Category: Facilities

Skilled Nursing Facilities (SNFs) play a crucial role in providing specialized care and rehabilitation services for individuals with complex medical needs. In this comprehensive guide, we will explore the concept of SNFs, their functions, and how Medicare coverage applies to these facilities. Understanding the role of SNFs is essential for individuals and their families who may require extended medical care beyond what a standard nursing home or assisted living facility can provide.

What is a Skilled Nursing Facility (SNF)?

A Skilled Nursing Facility (SNF) is a healthcare institution designed to deliver high-level medical care and rehabilitation services to individuals with serious health conditions. Uniquely, SNFs have the capacity to treat patients in serious need of more intense medical services and therapy. This separates them from regular assisted living facilities or traditional nursing homes.

Services Provided by SNFs

SNFs offer a wide range of services designed to meet the complex needs of their residents. These services include, but are not limited to:

• Skilled Nursing Care: SNFs provide round-the-clock nursing care by licensed professionals, including registered nurses and nurse practitioners.
• Rehabilitation Services: Patients in SNFs often require physical, occupational, or speech therapy to regain or improve their functional abilities.
• Medical Monitoring: SNFs closely monitor patients’ health, administer medications, and provide medical treatments as needed.
• Assistance with Activities of Daily Living (ADLs): Residents receive support with daily activities such as bathing, dressing, and eating.
• Specialized Care: SNFs are equipped to handle patients with specific medical conditions, such as post-surgery recovery, stroke rehabilitation, or chronic illness management.

Understanding Medicare Coverage for SNF Care

Medicare, the federally funded health insurance program primarily for individuals aged 65 and older, provides coverage for certain services offered by SNFs. To qualify for Medicare coverage of SNF care, specific conditions must be met:

• Hospital Stay Requirement: Medicare coverage for SNF care typically requires a prior hospital stay of at least three consecutive days. This hospital stay should be related to the condition for which the patient is seeking SNF care.
• Admission to a Medicare-Certified SNF: The SNF must be certified by Medicare to provide covered services. It’s crucial to verify the certification status of the facility before admission.
• Initiation of SNF Care within 30 Days: Following a qualifying hospital stay, Medicare coverage for SNF care must commence within 30 days of hospital discharge.
• Medical Necessity: SNF care must be deemed medically necessary for the patient’s condition. This determination is often made by healthcare professionals and documented in the patient’s medical records.
• Coverage Duration: Medicare typically covers up to 100 days of SNF care for a qualifying stay, with the first 20 days covered in full, and a daily co-payment for days 21-100.

Navigating the Medicare Coverage Process

Understanding the intricacies of Medicare coverage for SNF care can be complex. Navigating the process involves several steps:

• Hospital Assessment: If a hospital stay is anticipated, it is essential to discuss potential SNF needs with the hospital care team. They can provide guidance on whether SNF care is likely to be necessary and initiate the required paperwork.
• Certification of Medical Necessity: The patient’s healthcare provider must certify the medical necessity of SNF care. This certification is a crucial factor in determining Medicare coverage eligibility.
• Selection of a Medicare-Certified SNF: Choosing a Medicare-certified SNF is vital to ensure coverage. The Centers for Medicare & Medicaid Services (CMS) provides online tools to help individuals find and compare Medicare-certified facilities.
• Understanding Coverage Limits: While Medicare covers a significant portion of SNF care, it is important to be aware of coverage limitations. Days beyond the initial 100, or care that does not meet Medicare criteria, may not be covered.

Benefits of SNF Care

Why pick an SNF over other similar facilities? Depending on your situation, Skilled Nursing Facilities offer a number of perks and advantages you cannot find anywhere else:

• Comprehensive Care: SNFs provide an integrated approach to healthcare, addressing medical, rehabilitative, and daily living needs.
• Professional Expertise: Skilled nursing staff and rehabilitation professionals in SNFs are trained to manage complex medical conditions and provide targeted therapies.
• Structured Environment: SNFs offer a structured and supportive environment, fostering recovery and improvement in patients’ functional abilities.
• Therapeutic Services: Rehabilitation services, including physical, occupational, and speech therapy, are integral to the care provided in SNFs, aiming to enhance patients’ overall well-being.
• Transition Support: SNFs often play a crucial role in assisting patients with the transition from hospital to home, ensuring a smooth continuum of care.

Conclusion

Navigating the world of Skilled Nursing Facilities and Medicare coverage is essential for individuals and families facing complex medical situations. SNFs serve as vital hubs for specialized care and rehabilitation, and understanding the nuances of Medicare coverage can significantly impact the financial aspects of receiving such care.

As individuals plan for their healthcare needs, being informed about the requirements, benefits, and limitations of SNF care under Medicare is crucial. This comprehensive guide aims to provide a thorough understanding of SNFs, their services, and the processes involved in accessing Medicare coverage for these essential healthcare facilities. With this knowledge, HCPs get a better understanding of what an SNF asks of you, and whether or not that work setting appeals to you or not.

Explore Per Diem Nursing Jobs at VitaWerks!

In the dynamic and fast-paced environment of healthcare, effective staff scheduling is critical to ensure that patient care needs are met seamlessly. A nurse scheduler plays a pivotal role in this process, overseeing the coordination of nursing staff schedules within healthcare facilities. This article delves into the responsibilities of a nurse scheduler, highlighting the importance of their role in maintaining optimal staffing levels, adhering to regulations, and fostering communication among the healthcare team.

• Scheduling Shifts for Seamless Operations

One of the primary responsibilities of a nurse scheduler is crafting and maintaining comprehensive work schedules for nursing staff. This involves a delicate balance, considering factors such as employee preferences, contractual obligations, and legal regulations regarding work hours. The goal is to create a schedule that not only meets the patient care requirements but also ensures the well-being of the nursing staff. Modern scheduling software is often employed to streamline this process, enabling efficient management of shifts and minimizing scheduling conflicts.

• Ensuring Adequate Staffing Levels

Nurse schedulers have to ensure that each shift is sufficiently staffed and prepared to offer the best possible healthcare services. This involves a keen understanding of staffing ratios, patient acuity, and unit-specific requirements. Striking the right balance is essential to prevent understaffing, which could compromise patient safety, or overstaffing, which may have financial implications for the healthcare facility. By carefully analyzing historical data, patient census, and seasonal variations, nurse schedulers can optimize staffing levels for different shifts and units.

• Managing Time-Off Requests with Precision

Nurse schedulers are tasked with handling time-off requests from nursing staff efficiently. This includes approving requests while considering the overall needs of the unit or department. Balancing employee preferences for time off with the operational requirements of the healthcare facility requires diplomacy and a clear understanding of organizational policies. Clear communication channels are essential to keep staff informed about the status of their time-off requests and any adjustments to their schedules.

• Navigating Legal and Contractual Regulations

Compliance with labor laws, union agreements, and organizational policies is paramount in the role of a nurse scheduler. Keeping abreast of regulations related to work hours, rest periods, and overtime is essential to avoid legal repercussions and ensure a fair and just work environment. Nurse schedulers often collaborate with human resources to stay informed about any changes in labor laws and union agreements, adjusting scheduling practices accordingly to maintain compliance.

• Effective Communication for Cohesive Teams

Maintaining open lines of communication is a cornerstone of successful nurse scheduling. Regular communication with nursing staff is vital for addressing scheduling concerns, disseminating information about changes, and fostering a collaborative work environment. By keeping staff informed about their schedules and any modifications, nurse schedulers contribute to a sense of transparency and trust within the healthcare team.

• Collaboration for Optimal Staffing Solutions

Nurse schedulers collaborate with various departments, including human resources and unit managers, to address staffing needs comprehensively. By understanding the specific requirements of each unit, nurse schedulers can tailor staffing solutions to align with patient care demands. This collaborative approach ensures that the right number of qualified nurses is available, promoting efficient operations across the healthcare facility.

• Problem-Solving in Real-Time

In the ever-changing landscape of healthcare, unexpected challenges can arise, leading to staffing shortages or other issues. Nurse schedulers play a crucial role in real-time problem-solving, addressing conflicts, adapting to changes in patient census or acuity, and ensuring continuity of care. The ability to think on their feet and implement effective solutions is a hallmark of a skilled nurse scheduler.

• Utilizing Technology for Efficient Scheduling

In the digital age, nurse schedulers leverage advanced scheduling software and systems to streamline their processes. These tools help create, update, and manage staff schedules efficiently, reducing the margin for errors and improving overall accuracy. Automated scheduling solutions can also provide insights into staffing patterns, enabling nurse schedulers to make data-driven decisions for better resource allocation.

• Maintaining Accurate Records

Accurate record-keeping is a fundamental aspect of nurse scheduling. Nurse schedulers have to maintain and update records for requests for time-offs, staff schedules and more. These records serve as a historical reference, aiding in the analysis of staffing trends, identification of patterns, and the generation of reports for management review.

• Generating Insightful Reports

Nurse schedulers play a role in providing management with insightful reports on staffing levels, overtime, and other relevant metrics. These reports assist in assessing and optimizing scheduling practices, ensuring that the healthcare facility operates efficiently. By presenting data-driven insights, nurse schedulers contribute to informed decision-making at both operational and strategic levels.

Conclusion

In the intricate web of healthcare operations, the role of a nurse scheduler emerges as a linchpin for success. By mastering the art of scheduling, navigating legal landscapes, and fostering effective communication, nurse schedulers contribute significantly to the seamless delivery of patient care. Embracing technology and staying adaptable to change, these professionals are essential contributors to the dynamic healthcare environment, ensuring that the right nurses are in the right place at the right time for optimal patient outcomes.

Collaboration is king in healthcare. Units cannot succeed without proper communication between everyone in the staff. To increase your facility’s efficiency and productivity, read on all the ways you can facilitate better collaboration between healthcare providers (HCPS.)

Why is collaboration so important in healthcare?

Healthcare services are inherently a team effort. HCPs from different disciplines, levels, and even walks of life must work together to identify and carry out the most effective possible care plan. Licensed practical nurses and certified nursing assistants may defer to registered nurses, but their efforts still remain important when it comes to giving the best possible care services.

Pharmacists, doctors, and nurses have different areas of expertise, and good communication allows them to share their knowledge and coordinate their efforts for the greater good. Without constant collaboration and effective communication, the hospital workplace becomes bedlam. Efforts are not coordinated, no one knows what the patient needs, and the potential for costly medical errors rises dramatically.

As many as 80% of serious medical errors can be directly attributed to miscommunication, for this reason. Conversely, better collaboration has been directly linked to more accurate diagnoses and increased patient satisfaction across the board. When HCPs work together, patients are safer and facilities avoid needless costs as a result of medical errors.

How do I promote better collaboration in my units?

Teamwork is not something that develops overnight. To facilitate effective collaboration between HCPs, facility managers need to create a strong culture that promotes and encourages it. There are many ways to approach this, but here are a number of suggestions worth considering:

Respect the differences of others

Healthcare teams are more diverse now, than they have ever been. Your typical healthcare team will include healthcare providers from different cultural backgrounds, religious beliefs, specializations, and more. If you want your workers to buy into a culture of collaboration, you need to make them feel welcome in the first place. Facilities need to invest towards promoting diversity and inclusivity in the workplace. Bringing in leaders who respect these values, holding cultural sensitivity training and diversity seminars for staff to attend are just some of the avenues that can be explored.

Adjust your approach

Whether you manage a single unit or entire facility, there is no one approach that will work on everyone. For example: some HCPs have trouble expressing what they feel, while others will tell you outright. While certain coworkers may come off as withdrawn, others are more personable and outgoing. There is no one communication method that will work for everyone. Managers need to learn how to change their approach to interacting with others, based on who they are talking to. This process will feel trial-and-error but with enough time, it will come naturally.

Encourage a two-way conversation

Communication is not simply telling others what to do. If you want to make your fellow HCPs feel seen, they need to know they are being heard. Encourage them to provide their feedback when necessary. Let them raise concerns regarding current facility operations (within reason) or your managing style. The workplace culture trickles down from the top. When they see you taking feedback seriously and hearing out others, they will follow your example with their own interactions.

As fall approaches, healthcare professionals (HCP) find themselves at the forefront of discussions surrounding vaccine mandates. These mandates, implemented by various states, play a crucial role in safeguarding public health and ensuring a resilient healthcare system. In this comprehensive guide, we will delve into the intricacies of fall vaccine mandates for healthcare professionals, emphasizing state-specific requirements and the importance of staying up to date.

Understanding the Landscape of Fall Vaccine Mandates:

Fall vaccine mandates for healthcare professionals are not uniform across the United States. Each state has its own set of regulations and requirements, creating a dynamic landscape that necessitates constant vigilance. To stay informed, healthcare professionals must be aware of the latest updates and changes in their respective states. According to the CDC, there are currently 3 states that mandate that hospital employees stay vaccinated against the flu:

• Alaska
• Colorado
• New Hampshire

Though not mandatory, certain states also offer these flu vaccinations to willing applicants:

• California
• Georgia
• Maine
• Michigan
• Massachusetts
• Nevada
• Oklahoma
• Rhode Island
• Tennessee

The states that were not mentioned do not have any kind of flu vaccine requirement.

Key Components of Fall Vaccine Mandates:

Vaccines Covered:

• Fall vaccine mandates typically encompass a range of vaccinations essential for preventing the spread of contagious diseases. Commonly included vaccines may address influenza, COVID-19, hepatitis B, and others. Understanding the specific vaccines mandated in your state is crucial for compliance.

Documentation and Reporting:

• Healthcare professionals are often required to provide documentation of their vaccination status. This documentation may include proof of vaccination, exemption forms, or other relevant records. Accurate and timely reporting is essential to comply with state regulations.

Navigating State-Specific Requirements:

State Health Department Websites:

• The primary source of information on fall vaccine mandates is the state health department website. These websites offer comprehensive resources, including official guidelines, forms, and updates. Regularly checking your state’s health department website is essential for staying informed.

Professional Organizations:

• Healthcare professional organizations are valuable allies in staying abreast of vaccine mandates. They often disseminate relevant information, host webinars, and provide guidance to their members. Joining or monitoring updates from these organizations can enhance your understanding of the evolving landscape.

Medical Boards and Licensing Bodies:

• State medical boards and licensing bodies play a pivotal role in enforcing vaccine mandates. Familiarize yourself with their guidelines, as non-compliance can have professional repercussions. Regularly check for updates on their websites and ensure that your licensing requirements align with current mandates.

The Importance of Compliance:

Protecting Public Health:

• Compliance with fall vaccine mandates is a vital component of protecting public health. Healthcare professionals, often in close contact with vulnerable populations, play a crucial role in preventing the spread of contagious diseases. Vaccination helps create a safer healthcare environment for both patients and practitioners.

Ensuring Workplace Safety:

• Many healthcare facilities enforce vaccine mandates to create a safe working environment for staff and patients alike. By complying with these mandates, healthcare professionals contribute to the overall safety and resilience of the healthcare system.

Professional and Ethical Responsibility:

• Adhering to vaccine mandates aligns with the ethical responsibilities of healthcare professionals. Upholding a commitment to public health and safety is integral to the principles of the medical profession.

Navigating Exemptions:

While vaccine mandates are designed to protect public health, some individuals may seek exemptions based on medical, religious, or personal reasons. Understanding the exemption process in your state is crucial for those who qualify. However, it’s essential to note that exemptions may be subject to specific criteria, and not all states allow for the same types of exemptions.

Conclusion:

As fall vaccine mandates for healthcare professionals continue to evolve, staying informed is paramount. Regularly checking state health department websites, engaging with professional organizations, and understanding the intricacies of state-specific requirements are vital steps in navigating these mandates. By prioritizing compliance, healthcare professionals contribute to a safer healthcare environment and play a pivotal role in upholding public health standards. Just be sure to read on your state’s vaccine policy, and prepare accordingly.

Healthcare is dynamic and constantly changing. Even in this context, Artificial Intelligence has shifted the paradigms of the industry, by challenging preconceptions surrounding how healthcare could be delivered. One crucial area where AI is making significant strides is in nurse staffing. This article delves into the multifaceted roles that AI plays in optimizing nurse staffing, addressing challenges faced by healthcare institutions and ultimately enhancing patient care. From predictive analytics to real-time monitoring, we explore how AI is revolutionizing workforce management in healthcare, leading to improved efficiency, cost-effectiveness, and overall healthcare system performance.

Predictive Analytics for Informed Staffing

Predicting patient admission rates is a critical aspect of nurse staffing, and AI brings a data-driven approach to this challenge. By analyzing historical data, AI algorithms can forecast patient admission trends, allowing healthcare facilities to anticipate staffing needs accurately. This predictive capability helps prevent understaffing or overstaffing scenarios, ensuring that the right number of nurses is available to meet patient demand. This data-driven approach not only optimizes staffing levels but also contributes to better resource allocation, ultimately enhancing the overall efficiency of healthcare delivery.

AI-Driven Workforce Planning and Scheduling

AI-powered workforce management systems revolutionize nurse scheduling by considering various factors such as patient acuity, staff skills, and workload predictions. These systems optimize nurse schedules to match patient needs, preventing instances of inadequate staffing during peak demand periods. The result is a more efficient allocation of nursing resources, contributing to improved patient care and satisfaction. AI enhances the scheduling process, ensuring that the right mix of skills is always available, thereby maximizing the effectiveness of the nursing staff.

Skill Matching and Task Assignment

In the complex healthcare environment, matching the right skills to patient needs is crucial for optimal care delivery. AI plays a pivotal role in assessing the skills and competencies of individual nurses, facilitating effective task assignment based on patient requirements. By ensuring that each nurse works within their scope of practice and expertise, AI contributes to the delivery of high-quality care. The impact of AI on skill matching and task assignment cannot be understated. Harnessed effectively, it can improve patient outcomes and the overall efficiency of nursing teams.

Real-time Monitoring for Enhanced Patient Care

Real-time monitoring of patient conditions is a game-changer in healthcare, and AI-driven systems provide continuous tracking and timely alerts. These systems enable nurses to respond promptly to changing patient needs, preventing adverse events, and enhancing overall patient safety.  AI’s real-time monitoring capabilities effectively empower nurses to prioritize tasks based on the severity of patient conditions, contributing to improved patient outcomes and a more proactive approach to healthcare delivery.

Addressing Burnout and Boosting Job Satisfaction

Nurse burnout is a prevalent issue in healthcare, and AI can be a valuable ally in mitigating this challenge. By optimizing schedules and ensuring a better work-life balance, AI contributes to reduced burnout rates among nursing staff. Without a doubt, AI-driven workforce management strategies enhance job satisfaction, improve retention rates, and ultimately create a more sustainable and positive work environment for nurses.

Resource Allocation and Cost Optimization

Efficient resource allocation is crucial for healthcare institutions to operate cost-effectively. AI algorithms analyze data related to resource utilization, helping organizations optimize nursing staff levels. This not only leads to cost savings by avoiding unnecessary overtime but also ensures that staffing aligns with patient demand. Effectively, AI’s role in resource allocation contributes to cost optimization, ultimately benefiting the financial health of healthcare institutions.

Dynamic Adjustments to Staffing Levels

In the dynamic healthcare landscape, unexpected events can create sudden surges in patient admissions or emergencies. AI’s adaptability allows for dynamic adjustments to staffing levels, ensuring that healthcare facilities can respond effectively to changing circumstances. The level of flexibility that AI can bring to nurse staffing is unprecedented. Platforms like VitaWerks, which are powered by high-level AI, allow facilities to dynamically maintain optimal staffing levels during unforeseen situations.

Streamlining Recruitment and Onboarding

AI streamlines the recruitment process by analyzing resumes, assessing candidates’ qualifications, and predicting their suitability for specific nursing roles. Additionally, AI assists in the onboarding process, helping new nurses integrate into their roles more efficiently. AI’s involvement in recruitment and onboarding contributes to a more streamlined and effective process, ultimately benefiting healthcare institutions by ensuring a qualified and well-integrated nursing workforce.

Conclusion

In conclusion, the integration of Artificial Intelligence in nurse staffing brings about a transformative shift in healthcare operations. From predictive analytics to real-time monitoring, AI optimizes workforce management, leading to improved patient care, cost-effectiveness, and overall healthcare system performance. As healthcare continues to evolve, embracing AI in nurse staffing is not just a technological advancement; it is a strategic imperative for healthcare institutions looking to deliver high-quality care in a dynamic and demanding environment. The future of nurse staffing is undeniably intertwined with the capabilities of AI, promising a more efficient, resilient, and patient-centric healthcare system.

Healthcare does not stay still. Registered nurses (RNs) need to keep up with rapidly-changing technology, and constantly updating medical information. How many Continuing Education (CE) Contact Hours you are asked to fulfill and what kind of classes you may be required to attend will depend, from state to state. In this article, we will show you how to renew your RN license in your state of choice.

What are Continuing Education Courses?

CE courses provide RNs with the most up-to-date medical information available. This way, all HCPs are updated with regards to the current state of healthcare, and remain sharp with their medical skills. In a field like healthcare, the smallest errors can have the biggest consequences. It may seem insignificant, but proper CE education makes a huge difference, when it comes to reducing error and increasing RN effectiveness.

Why is Continuing Education important?

To ensure patient safety and a high baseline standard for healthcare quality, RNs are made to renew their licenses periodically. That way, they will be made to keep their skills sharp and their knowledge updated with the latest, most effective best practices. Though requirements for license renewal changes depending on where you live, most State Boards of Nursing will ask you for CE Contact Hours. These show that you are taking classes to hone your skills or refresh your medical knowledge.

What kind of CE Courses are there?

CE courses cover all kinds of different material. Some lectures will cover soft skills, hard clinical skills, academic medical knowledge and more. Every time you complete a course, you earn a “contact hour” for every hour spent taking your lessons. Finishing your CE course requirement typically means accruing a certain number of contact hours that are verified by proof of completion.

RNs can also choose from a variety of different CE formats. Lessons may be carried out in traditional conferences or academic lectures, or remote lectures and webinars. Some classes even provide “self-study courses” to HCPs who prefer a personalized learning experience that allows them to go at their own pace.

How do I find the right CE courses?

CE courses can be found from a variety of healthcare institutions, nursing schools, publications, and even online academies (though every class has a number of in-person clinical requirements.) Regardless of where you find your Continuing Education Units (CEUs), what matters is that you finished your classes from an accredited provider.

Without approval from your state board of nursing, none of the hours that you take will be recognized. You can find a list of accredited schools on a nursing board’s website, or contact your local governing board directly for more information.

What are the Continuing Education requirements?

As was mentioned earlier, different states have different CEU requirements. On top of contact hours, some states will require you to pick up specific kinds of Continuing Education Courses, as part of their renewal policy.

As an example, we can look at the current RN CEU requirements, state by state.

Alabama: 24 CE Contact Hours  (finished within the 2 year renewal period.)  Can include 12 hours of self-study courses.

Alaska: 30 CE Contact Hours  (finished within the 2 year renewal period.)

Arkansas: 15 CE Contact Hours  (finished within the 2 year renewal period).

California: 30 CE Contact Hours  (finished within the 2 year renewal period).

Connecticut: 2 CE Contact Hours (Finished within the 6 year renewal period.) Split between the following subjects:

• Training for suicide prevention
• Screening for depression, post-traumatic stress disorder, and grief

District of Columbia: 30 CE Contact Hours  eerie two years. 3 hours on AIDS/HIV Training and 2 hours on cultural/LGBTQ+ sensitivity.

Delaware:  30 CE Contact Hours  (finished within the 2 year renewal period.) 3 hours on dealing with substance abuse.

Florida: 24 CE Contact Hours  (finished within the 2 year renewal period,) This includes 2 hours on the nursing laws of Florida, 2 hours of Workplace Impairment Recognition (completed every 4 hours,) 2 hours of medical error prevention, and 2 hours on human trafficking.

Georgia: 30 CE Contact Hours  (finished within the 2 year renewal period.)

Hawaii: 30 CE Contact Hours  (finished within the 2 year renewal period.)

Idaho: 15 CE Contact Hours  (finished within the 2 year renewal period.)

Illinois:  20 CE Contact Hours  (finished within the 2 year renewal period.)

Iowa: 36 CE Contact Hours  (finished within the 3 year renewal period.) This includes 2 hours on child abuse management.

Kansas: 30 CE Contact Hours  (finished within the 2 year renewal period)

Kentucky: 14 CE Contact Hours  every year. This includes material on suicide prevention and recognizing implicit bias.

Louisiana: 30 CE Contact Hours or 900 licensed practice hours (finished within the 2 year renewal period.)

Maryland: One of the following:

• 30 CE Contact Hours (finished within the 2 year renewal period.)
• Accredited nurse education program (finished every 5 years.)
• 1,000 hours of active licensed practice hours (completed every 5 years.)

Massachusetts: 15 CE Contact Hours  (finished within the 2 year renewal period.)

Michigan: 25 CE Contact Hours  (finished within the 2 year renewal period.) This includes 2 hours on pain and symptom management.

Minnesota: 24 CE Contact Hours  (finished within the 2 year renewal period.)

Mississippi: 20 CE Contact Hours  (finished within the 2 year renewal period.)

Montana: 24 CE Contact Hours  (finished within the 2 year renewal period.)

Nebraska: 20 CE Contact Hours  (finished within the 2 year renewal period.)

Nevada: 30 CE Contact Hours  (finished within the 2 year renewal period). This includes 2 hours on cultural competency. All nurses must complete a 4 hour bioterrorism course.

New Hampshire: 30 CE Contact Hours (finished annually)

New Jersey: 30 CE Contact Hours  (finished within the 2 year renewal period). This includes 1 hour on organ tissue donation.

New Mexico: 30 CE Contact Hours  (finished within the 2 year renewal period.)

New York: Finish an infection control course approved by the NYSED OR apply for exemption (Finished within the 4 year renewal period.)

North Carolina: 30 CE Contact Hours  (finished within the 2 year renewal period.) Can be reduced to 15 CE Contact Hours, if the nurse completes 640 hours of active practice. Alternatively, nurses can simply finish a board-approved refresher course.

North Dakota: 12 CE Contact Hours (finished every year)

Ohio: 24 hours (finished within the 2 year renewal period.)  This includes 1 hour on Ohio’s nurse laws.

Oklahoma: 24 hours (finished within the 2 year renewal period.)

Oregon: : 20 or 30 CE Contact Hours  (finished within the 2 year renewal period) , depending on how many practice hours you have logged. If 600 practice hours, the former. If 800, the latter. 2 hours on cultural competence. There is also a one time 7 hour pain management course.

Pennsylvania: 30 CE Contact Hours  (finished within the 2 year renewal period). This includes 3 hours on child abuse reporting and recognition.

Rhode Island: 10 CE Contact Hours  (finished within the 2 year renewal period.)  This includes 3 hours on treating substance abuse.

South Carolina: 30 CE Contact Hours  (finished within the 2 year renewal period.)

Texas: 20 CE Contact Hours  (finished within the 2 year renewal period.)  2 hours on bioterrorism.

Utah: Complete one of three requirements.

• 15 CE Contact Hours and 200 hours of licensed practice
• 400 hours of licensed practice
• 30 CE Contact Hours

Virginia: Complete one of three requirements finished within the 2 year renewal period.)

• 30 CE Contact Hours
• At least 3 credit hours of post-academic education related to nursing practice from an accredited provider
• Finish an evidence-based practice project OR research study.
• 15 CE Contact Hours and 640 hours of licensed practice
• Teaching or creating 30 CE Contact Hours worth of continuing education courses
• Board-approved nursing refresher course
• During the renewal period, write or co-write a publication
• Teaching or creating courses that add up to 3 semester hours of college credit, an entire specialty certification course or a 15-week long course
• Active specialty certification provided by national certifying organization

Washington: Complete the following:

• 8 CE Contact Hours
• Register at e-Notify and finish the Nursesys survey
• 96 licensed practice hours (annually)

West Virginia: 12 CE Contact Hours (finished every year.) This includes 2 hours on mental health and 1 hour on drug diversion training and prescribing medications safely.

Wyoming: 400 hours of active licensed practice OR 200 hours of active licensed practice and 15 CE Contact Hours (finished within the 2 year renewal period.)

The states that are not listed do not have renewal requirements.

Keep in mind that CEU renewal requirements are always changing. Be sure to check the official Board of Nursing websites, or contact your local Board of Nursing directly, before you proceed with fulfilling your continuing education requirements.

The American Nurses Association recently voiced their support for Nurse Staffing Standards for Hospital Patient Safety and Quality Care Act (H.R.2530 and S.1113). This represents a broader movement towards supporting healthcare providers (HCPs) and stemming the ongoing nursing shortage. What does this law intend to accomplish? Will it succeed? This article covers all this and more.

What are the new staffing laws?

In short, this bill aimed to introduce minimum standards for patient-to-nurse staffing ratios that healthcare facilities must comply with. In doing this, Congress and the ANA hope to protect HCPs from overwork, fatigue, and occupational stress. At the time of writing, states like California, Oregon, and Pennsylvania implemented their own staffing ratio requirements on a local level. This will be the first legislation that implements a staffing minimum on a federal level. In this article, we will explore why Congress saw it fit to introduce such legislation, and whether this will make any changes to the quality of care for nurses.

Do better staffing ratios mean better healthcare outcomes?

Numerous studies point to some correlations between an adequate nurse to patient staffing ratio and better healthcare outcomes. One particular study evaluated patient outcomes in Queensland, Australia, before and after they implemented staffing ratio regulations. Around 232,000 patients were surveyed before recommended staffing ratios were put in place, and a little under 258,000 patients were evaluated after these changes. Research found not only drastically lower mortality and readmission rates with the latter, but significantly reduced operation costs as well. Since patients were readmitted less and their length of stay was shorter, hospitals did not have to invest as many resources per patient. The return of investment was notable, and positive.

Why do better staffing ratios mean better healthcare outcomes?

Healthcare is already a demanding job. Healthcare providers (HCPs) across the country must monitor patient condition, follow precise instructions, and stay composed while providing lifesaving physical and emotional care services. This workload is only compounded, when each nurse has to account for more patients each.

When you ask a nurse to provide complex care services to numerous patients at a time, within a single shift, the workload wears them out. As they become more stressed and fatigued, their focus drops. HCPs become more prone to lapses in judgment and irritability, which leads to more medical errors. As these mistakes pile up, so do the mortality rates. Conversely, HCPs will provide better outcomes if they are well-rested and handle manageable workloads.

Will the new legislation resolve the current healthcare shortage?

Right now, the healthcare industry is facing a significant shortage of HCPs. Per StatNews, it was predicted that half a million HCPs would leave the industry by the end of 2022. As healthcare providers leave due to work-related stress, while healthcare demand only rises (partially) thanks to a Baby Boomer demographic in need of additional healthcare services, the situation will only get worse. Healthcare staffing ratios is a step in the right direction, with regards to protecting HCPs and easing their workload. However, this alone will not be enough to quell concerns entirely. For the long term, investing in healthcare educators, flexible staffing arrangements, and retention incentives will be equally important, if the healthcare workforce wants to thrive well into the future.