Marriott International Offers Community Caregivers Special Rate! 

Marriott International invites first responders and support staff providing medical, relief, and support services to book designated hotels nationwide as a part of a community caregivers program. This will provide health care and relief professionals, and those supporting them, a place to stay in close proximity to hospitals and government buildings as they aid in COVID-19 response efforts.

A “Community Caregivers Rate” has been established to expedite the booking process for healthcare and relief professionals and support staff. This rate will be available from March 26, 2020 through June 30, 2020 at participating hotels.

The Department of Veterans Affairs (VA) is seeking retired VA clinicians and Federal health care providers. WE NEED YOU!  Please consider re-employment with VA to help in the battle against the Novel Coronavirus (COVID-19) pandemic. VA Medical Centers are especially looking for healthcare professionals with interest and expertise in Tele/Virtual Care, National Call Center, Travel Nurse Corps and Direct Patient Care/Support. 

Be on the front line of defense against the spread of the COVID-19 at the VA’s medical centers, outpatient clinics, community living centers and call centers.

To learn more, please email vacareers@va.gov or apply at www.vacareers.va.gov

Nancy Claflin, DNP, MS, RN, NEA-BC, CENP, CCRN-K, CPHQ, FNAHQ

The practice of mentoring in nursing began with the development of the nursing profession.  Florence Nightingale was often referred to as the mentor of matrons, which is what nurses were called. Since that time, mentoring has been a key element in the development of nurses and the nursing profession. Nursing mentors assist less experienced nurses to understand their profession and advance their careers. Mentors provide a supportive relationship to encourage mentees’ growth and development. Mentoring programs have demonstrated significant benefits for both mentors and mentees. Specific benefits of mentoring that have been identified include the development of interactive listening skills by mentors, and the development of analytic problem-solving skills by mentees after participating in a mentoring relationship. 

NOVA has developed the Empower Mentoring Program to help you meet your professional goals. NOVA members can take advantage of this program to pursue their dreams related to professional advancement within the Department of Veterans Affairs. NOVA’s Empower Mentoring Program was launched in 2016 by the NOVA Education Committee working with two Jonas Scholars, and has been revised every year since that time. The NOVA Empower Mentoring Program is designed to guide a mutual relationship between an experienced VA nurse who is the mentor and the mentee.  The objectives of NOVA’s Mentoring Program are to:

· Develop supportive and encouraging relationships in the Department of Veterans
  Affairs

· Guide NOVA nurses in their professional, personal, and interpersonal growth within
  the Department of Veterans Affairs

· Provide and promote mutual support, collaboration, and sharing based on needs of
  NOVA nurses

· Communicate information concerning expectations, learning opportunities, and
  stressors in VA nursing 

A mentoring program can help VA nurses to develop supportive and encouraging relationships; guide VA nurses in their professional, personal, and interpersonal growth; promote mutuality and sharing based on the needs of the mentor and mentee; and communicate information concerning expectations, learning opportunities, and stressors. The NOVA Mentoring Program helps new NOVA members connect with seasoned NOVA members to benefit from their expertise and experience.  It provides mentees with specific assistance related to current needs, and helps seasoned NOVA members not only serve as mentors, but also as resources who can help mentees to meet requirements for advancement related to proficiency, education, evidence based practice, and research, as well as professional development. NOVA Chapters can also benefit from mentoring to enhance chapter development.

A good fit between a mentor and a mentee occurs when mentors are caring, compassionate, genuine, and willing to disclose information about themselves and about what they know.  Mentees need to be open to accept feedback and be willing to learn more about themselves and their expected role. A successful mentoring relationship requires willingness and skill in giving and receiving feedback. This is important for both the mentor and the mentee since one of the greatest learning opportunities occurs through the feedback that is given to and received from others. Both individuals must offer constructive feedback, positive and negative, to ensure that common needs and goals are being met. They need to know how the other is doing in the relationship to determine their future direction. It’s most helpful if the mentor and mentee agree early in the relationship on how to give each other feedback.

To access NOVA’s Empower Mentoring Program, go to NOVA website, www.vanurse.org and sign in. If you don’t have an account, as a member of NOVA, you may register for one. Once you access the Members Only section of the website, click on Education, then on Mentorship Program.

The mentoring process begins as the mentee is assigned to an expert nurse mentor. The NOVA Education Committee Chair is responsible for assigning mentor/mentee pairs and notifying the mentor and mentee. The following are the steps for initiating the mentoring relationship:

Step 1. Mentee receives name and email address of Mentor.
Step 2. Mentee contacts Mentor by email within 30 days of receiving
             Mentor’s email address to set up initial communication.
Step 3. Mentee and Mentor exchange contact information.
Step 4. Mentee and Mentor agree on method of communication (email, phone,
             meeting) and agree to communicate (by email, phone, or meeting)
             every month.
Step 5. Mentee identifies at least one goal and action item for the Mentoring
             experience.

What do you want to do or achieve?  If you have multiple goals, which one do you want to start working on first? How much time do you think it will take to achieve this goal? How will you know when you achieve the goal? How will you measure achievement of the goal? Goals should be SMART: Specific, Measurable, Achievable, Realistic, Time-bound. Mentee should evaluate the goal with the Mentor’s help. Is it specific? Is it measurable? Is it achievable? Is it realistic?  Is the time frame to achieve the goal realistic? Mentee and Mentor together should review the following questions related to the goal. What information do you need to achieve your goal?  What individual strengths and weaknesses can you identify related to this goal? Do you need to develop any skills to achieve this goal? What resources do you need to achieve your goal? Mentee should develop an Action Plan including action items to meet the goal with assistance from the Mentor. What will you do first? What additional steps need to be taken?

Step 6. Mentee and Mentor review progress, future direction, and establish date
             and time for next contact in the next 30 days.
Step 7. Mentee completes quarterly update and sends to the Chair, Education
             Committee quarterly (January, April, July, October). 

                                                Mentee Quarterly Update (Sample)

Name of Mentee: _________________   Name of Mentor: _____________________________

Date Mentee and Mentor Began Mentoring Program: _______________________________

At least one goal and action item have been established                    ____Yes     ____No

Mentee and Mentor have communicated every month                       ____Yes     ____No

Mentee and Mentor are going to continue Mentoring Program          ____Yes     ____No

Comments:
           
Should you ask for a mentor to begin NOVA’s formal Mentoring Program? Would you like help navigating the VA system, developing supportive and encouraging relationships, guidance in professional, personal, and interpersonal growth? Would you like to connect with seasoned NOVA members to benefit from their expertise and experience? Would you like specific assistance related to current needs? Are you willing to complete the program requirements and work with a mentor to achieve your goals?  Please consider requesting a mentor.

Would you like help in preparing your input for your proficiency?  Please request proficiency help.

Would you like to have someone you can contact with questions?  If you don’t want to begin NOVA’s formal mentoring program but just want a resource you can contact with questions, please request a resource.

Should you become a mentor?  Have you worked in the VA for a year or more? Do you know things now that you wished somebody had told you when you first started working in VA? Do you like helping people? Do you want to enrich your time in VA? Do you want to help people navigate the sometimes confusing routes to promotion and career development in the VA? Do you want to answer questions from VA nurses who would like help with a situation they’re encountering at work? Do you want to help VA nurses start a NOVA chapter or help make a NOVA chapter better? Do you want to make a difference? If you answered yes to any of these questions, please consider signing up to be a mentor.  

NOVA Chapter 226
VA Boston Healthcare System
Kelly D. Skinner, DNP, APRN, NP-C, GNP-BC, CRRN, WCC, CFCN
 

New NOVA Members

Despite these uncertain times, nurses at the VA Boston Healthcare System are continuing to join NOVA. Jessica Li and Sara Lyman, registered nurses on the long-term care spinal cord injury unit at the Brockton Campus, Durania Pujols, a licensed practical nurse who works in Specialty Clinics at the Jamaica Plain Campus, Jessika Vincelette, a registered nurse on the acute spinal cord injury unit at the West Roxbury Campus, and Katie Murray, a registered nurse in Primary Care at the Plymouth CBOC, recently submitted their membership applications. They can start taking advantage of the numerous NOVA benefits: mentoring, continuing education webinars, tuition reductions, certification discounts, and advocacy opportunities such as being a strong voice on Capitol Hill. Welcome to NOVA!

COVID-19 Pandemic before Strict Social Distancing

NOVA Chapter 226 would like to give very special thanks to the nurses on the frontlines at the VA Boston Healthcare System caring for our Veterans during the COVID-19 pandemic!

                           NOVA’s 26th Legislative Roundtable 

                            Ernestine Goode, MSA, BSN, RN, CRRN, CBIS

                          Central Virginia VA Health Care System

                         NOVA Chapter 420

NOVA’s 26th Legislative Roundtable took place at the DAV Headquarters in Washington, DC on March 6, 2020. Participants were welcomed by the Disabled American Veterans’ Assistant National Legislative Director, Marquis Barefield, and NOVA President Kelly Skinner, DNP, APRN, NP-C, GNP-BC, CRRN, WCC, CFCN.

NOVA: NOVA’s Legislative Co-chairpersons, Michelle Salazar and Cecilia McVey, reviewed the 2020 Legislative Priority Goals:  

• Budget – Ensure an adequate budget that provides critical funding so that all VISNs and Medical Facilities can provide care and services to its population.

• Access/Community Care Network – Maximize Veteran access to care through effective use of technology, efficient clinical practice and role enhancement for all nursing personnel.

• Staff/Recruitment and Retention – Recruit and retain a highly qualified nursing workforce with a budget to support modern staffing models.

Office of Nursing Services Update: Beth Taylor, CNO, shared:

• VA Nursing Workforce: There are currently 106,000 nurses in the VHA Healthcare System with 22% that are eligible for retirement and the average age is 48.2, 10-11% are less than 30 years of age. VA is the largest attractor for new graduates.

• Full Practice Authority for APRNs –Full Practice Authority was approved for APRNs in October 2019. All except one VA has granted full practice authority and/or in the process of implementation. This is fully supported by Dr. Stone and his team.

• Modernization of the VA – Chief Nursing Officer reports to the Undersecretary of Health with operational responsibilities for Geriatrics and Extended Care, Pharmacy, and Sterile Processing Center. The leadership for these clinical programs will have additional responsibilities.

Association of VA Nurse Anesthetists (AVANA): Outcomes data, salary caps, and military transfer out to VA has been very challenging due to practice and salary, parental leave for Title 38, underused nurse anesthetists for opioid crisis.

American Federation of Government Employees (AFGE) – The hearing on March 6, 2020 on HR 11-33 and S4-62- Collective Bargaining Rights, equal voice in the VA. The Accountability Act – S221 – Report to Licensing Board & Data Bank HR353 – includes reporting requirements.

Director of Government Affairs – S221 & HR 3530 – looking for common ground, ongoing credentialing review.

Government Relations of America – Focused on Suicide Prevention and Access to Mental Health Care, legislative adjustments where necessary concern about turn over, continuity of leadership from VA centers to VACO, constant reform, full practice for nurse anesthetists from DOD to VA, Title 8 funding (not kept pace with inflation) COVID-19, executive order to practice at top of licensure, access to care, and minimize use of opioids.

Paralyzed Veterans of America (PVA)- Surveys all SCI centers; SCI System of Care (17, 000) receive care- 2019 shortage of 6000 SCI nurses due to Human Resources (HR) delays, lack of custodial assistance, physicians in VA understand the SCI systems of care better compared to the private sector.

American Nurses Association (ANA) - COVID-19 concerns about shortage of N95 masks, considering the N96 masks, 24- hour topic of discussion, plan to agree to eliminate mandatory OT for nurses, workplace violence against nurses, and remove data waiver for APRNs.

American Psychological Association (APA) - Suicide Prevention, develop Comprehensive Legislative Model – Access HR 5697, any Veteran regardless of enrollment, discharge status will receive care for acute crisis and will not be billed.

The attendees at NOVA’s Legislative Roundtable included; representatives from the House Committee of Veterans Affairs, VA Office of Nursing Service, American Federation of Government Employees (AFGE), Veterans Service Organizations: American Legion, DAV, Iraq & Afghan Veterans of America, Military Offices Association of America (MOAA), PVA, Academy of Medical Surgical Nurses, American Academy of Nursing, American Association of Nurse Practitioners, NOVA Legislative Committee, NOVA Nurse Emeritus, NOVA Board of Directors, and NOVA Staff. 

Check out the Roundtable Attendees’ Priorities that are available on the NOVA website!