The Future of Nursing Depends on Our Actions

The next five years are going to establish success or failure in many health care divisions, especially that o f long-term care. The shortage we all face right now in 2007 will double over the next decade by the growing ranks of baby boomers that will reach retirement age and experience an increased need for medical care.

Waiting lists of two or even three years are common for entrance into Nursing Schools, leaving the current ranks of Licensed Practical Nurses and Registered Nurses striving to keep up with increased demand, more complicated technology, increased ethical dilemmas and no light at the end of the tunnel to replace us when we retire.

Burnout has increased in the profession as these demands take their tolls on our families and our peers. With legal and ethical situations becoming more and more complicated, it is not any wonder why the average 'life span' of a Director of Nursing in a long-term care facility is only two years. This length of service is hardly worth the effort of orientation and is not cost productive. No sooner do they become part of the 'family', and they are gone.

Some innovative companies, like the one for which I am working, have developed a program that "grows from within", enabling current employees gain the education and skills needed to move up the career ladder in their own environment. This not only saves the company money to hire from the outside, but also allows employees to be recognized and rewarded for their efforts within the same company.

I am currently a licensed practical nurse, licensed in 1996. I have worked for this company for five years now, and I am currently enrolled as a student in a distance-learning program for my associate's degree. I am currently the acting ADON, under the supervision of the Director of Nursing and share an office with this professional to learn, observe and gain a direct route to the business aspect of the position.