rubber latex and
biologic allergens.
• Some hazards identified in the report are of
particular concern for nurses, such as the
disinfectant gluteraldehyde and the sterilizing agent
ethylene oxide.
• Hospitals can reduce the risk of asthma by switching
to safer alternatives.
To obtain copies of the full report, see
http://www.noharm.org/details.cfm?type=document&ID=
1315 or contact Health Care Without Harm at 703-2430056. For the executive summary, see http://www.
noharm.org/details.cfm?ID=1405&type=document. The
press release can be seen at http://www.noharm.
org/details.cfm?type=document&ID=1404.
Join SCNA
Today!
Be There!
The South Carolina Nurse—January, February, March 2007—Page 27
www.scnurses.org
100th Celebration, September 13-14, 2007
Workforce Advocacy
Environmental Health Resources
Sites You Can Use
American
Nurses
Association:Center
for
Occupational and Environmental Health. http://nursing
world.org/rnnoharm/newdex.htm
Agency for Toxic Substance Disease Registry
(ATSDR) For fact sheets and information on pesticides
and other chemicals. Web site: http://atsdr1.atsdr.cdc.gov:
8080/toxfaq.html Information Center toll-free at 1-888422-8737 or e-mail ATSDRIC@cdc.gov Emergency
Response Hotline: 404-639-4270
Association of Occupational and Environmental
Clinics good references and resources on the web on
occupational and environmental health. http://www
.aoec.org/EducResr.htm
Center for Health, Environment and Justice:
http://www.chej.org After winning the federal relocation
of residents victimized by toxic waste at Love Canal, Lois
Gibbs and other local activists were inundated with calls
from people around the country who were facing similar
threats and wanted help. CHEJ was founded in 1981 to
address this need.
Children’s Environmental Health Network: Has a
great resource guide on-line. www.CEHN.org
Clean Water Fund http://www.cleanwaterfund.org
national 501(c)3 nonprofit, brings diverse communities
together to work for changes that improve our lives,
promoting sensible solutions for people and the
environment.
The Collaborative on Health and the Environment
(CHE) http://www.cheforhealth.org/ The Collaborative on
Health and the Environment (CHE) is a network of
organizations and individuals concerned about
environmental contaminants and their linkages to disease.
Here you will find much useful information, as well as
options for getting involved with others who share your
concerns and goals. They welcome your interest and
participation. To join CHE: http://www.cheforhealth.
org/join/application.html
Haz-Map: Information on Hazardous Chemicals
and Occupational Diseases by Jay A. Brown, M.D.,
M.P.H. http://hazmap.nlm.nih.gov—an occupational
health database designed for health and safety
professionals and for consumers seeking information
about the health effects of exposure to chemicals at work.
Haz-Map links jobs and hazardous tasks with occupational
diseases and their symptoms. It is one of the products and
services made available by the National Library of
Medicine’s (NLM) Toxicology and Environmental Health
Information Program
Health Care Without Harm: http://www.noharm.org
Health Care Without Harm is an international coalition of
hospitals and health care systems, medical professionals,
community groups, health-affected constituencies, labor
unions, environmental and environmental health
organizations and religious groups. The mission is to
transform the health care industry worldwide, without
compromising patient safety or care, so that it is
ecologically sustainable and no longer a source of harm to
public health and the environment.
Hospitals for A Healthy Environment http://
www.h2e-online.org The primary goal of the H2E effort is
to educate health care professionals about pollution
prevention opportunities in hospitals and health care
systems.
Institute of Medicine Report “Nursing, Health and the
Environment” Washington DC. National Academy Press.
Available to read and download online for free. http://
books.nap.edu/catalog/4986.html
The National Association of County and City Health
Officials (NACCHO) http://www.naccho.org/index.cfm—
National nonprofit organization representing local public
health agencies (including city, county, metro, district, and
Tribal agencies. Published “Creating A Healthy
Environment: The Impact of the Built Environment on
Public Health”
* The relation of land-use decisions to air quality and
respiratory health;
* The built environment (including all manmade
physical components of human settlements such as
buildings, streets, open spaces, and infrastructure) in
terms of whether it promotes or discourages physical
activity;
* The impact of urban design on the number of
pedestrian injuries and deaths, particularly among
children;
* The choices communities make about the built
environment that improve mobility and the quality
of life for their elderly and disabled residents; and
* The ways that various land-use decisions affect
community water quality, sanitation, and the
incidence of disease outbreaks.
http://www.naccho.org/files/documents/creating-ahealthy-environment.pdf
National Center for Environmental Health (NCEH),
Centers for Disease Control http://www.cdc.gov/nceh/
default.htm Provides expertise in environmental pesticide
surveillance and disease outbreak investigations.
National Environmental Education & Training
Foundation (NEETF) http://www.neetf.org addresses
issues such as health, clean water, educational excellence,
and global competitiveness through environmental
learning. Has created the Health & Environment
Partnership, http://www.neetf.org/health/index.shtm which
is a national program designed to improve the
environmental education of doctors, nurses, and public
health care providers so they can provide better health care
and protect the public’s health.
Organization
of
Teratology
Information
Specialists(OTIS) www.otispregnancy.org Helping to
prevent birth defects through science and research. Access
to specialists who can provide information about
exposures related to reproduction and pregnancy.
Pediatric Environmental Health Specialty Units
(PEHSU) http://www.aoec.org/pesu.htm Objective: to
increase knowledge base of pediatric environmental
medicine by providing a forum for environmental
specialists and pediatricians to combine knowledge.
Physicians for Social Responsibility /Environment &
Health http://www.psr.org/home.cfm?id=environment
Physicians for Social Responsibility (PSR) is a leading
public policy organization with 24,000 members
representing the medical and public health professions and
concerned citizens, working together for nuclear
disarmament, a healthful environment, and an end to the
epidemic of gun violence.
Be There!
Preventing Harm This is a resource and action center
on children and the environment. http://www.preventing
harm.org
The Science and Environmental Health Network
http://www.sehn.org/index4.html Advocates the wise
application of science to protecting the environment and
public health. SEHN serves as both network and think tank
for the environmental movement, helping environmental
organizations use science in their work, guiding scientists
to public interest research and public service, informing
public policy with science grounded in ethics and logic.
TOX TOWN http://www.toxtown.nlm.nih.gov/town/
main.html Tox Town is a project of the Specialized
Information Services Division of the National Library of
Medicine and was launched in October 2002. Tox Town is
designed to give you information on:
• everyday locations where you might find toxic
chemicals
• non-technical descriptions of chemicals
• links to selected, authoritative chemical information
on the Internet
• how the environment can impact human health
• Internet resources on environmental health topics
TOXNET http://www.toxnet.nlm.nih.gov a cluster of
databases on toxicology, hazardous chemicals, and related
areas.
Trust for America’s Health http://healthyamericans.
org Trust for America’s Health is a national non-profit
organization whose mission is to protect the health and
safety of all communities from current and emerging
health threats by strengthening the fundamentals of our
public health defenses.
University of Maryland School of Nursing http://envi
RN.umaryland.edu: a one-stop shop created by the
University of Maryland School of Nursing for nurses
interested in environmental health.
United States Environmental Protection Agency (EPA)
_ Safe Drinking Water Hotline—1-800-426-4791
_ Safe Water Web Site: http://www.epa.gov/safewater
_ “Surf Your Watershed” Database—http://www.epa.
gov/surf
_ Info on private wells—http://www.epa.gov/
safewater/pwells1.html
_ Office of Pesticides, telephone: 703-305-5017; Web
site: www.epa.gov/pesticides
_ National Directory of IPM in schools Web site: http:
//www.epa.gov/reg5foia/pest/matilla/ipm_dir.html
_ Children’s page: http://www.epa.gov/children
_ The National Lead Information Center: 1-800-424LEAD
_ EPA Lead Programs—http://www.epa.gov/lead
_ National Pesticide Telecommunications Network: 1800-858-7378.
_ Air and Radiation—http://www.epa.gov/sunwise
Page 28—January, February, March 2007—The South Carolina Nurse
www.scnurses.org
100th Celebration, September 13-14, 2007
Ethics
Everyday Ethics Securing Consent
Because modern health-care offers such a range of
treatment options, not all of which are appropriate for all
patients, the general public often struggles with decisions
about treatment. Without patient and family education
about the benefits and burdens of each option, a patient’s
request to “do all you can” appears to be reasonable. The
consequences of such a choice may result in a lengthy
course of aggressive treatment that does not yield a
satisfactory outcome for patient, family or staff.
Educating the patient and family before securing an
agreement for specific treatment is a more preferable
course of action. This education involves the application
of the ethical principle of autonomy to the practice issue of
truthtelling, capacity and informed consent. While
physicians bear the responsibility for initiating these
discussions, nurses are great resources for patients in
understanding what is being recommended. Not only can
nurses assure that patients understand medical
terminology, but they can talk to patients about the choices
they have among suggested treatments. A simple method
for learning what a patient needs to know is to ask the
patient what she understands about her condition and the
ways it can be treated. Next, ask what she wants to know.
The answers to these two questions provide the nurse with
a guide for tailoring patient education. Assisting the
patient to anticipate possible outcomes by asking how she
Be There!
expects to feel after the treatment may give clues to
whether the patient has realistic or unrealistic expectations
and further education needs.
Nurses may also be in the best position to first notice
that a patient lacks the capacity to actually participate in
decision making or needs further explanation of a problem
and possible solutions. The stress of a health crisis often
interferes with the patient’s ability to receive and
remember information. Repetition of instructions may be
necessary to assist patients in reaching a decision or in
formulating their questions. When lack of capacity is
determined—a process completed by two physicians—
nurses often help identify the appropriate substitute
decision maker.
While securing consent appears straightforward, it may
be helpful for nurses to consider the significance of their
contribution to the process. It is in everyone’s best interest
to understand diagnosis, prognosis and the benefits and
burdens of treatment options. Communication between
nurses and physicians and nurses and patients and their
families is critical to the process.
Everyday Ethics will publish a case study and
discussion in future columns so that nurses can appreciate
their contribution to quality patient care. Case studies and
questions are welcome.
Gail W Crawford APRN, BC
230 Wayne Street
Greenville, South Carolina 29609
864-242-4989
www.scnurses.org
The South Carolina Nurse—January, February, March 2007—Page 29
100th Celebration, September 13-14, 2007
2006 SCNA Nominating Committee Report
WANTED: A Few Good Leaders
Thank you for electing me to be on the nominating committee for SCNA. As
chairperson, I need your help. Here is your opportunity to get involved with SCNA. You
could be one of the lucky nurses to fill one of the following vacancies for 2007. See below
positions with very brief description:
1. Vice President—Preside over SCNA business meetings, in the event of a vacancy
by the President.
2. Secretary—Document official and unofficial minutes and other communications of
SCNA executive committee, board meetings, planning sessions and retreats
3. Commission Chair—Public Policy/Legislative—Establish an annual plan,
oversees trends, developments and issues related to area of responsibility.
Recommends SCNA actions, influence, and policy and procedure as needed.
Communicates with SCNA membership and Board of Directors.
4. Commission Chair—Marketing and Communications—Establish an annual
plan, oversees trends, developments and issues related to area of responsibility.
Recommends SCNA actions, influence, and policy and procedure as needed.
Communicates with SCNA membership and Board of Directors.
5. Commission Chair—Workforce Advocacy—Establish an annual plan, oversees
trends, developments and issues related to area of responsibility. Recommends
SCNA actions, influence, and policy and procedure as needed. Communicates with
SCNA membership and Board of Directors.
6. SCNA Board Member (seat 2)—Assist Board of Directors with the business of
SCNA, and provide a vote, and a voice for SC nurses.
7. SCNA Board Member (Seat 3)—Assist Board of Directors with the business of
SCNA, and provide a vote and a voice for SC nurses.
SCNA needs you!
You may ask, what qualifications do I need? Well, according to the SCNA bylaws you
need to be a registered nurse is at least one state of the USA, without suspension, or
revocation in any state. You need to be a member of ANA/SCNA, or a registered nurse
whose application for membership has been accepted. Lastly, as a member of
ANA/SCNA, your dues need to be up to date. I believe you need to be someone who has
a passion for nursing, enjoys teamwork, meeting new nurses, sharing ideas, and making a
difference in the lives of your fellow nurses. Got ideas—we need them.
Also, you may wonder, what will my responsibilities include? You will need to be
available to coordinate SCNA business throughout the year. This is usually accomplished
by attending meetings centrally located in Columbia, SC at our SCNA building. You will
be kept informed of SCNA business agenda items ahead of scheduled meetings usually by
emails or other means of communication suitable to you. In the past, there have been
issues that were discussed via email, to facilitate decision making at the meetings. You
will enjoy getting to know and working with other nurses throughout South Carolina. By
serving your peers you have the opportunity to increase their involvement with SCNA.
So, how do I submit my name as a SCNA candidate for office?
• Complete and mail in the consent to participate form found in this issue
Or
• Print the consent to participate form from the SCNA website www.scnurses.org,
complete and mail in to SCNA, 1821 Gadsen Street, Columbia, SC 29201
And, when do I need to complete the consent to participate form? At your earliest
convenience. Only you can do it, so why not do it now.
If you have any questions, please feel free to contact me Jane W. Lankford at
jane.lankford@palmettohealth.org or one of the following members of the SCNA
Nominating Committee:
Pat Hickey Hickey@gwm.sc.edu
Cynthia Williams cynth4352@aol.com
Mary Wessinger mcgwessin@bellsouth.net
Deanna Cox dlcox@gwm.sc.edu
I look forward to hearing from you.
Jane Webb Lankford, MSN, BSN, RN
Call for Nominations 2007
The SCNA Nominating Committee has called for member suggestions for the 2007
election. In 2007, members will elect:
Vice President
Secretary
Chair, Commission on Workforce Advocacy
Director, Seat 2
Chair, Commission on Public Policy/Legislation
Director, Seat 3
Chair, Commission on Marketing and Communications
Please use this form and send your nominations to:
Jane Lankford, Chair, SCNA Nominating Committee
1821 Gadsden St., Columbia, SC 29201
Both the nominator and nominee for the SCNA 2006 elections must be SCNA
members in good standing. Call SCNA at 803-252-4781 if you would like more
information on any of these positions.
NOMINATING FORM: ELECTION 2007
Vice President: ________________________________________________________
Secretary: ____________________________________________________________
Chair, Commission on Public Policy/Legislation: ____________________________
Chair, Commission on Marketing and Communications: ______________________
Chair, Commission Workforce Advocacy: __________________________________
Director, Seat 2: ______________________________________________________
Director, Seat 3 ________________________________________________________
Return to SCNA no later than April 15, 2007.
Nominators and Nominees must be SCNA members in good standing
RETURN TO: SCNA
1821 Gadsden Street, Columbia, SC 29201
Be There!
Page 30—January, February, March 2007—The South Carolina Nurse
www.scnurses.org
100th Celebration, September 13-14, 2007
Appalachia
Chapter Making
Plans for 2007
The Appalachia Chapter of SCNA includes the
geographic area of Greenville, Pickens, Anderson and
Oconee counties. The chapter meets at 6:30 PM on the first
Monday of each month at Fatz restaurant on Highway 123
in Easley. We are currently planning our programs for
2007 and are considering patient safety as a theme. Each
month, we have a speaker on a timely topic of broad
interest. The meetings begin with dinner and networking.
Even if you are not able to attend all the meetings, we are
interested in having you as a Chapter member. We are
developing an email network to keep each other informed
about issues of interest. or further information, contact
Bobbie Overstreet, at Bobbie.Overstreet@gvltec.edu.
In order to be a member of the Appalachia Chapter, you
must send in a “Consent-to-serve” form to SCNA. There is
a copy of the form elsewhere in this newsletter. Just mark
all the chapters you want to join and fax or mail it to
SCNA. There is no additional charge and you may join as
many chapters as you wish. The “Consent-to-serve” form
is confusing some people, but it is a necessary step to
ensure that people get signed up for the correct chapters.
Join SCNA
Today!
SCNA Legislative Priorities
2006-2008
The South Carolina Nurses Association has among its purposes:
1) The promotion of quality of life and health care for all people
2) The fostering of the nursing profession as a leading, positive force in the health care delivery system.
To achieve these broad purposes, the SCNA Legislative Committee will provide leadership for the association in the
legislative and public policy arms.
To promote the quality of life and health care for all people in South Carolina, the SCNA Legislative Committee will:
1) Promote access to and delivery of cost effective, quality health services for the public,
2) Assure nursing care services to the public with emphasis on nurses’ role as qualified providers of health care
services,
3) Support equal rights and opportunities for all peoples unrestricted by consideration of age, color, creed, disability,
gender, health status, lifestyle, nationality, race, religion, or sexual orientation. Accordingly, SCNA will foster
equal employment opportunity,
4) Encourage legislation that promotes and protects environmental health in the home, at the worksite, in the
community, and other public places,
5) Initiate and/or support legislation to assure comprehensive health care services to all people, especially vulnerable
populations.
6) Support legislation which protects reproductive rights,
7) Support and promote legislation that guarantees parity of coverage of services for mental and physical illness.
8) Support Healthy People 2000-2010, an initiative designed to promote high level wellness of individuals, families
and populations,
To foster the nursing profession in its evolution to the full provider, leadership, and collaborative roles in the health
care delivery system, SCNA will
1) Initiate, monitor and respond to all legislative activity which would affect the practice of nursing, including
advanced practice nursing,
A) increase accessibility and affordability of nursing care to the public,
B) provide for direct reimbursement for nursing services including psychological/mental health services,
C) provide professional liability insurance to nurses at a reasonable cost,
D) assure safe levels of staffing of licensed professional nurses in health care settings, including but not limited to
direct patient care.
2) Assure nursing participation in planning, development, and evaluation of policies related to health care,
3) Support the rights of nurses in the workplace,
4) Initiate and support the procurement of public and private funding for nursing education and nursing research.
Adopted:
November 15, 2002
SCNA House of Delegates
Reviewed:
November 11, 2006
SCNA Annual Meeting
Be There!
www.scnurses.org
The South Carolina Nurse—January, February, March 2007—Page 31
100th Celebration, September 13-14, 2007
Commission/Committee
The Community/Public Health Chapter will be
partnering in the upcoming year with the South Carolina
Public Health Association, the USC Center for Public
Health Preparedness, and other community partners. We
plan to deliver interesting and affordable Continuing
Education that will prepare nurses to respond effectively to
disasters. We invite all interested colleagues to consider
joining our dynamic group!
APRN Chapter
The APRN Chapter executive committee will plan on
meeting in January to review the results of the APRN
conference evaluations. The information provided from
the evaluations assists the planning committee in
determining the content, speakers, meals, breaks, and a
variety of other details that comprise conference planning.
The executive and planning committee members
appreciate your patience and support as we try a new
venue. We would like to ask all the APRNs who have
consented to serve, to encourage others to become a
‘member’ of the APRN Chapter.
Psychiaric Mental Health Chapter Starts Web
Forum
The Psychiatric Mental Health Chapter is eager to
connect nurses in SC who are interested in issues affecting
both the practice of psychiatric-mental health nursing and
the care offered to our clients. One way we plan to do this
is by actively using the new Forum available on the SCNA
website. Members can go to www.scnurses.org and click
on the Members Only section. All SCNA members
recently received the password. If you don’t have it,
contact Rosie Robinson (rosie@scnurses.org) for
instructions. First go to Register at the top of any page to
create your personal login and password. Once you have
done that, you may go to the Posting section to find the
Psych Mental Health Chapter Forum. The forum will give
us an opportunity to discuss, in an on-line format, issues of
common interest, ask questions of each other and generally
network with other nurses around the state.
Currently we are exploring topics for a workshop in
2007. One suggestion is to do something on
The APRN Chapter held the 13th Annual
Pharmacology in Advanced Practice Conference
October 6-7 at the Marriott in Hilton Head.
Past APRN Chair Lynda Lowery presented Bob Adams
President of InMed a certificate of appreciation for
many years of support for the conference.
Nurse Educator
Chapter
It is official; the Nurse Educator Chapter has elected its
first executive board. Board members are Chair, Sharon F.
Beasley; Vice President, Barbara Lee-Learned; Secretary,
A. Priscilla Carver; Treasurer, Sandra Hale; and Memberat-large, Christy BuShea. Our purpose is to enhance the
legislative voice for current and future nurse educators and
other fields of nursing, enhance and increase educational
opportunities for nurse educators across the state and
promote the nurse educator role as a desirable graduate and
post-graduate career. Members are diligently working on
our 2007-2008 initiatives. All members of the SCNA are
invited to join!!!
The Nurse Educator Chapter of SCNA is “moving
onward and forward.”
Everyone enjoyed the festive lunch during the
conference.
Be There!
geropsychiatry, such as “meeting the mental health needs
of an aging population.” Please go to the Forum or email
Peggy Dulaney, Chapter Chairperson, at pdulaney@
bellsouth.net to share your ideas.
You do not have to be working in the field of
psychiatric-mental health nursing to become a Chapter
member. The Chapter is open to any SCNA member at no
extra cost, but you do have to fill out a Consent to Serve
form (found elsewhere in this issue of the SC Nurse) and
check that you want to join the PMH Chapter. Filling out
the Consent to Serve form does not obligate you to run for
office, it is just our way of being sure folks join the
chapters in which they have an interest. We look forward
to an exciting year with our new Chapter.
On October 21st the Psychiatric Mental Health Chapter
provided a workshop on “What All Nurses Need to Know
about Substance Abuse.”
www.scnurses.org
Page 32—January, February, March 2007—The South Carolina Nurse
100th Celebration, September 13-14, 2007
News You Can Use
CDC Issues Guidance
on ‘Superbugs”
The Centers for Disease Control and Prevention called
on hospitals to step up their administrative support of
infection-control practices in order to slow the spread of
multidrug-resistant organisms, so-called superbugs
Contact the CDC for CDC muiltidrug resistant org
Guideline2006.pdf
Student Nurses
2006-2007 SNA-SC BOARD MEMBERS
Picture taken during the MidYear Conference in
Atlanta, Ga. -Front row: 1st Vice President, Jenny de
Leon Bourque, Community Health Chair, Theresa
Lincoln, And 2nd Vice President, Britney Brazel
-Second Row: 2nd Professional Consultant, Lillian
Bouknight, 1st Professional Consultant, Yvonne
Dudderar, Treasurer, Shellie Webb, NEC Chair,
Katelyn Liotta, President, Jessica Simpkins and 1st
Executive Consultant, Rebecca McArthur
-Back Row: Secretary, Edie Hardin, Break Through
to Nursing, Amanda Reuis, Newsletter Editor &
Website Director, Kelley Wilson, 2nd Executive
Consultant, Ryan Bell, and Legislative Director,
Maighdlin Anderson
We would like to recognize
Award Winners from 2006 SNA-SC State Convention.
Penny Wars—South Carolina State University
Spirit Luncheon Chant—Lander University
Spirit Luncheon Table—Trident Technical College
T-Shirt Award—York Technical College
President’s Award of Excellence—Edith Hardin
Outstanding Advisor—Kim Blenn, BSN, MN
Who’s Who Award—Jennie de Leon Bourque
Scholarship for SNA-SC—Nicole M. Hutch, Helen Le
Greatest School Chapter COSR—Piedmont Technical
College
2006 Financial Excellence Award—Piedmont
Technical College
Top Dollar Award- Piedmont Technical College
Most Pre-slated Candidates—Piedmont Technical
College
Most Outstanding Website- USC Upstate
BTN Points Award—OC Tech
Community Health Project—Orangeburg Calhoun
Technical College
Community
Participant—Orangeburg
Calhoun
Technical College
Community Participant—Clemson University
BTN Project Award—Midland Technical College
Most Creative BTN Project—University of South
Carolina, Columbia
Immediate past SNA-SC President and current Chair of
the Council of State Presidents Jordan Stoner, was featured
in a NSNA “Imprint” article about the NSNA Board trip to
Louisiana and Mississippi to visit nursing schools.
Be There!
www.scnurses.org
The South Carolina Nurse—January, February, March 2007—Page 33
100th Celebration, September 13-14, 2007
News You Can Use
American Nurses Credentialing Center
(ANCC) Announces Introduction of New
Specialty Exams
The American Nurses Credentialing Center (ANCC)
Commission on Certification (COC) will take a new
approach toward developing specialty exams. Findings
from recent role delineation studies revealed that there
were not significant differences in the tasks and activities
performed by the nurses, based on their initial educational
preparation.
This means that one exam will be offered for nurses at
the specialty level regardless of the nursing preparation.
This approach will affect the following exams:
• Cardiac/Vascular Nurse
• Gerontological Nurse
• Medical-Surgical Nurse
• Pediatric Nurse
• Psychiatric and Mental Health Nurse
Role delineation studies are conducted at regular
intervals in order to preserve the integrity of certification
exams. Study findings provide objective, evidence-based
assessment of the knowledge, skills and abilities required
to practice competently in the specialty. A benefit of the
current findings is that applicants will experience a
streamlined process; this change will facilitate nurses’
application and eligibility process for specialty nursing
exams, because only a valid RN license will be required to
document completion of a nursing education program.
There is no change in any of the other eligibility
requirements.
The first of the new specialty exams to be introduced
will be the Medical-Surgical exam, January 1, 2007, with
others being introduced according to a schedule to be
determined. In addition to being introduced in the new
form, the Medical-Surgical exam will also move from
paper and pencil to computer-based testing format. This
change will allow nurses to test year-round for medicalsurgical certification, rather than waiting for the paper and
pencil exams’ two testing windows in May and October
each year.
ANCC Announces Next Generation Nursing
Certification Credentials
The ANCC Commission on Certification (COC)
announces the next generation certification credentials in
concert with introduction of new specialty exams. (See
attached communiqué: ANCC Announces Introduction of
New Specialty Exams.) Beginning today, all ANCCcertified specialty nurses will receive the credential RNBC, defined as Registered Nurse, Board Certified; this
replaces a differentiation between the RN,C and RN,BC
credentials.
The next generation credential will be reflected on new
certifications and renewals. Effective immediately, all
ANCC-certified specialty nurses may use the new
credential for their professional documentation; however
previously issued certificates remain valid and will not be
replaced until renewal. The new credentials, signifying
that all ANCC-certified nurses are board-certified, are
meant to simplify, clarify and unify professional
credentials. The decision to announce next generation
certification credentials was based in part on feedback
received from nearly 3,000 ANCC-certified nurses who
participated in a survey, in which over 75% approved this
change.
With the introduction of the new credential, there will
no longer be a difference in credentials based on
education. Now, all specialty-certified nurses will receive
the RN-BC credential. ANCC Director of Certification
Mary Smolenski, EdD, APRN,BC, FAANP, CAE, said
“The key message is that, as in other health care
professions, you are either board certified or not.
Consistency in titling contributes to building uniformity
across health care professions, based on a common
understanding of board certification.”
This communiqué is part of an on ongoing effort to
review the credentials used in nursing certification.
Studies are in progress on titling of ANCC-certified
clinical nurse specialists and nurse practitioners.
The American Nurses Credentialing Center (ANCC)
ANCC is the nation’s leading nursing credentialing
organization, offering general and advanced practice
certification in over 35 specialty areas. In addition, ANCC
offers nursing continuing education contact hours and
review course materials through its Institute for
Credentialing Innovation, accredits organizations that
offer and/or approve continuing education courses for
registered nurses, and promotes excellence in nursing
services through its Magnet Recognition Program®.
ANCC certifications and designations are highly regarded
by federal, state and local agencies and the for-profit and
not-for-profit sectors across the nation and globally. Each
ANCC program is offered on an international platform
through the ANCC Credentialing International program.
The American Nurses Credentialing Center is a subsidiary
of the American Nurses Association (ANA). Its web site
can be found at www.nursecredentialing.org.
Be There!
2007 Official Call for
Suggested SCNA
Bylaw Revisions
Please consider this the official call for any suggested
SCNA bylaw revisions for consideration at the 2006
SCNA Annual Meeting. A full set of current SCNA Bylaws
can be obtained via the SCNA web site at
www.scnurses.org. All proposed revisions must be
submitted to SCNA by May 1, 2007. Please forward to:
SCNA-Bylaws Committee
1821 Gadsden Street
Columbia, SC 29201
FAX (803) 252-4781
Page 34—January, February, March 2007—The South Carolina Nurse
www.scnurses.org
100th Celebration, September 13-14, 2007
One Voice, One Plan
Palmetto Gold 2007
by Dr. Marsha Dowell, Chair SC Council of Deans
and Directors
Palmetto Gold 2007
South Carolina is experiencing a critical and growing
shortage of health care workers. The number of new RNs
being educated in South Carolina is inadequate to meet the
current and projected workforce demands of the state.
These nursing shortages in both practice and academic
settings have been the topic of discussion and planning.
Several state wide forums, sponsored by the South
Carolina Organization of Nurse Leaders, chaired by
Marilyn Schaffner, and the South Carolina Council of
Deans and Directors, chaired by Dr. Marsha Dowell and
hosted by the South Carolina Hospital Association were
held in the summer and fall of 2006.
The primary challenge facing the health care
organizations is the lack of nursing staff and the primary
challenges facing our colleges and universities are
twofold: a shortage of faculty and a lack of sufficient
classroom space to accommodate qualified students. By
2020, projections indicate there will be a 48% increase in
our state’s need for RNs with only an 11% increase in
supply. South Carolina hospitals are now spending
approximately $77 million annually to hire temporary staff
to accommodate for the shortage. Ultimately, the nursing
workforce shortage will jeopardize quality of care and
hinder economic development efforts in our state.
The forums, brought together nursing professionals,
state legislatures, educators, chief nursing officers as well
as representatives from the South Carolina Commission on
Higher Education, area hospitals, Blue Cross/Blue Shield
of South Carolina, Board of Nursing, Department of
Health and Environmental Control, Area Health Education
Centers, and the South Carolina Nurses Association to
discuss legislative activity around the country, national and
state nursing workforce data and develop a proposed plan
for the future of the nursing workforce in South Carolina..
The plan is entitled “One Voice One Plan” and addresses
four major areas of common concern: 1) Creation of a plan
to raise salaries of nursing faculty to more competitive
levels; 2) Scholarships and other means of financial
support for those nurses wishing to continue their
education at the graduate level with specific emphasis on
those that wish to teach to increase the number of qualified
nursing faculty; 3) Development of new models and
methods of nursing education, such as simulation based
learning and 4) Creation of a center for nursing workforce
data collection and workforce projections.
These groups have committed to sponsoring ongoing
forums to continue to address these issues.
Join SCNA Today!
Be There!
Plans are underway for the sixth annual Palmetto Gold
Nurse Recognition and Scholarship Program. The 2007
Gala will be held on April 21, 2007 at Seawell’s Banquet
and Convention Center in Columbia. The purpose of the
Palmetto Gold program is to annually salute 100 registered
nurses that exemplify excellence in nursing practice and
commitment to the profession. The net proceeds generated
from the gala evening are used to provide nursing
scholarships for students attending South Carolina
registered nurse education programs and to build the
Palmetto Gold Scholarship Endowment.
Palmetto Gold originated in 2002 when a coalition of
nurse leaders from major nursing organizations came
together to plan a strategy for showcasing the many
contributions that nurse make to the health care system.
The organizations include South Carolina Nurses
Association, South Carolina Organization of Nurse
Executives, South Caroline League for Nursing, South
Carolina Colleagues in Caring Project, Sigma Theta Tau
International, and South Carolina Nurses Foundation. The
Palmetto Gold program is now a committee of the South
Carolina Nurses Foundation, Inc.
Nominations for the award have been received from a
wide variety of health care settings and the selection
process is underway for 100 outstanding nurses to be
recognized again this year. In addition to honoring the
2007 Palmetto Gold recipients, the 2007 Palmetto Gold
Scholarship recipients will be featured and formally
recognized. The first Renatta S. Loquist Graduate Nursing
Scholarship will also be awarded in 2007.
Palmetto Gold advertising and sponsorship
opportunities are available for purchase for any business or
individual interested. The Steering Committee is grateful
to the many employers and benefactors that have
contributed to the success of this program for the past five
years. The impact of the program has been far-reaching as
over $100,000 in scholarships has been awarded to student
nurses and over $100,000 has been invested in a growing
scholarship endowment. Five hundred nurses have been
saluted for their excellence in practice and commitment to
the profession. If interested in investing in the Palmetto
Gold Nurse Recognition and Scholarship Program, please
contact either Pennie Peralta at 843-402-1399
(advertising) or Bonnie Wacker 864-560-3232
(sponsorship).
Reserve April 21, 2007 on your calendar for an exciting
evening to celebrate nursing excellence. The theme for this
year’s Gala is “Palmetto Gold: A Carolina Tradition”.
Information on ticket purchase and registration
information will be available on the website
(www.scpalmettogold.org) after February 2007.
Submitted by:
Pennie Peralta
Palmetto Gold Steering Committee
The South Carolina Nurse—January, February, March 2007—Page 35
www.scnurses.org
100th Celebration, September 13-14, 2007
Current Providers
List of CE Activities Approved From January 1, 2005 to present
0501-001
0502-002
0502-003
0503-007
0504-008
0504-009
0505-010
0505-011
0505-012
0506-013
0506-014
0507-016
0508-017
0508-018
0509-020
0510-021
The Nuts & Bolts of Clinica
Pharmacology Reg’l
Conference for Advanced
Practitioners & Pharmacists
Integrating Knowledge into
Practice & Research
Non Dementia Type Health
Issues in South
Carolina: A Challenge for Nurses
Adult Physical Assessment:
A Comprehensive Approach
2nd Annual Omnicare of SC
“What Matters in the Long-Run?
Breast Cancer: The Front Line
Challenge to Patient Navigation
Auriculotherapy: Introduction
to safe & effective Treatment for
Nicotine Dependency/Addiction
SASEAP 11th Annual Workshop
Making Lives Better Through
Patient Education
Communication Strategies for
Healthcare Professionals
Breakthrough Strategies to
Become an Ambulatory Surgery
Center of Choice
Swallowing Implications for
Neurological and Elderly Patients
Kids On Meds: What Every
Professional Needs to Know About
School-Aged Children and
Psychiatric Disorders and Other
Common Health Issues
2nd Annual Omnicare of SC
Long-Term Care Symposium
“What Matters in the Long Run?”
Fall Upstate Program
Student Support Services
Conference
DON Boot Camp—LTC Nurse
Leadership Seminar
0601-002AA Legal Aspects of Documentation
in Healthcare
0601-003AA Dying Without Pain: Pain &
Sympton Management
0604-005AA Sexual Assault Nurse Examiner
Training
0605-007AA SC Medical Directors Association
State Chapter Meeting:
Best Practices in Long Term Care
0606-008AA South Atlantic Society of
Electrophysiology for Allied
Professionals Twelfth Annual
Workshop for Allied Professionals
0608-010AA Spanish for Healthcare Providers
0608-011AA Clinical Challenges in
Geriatrics: 2006
0608-015AA Pediatric Sexual Assault: Acute
Medical and Forensic Evaluations
0609-018AA Breast Health Navigator
Symposium
0609-019AA Exceeding Expectations:
Raising the Bar in Long-Term Care
0612-025AA Pharmacology and Late-Life
Mental Illness
0612-027AA Health Choices for Successful
Futures
0612-028AA IV Therapy for Healthcare
Professionals
0612-029AA Comprehensive Wound Assessment
& Debridement Principles
0612-030AA Our Journey of Hope
Center for Nursing
Leadership, USC
0308-019PR
Dept. of Veterans Affairs
Ralph H. Johnson Medical Center
Columbia, SC
09/07
0311-030PR
SC DHEC
Columbia, SC
11/06
0401-001PR
Midlands Technical College
Columbia, SC
01/07
0402-003PR
SCPAPRN
Columbia, SC
02/07
0405-002PR
Mary Black Memorial Hospital
Spartanburg, SC
06/07
0405-007PR
Sisters of Charity Providence Hosp. Columbia, SC
05/07
0405-008PR
MUSC
Charleston, SC
05/07
41.6
0503-004PR
Roper St. Francis Healthcare
Charleston, SC
03/08
4.0
0503-005PR
Greenville Technical College
Buck Mickel Center
Greenville, SC
03/08
0503-006PR
Center for nursing Leadership
Columbia, SC
03/08
0506-015PR
Self Regional Healthcare
Greenwood, SC
06/08
0508-019PR
Piedmont Medical Center
Rock Hill, SC
08/08
0511-022PR
Carolinas Hospital System
Florence, SC
11/08
0511-023PR
Palmetto Health Baptist Easley
Easley, SC
11/08
12
Center for Nursing
5.4
Leadership, USC
SC Baptist Nursing Fellowship 3.0
Consultation On-Call
7.6
NCS Healthcare
6.3
Educare
Mary Bonnette
SASEAP
16.6
Nat’l Kidney Foundation of SC 1.2
Consultation On-Call
7.8
Palmetto Surgery Center
6.0
Angela Tate-Washington
2.4
0601-001PR
Lexington Medical Center
West Columbia, SC
1/09
Developmental Resources
6.6
0604-004PR
Tuomey Healthcare System
Sumter, SC
4/09
0605-006PR
Pee Dee AHEC
Florence, SC
5/09
0607-009PR
Greenville Hospital System
Dept. of Education
Greenville, SC
7/09
0607-012PR
Spartanburg Regional Healthcare
System Dept. of Education
Spartanburg, SC
7/09
Pharmacy Consultants
6.3
Richland School District 1
11.4
0607-013PR
Upstate AHEC
Greenville, SC
7/09
SWK Consulting
24.3
0608-014PR
Palmetto Richland
Columbia, SC
8/09
0608-016PR
Mid-Carolina Area Health
Education Center
Lancaster, SC
8/09
0610-020PR
BlueCross Blue Shield
Columbia, SC
10/09
0610-021PR
Vermont State Nurses Assn.
South Burlington, VT
10/09
0610-022PR
Oconee Memorial Hospital
Dept. of Education
Seneca, SC
10/09
0610-023PR
Bon Secours St. Francis Healthcare Greenville, SC
10/09
0612-024PR
SC Dept. of Mental Health
Columbia, SC
12/09
0612-026PR
Lowcountry AHEC
Varnville, SC
12/09
Consultation On-Call
6.5
Hospice Care of Tri-County
2.4
Carolina Forensic Nurse
Consultants
SC Medical Directors
Association
45.6
5
South Atlantic Society of
Electrophysiology
15
Aiken Technical College
So. Carolina Geriatrics Society
Carolina Forensic Nurse
Consultants
EduCare
8
5
30
28.1
SC Medical Directors Association 8
American Association for
10.7
Geriatric Psychiatry
Heritage Services
6
Aiken Technical College
Motivations In
6
7.5
East Lake Community Church 6.6
Be There!
Page 36—January, February, March 2007—The South Carolina Nurse
www.scnurses.org
100th Celebration, September 13-14, 2007
Providers Programs
Continuing Education sponsored by organizations approved for providing continuing
education by SCNA CEAC program. This information is provided for a fee to those
approved providers wishing to advertise programs in SC Nurse. All approved providers
have been notified of the availability of this service. To submit your materials email Rosie
Robinson in the SCNA office at rosie@scnurses.org. For other advertising opportunities
contact Arthur L Davis Publishing at 800-626-4081.
Submitted as of Dec 1st *all from Spartanburg Regional Healthcare System*
January 12, 19, 26, 2007 (Fridays)
Basic Cardiac Arrhythmias
8:30 am-5:00 pm Tyner Auditorium, Spartanburg Regional Healthcare System
Nurses: 17.25 contact hours
February 7, 8, 2007 (Wednesday, Thursday)
ACLS for New/Non Critical Care Experience
8:30 am–5:00 pm Tyner Auditorium, Spartanburg Regional Healthcare System
Nurses: 12.25 contact hours
February 16, 2007 (Friday)
4th Annual Congestive Heart Failure Symposium
8:30 am–3:00 pm Summit Pointe (Behind Westgate Mall, Spartanburg, SC)
February 21, 22, 2007 (Wednesday/Thursday)
BLS Instructor Course
8:00 am–5:00 pm Tyner Auditorium, Spartanburg Regional Healthcare System
Certificate of Attendance
February 23, 2007 (Friday)
2nd Annual Nursing Research Conference
“Research: It’s Simpler Than You Think”
8:00 am–4:30 pm Tyner Auditorium, Spartanburg Regional Healthcare System
Nurses—will be provided
March 1, 2007 (Thursday)
Crash Course Cardiac Arrhythmias
7:30am–12n Tyner Auditorium, Spartanburg Regional Healthcare System
Nurses: 3.75 contact hours
March 7, 8, 2007 (Wednesday, Thursday)
ACLS for Critical Care Experience
8:30 am–5:00 pm Tyner Auditorium, Spartanburg Regional Healthcare System
Nurses: 12.25 contact hours
March 8, 2007 (Thursday)
ACLS One-Day Recertification Course
8:30 am–5:00 pm Tyner Auditorium, Spartanburg Regional Healthcare System
Credit No continuing education credit is provided
March 19, 2007 (Monday)
Beginners: An Introduction to Excel in Healthcare
8:30 am–12:30 pm Classroom 3 Regional Education Center (next to Basil’s),
Spartanburg
Nurses: 4.25 contact hours
March 21, 22, 2007 (Wednesday, Thursday)
PALS Provider Course
8:30 am–5:00 pm Tyner Auditorium, Spartanburg Regional Healthcare System
Nurses: 11.5 contact hours
March 22, 2007 (Thursday)
PALS One-day Recertification Course
8:30 am–5:00 pm Tyner Auditorium, Spartanburg Regional Healthcare System
Target Audience
Nurses, Physicians, Resp. Personnel, Paramedics, Others
Credit
No continuing education credit is provided
March 26, 2007 (Monday)
Intermediate: An Introduction to Excel in Healthcare
8:30 am–12:30 pm Classroom 3 Regional Education Center (next to Basil’s),
Spartanburg
Nurses: 4.25 contact hours
March 31, April 1, 2007 (Saturday, Sunday)
ACLS for New/Non Critical Care Experience
8:30 am–5:00 pm Tyner Auditorium, Spartanburg Regional Healthcare System
Credit
Nurses: 12.25 contact hours
Contact Information for all the above courses:
Registration and fees: Tonya George at (864) 560- 6282 or tgeorge@srhs.com
Contents: Nelda M. Hope at (864) 560 - 6265 or nhope@srhs.com
All Programs require pre-registration and most programs require fees
Be There!
The South Carolina Nurse—January, February, March 2007—Page 37
www.scnurses.org
100th Celebration, September 13-14, 2007
Sylvia Denton/Royal College of Nursing
This is a copy of the remarks given by Sylvia Denton, President of the Royal College
of Nursing, at the ANA House of Delegates Meeting in 2006. The SCNA Delegates to the
ANA meeting were unanimous in wanting to share President Denton’s remarks with all
nurses in South Carolina.
It is indeed both an honor and a pleasure to be here today. And I bring you greeting
from the Royal College of Nursing of the United Kingdom, our General SecretaryBeverly Malone, our chair of council Eirlys Warrington, our governing Council and the
387,00 nurses who are members of the College. May I at this point thank your President
Barbara Blakney for her kind invitation to be here. I have known Barbara for several years
now, from the day we first met at ICN and I, a raw recruit to the RCN presidency, sat along
side Barbara because of course country representatives at ICN sit in alphabetical order by
country name, and our country’s names both begin with ‘United.” Your camaraderie,
wisdom and support Barbara has been exceptional, and I thank you, you truly demonstrate
the skills and qualities of what it is to be a superb president, a wonderful ambassador for
your country and for the profession of nursing. Thank you.
As you probably know the Royal College of Nursing is one of the world’s largest
professional nursing organizations and our purpose—or what you might call our mission
statement—is as straightforward as it is crucial: We speak out for nurses, for patients, and
the society we serve. And we do that from the corridors of power to the corridors of
hospitals.
In addition to being the President of the Royal College of Nursing I’m also somebody
who’s been proud to be a frontline, hands-on clinical nurse for over four decades. Now, I
know what you are thinking... she must have started work at the age of seven.
But no, whatever your eyes may be telling you right now, the truth is that I’ve really
been a member of our profession for more than forty five years. My deceptively young
looks are the result of vitamins and plastic surgery.
In fact, I started work as a nurse when my country’s National Health service was in it
first flush of youth... as so was I. Our National Health Service was just eleven years old
then. And, of course, today’s nursing profession is very different from the one I joined.
Today we are professional clinicians and truly integrated members of the healthcare
team. Today our work encompasses a huge range of roles within a diverse range of
disciplines leadership and influence. And today, through organizations such as the ANA
and the RCN, we contribute to shaping the political and healthcare agendas.
But while so much has changed, I’d argue that one thing has remained constant. And
that one thing is “caring” Caring is at the very heart of all that we do as nurses. First, last
and always ours is a profession defined and judged by the care we give.
But it’s also a profession underpinned and sustained by trust and that’s because nurses
aren’t simply caring professionals.... we are trusted professionals.
Trusted with people’s health. Trusted with people’s lives. Trusted to always give of our
best.
And we must live up to the responsibly of that trust.... every minute of every day.
That’s something I’ve come to learn during four decades in our profession.
But there’s something else I’ve learned down the years... and it’s this... as nurses our
impact is felt as much in society as it is the hospital ward or the doctor’s surgery. And
that’s because nurses and nursing encapsulate a principle that’s the measure of what it
truly means to be a civilized society... namely the ethos of public service.
In other words, nursing is as much about strengthening the bonds of social solidarity
as it is about delivering quality patient care. And so, in a very real sense, we nurses are
not simply the first line of defense in healthcare... we are crucial means of delivering
social justice in our communities.
Caring. Trust. Public Service. These are the values that, as nurses, we all have in
common... in the United States, in the United Kingdom and right across the nursing world.
These values enable us to have the vision and creativity to provide patient focused care.
And staying true to them means we can deliver that care to all who need it... irrespective
of gender, race, religion, sexuality, social class or age.
At the RCN’s annual congress in April this year we took the theme “Nursing the
World.” I believe that this isn’t just a slogan it’s a living breathing reality. And that’s
because twenty first century nursing is a global profession. Today, every member of the
nursing family lives and works in “the nursing world.”
This is a world without borders... It has to be!! You know, since taking up the job of
RCN President it’s been my privilege to meet with, speak to and learn from nurses all
around this nursing world. A world in which a healthcare action in one country can have
a healthcare reaction in another. And that means the work we do and the wellbeing of
patients we care for, are often affected by decision trends and events that occur and
originate far beyond our national borders. But no matter where I’ve traveled, there’s
something I can say with total honesty and complete conviction. And it’s this... I have
truly witnessed excellence in nursing... and I have now met many hundreds of nurses who
are a credit to our profession.
I recognize that, no matter what side of the Atlantic you are on, nurses and nursing face
many challenges. But I’m also confident about our future. And that’s because, after more
than four decades in our profession, I have absolute faith in our capacity to turn those
challenges into opportunities. It’s what we nurses do every day.
So nurses, I don’t care if you are in New England or Old England, London or
Louisiana... here’s my message of support and solidarity to you from the Royal College
of Nursing of the United Kingdom... let us be proud of who we are and proud of what we
do... be proud... be proud.
Help build the “I Am a Nurse” walkway
You can support the SCNA by donating to the Capital Campaign for a brick in the
walkway to the front door on Gadsden Street. You may list your name as a supporter,
or honor or memorialize someone special with an engraved brick. Bricks in the walkway
are available for a $100 donation. Donate $150 to the campaign to place one brick
in the walk AND take a second engraved brick home or to your office to keep as a
reminder of your commitment to South Carolina nurses.
Your engraved message may be up to three lines long, with fifteen characters per line.
If ordering, please complete the contact information section on this page and
PRINT your engraved message below.
____ ____ ____ ____ ____ ____ ____ ____ ____ ____ ____ ____ ____ ____ ____
____ ____ ____ ____ ____ ____ ____ ____ ____ ____ ____ ____ ____ ____ ____
____ ____ ____ ____ ____ ____ ____ ____ ____ ____ ____ ____ ____ ____ ____
Contact Information - Donor to Complete
Name:_______________________________________________________________________________________
Address:_____________________________________________________________________________________
City, State, Zip:________________________________________________________________________________
Telephone:___________________________________________________________________________________
Email:_______________________________________________________________________________________
Number of Bricks Purchased: _________
Amount Enclosed: $______________
Contributions are tax deductible. You can give:
By Check:
Make your check payable to the South Carolina Nurses Foundation
And mail to the SCNF, 1821 Gadsden Street, Columbia, SC 29201
By Credit Card:
Complete and mail to SCNF, 1821 Gadsden Street, Columbia, SC 29201
CardType:
0 Visa
0 MasterCard
Account Number: ___ ___ ___ ___ ___ ___ ___ ___ ___ ___ ___ ___ ___ ___ ___ ___
Expiration Date: ___ / ___
Security Code: ___ ___ ___
I authorize the South Carolina Nurses Foundation to charge my credit card for the above donation.
_____________________________________________________________________________________________
Authorized Signature
Be There!
Page 38—January, February, March 2007—The South Carolina Nurse
www.scnurses.org
100th Celebration, September 13-14, 2007
State Carolina Department of Labor, Licensing and Regulation
Official Information
BOARD VACANCY
The Nurse Practice Act signed by Governor Sanford on
May 11, 2004, established an additional lay member for the
Board of Nursing. There is currently one lay member
vacancy on the Board. Lay members represent the public at
large as a consumer of nursing services and may not be
licensed or employed as a health care provider. No board
member may serve as an officer of a professional healthrelated state association. If you know of any eligible
candidates who are interested in this lay position, they
should submit a letter of request, along with a resume to
Boards and Commissions, Governor’s Office, Post Office
Box 11829, Columbia, SC 29211.
RENEWAL 2008
It is not too early to begin thinking about your 2008
nursing license renewal. Online renewal is available from
February 1 until April 30 on even years. Just a reminder of
the competency requirements:
Section 40-33-40 of the Nurse Practice Act states that
renewal of an active license biennially requires
documented evidence of at least one of the following
requirements during the two year licensure period:
(a) completion of 30 contact hours from a Boardrecognized continuing education provider; OR
(b) maintenance of certification or recertification by a
Board-recognized national certifying body; OR
(c) completion of a Board-recognized academic program
of study in nursing or a related field; OR
(d) verification of competency and the number of hours
practiced, as evidenced by employer certification on
a Board-approved form.
Here are a few suggestions that we hope you will find
helpful as you think about your 2008 renewal.
• On Valentine’s Day of even years (2008, 2010, 2012,
etc.), think to yourself, “I love being a nurse, did I
renew my license yet?” Online renewal is available
from February 1 until April 30 on even years. You
will use your same user ID and password each
renewal.
• When you renew your license and choose a
continued competency option, that option must be
completed prior to renewal. When you complete your
renewal, you are attesting that you have completed
the competency option chosen and that all
information on your renewal application is true and
correct.
• As you review continuing education courses for
renewal of your license, verify on the Competency
Requirement Criteria that the course is accepted by
the Board for your renewal. Remember that the
requirement is 30 contact hours not 30 CEUs
(continuing education units).
• Considering
obtaining
a
special
nursing
certification?
Review
the
Competency
Requirement Criteria. Your certification may meet the
requirements to renew your nursing license.
• If you receive a higher nursing degree during the
renewal period (May 1–April 30th), you will be
required to provide the Board with a transcript should
you be audited.
• Make sure your employer can and will sign your
Employer
Certification—Verification
of
Join SCNA
Today!
Competency and Nursing Practice Hours Worked
form. Do not assume that your employer will sign the
form. Please be aware that some employers, on
advice of their attorneys, will not sign the forms
verifying competency. If that option is available, ask
your employer to sign the form at your annual
performance review.
• Keep a special folder in a safe place for all of your
nurse licensure information. As you gather
information, place it in the front of your folder so that
it is in chronological order. You will be ready should
you be selected for the competency audit after
renewals.Your folder should include but not be limited
to the following:
• User ID and password for online renewal.
• Copy of your biennial online renewal form and
receipt from your online renewal.
• Copies of continuing education certificates.
• Copies of your certifications and re-certifications
including the certificates for the required
continuing education.
• If you are in school to obtain a higher nursing
degree and choose this option for your renewal, a
copy of your transcript will need to be mailed
directly from your educational institution if you are
audited.
• Copies of Employer Certification—Verification of
Competency and Nursing Practice Hours
Worked.
• Mailer that your license comes on.
• Copies of any documentation sent to or received
from the Board of Nursing regarding your license.
We hope this information will assist you with your
renewal. Online renewal is available from February 1
until April 30 on even years. Remember, it is never too
early to begin planning for your next renewal.
Frequently Asked Questions—Education
Question: I am presently licensed as a practical nurse
and would like to further my nursing education. What
nursing programs does the Board accept for the education
requirement for registered nurse licensure?
Answer: Requirements for licensure as a registered
nurse in South Carolina include completing all
requirements for graduation from an approved nursing
education program. Registered nursing education
programs approved by the S.C. Board of Nursing are
available on the web. Programs approved by other state
boards of nursing may be found on the National Council of
State Boards of Nursing (NCSBN) Web site at
www.ncsbn.org. When you arrive on the NCSBN home
page, select NLCEX Candidate Bulletin. Pages 20 through
39 of the bulletin list programs approved by other state
boards of nursing. We recommend that you contact the
school directly regarding admission requirements and
enrollment plans. Also, South Carolina licensure
requirements may be found under licensure. Education
documents required must be mailed directly from the
school to the Board of Nursing.
Question: I am interested in RN to BSN programs. What
should I be looking for?
Answer: The South Carolina Board of Nursing does not
regulate registered nurse (RN) to bachelor’s degree
science in nursing (BSN) programs as they do not lead to
initial licensure as a nurse. A list of RN to BSN programs in
South Carolina is located at Nursing Programs on our Web
site (www.llr.state.sc.us/pol/nursing/). Also, you may find it
helpful to check with the national accrediting agencies, e.g.
the National League for Nursing Accrediting Commission
(NLNAC) at www.nlnac.org or the Commission on
Collegiate Nursing Education (CCNE) at
www.aacn.nche.edu or with the State Board of Nursing in
the state where the program is located at www.ncsbn.org
(please choose boards of nursing from the Updates and
Contacts listing on the home page).
Question: I am interested in a nursing program leading
to initial licensure that includes classes that will be offered
online.
Answer: First, check to see if the program is approved by
one of the state boards of nursing. (Please refer to question
#1 for more information.) Then ask yourself if you have the
discipline to stay on track with the assignments. This
method of study may be more convenient, however, will
require motivation and self-discipline for completing the
course. We do recommend that you contact the school
directly regarding enrollment plans. Also, we advise that
you make contact with the school and the clinical facility
regarding procedures and availability for clinical
experiences.
Question: I am interested in the National Council
Licensure Examination (NCLEX) passing rates for South
Carolina schools.
Answer: The NCLEX pass rates for nursing education
programs located in South Carolina are listed under
Nursing Programs on our Web site.
Question: Are students who are already registered
nurses, required to have a current, active South Carolina
registered nursing license if they are enrolled in a master’s
degree in nursing program and are taking clinical nursing
courses in South Carolina?
Answer: Yes, students who are already registered nurses
are required to have an active, current license in South
Carolina when enrolled in a master’s degree in nursing
program and taking clinical courses in this state. The
requirements for licensure as a registered nurse in South
Carolina may be found under Licensure on our Web site.
HAVE YOU MOVED?
Section 40-33-38 (C) of the S.C. Nurse Practice Act
requires that all licensees notify the Board in writing within
15 days of an address change. So that you do not incur
disciplinary action or miss important time-sensitive
information, such as your renewal and audit request or
other important licensure information, please be sure to
notify the Board immediately whenever you change
addresses. Please submit a letter including your name (as
shown on your license), license number, former address
and new address as well as your new telephone number
and email address. You may also change your address online utilizing the address change form found under Online
Services on our Web site: www.llr.state.sc.us/pol/nursing/.
BOARD MEMBERS
President—Suzanne K White, RN, MN, FAAN, FCCM,
FAHA, CNAA, Cong. District 4
Vice President—Brenda Y. Martin, RNC, MN, CNAA,
Cong. District 5
Secretary—C. Lynn Lewis, RN, EdD, MHS, Cong.
District 3
Debra J. Doria, LPN, Region II, Cong. District 4
Carrie H. James, RN, MSN, CNA-BC, CCE, Cong.
District 6
Mattie S. Jenkins, LPN, Region I, Cong. District 1
Rose Kearney-Nunnery, RN, PhD, CNE, Cong. District 2
Trey Pennington, Public Member
Sylvia A. Whiting, PhD, APRN-BC, Cong. District 1
Vacant—One Public Member [See Section 40-33-10(A)]
S.C. BOARD OF NURSING CONTACT INFORMATION:
Main Telephone Line
Fax Line
Email
Web site
(803) 896-4550
(803) 896-4525
Nurseboard@llr.sc.gov
www.llr.state.sc.us/pol/nursing/
Administration
Administrator, Joan K. Bainer
(803) 896-4537
Office Manager, Pam Dunkin
(803) 896-6949
bainerj@llr.sc.gov
dunkinp@llr.sc.gov
(Continued on page 39)
Be There!
www.scnurses.org
The South Carolina Nurse—January, February, March 2007—Page 39
100th Celebration, September 13-14, 2007
LLR
(Continued from page 38)
South Carolina Board of Nursing Official Information
State Carolina Department of Labor, Licensing and Regulation
May 17-18
June 19
Assistant to Administrator, Dottie Buchanan
dbuchana@llr.sc.gov
(803) 896-4533
Compliance/Monitoring
June 21
Program Coordinator, David Christian, III
christiand@llr.sc.gov
(803) 896-4532
Administrative Assistant, Tanya Styles
stylest@llr.sc.gov
(803) 896-4542
Administrative Coordinator, Sherry Wilson
wilsons@llr.sc.gov
(803) 896-4659
July 26-27
August 3
August 16
August 28
Education
September 27-28
October 16
Nurse Consultant for Education, Nancy Murphy
murphyn@llr.sc.gov
(803) 896-4529
Administrative Specialist, Judy Moore
moorej@llr.sc.gov
(803) 896-4743
October 18
LPN/RN/APRN Licensure
November 2
Licensure Program Coordinator, Annette M. Disher
dishera@llr.sc.gov
(803) 896-4504
Advanced Practice, Michael Rowland
rowlandm@llr.sc.gov
(803) 896-4524
Data Coordinator, Steve Triplett, III
triplets@llr.sc.gov
(803) 896-4531
Endorsements, Brandi Risher
risherb@llr.sc.gov
(803) 896-4523
Examinations, Edwina Garrett garrette@llr.sc.gov
(803) 896-2357
Reinstatements/Reactivations, Theresa Richardson
theresar@llr.sc.gov
(803) 896-2365
Revenue, Debra Wade
waded@llr.sc.gov
(803) 896-4539
Verifications, Kathryn Spires
spiresk@llr.sc.gov
(803) 896-4530
Discipline Program Coordinator, David Christian, III
christiand@llr.sc.gov
(803) 896-4532
November 29-30
December 13
December 18
VISIT US ON OUR WEB SITE: www.llr.state.sc.us/pol/nursing/
The Board of Nursing Web site contains the Nurse Practice Act, Regulations, Compact
Information, Advisory Opinions, Licensee Lookup, Disciplinary Actions, and other
information. Under Online Services, you may check the status of your application or change
your address.
Nursing Practice/Advanced Practice
Nurse Consultant for Practice, Maggie Johnson
johnsonm@llr.sc.gov
(803) 896-4522
Office of General Counsel/Office of Investigations and Enforcement
Telephone
(803) 896-4470
Office Location/Hours of Operation
The Board of Nursing is located at Synergy Business Park, Kingstree Building, 110
Centerview Drive, Suite 202, Columbia, SC 29210. Directions to our office can be found on
our Web site—www.llr.state.sc.us/pol/nursing/
Our mailing address is LLR—South Carolina Board of Nursing, Post Office Box 12367,
Columbia, SC 29211-2367.
Our normal business hours are 8:30 a.m. to 5:00 p.m., Monday through Friday. Our
offices are closed for holidays designated by the State.
Designated State Holidays for 2007
January 1
January 15
February 19
May 10,
May 28
July 4
September 3
November 12
November 22-23
December 25-26
New Year’s Day
Martin Luther King, Jr. Day
President’s Day
Confederate Memorial Day
National Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving
Christmas
Board and Committee Meetings FOR 2007
January 25-26
February 2
February 15
February 20
March 29-30
April 17
April 19
May 4
Board of Nursing Meeting
Advisory Committee on Nursing
Meeting
Nursing Practice & Standards
Committee Meeting
Board of Nursing Meeting
Advanced Practice Committee
Meeting
Nursing Practice & Standards
Committee Meeting
Advisory Committee on Nursing
Meeting
Board of Nursing Meeting
Advisory Committee on Nursing
Meeting
Nursing Practice & Standards
Committee Meeting
Advanced Practice Committee
Meeting
Board of Nursing Meeting
Nursing Practice & Standards
Committee Meeting
Advisory Committee on Nursing
Meeting
Board of Nursing Meeting
Advanced Practice Committee
Meeting
Nursing Practice & Standards
Committee Meeting
Advisory Committee on Nursing
Meeting
Board of Nursing Meeting
Advisory Committee on Nursing
Meeting
Nursing Practice & Standards
Committee Meeting
Advanced Practice Committee
Meeting
Be There!