LPN Challenges

Licensed practical nurses (LPNs) are a few of the most crucial individuals in the nursing care field. They assist the RNs with their tasks and make their job a lot easier and improve the quality of services. However, LPNs do face certain challenges once they make an effort to execute their jobs. A few of these challenges are the effects of the legalities of nursing. LPNs are restricted with what they are should do, which sometimes make challenges for an LPN who needs to rely on the RN for a lot of things.

LPNOne of the difficulties for LPNs, particularly in this tight job economy, is locating a spot to work. Many hospitals restrict their employment to registered nurses alone, which is frustrating for LPNs who wish to operate in acute care settings. Some hospitals do hire LPNs, usually in roles which have less authority and therefore task-oriented.

LPNs will find jobs in nursing homes, however they don’t have the authority, and they will still work under the supervision of a registered nurse. Again, the LPN might be reduced to roles like medication nurse or treatment nurse rather than getting full care of the patients. Some centers, like dialysis facilities only hire RNs to operate the dialysis machine and care for patients. For many LPNs, this lack of diversity in job possibilities could be a challenge.

LPNs are frequently restricted with what they are able to do because, legally, they are bound with the task of delegation. An LPN cannot assess, identify or evaluate care since this is the job of the RN. Sometimes, this is often frustrating to have an LPN who may have heard what must be done and can’t really get it done. An LPN may even disagree with their supervisory RN, and can be powerless to alter the duties they’re assigned to accomplish.

This concern is surmountable, though you can’t alter the laws and regulations regarding patient care, however, you can cultivate a good working relationship with the RN, to supply the very best care for that patient. Simply because an LPN is assigned a particular task it doesn’t mean that she or he can’t do anything like when a patient is getting breathless. When the assigned RN does nothing or ignores the problem, the LPN can assist the patient. Despite the fact that LPNs are technically beneath the RN within the chain of command, they are able to still impact a patient’s care.

In certain situations, an LPN with two decades of experience will discover that the new grad nurse is their supervisor. This can be a challenging situation since the LPN likely knows a little more about patients, their diseases and just how to perform than an RN who has limited experience. Again, it’s a legal anomaly that needs the RN to delegate towards the LPN. If the RN doesn’t have a good deal of experience, an LPN must understand how to approach the problem.

Communication between your RN and LPN is essential towards the proper care of the individual. An LPN who assumes that the RN knows what they’re doing can harm the patient. An LPN must be a good communicator along with a nurse who understands how to manage people. Good communication will resolve this issue and will improve the quality of the health care.

LPN Job Demand Outlook

LPNThe Wall Street Journal reported that technological progressions, expanded focus on costs and enhancing patient results obliges organizations to demand more from both their high-skilled and low-skilled workers. This pattern is pushing LPN staff, which is viewed as a middle skilled occupation that doesn’t require a degree, out of hospitals and into lower paying places like assisted living centers. How has LPN hiring changed over the past 4 years?

Throughout the past 4 decades, the smallest number of occupation ads for LPN was seen throughout January 2010. From that point forward, hiring demand rose 60%. There were 38,000 jobs promoted on the web, which is a 17% decline when compared to the same 30-day interim in 2012.

The highest number of LPN job ads throughout showed up in Atlanta (GA), Minneapolis (MN), and Houston (TX). Of the metro places with the best demand, Minneapolis was the main area to experience year-over-year improvement, expanding 11% when compared to the same 30-day interim the past year. Recruiters in many spots are liable to have great employing conditions with a national average score of 15 on the Hiring Scale (the Hiring Scale scores reaches from 1 – 99, with 99 representing hardest-to-fill.) However, there are 5 places that score between 62 and 71, indicating that organizations in these places may experience issues looking for this talent. These places include:

  • Casper (WY)
  • Anchorage (AK)
  • Sioux Falls (SD)
  • Kennewick-Pasco-Richland (WA)
  • Fargo (ND)

WANTED Analytics™ demonstrates that LPNs were all the more sought after at general medical and surgical hospitals than anyplace else. Not just is this industry recruiting the most candidates, but has also seen demand expand 21% over last year. Working environments of specialists was likewise among the segments with the most demand and the greatest improvement, climbing 15% since 2012. Home health care services and nursing care facilities both saw extraordinary job ads volume, but demand in these areas diminished in comparison to last year. In these particular parts, LPN hiring issues isn’t likely to differ greatly. Home health care services results the lowers on the Hiring Scale with 13 and physician offices scores the highest at 17.