part time quality nursing jobs

Your Guide to Navigating Part-Time Nursing Jobs

Can nurses work part-time?

Yes, nurses can work part-time, and many do! Part-time nursing has become an increasingly popular and viable option for healthcare professionals seeking flexibility in their work schedules. Many nurses opt for part-time roles to strike a balance between their professional commitments and personal lives. 

This shift towards accommodating various work arrangements is not only reflective of changing workforce dynamics but also acknowledges the diverse needs of healthcare professionals.

How many hours do part-time nurses work?

The short answer is: it depends. The number of hours part-time nurses work can vary, and it often depends on individual preferences and employer policies. While there isn't a standardized definition, part-time nursing roles typically involve working fewer hours than their full-time counterparts. 

Part-time schedules may range from a few shifts per week to a set number of hours per day. Some part-time nurses choose to work on a per diem basis , allowing them to have even greater flexibility. The variability in hours provides nurses with the opportunity to tailor their schedules based on personal needs, making part-time nursing an attractive option for those seeking work-life balance.

How many days do part-time nurses work?

The number of days part-time nurses work can vary based on individual preferences and employer agreements. Typically, part-time nurses may work anywhere from two to four days a week, allowing for a more balanced approach to their professional and personal lives. In contrast, full-time nurses commonly adhere to a standard five-day workweek.

How to find part-time nursing jobs near you

Finding part-time nursing jobs near you is now more accessible than ever, thanks to various online platforms and resources dedicated to healthcare job listings. 

• Search Job Sites: Websites like Indeed, Monster, and LinkedIn often feature a plethora of part-time nursing opportunities. 
• Check Local Healthcare Facility Sites: Exploring the career sections of major healthcare institutions in your area, such as hospitals and clinics, can unveil part-time positions. 
• Grow Your Network: Networking within the healthcare community and attending job fairs will help share your interest in part-time work and potentially open up opportunities.
• Explore Staffing Agencies: Connecting with staffing agencies specializing in healthcare placements is also an effective way to discover part-time nursing opportunities that align with your preferences and skill set.
• Join CareRev: If your goal is to set your own schedule, this may be the option for you. CareRev connects healthcare facilities and nurses, allowing nurses to choose which shifts fit their schedule and lifestyle. If you’re looking for part-time nursing shifts that you can pick up when you want, check out shifts near you to get started. 

Things to consider before taking a part-time nursing job

Transitioning from full-time to part-time work can be a major life change. Nurses should consider a number of factors before deciding what is right for them. These are some of the factors you may want to consider before taking your first part-time nursing job:

• Work-Life Balance: Assess whether part-time nursing aligns with your desired work-life balance and provides the flexibility you need.
• Emotional Well-being: Consider whether part-time nursing provides the balance needed to reduce stress and enhance overall job satisfaction.
• Personal Commitments: Consider any personal commitments, such as caregiving responsibilities, continuing education, or pursuing additional certifications, and assess how part-time nursing accommodates these commitments.
• Career Goals: Consider how part-time nursing fits into your long-term career goals and aspirations.
• Professional Development: Evaluate how part-time nursing aligns with your goals for professional development. Consider whether the reduced hours allow time for continuing education, training, or pursuing additional certifications.
• Healthcare Benefits: Investigate how a shift to part-time nursing might impact your healthcare benefits, including insurance coverage, retirement plans, and other perks provided by your employer.
• Shift Preferences: Explore your preferences regarding work shifts. Part-time nurses often have more flexibility in choosing shifts, allowing for customization based on personal preferences and lifestyle.
• Transition Plan: Develop a transition plan for adjusting to part-time nursing. Consider how you will manage the change, communicate with colleagues, and ensure a smooth transition in your professional responsibilities.
• Support Systems: Assess the support systems available to you, both professionally and personally, as you transition to part-time nursing. Ensure you have the necessary support to navigate potential challenges.
• Changes in Pay: Part-time nurses are often paid by the hour, as opposed to an annual salary. Learn more about average part-time nurse pay in our blog.

In conclusion, the world of nursing careers has evolved to embrace diverse work arrangements, including part-time roles. Nurses seeking flexibility in their schedules can find fulfilling opportunities that cater to their individual needs. 

Whether you're exploring part-time nursing for better work-life balance or embarking on a phased retirement, the abundance of available resources makes it easier than ever to navigate and find part-time nursing jobs near you.

Ready for more freedom and flexibility in your nursing career?

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REGISTERED NURSE: Mott Childrens Hospital (Pediatric Intensive Care Unit)

The Pediatric Intensive Care Unit (PICU) is a 30 bed monitored ICU located on the 10th floor of the new C.S. Mott Children's Hospital.  The unit is multi-acuity ranging from critically ill to short stay observation.  Multidisciplinary care is provided for children from newborn to young adult in partnership with Pediatric Critical Care Medicine, Pediatric Surgery, Pediatric Neurosurgery, Vascular Surgery, Orthopedic Surgery, Otolaryngology, Plastic Surgery, Hematology/Oncology, BMT, Nephrology, Transplant Surgery, and Pediatric Cardiology. State of the art technology including ECMO, Nitric Oxide, High Frequency Ventilation, and CRRT are used in the care of patients in the PICU.   Family centered care including family presence during physician rounds, nursing report, and parent spending the night with their child is supported and encouraged. The PICU participates in a nationwide collaborative to improve quality of care and outcomes.

Michigan Medicine has been named the #1 hospital system in Michigan and #17 in the nation, based on US World News and Report of top hospitals for 2022-23!

Mission Statement

Michigan Medicine improves the health of patients, populations and communities through excellence in education, patient care, community service, research and technology development, and through leadership activities in Michigan, nationally and internationally.  Our mission is guided by our Strategic Principles and has three critical components; patient care, education and research that together enhance our contribution to society.

Responsibilities*

Pediatric Critical Care Nursing is a specialty within nursing that deals specifically with human responses to life-threatening problems. Critically ill patients are defined as those patients who are at high risk for actual or potential life-threatening health problems.  These patients are often highly vulnerable, unstable and complex, thereby requiring intense, rapid response and vigilant nursing care. The PICU nurse must be able to monitor and safeguard the quality of care that the patient receives.  The PICU critical care nurse is responsible for ensuring that all critically ill patients and their families receive optimal care.  PICU nurses care for patients that require complex assessments, high-intensity therapies and interventions, and continuous nursing vigilance in a highly stressful environment.  The PICU nurse must be able to cue into subtle changes in the patient's status that may require multi-level assessment and intervention to prevent deterioration into life threatening situations.  The PICU nurse must be able to anticipate the child's needs and be sensitive to the child's nonverbal communication. In addition, the PICU nurse must be able to assess the patient and the family's coping mechanisms and provide/seek support as needed.  The PICU nurse has a responsibility to serve as the patient's advocate and act as a liaison between the patient, patient's family and other healthcare professionals including Social Work and Child Life. 

Nursing Specific Info

Salary & Nursing Framework Level: This UMPNC RN posting is posted as Nursing Framework LEVEL C. Actual Nursing Framework LEVEL and salary will be determined at time of hire. Nursing Framework levels range from Level A to Level F. Required qualifications must be met by the candidate in order to be interviewed and considered for the position. Posting may be filled after the initial 5-day posting period. Applicants who have left the UMPNC bargaining unit must include on their resume dates of past employment including months and years of service along with effort. Positions less than 20 hours/week may be combined. If you have questions regarding this posting or would like assistance with nursing opportunities please contact Nurse Recruitment at (734) 936-5183.

Required Qualifications*

Two (2) years of PICU RN experience within the past 2 years

PALS certification is required (or within six (6) months of date of hire) or MUST be completed prior to end of probationary period .

**This position requires standing/walking/positioning/pulling/lifting of heavy patients and objects for long periods of time.

NOTE: In order to be considered for this position the applicant must have met or will have met all the required qualifications prior to the start date of employment.

RESUME REQUIRED ( for both internal & external applicants ): 

You must attach a complete and accurate resume to be fully considered for this position.

Desired Qualifications*

Demonstrated excellence in communication skills, both verbal and written. Demonstrated knowledge of and experience with the principles and practice of Patient and Family-Centered CarePediatric experience preferredBSNACLS PALS

Work Schedule

Hours: 36 hours  Shift: 12 hours; Night shift; Monday through Friday and rotating weekends Location: Mott Children's Hospital, 10E Pediatric ICU   

Additional Information

Michigan Medicine is one of the largest health care complexes in the world and has been the site of many groundbreaking medical and technological advancements since the opening of the U-M Medical School in 1850. Michigan medicine is comprised of over 26,000 employees and our vision is to attract, inspire, and develop outstanding people in medicine, sciences, and healthcare to become one of the world's most distinguished academic health systems. In some way, great or small, every person here helps to advance this world-class institution. Work at Michigan Medicine and become a victor for the greater good.

What Benefits can you Look Forward to?

Nursing at Michigan offers a competitive salary with excellent benefits! 

Hourly range for Registered Nurses $38.26-$59.35 / hour

•          Evening Shift Differential-$3.00 / hour
•          Night Shift Differential- $4.00 / hour
•          Day Shift Weekend Differential- $2.90 / hour
•          Evening Shift Weekend Differential- $5.90 / hour
•          Night Shift Weekend Differential- $6.90 / hour
•          Charge Nurse Differential- $1.00 / hour

The benefit package includes: 

• Excellent medical, dental and vision coverage
• 2:1 Match on retirement savings and immediate vesting
• Generous Paid Time Off Allowances
• Robust Tuition and Certification support programs
• Large offering of no cost CEs and professional development for advancement

Union Affiliation

This position is covered under the collective bargaining agreement between the U-M and the Michigan Nurses Association and the U-M Professional Nurse Council union, which contains and settles all matters with respect to wages, benefits, hours and other terms and conditions of employment.

Background Screening

Michigan Medicine conducts background screening and pre-employment drug testing on job candidates upon acceptance of a contingent job offer and may use a third party administrator to conduct background screenings.  Background screenings are performed in compliance with the Fair Credit Report Act. Pre-employment drug testing applies to all selected candidates, including new or additional faculty and staff appointments, as well as transfers from other U-M campuses.

Selection Process

Michigan Medicine seeks to recruit and retain a diverse workforce as a reflection of our commitment to serve the diverse people of Michigan and to maintain the excellence of the University. We welcome applications from anyone who would bring additional dimensions to the University’s research, teaching, and clinical mission, including women, members of minority groups, protected veterans, and individuals with disabilities. The Department of Nursing, like the University of Michigan as a whole, is committed to a policy of nondiscrimination and equal opportunity for all persons and will not discriminate against any individual because of race, color, national origin, age, marital status, sex, sexual orientation, gender identity, gender expression, disability, religion, height, weight, or veteran status.   

U-M EEO/AA Statement

The University of Michigan is an equal opportunity/affirmative action employer.

Important Update: At Northwestern Medicine safety is always a top priority. In response to the COVID-19 pandemic, Northwestern Medicine has moved to a more virtual recruitment process including telephone and video interviews to help ensure the health and safety of our employees, candidates, and communities. Also, some hiring activities may be delayed or suspended in certain geographic areas and job categories. Review the latest information about the virus .

Safety Companion Nursing Operations Support Pool Part Time Evenings

• $10,000 Tuition Reimbursement per year ($5,700 part-time)
• $10,000 Student Loan Repayment ($5,000 part-time)
• $1,000 Professional Development per year ($500 part-time)
• $250 Wellbeing Fund per year($125 for part-time)
• Matching 401(k)
• Excellent medical, dental and vision coverage
• Life insurance
• Annual Employee Salary Increase and Incentive Bonus
• Paid time off and Holiday pay

Northwestern Medicine is powered by a community of colleagues who are purpose-driven and committed to our mission to deliver world-class care. Here, you'll work alongside some of the best clinical talent in the nation leading the way in medical innovation and breakthrough research with Northwestern University Feinberg School of Medicine.

We recognize where you've been, and we support where you're headed. We celebrate diverse perspectives and experiences, which fuel our commitment to equity and culture of service.

Grow your career with comprehensive training and development opportunities, mentorship programs, educational support and student loan repayment.

• Create the life you envision for yourself with flexible work options, a Reimbursable Well-Being Fund and a Total Rewards package that support your physical, mental, emotional and financial well-being.
• Make a difference through volunteer opportunities we offer in local communities and drive inclusive change through our workforce-led resource groups.

From discovery to delivery, come help us shape the future of medicine.

Description

The Safety Companion reflects the mission, vision, and values of NM, adheres to the organization’s Code of Ethics and Corporate Compliance Program, and complies with all relevant policies, procedures, guidelines and all other regulatory and accreditation standards.

The Safety Companion performs continual one-on-one patient monitoring under the supervision of a Registered Nurse.

Responsibilities:

• Remains at bedside of assigned patient at all times unless relieved by an appropriate staff member.
• Provides calming and reorienting conversation with patient in cases of patient's agitation or confusion.
• Identifies and removes hazards from the patient and patient's environment, and reports as appropriate.
• May assist patient with performing activities of daily living, as delegated by supervising RN.

Qualifications

• High School Diploma or equivalent

Equal Opportunity

Northwestern Medicine is an affirmative action/equal opportunity employer and does not discriminate in hiring or employment on the basis of age, sex, race, color, religion, national origin, gender identity, veteran status, disability, sexual orientation or any other protected status.

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Nursing Opportunities

Information Services Careers

Reimagining the nursing workload: Finding time to close the workforce gap

US healthcare organizations continue to grapple with the impacts of the nursing shortage—scaling back of health services, increasing staff burnout and mental-health challenges, and rising labor costs. While several health systems have had some success in rebuilding their nursing workforces   in recent months, estimates still suggest a potential shortage of 200,000 to 450,000 nurses in the United States, with acute-care settings likely to be most affected. 1 Gretchen Berlin, Meredith Lapointe, Mhoire Murphy, and Joanna Wexler, “ Assessing the lingering impact of COVID-19 on the nursing workforce ,” McKinsey, May 11, 2022. Identifying opportunities to close this gap remains a priority in the healthcare industry. This article highlights research conducted by McKinsey in collaboration with the ANA Enterprise on how nurses are actually spending their time during their shifts and how they would ideally distribute their time if given the chance. The research findings underpin insights that can help organizations identify new approaches to address the nursing shortage and create more sustainable and meaningful careers for nurses.

Over the past three years, McKinsey has been reporting on trends within the nursing workforce , collecting longitudinal data on nurses’ self-reported likelihood to leave their jobs and factors driving nurses’ intent to leave. 2 “ Nursing in 2023: How hospitals are confronting shortages ,” McKinsey, May 5, 2023. As of March 2023, 45 percent of inpatient nurses (who make up about 2.0 million of the 4.2 million nurses in the United States 3 Nursing fact sheet, American Association of Colleges of Nursing, updated September 2022. ) reported they are likely to leave their role in the next six months. Among those who reported an intent to leave, the top two reasons cited were not feeling valued by their organization and not having a manageable workload. In fact, nurses have consistently reported increasing workload burden as a main factor behind their intent to leave.

About the research

We conducted a survey of 310 registered nurses across the United States from February 8 to March 22, 2023. Our goal was to understand nurses’ perception of time spent throughout the course of a shift and to identify existing and desired resources to help nurses provide high-quality care. Our sample focused on nurses in roles that predominantly provide direct patient care in the intensive-care unit, step-down, general medical surgical, or emergency department settings. Insights were weighted by length of shift (the minimum shift time included was six hours).

For questions related to intent to leave nursing, all nurses from any care setting (including home care and long-term care facilities) were included. Our survey questions on intent to leave have been kept consistent to collect longitudinal data on nurses’ intent. Our last survey, of 368 frontline direct-care nurses, was conducted in September 2022.

In our new survey, nurses provided a breakdown of the average time spent during a typical shift across 69 activities (see sidebar “About the research”). They also reported their views on the ideal amount of time they would like to spend on these same activities. In looking at ways to redesign care activities, we found the potential to free up to 15 percent of nurses’ time through tech enablement, or automation, and improved delegation of tasks (Exhibit 1). Leveraging delegation and tech enablement could reduce and redistribute activities that nurses report being predominantly responsible for. The subsequent reduction in time savings could improve nursing workload and their ability to manage more complex patients. When we translate the net amount of time freed up to the projected amount of nursing time needed, we estimate the potential to close the workforce gap by up to 300,000 nurses.

Nurses report a desire to spend more time with their patients, coach fellow nurses, and participate in professional-growth activities

In our survey, we explored where nurses wanted to spend more of their time (Exhibit 2). The responses fall into the following three categories.

Direct patient care

Nurses report spending the majority of their shift—54 percent, or about seven hours of a 12-hour shift—providing direct patient care and creating personal connections with patients (direct patient care includes patient education, medication administration, and support of daily-living activities). The survey reveals that nurses wish to spend even more time in these activities.

Spending sufficient time on patient-care activities promotes both nursing satisfaction and quality of patient care. 4 Terry L. Jones, Patti Hamilton, and Nicole Murry, “Unfinished nursing care, missed care, and implicitly rationed care: State of the science review,” International Journal of Nursing Studies , June 2015, Volume 52, Issue 6. Furthermore, rushing care and not having sufficient time to meet patients’ needs can contribute to moral distress and burnout.

Teaching and training for new nurses and peers

Nurses report spending on average about 2 percent of their shift teaching peers and students (excluding shifts when nurses are in a dedicated teaching or “precepting” role), an activity they say they want to spend double the amount of time on. Peer-to-peer teaching is an important component of building workplace cohesiveness, improving patient outcomes, and preparing new generations of nurses. In our survey, nurses report that they often lack the time to engage in coaching new nurses. As a result, important informal teaching, which is critical to build confidence and to support skill development for newer nurses, is often missed.

Involvement in professional-growth activities

Similar to educating other nurses, nurses report wanting to spend more than double the amount of time on growth and development activities (about 7 percent of an ideal shift). These activities include participating in shared governance, reviewing and reading work emails, and completing annual requirements and continuing education hours.

Freeing up nursing time to support organizational initiatives and further professional development may contribute to a nursing staff that is more engaged, feels valued, and has a strong connection to their departments.

Nurses desire to spend less time on documentation, hunting and gathering, and administrative and support tasks

Charting and documentation.

Documentation continues to greatly contribute to nurses’ workloads, making up 15 percent of a nurse’s shift. The most time-consuming documentation tasks are head-to-toe assessments, admissions intakes, and vitals charting, which account for the majority of documenting time (70 percent). Nurses say that ideally, documenting should make up only about 13 percent of their shift. But without realistic and effective alternatives (for example, nursing scribes, device integration, reduction in documentation requirements, and AI to aid with documentation), it is unlikely that nurses’ documentation burden can be fully alleviated.

Hunting and gathering

For nurses, hunting and gathering means searching for individuals, equipment, supplies, medications, or information. Nurses report that they spend about 6 percent of a 12-hour shift on hunting and gathering—tasks they would spend approximately 3 percent of their shift on in an ideal shift.

Activities best delegated to support staff

Nurses report spending nearly 5 percent of their shift on tasks that do not use the fullest extent of their license and training. For example, they say they spend nearly an hour on nutrition and daily-living activities, such as toileting, bathing, and providing meals and water. In an ideal shift, nurses say they would spend about 3 percent of their time on these activities.

Redesigning care models: Adjusting how nurses spend their time

As we consider how to alleviate nursing workforce challenges, one area of intervention could be evaluating how current care models can be redesigned to better align nursing time to what has the most impact on patient care. Performing below-top-of-license or non-value-adding activities can create inefficiencies that lead to higher healthcare costs and nurse dissatisfaction. Rigorously evaluating whether tasks can be improved with technology or delegated to allow nurses to spend time on activities they find more valuable could help to reduce the time pressures felt by nurses. 5 “National guidelines for nursing delegation,” a joint statement by the NCSBN and American Nurses Association, April 1, 2019. In our analysis, we reviewed the activities nurses say they would ideally spend less time on and considered whether delegation and tech enablement of such tasks could free up nurses’ time.

Based on our analysis, we estimate that full or partial delegation of activities to roles including technicians, nursing assistants, patient-care technicians, food services, ancillary services, and other support staff, could reduce net nursing time by 5 to 10 percent during a 12-hour shift (Exhibit 3).

While nurses report wanting to spend more time overall on direct patient care, there are specific tasks that could be delegated both vertically and horizontally to ensure that the work nurses perform is at the top of their license and promotes professional satisfaction. Appropriate delegation requires training support staff and upskilling where appropriate, as well as evaluating systemwide resources that can be used where needed. For example, within direct patient care, nearly an hour could potentially be freed up by delegating tasks such as patient ambulation, drawing labs and starting IVs, transferring patients, and supporting patient procedures.

Full or partial delegation of activities to roles such as technicians and other support staff could reduce net nursing time by 5 to 10 percent during a 12-hour shift.

Tasks that are evaluated for redistribution to other clinical and non-clinical staff can also be considered as part of broader care-model redesign. Upskilling support staff across clinical and nonclinical roles can often result in overall better use of resources already in place across a health system.

Tech enablement

Based on our assessment, we estimate that a net 10 to 20 percent of time spent during a 12-hour shift is spent on activities that could be optimized through tech enablement. Investing in digital approaches that automate tasks (either completely or partially), rather than simply redistributing workload, could potentially free up valuable time for nurses (Exhibit 4).

Examples of tech enablement and delegation in practice

To determine the amount of time that could potentially be freed up over the course of a nurse’s shift, we used estimations based on best-in-class care delivery models from practice, innovative emerging technology from industry, and how easy it would be for health systems to implement the intervention (for example, cost and technological requirements).

Tech-enablement

• Robotic automatic-guided vehicles (AGVs) deliver equipment, food, and supplies throughout a hospital. 1 “Robots help nurses get the job done–with smiles and beeps,” Cedars Sinai, November 29, 2021.
• Robotic pill-picker machines select and deliver medicines throughout a hospital. 2 Jay Kiew, “The digital surgery: Humber River Hospital reinvents itself with AI & robotics,” Change Leadership, June 16, 2018.
• Virtual nurses monitor patients remotely, working alongside a bedside-care team comprising a bedside RN, bedside licensed vocational nurse, and virtual RN. 3 Giles Bruce, “Trinity Health plans to institute virtual nurses across its 88 hospitals in 26 states,” Becker’s Health IT, January 13, 2023.
• Ambient intelligence (that is, passive, contactless sensors embedded in a clinical setting to recognize movement or speech) reduces documentation workload and can continuously monitor patients. 4 Albert Haque, Arnold Milstein, and Li Fei-Fei, “Illuminating the dark spaces of healthcare with ambient intelligence,” Nature , September 9, 2020.
• Centralized training for roles such as transporters that can then be utilized in all areas of the hospital.
• Upskilling employees and modifying staffing models allow nurses to work in units where they are needed most (for example, non-critical-care nurses in critical-care departments).

For example, nurses spend 3 percent of their shifts on patient turning and repositioning. This task could be optimized through innovative “smart” hospital-bed technology, including bed-exit alarms, advanced therapy for redistributing pressure, integrated scales and measurements, and remote information on patient conditions. Voice-automated devices and smart beds can also equip patients with control and autonomy over their rooms and preferences (for example, shades, television, and lighting) without nurse intervention (see sidebar “Examples of tech enablement and delegation in practice”).

These interventions, however, can be costly and may not be appropriate solutions in every system. Healthcare organizations will need to assess the specific needs of nurses and patients to determine which interventions will have the most impact.

Healthcare organizations could also consider continuously evaluating the digital approaches they have implemented to ensure that the technology itself does not create redundancies or rework, introduce delays, or adversely increase workload. For example, 37 percent of nurses report that they do not have access to vital signs or telemetry machines that are integrated with electronic medical records for automatic documentation. This could explain why nurses say they could spend less time—about 30 percent less—documenting vital signs. Technology like scanners and automated vitals machines have been an effective way to streamline documentation. But nurses still report spending nearly 10 percent of their shift scanning medications into the patient record, documenting vitals and completed patient education, and drafting progress notes.

Nurse time saved through care-model changes and innovations can benefit patients and nurses—and contribute to building sustainable careers in healthcare

The impact of care-model redesign could range from improving workload sustainability to addressing a substantial portion of the projected 200,000 to 450,000 nursing gap. Our analysis finds a potential net time savings of 15 to 30 percent of a 12-hour shift, based on estimating the possible range of time reduced through delegation 6 “ANAs principles for delegation,” American Nurses Association, 2012. or tech enablement. 7 Mari Kangasniemi, Suyen Karki, Noriyo Colley, and Ari Voutilainen, “The use of robots and other automated devices in nurses' work: An integrative review,” International Journal of Nursing Practice , August 2019, Volume 25, Issue 4.

In our conservative estimate, there would be no additional opportunity to alleviate the potential nursing shortage, as health systems would reallocate the saved time to their current nursing staff for activities they say they would spend more time on, including time with patients, teaching peers, and investing in their growth and development (Exhibit 5). However, this reallocation of time could improve the sustainability of nursing careers in acute-care practice.

In our optimistic estimate, after reallocating time back to nurses, health systems could free up a 15 percent net time savings, which could translate to closing the nursing workforce gap by up to 300,000 inpatient nurses. Achieving this may require health systems to invest heavily in technology, change management, and workflow redesign.

Realizing these changes will require bold departures from healthcare organizations’ current state of processes. It will be critical for hospitals to bring both discipline and creativity to redesigning care delivery in order to effectively scale change and see meaningful time savings. Close collaboration beyond nursing is also paramount to ensure alignment across the care team and hospital functions including administration, IT, informatics, facilities, and operations. A comprehensive evaluation of redesign requirements can enable health systems to understand what is limiting care-model change (for example, policies, skill development, education). Investment in education and additional onboarding may be needed to upskill and train staff on expectations as work is shifted across roles. Partnering with tech companies and industry vendors in areas such as electronic-health-record platforms can accelerate innovation and implementation to build off existing tools and reduce implementation risks. Although the idea of change may be daunting, incorporating innovations in healthcare delivery could be a strategy for building a sustainable workload that could attract and retain nursing talent by allowing them to do more of what matters to them most: taking care of patients and one another.

Gretchen Berlin, RN , is a senior partner in McKinsey’s Washington, DC, office; Ani Bilazarian, RN , is a consultant in the New York office; Joyce Chang, RN , is an associate partner in the Bay Area office; and Stephanie Hammer, RN , is a consultant in the Denver office.

The authors wish to thank Katie Boston-Leary, RN, and the ANA Enterprise for their contributions to this article. The authors also wish to acknowledge and thank the entire healthcare workforce, including all of those on the front line.

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Part-Time Temporary Instructor, Nurse Aide I

Job location.

Main Campus.

Salary Grade

Job category, application period, target start date, expected work hours, employment type.

Minimum Qualifications

Current unrestricted license to practice as a registered nurse in North Carolina, required.  Must have two calendar years of full-time clinical experience as a registered nurse.  The candidate must also meet one of the following requirements: Completion of a course in teaching adults, prior experience teaching adults, or prior experience in supervising nurse aides.  

Preferred Qualifications

Position description.

The Nurse Aide I Instructor is responsible for classroom, lab, and clinical instruction following the NCDHHS curriculum for Nurse Aide I.  The position is for an instructor for evening classes, and clinical and lab instructor for morning classes.

Instruct students in the Nurse Aide I curriculum provided by the NCDHHS, as well as the skills listed in the NC Nurse Aide I curriculum in the manner specified by the NCDHHS.  Supervise students in the clinical setting for Nurse Aide I, which includes both hospital and assisted living settings.  Create a motivating and engaging classroom environment.  Evaluate the proficiency of student skills.  Adhere to guidelines set by OBRA and the NCDHHS.

Start Date: April 1, 2024 Closing Date: Open until filled. Salary: $30.00 per hour. Working hours: Varied day and evening hours.

Supplemental Information

Official transcripts, including other documentation verifying all reported educational qualifications, are required.  Unofficial transcripts will be accepted for application purposes. The successful candidate must provide official transcripts at his or her expense within thirty (30) days of being notified of selection.

How to Apply

Visit: https://www.schooljobs.com/careers/coastalcarolina/jobs/4300671/part-time-temporary-instructor-nurse-aide-i?pagetype=jobOpportunitiesJobs

Contact Info

Sabrina Adalin

(919) 807-7100

Faculty & Staff

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Long COVID Basics

• Long COVID is a serious illness that can result in chronic conditions requiring comprehensive care.
• Long COVID can include a wide range of ongoing symptoms and conditions that can last weeks, months, or even years after COVID-19 illness.
• Anyone who had a SARS-CoV-2 infection, the virus that causes COVID-19, can experience Long COVID, including children.
• COVID-19 vaccination is the best available tool to prevent Long COVID.
• Living with Long COVID can be difficult and isolating, especially when there are no immediate answers or solutions.

About Long COVID

Long COVID is defined as a chronic condition that occurs after SARS-CoV-2 infection and is present for at least 3 months. Long COVID includes a wide range of symptoms or conditions that may improve, worsen, or be ongoing.

Long COVID occurs more often in people who had severe COVID-19 illness, but anyone who gets COVID-19 can experience it, including children.

Most people with Long COVID experience symptoms days after first learning they had COVID-19, but some people who later develop Long COVID do not know when they were infected. People can be reinfected with SARS-CoV-2 multiple times. Each time a person is infected with SARS-CoV-2, they have a risk of developing Long COVID. Long COVID symptoms and conditions can emerge, persist, resolve, and reemerge over weeks and months. These symptoms and conditions can range from mild to severe, may require comprehensive care, and can even result in a disability .

While rates of new cases of Long COVID have decreased since the beginning of the COVID-19 pandemic, it remains a serious public health concern as millions of U.S. adults and children have been affected by Long COVID.

Signs and symptoms

People with Long COVID can have a wide variety of symptoms that can range from mild to severe and may be similar to symptoms from other illnesses. Symptoms can last weeks, months, or years after COVID-19 illness and can emerge, persist, resolve, and reemerge over different lengths of time. Long COVID may not affect everyone the same way. Some people can experience health problems from different types and combinations of symptoms that may:

• Be difficult to recognize or diagnose
• Require comprehensive care
• Result in disability

Fatigue, brain fog, and post-exertional malaise (PEM) are commonly reported symptoms, but more than 200 Long COVID symptoms have been identified.

General symptoms 

• Tiredness or fatigue that interferes with daily life
• Symptoms that get worse after physical or mental effort

  Respiratory and heart symptoms

• Difficulty breathing or shortness of breath
• Fast-beating or pounding heart (also known as heart palpitations)

  Neurological symptoms

• Difficulty thinking or concentrating (sometimes referred to as “brain fog”)
• Sleep problems
• Dizziness when you stand up (lightheadedness)
• Pins-and-needles feelings
• Change in smell or taste
• Depression or anxiety

  Digestive symptoms

• Stomach pain
• Constipation

  Other symptoms

• Joint or muscle pain
• Changes in menstrual cycles

Symptoms that are hard to explain and manage

Some people with Long COVID have symptoms that are hard to explain or difficult to manage. There is no laboratory test that can determine if your unexplained symptoms are due to Long COVID. People with these unexplained symptoms may sometimes even be misunderstood or experience stigma. This can result in a delay in diagnosis and receiving the appropriate care or treatment. Long COVID treatment is focused on managing symptoms, reducing their impact on daily activities, and improving your quality of life.

Talk to your healthcare provider if you are experiencing symptoms that are hard to explain or that persist, or if you think you or your child has Long COVID.

Complications

Some people, especially those who had severe COVID-19, may experience multi-organ effects or autoimmune conditions lasting weeks, months, or even years after COVID-19 illness. Multi-organ effects can involve many body systems, including the heart, lungs, kidneys, skin, and brain. Symptoms for many of these multi-organ complications are similar to commonly reported Long COVID symptoms. As a result of these effects, people who have had COVID-19 may be more likely to develop new or worsening of health conditions such as:

• Heart conditions
• Blood clots
• Neurological conditions

Who is at risk

While anyone who gets COVID-19 can develop Long COVID, studies have shown that some groups of people are more likely to develop Long COVID than others, including (not a comprehensive list):

• Hispanic and Latino people
• People who have experienced more severe COVID-19 illness, especially those who were hospitalized or needed intensive care
• People with underlying health conditions and adults who are 65 or older
• People who did not get a COVID-19 vaccine

Health inequities affect populations at risk for Long COVID

Health inequities from disability , economic, geographic, and other social factors disproportionately affect some groups of people. These inequities can increase the risk of negative health outcomes and impact from Long COVID.

CDC emphasizes core strategies  to lower health risks from COVID-19, including severe outcomes such as hospitalization and death. Preventing severe outcomes from COVID-19 illness helps prevent Long COVID. Steps you can take to protect yourself and others include:

• Staying up to date on COVID-19 vaccination .
• Practicing good hygiene  (practices like handwashing that improve cleanliness)
• Taking steps for cleaner air
• Use precautions to prevent spread
• Seek healthcare promptly for testing and/or treatment if you have risk factors for severe illness ; treatment  may help lower your risk of severe illness

Research shows COVID-19 vaccination  is the best available tool to prevent Long COVID.

Testing and diagnosis

Long COVID is not one illness. There is no laboratory test that can determine if your symptoms or conditions are due to Long COVID. A positive SARS-CoV-2 test is not required for a Long COVID diagnosis. Your healthcare provider considers a diagnosis of Long COVID based on:

• Your health history
• If you had a diagnosis of COVID-19 by a positive test, symptoms, or exposure
• A health examination

Clinical evaluations and results of routine blood tests, chest X-rays, and electrocardiograms may be normal in someone with Long COVID. People experiencing Long COVID should seek care from a healthcare provider to create a personal medical management plan and improve their symptoms and quality of life. Talk to your healthcare provider if you think you or your child has Long COVID.

Similar conditions

Some people experiencing Long COVID symptoms have symptoms similar to those reported by people with myalgic encephalomyelitis/chronic fatigue syndrome (ME/CFS)  and other poorly understood chronic illnesses that may occur after other infections. These unexplained symptoms or conditions may be misunderstood by healthcare providers, which can result in a delay in diagnosis and people receiving the appropriate care or treatment.

What CDC is doing

CDC is working with other federal agencies to better understand and address the long-term impacts of Long COVID , who gets Long COVID, and why. CDC supports these goals by:

• Partnering with state and local jurisdictions
• Supporting healthcare providers
• Promoting and conducting research

Studies are in progress to learn more about Long COVID and identify further measures to help prevent Long COVID. CDC and partners use multiple approaches to support and conduct research that estimates:

• How many people experience Long COVID and why
• Which groups of people are disproportionately impacted by Long COVID
• How new variants may affect Long COVID
• The role that COVID-19 vaccination plays in preventing Long COVID

Each approach helps CDC and its partners better understand Long COVID and how healthcare providers can treat or support patients living with these long-term effects. CDC posts data on Long COVID and provides analyses. The most recent CDC data and analyses on Long COVID can be found on the  U.S. Census Bureau’s Household Pulse Survey . CDC will continue to share information with healthcare providers to help them evaluate and manage these conditions.

• The Office of Long COVID Research and Practice (OLC) (HHS)
• Long COVID (Veterans Affairs)
• Coronavirus Resources (Department of Labor)
• RECOVER COVID Initiative

Long COVID Reports

• A Long COVID Definition: A Chronic, Systemic Disease State with Profound Consequences | The National Academies Press
• Long-Term Health Effects of COVID-19: Disability and Function Following SARS-CoV-2 Infection | The National Academies Press
• Implementation of the Government-wide Response to Long COVID (HHS)
• National Research Action Plan (covid.gov)
• Services and Supports for Longer-Term Impacts of COVID-19
• Health+ Long Covid Human-Centered Design Report (HHS)
• Whole Health System Approach to Long COVID (Veterans Affairs)

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• The Centers for Disease Control and Prevention (CDC) cannot attest to the accuracy of a non-federal website.
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• You will be subject to the destination website's privacy policy when you follow the link.
• CDC is not responsible for Section 508 compliance (accessibility) on other federal or private website.

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NURSE PRACTITIONER

Durham, NC, US, 27710

Occupational Summary

Plan, coordinate, and manage the daily activities of a mobile clinic as part of a special project funded by HRSA. Supervise the activities of the RN and pre-licensure and MSN students at mobile clinics. This position is .75 FTE.

Work Performed Clinical Care:

Evaluate and treat patients of all ages with common acute and chronic illnesses in rural and underserved areas both in person on a mobile clinic and via telemedicine.

Lead the development of the mobile clinic care documentation.

Refer and consult with specialists, urgent care, and emergency department as appropriate. Perform and document sports physicals for children and adolescents.

Oversee or use point of care testing equipment as appropriate and interpret results. Provide patient education.

Educational Duties:

Serve as clinical instructor of pre-licensure and MSN students on a mobile clinic.

Work closely with Granville-Vance Public Health Department RN to assure appropriate student mobile clinic excursion activities.

Work closely with community partners to determine scope of clinical services at each mobile clinic excursion site.

Coordinate mobile clinic excursion and immersion events. Maintain mobile clinic excursion and immersion schedule.

Attend all mobile clinic immersion and excursion experiences which includes spring break and intercession between summer and fall semesters.

Assist in the review and selection of M-PACT Scholars for each cohort.

Administrative Duties:

Establish ongoing communication as needed between community providers and M-PACT clinics to coordinate care.

Develop par-level list and order supplies for the mobile clinic as needed.

Serve as member of the M-PACT Clinic Core Team and attend and contribute at all meetings. Assist in mobile clinic evaluation activities including collecting data, analyzing data, and preparing reports.

Contribute to presentations and manuscripts regarding the mobile clinic. Assist with hiring M-PACT Clinic clinical instructors.

Supervise clinical instructors in field settings.

Perform other related duties incidental to the work described herein.

The above statements describe the general nature and level of work being performed by

individuals assigned to this classification. This is not intended to be an exhaustive list of all responsibilities and duties required of personnel so classified.

Required Qualifications at this Level

Education/Training:

Work requires completion of accredited Nurse Practitioner program with a specialization as a Family Nurse Practitioner. State of North Carolina NP licensure is also required. Participate in continuing education activities as required by state licensure and national certification. Maintain BLS certification.

Experience:

Minimum experience working two years as a NP. Experience working with under-resourced communities. Knowledge of North Carolina communities is helpful .

Ability to communicate effectively to diverse populations including patients, staff and general public. Ability to work in the community, including non-traditional work settings such as mobile clinic, community buildings (e.g., school, church).

Understanding of mental health and substance use issues; understanding and experience with immigrant populations helpful.

Understanding of and ability to apply trauma-informed care principles in clinical practice. Ability to work independently.

Nurse educator experience preferred.

Experience with telemedicine equipment preferred. Bilingual (English/Spanish) preferred.

DNP preferred.

Must have own vehicle, auto insurance, and valid NC driver’s license.

Minimum Qualifications

Work requires completion of accredited Nurse Practitioner program. State of North Carolina licensure is also required.

Work requires no previous experience. OR AN EQUIVALENT COMBINATION OF RELEVANT EDUCATION AND/OR EXPERIENCE

Duke is an Affirmative Action/Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status.

Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas—an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.

Essential Physical Job Functions: Certain jobs at Duke University and Duke University Health System may include essentialjob functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.

Nearest Major Market: Durham Nearest Secondary Market: Raleigh

Duke is an Affirmative Action / Equal Opportunity Employer committed to providing employment opportunity without regard to an individual’s age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status. Read more about Duke’s commitment to affirmative action and nondiscrimination at hr.duke.edu/eeo.