Wednesday, May 30, 2007

Nurses Jobs Vacancy : Exciting Career Opportunities at the American Hospital Dubai

Exciting Career Opportunities at The American Hospital Dubai

Kebetulan saya mendapatkan majalah The Nursing Post tentang peluang karir dan pendidikan untuk tenaga perawat Internasional. Salah satu RS di Dubai (American Hospital Dubai) dengan kapasitas 143 tempat tidur, melayani kasus perawatan akut, medikal dan bedah memiliki misi untuk memberikan standart pelayanan terbaik di Dubai dan telah diakreditasi JCIA (The Joint Commission International Accreditation) membutuhkan perawat untuk :

1. OR Nurse (Perawat ruang operasi)

2. Post Anastesia Care Unit
3. ICU Nurse
4. Midwives (Bidan)
5. MEDICAL SURGICAL (Orthopedic experience) staf nurse
6. Head nurse MED SURG -1 (Orthopedic exerience preferred)
7. ER Nurse (Perawat Ruang Gawat Darurat)
8. Cardiothoracic Nurse
9. Nursing Supervisor
10. Paramedic (ACLS certified)
11. Cardilogy tehnicians
12. Ultrasound techincians, Radiographers, MRI dan CT Techinicians (Non Perawat)

Fax aj Resume kamu ke : + 971-4-336-0068 (Dalam bahasa Inggris tentunya)
atau email ke careers_nurse@ahdubai.com
atau kunjungi websitenya www.ahdubai.com

Sayangnya tidak ada penjelasan tentang berapa gaji, fasilitas, peluang karir dsb. Tapi kalau ingin tahu coba saja email dan kirim resume/CV nya.











Monday, May 28, 2007

Belajar NCLEX-2 (7 Kota Baru Tempat Ujian NCLEX)


Please Answer This Question :

The client admitted 2 days earlier with a lung resection accidentally pulls out the chest tube. Which action by the nurse indicates understanding of the management of chest tubes?

a. Order a chest x-ray

b. Reinsert the tube

c. Cover the insertion site with a Vaseline gauze

d. Call the doctor

A client being treated with sodium warfarin has a Protime of 120 seconds. Which intervention would be most important to include in the nursing care plan?

a. Assess for signs of abnormal bleeding

b. Anticipate an increase in the Coumadin dosage

c. Instruct the client regarding the drug therapy

d. Increase the frequency of neurological assessments

Di tahun lalu, ada 7 tempat Kota baru untuk dapat melakukan test NCLEX-RN (International testing sites for NCLEX-RN) yaitu : Australia, India, Jepang, Mexico, Canada, Jepang dan Taiwan. Sebelumnya mengikuti London, Hongkong dan Seoul - tahun ini pun Manila merencanakan menjadikan tempat test NCLEX-RN. Bagaimana yah dengan Jakarta ??? Mudah-mudahan bisa segera terwujud.

Sebenarnya ini memungkinkan dengan banyaknya perawat yang mengikuti NCLEX dari Asia (5 besar : Philipina, India, Korea, Meksiko dan Kuba). Sehingga mungkin saja kebijakan perekrutan perawat untuk negara maju akan bergeser melirik Asia. Mudah mudahan ini menjadi sebuah tantangan untuk perawat Indonesia sendiri dan lembaga terkait di Indonesia, memanfaatkan peluang yang ada. Meskipun ada juga sebuah tantangan dengan banyaknya negara tetangga yang menjadi kompetitor kita.


Tips Belajar NCLEX lewat Google books :
Search google books lewat :
www.google.books.com
search NCLEX : disitu teman-teman dapat mempelajari banyak buku NCLEX dan soal-soalnya Gratisan (sayang tidak bisa di download atau copy paste).

Dan buat perawat Indonesia yang ada di Kuwait, kalau ingin mendapatkan Buku NCLEX (Hard text original + CD soal) dapat mencoba membeli di Muthana Center city, Toko Buku Al Jarir Hawally (Kadang dapat diskon 10%, saya pernah mendapatkan Kaplan NCLEX cuma 2 KD wah seru original + CD nya),  atau coba cari di Toko Buku Kedokteran di Kuwait Medical Association (KMA) di Jabriya, dekat Mubarak Hospital/Blood Bank, kadang murah juga disana (10 - 30 KD). Ada lagi sebenarnya di Kuwait University, tapi saya belum dapat menemukannya, selamat mencari deh !!!




Saturday, May 26, 2007

Belajar Soal NCLEX - 1



Belajar Soal NCLEX – 1

Answer this question !!!

A 43-year-old African American male is admitted with sickle cell anemia. The nurse plans to assess circulation in the lower extremities every 2 hours. Which of the following outcome criteria would the nurse use?

A. Body temperature of 99°F or less

B. Toes moved in active range of motion

C. Sensation reported when soles of feet are touched

D. Capillary refill of <>

The client is admitted with left-sided congestive heart failure. In assessing the client for edema, the nurse should check the:

A. Feet

B. Neck

C. Hands

D. Sacrum

Kalau anda mahasiswa perawat atau Perawat di Indonesia yang penasaran dengan Soal NCLEX , jawab aja dan isilah di link berikut :

25 soal dengan jawabannya

www.testprepreview.com


Pasti SUSAH yah,
Naikkan level anda 10 x lipat dengan 250 soal dengan jawaban dan rasional :

www.examcram2.com

Selamat Belajar dan Berjuang untuk 50 Perawat Indonesia di Kuwait yang sedang Belajar NCLEX, Hope You Pass it !!!

Btw Thks for Novita, Elizabeth, Made dan Shelly (4 Perawat Indonesia di Kuwait yang telah lulus NCLEX-RN dan mau membagi Ilmunya),,, masih sabar saya nunggu Gelombang II – karena hujan badai debu kemarin

Source From :

www.filipinonurse.blogspot.com(Blog Perawat Philipino di Amrik)











Thursday, May 24, 2007

Pulse Oximetri : Alat Bantu Untuk Perawat




Aplikasi Pulse Oximetry Di Rumah Sakit

Alat Bantu untuk Perawat

Pulse oximetry adalah salah satu metode penggunaan alat untuk memonitor keadaan saturasi O2 dalam darah (arteri) pasien, untuk membantu pengkajian fisik pasien, tanpa harus melalui ABG/Analisa Gas Darah.

Pulse oximetry saat ini telah menjadi alat yang baku untuk memonitor keadaan pasien pre operasi, menjadi indikator status sistem pernapasan dan kardiovaskular pasien. Selama ini alat pulse oximetry sangat berguna di ruang ICU, ruang recovery post operasi, saat pasien di anastesi, atau juga di ruang penyakit dalam/bedah untuk pasien dengan observasi jantung dan parunya. Tehnik pulse oximetry sangat mudah dan dengan cepat dapat diajarkan kepada perawat, pasien dan keluarga sekaligus.

Pulse oximetry mengukur saturasi oksigen dalam pembuluh darah arteri terutama dalam Hb (hemoglobin). Tehnologi ini sebenarnya cukup rumit, namun secara umum terdiri dari dua prinsip dasar. Pertama adalah absorpsi dari gelombang cahaya yang berbeda dari Hb yang memiliki tingkat kadar oksigen yang berbeda. Dan yang kedua, transmisi pada jaringan tubuh memilki komponen impuls yang menghasilkan satu gelombang cahaya, yang terjadi akibat perbedaan volume darah yang menghasilkan denyut nadi.

Fungsi dari pulse oximeter sangat terpengaruh oleh berbagai macam variable, seperti ambient light, nilai Hb (Hemoglobin), irama dan kekuatan denyut nadi, vasokontriksi pembuluh darah arteri dan fungsi jantung. Alat pulse oxymetri tidak mengindikasikan keadaan ventilasi pasien, tetapi lebih menggambarkan keadaan oksigenasi dalam darah arteri (perfusi). Dan mungkin saja keadaan hipoksia dapat terdeteksi lebih cepat saat alat ini mendeteksi adanya penurunan saturasi oksigen.



Tip penggunaan alat pulse oksimetri
  • Colok kabel pulse oksimetri ke soket listrik, untuk pengisian baterainya
  • Nyalakan pulse oksimetri tunggu beberapa saat untuk melakukan kalibrasi dan mentest alat
  • Pilih tombol yang akan disesuaikan (pilihan parameter) dan angka rendah/tingginya (umumnya dibawah 85% O2 saturasi ) alat ini di set untuk berbunyi alarmnya, dan denyut nadi (dibawah 60 x/min atau diatas 100 x/min)
  • Berikan waktu beberapa saat untuk alat ini mendeteksi denyut nadi dan menghitung saturasi oksigen
  • Lihat juga tampilan gelombang, sehingga tanpa adanya tampilan gelombang pembacaan hasil tidak bermakna
  • Lihat pembacaan hasil jika semula 99% dan langsung drop 85% maka saturasinya dianggap tidak bermakna

Sebagai perawat tentu saja alat ini membantu sekali untuk membuat rencana asuhan keperawatan misalnya untuk menegakkan diagnosa keperawatan : Gangguan perfusi jaringan atau Inadekuat bersihan jalan napas (Data objektif pendukungnya : O2 saturasi kurang dari 85%)











Monday, May 21, 2007

Kiat Mencari Pekerjaan Perawat Secara Online

Kiat Mencari dan Melakukan Aplikasi Online
Lowongan Kerja Perawat Di Luar Negeri



Sebenarnya saat ini kita sebagai perawat Indonesia semakin terbantu dengan perkembangan informasi melalui internet, khususnya lowongan pekerjaan perawat di luar negeri. Hanya saja perawat kita belum terbiasa dan belum memahami bagaimana mencari dan melakukan aplikasi (lamaran pekerjaan) lewat online. Dan ini dapat dilakukan untuk melakukan lamaran pekerjaan di dalam negeri, namun sekali lagi menurut saya ada baiknya semakin banyak perawat Indonesia dapat menimba pengalaman bekerja di luar negeri .

Sebagian besar perawat Indonesia bekerja di luar negeri melalui PJTKI, Program G-G (Government to Government) atau Universitas – Universitas (Twinning Program/Bridging Program). Ada pula beberapa perawat yang secara individual berani masuk bekerja di luar negeri, dengan menggunakan visa studi/belajar, visa kunjungan/visa turis, atau bahkan menikah dengan WNA.


Saat ini kita dapat pula mencoba melakukan aplikasi online via internet dengan beberapa cara, dan kiat yang perlu sedikit diketahui.

1. Mencari website/portal job aplikasi di luar negeri
• Mudahnya kita mencari saja lewat search engine google, yahoo atau MSN
• Ketik nurses jobs in USA, misalnya (sesuai negara yang dituju)
• Sesuaikan dengan minat, salary dan fasilitas yang ditawarkan, kemampuan bahasa inggris kita, dan lebih bagus telah ada kontak person (sponsor) di Negara ybs.
• Setelah dapat website tersebut mis :
http://www.jobsdb.com/
http://www.jobindo.com/
http://www.karir.com/
• Masukkan website tersebut dalam favorit (Internet explorer) atau bookmarks (Firefox, Opera, Netscape) anda supaya memudahkan untuk login berikutnya
• Kemudian usahakan login menjadi members, umumnya gratisan semua dan buat password yang mudah diingat, usahakan sama untuk semua website, dan bedakan dengan password email kita.
• Buatlah login ID sesuai nama anda dan buat email juga sesuai nama anda ,misal : Tukul Arwana (login id) dan email yang digunakan : tukularwana@yahoo.com atau tukularwana@gmail.com
• Hindari penggunaan id yang palsu atau bias dengan nama kita (terkait dengan kredibilitas)

2. Buat CV (Curiculum Vitae)/Resume kita
Dalam membuat resume/CV sebaiknya kita jujur dan usahakan sesuai dengan dokumen yang kita miliki. CV sebaiknya pula ada yang berbahasa Indonesia dan ada juga yang berbahasa Inggris. Dalam CV anda dianjurkan mencantumkan :
  • Riwayat Pekerjaan
  • Riwayat Pendidikan
  • Alamat, telepon, fax, email dan website/blog anda
  • Cantumkan gaji dan fasilitas yang diinginkan
  • Cantumkan Company profile anda sebelumnya

3. Naikkan Level Pekerjaan
Dalam mencari pekerjaan sebagai perawat saran saya coba kita naikkan level (terkecuali untuk fresh graduate), misalnya : dari segi gaji/salary, cari gaji yang 2 kali lipat dari gaji anda sekarang ini. Atau apabila sebelumnya staf perawat (staf nurse), cari jabatan sebagai supervisor/Kepala Ruangan (umumnya gaji akan mengikuti). Demikian pula semisal kita bosan bekerja di tempat lama, maka sebaiknya mencari pekerjaan baru yang lebih menantang, misal keluar negeri. Ada teman saya yang menyebutkan NURSE IS YOUR PASPORT.

Kapan lagi kita bisa travelling (mendapatkan uang), sekolah lagi di LN, belajar bahasa Inggris dan mempelajari budaya asing – Lewat Profesi Perawat kita bisa, kenapa juga tidak dimanfaatkan dan mencobanya.

4. Tetap Mencari Peluang Off line
Rajin berkunjung ke Kedubes Asing di Jakarta, Mencari info di Depnaker, PJTKI, dan berhubungan dengan teman-teman perawat di luar negeri juga menjadi jalan masuk untuk bekerja di luar negeri. Namun semuanya tekad dan motivasi lah yang terpenting semuanya.

BERIKUT Website untuk Perawat :
http://www.learn4good.com/jobs/index.php?language=english
www.nursingjobs.org/
www.nursing-jobs.com/
www.nursing-jobs.us/




















Thursday, May 17, 2007

BEP Menjadi PERAWAT : Jangan Mau Dibayar UMR



BEP Menjadi Perawat : Sebandingkah Dengan Income kita ???? Jangan Mau Dibayar(+- 10% UMR) !!

Perawat saat ini adalah satu profesi yang sedang dicari di Negara-negara maju dengan adanya nursing shortage. Di Kuwait sekalipun profesi ini dihargai dengan baik dengan income yang termasuk dalam kelas menengah. Dokter ekspatriat disini rata-rata berpenghasilan 700 – 1000 KD dan kita perawat ekspatriat separuh dari mereka, demikian pula untuk perawat Kuwaity rata-rata salary mereka separuh dari dokternya.

Jangan Tanya di Indonesia ??? (BACA KOMPAS, sdh lama juga sih) Gaji perawat mungkin 1 : 10 dengan dokter umum atau 1: 100 dengan dokter spesialis, namun jam kerja dan tuntutan kerja lebih besar. Disini perawat juga lebih dihargai (kadang2 saja pasien dan keluarga rewel dan suka complain), namun untuk pelayanan publik, administrasi, dsb kalau kita bilang "I am nurses in ,…… hospital " – mereka umumnya mempertimbangkan dan "respect".

Terlebih lagi di Negara-negara seperti Amerika Serikat, Australia, Inggris dan Negara maju lainnya. Kadang hal tersebut yang membuat sebagian kecil perawat Indonesia yang saat ini bekerja di luar negeri sedikit senang, berbeda dengan saat di negara sendiri.

Buat saya yang kebetulan tidak pernah bekerja di RS di Indonesia sebagai staf full time dan hanya menjadi CI di RS saja (itupun hanya untuk membimbing mahasiswa AKPER/STIKES). Memang belum pernah merasakan resiko menjadi perawat. Katakanlah gaji perawat di Indonesia Rp 1 juta/bulan, rasanya kalau dihitung dengan biaya yang dikeluarkan saat kuliah amatlah "jauh panggang dari api" (panas tidak dingin juga tidak jelas).

Coba saja hitung Kapan BEP (Break Event Point-nya) ????

Rata-rata SPP AKPER/STIKES Swasta per semester sekarang ini Rp. 5 juta, biaya hidup (kost, makan dan buku) sekitar Rp. 1,5 juta/bulan; maka per semester uang untuk kuliah dll yang perlu dikeluarkan oleh orang tua adalah Rp 14 juta per semester. Sehingga katakanlah untuk AKPER total investasi orang tua adalah Rp. 14 juta x 6 semester = Rp. 84 juta (belum dengan lain2) sampai lulus. Untuk S1 Keperawatan tentunya menjadi lebih besar, katakanlah dengan 9 semester berarti menjadi Rp. 126 juta.

Mungkin agak sedikit berbeda dengan mereka yang kuliah di AKPER Negeri, atau PTN (Fakultas Ilmu Keperawatan). Namun katakanlah mereka yang kuliah di negeri separuhnya dari yang swasta (salah satu teman saya baru diwisuda di ekstension FIK UI, habis 60 juta). Alhamdulillah sekali waktu saya kuliah dapat di PTN yang sama (Angkatan program A -92 , SPP nya baru 250 rb/smstr, kost di Percetakan Negara 90 rb per bulan, makan lumayan dah mahal juga 10 rb per hari, buku sama saja). Inilah yang disebut Inflasi . Dan 10 tahun lagi mungkin saja untuk menjadi perawat biaya yang dikeluarkan orang tua menjadi 2 kali lipatnya .

Kalau kita saat ini bekerja jadi perawat di Indonesia katakanlah bekerja di 2 RS total income 2 juta sebulan, sabetan 1 juta sebulan (Biaya hidup rata-rata di Jakarta 1,5 juta sebulan, cicilan rumah 1 juta sebulan, maka saving 500 rb perbulan). Untuk mengembalikan Modal Kuliah (BEP) berarti 500 rb x 12 = 6 juta pertahun saving kita, maka untuk BEP AKPER adalah 14 tahun dan S1 berarti 21 tahun.

Lah kan gaji kita naik juga, OK tetapi pertimbangkan harga-harga (Inflasi) juga naik.
Sekarang ini kalau kita bekerja di LN mungkin BEP nya bisa dipercepat (Pensiun Dini). Katakan saja yang tadinya kita saving pertahun, di LN bisa kita saving jadi per 2 bulan misalnya, maka BEP AKPER adalah 84 juta : 36 juta/tahun = 2 tahun , 3 bulan dan S1 Keperawatan : 3 , 5 tahun hmmmm Lumayan kan jauhnya !!!!

Kita sebagai perawat tidak usahlah membandingkan dengan BEP Profesi lain, cukup tetap yakin dan fokus bahwa menjadi perawat adalah hal yang terbaik buat kita. Dan sedikit SMART dalam mengembangkan kesejahteraan, pendidikan dan martabat profesi.

Pesan saya (JANGAN DIIKUTI Kalau TIDAK YAKIN). Kalau kita masih bergaji di kisaran UMR (+- 10%) (Jakarta the regional minimum wage (UMR) for 2006 to Rp 816.000 ($93) per month) coba intip peluang yang lain dan buru-buru keluar saja.


Dan coba pertimbangkan hitung Gaji kita dalam jam (JANGAN dalam BULAN) !!!.
1 juta sebulan = Rp. 6.250 (perjam) total jam kerja 40 jam/minggu rata-rata
5 juta sebulan = Rp. 31.250 (perjam)
10 juta sebulan = Rp. 62.500 (perjam)
50 juta sebulan = Rp. 312.500 (perjam)









Wednesday, May 16, 2007

RN



Registered Nurses (RN)

Significant Points

  • Registered nurses constitute the largest health care occupation, with 2.4 million jobs.
  • About 3 out of 5 jobs are in hospitals.
  • The three major educational paths to registered nursing are a bachelor’s degree, an associate degree, and a diploma from an approved nursing program.
  • Registered nurses are projected to create the second largest number of new jobs among all occupations; job opportunities in most specialties and employment settings are expected to be excellent, with some employers reporting difficulty in attracting and retaining enough RNs.

Nature of the Work

Registered nurses (RNs), regardless of specialty or work setting, perform basic duties that include treating patients, educating patients and the public about various medical conditions, and providing advice and emotional support to patients’ family members. RNs record patients’ medical histories and symptoms, help to perform diagnostic tests and analyze results, operate medical machinery, administer treatment and medications, and help with patient follow-up and rehabilitation.

RNs teach patients and their families how to manage their illness or injury, including post-treatment home care needs, diet and exercise programs, and self-administration of medication and physical therapy. Some RNs also are trained to provide grief counseling to family members of critically ill patients. RNs work to promote general health by educating the public on various warning signs and symptoms of disease and where to go for help. RNs also might run general health screening or immunization clinics, blood drives, and public seminars on various conditions.

RNs can specialize in one or more patient care specialties. The most common specialties can be divided into roughly four categories—by work setting or type of treatment; disease, ailment, or condition; organ or body system type; or population. RNs may combine specialties from more than one area—for example, pediatric oncology or cardiac emergency—depending on personal interest and employer needs.

Working Conditions

Most RNs work in well-lighted, comfortable health care facilities. Home health and public health nurses travel to patients’ homes, schools, community centers, and other sites. RNs may spend considerable time walking and standing. Patients in hospitals and nursing care facilities require 24-hour care; consequently, nurses in these institutions may work nights, weekends, and holidays. RNs also may be on call—available to work on short notice. Nurses who work in office settings are more likely to work regular business hours. About 23 percent of RNs worked part time in 2004, and 7 percent held more than one job.

Nursing has its hazards, especially in hospitals, nursing care facilities, and clinics, where nurses may care for individuals with infectious diseases. RNs must observe rigid, standardized guidelines to guard against disease and other dangers, such as those posed by radiation, accidental needle sticks, chemicals used to sterilize instruments, and anesthetics. In addition, they are vulnerable to back injury when moving patients, shocks from electrical equipment, and hazards posed by compressed gases. RNs who work with critically ill patients also may suffer emotional strain from observing patient suffering and from close personal contact with patients’ families.

Training, Other Qualifications, and Advancement

In all States and the District of Columbia, students must graduate from an approved nursing program and pass a national licensing examination, known as the NCLEX-RN, in order to obtain a nursing license. Nurses may be licensed in more than one State, either by examination or by the endorsement of a license issued by another State. Currently 18 States participate in the Nurse Licensure Compact Agreement, which allows nurses to practice in member States without recertifying. All States require periodic renewal of licenses, which may involve continuing education.

There are three major educational paths to registered nursing: A bachelor’s of science degree in nursing (BSN), an associate degree in nursing (ADN), and a diploma. BSN programs, offered by colleges and universities, take about 4 years to complete. In 2004, 674 nursing programs offered degrees at the bachelor’s level. ADN programs, offered by community and junior colleges, take about 2 to 3 years to complete. About 846 RN programs in 2004 granted associate degrees. Diploma programs, administered in hospitals, last about 3 years. Only 69 programs offered diplomas in 2004. Generally, licensed graduates of any of the three types of educational programs qualify for entry-level positions as staff nurses.

Many RNs with an ADN or diploma later enter bachelor’s programs to prepare for a broader scope of nursing practice. Often, they can find a staff nurse position and then take advantage of tuition reimbursement benefits to work toward a BSN by completing an RN-to-BSN program. In 2004, there were 600 RN-to-BSN programs in the United States. Accelerated master’s degree programs in nursing also are available. These programs combine 1 year of an accelerated BSN program with 2 years of graduate study. In 2004, there were 137 RN-to-MSN programs.

Employment

As the largest health care occupation, registered nurses held about 2.4 million jobs in 2004. About 3 out of 5 jobs were in hospitals, in inpatient and outpatient departments. Others worked in offices of physicians, nursing care facilities, home health care services, employment services, government agencies, and outpatient care centers. The remainder worked mostly in social assistance agencies and educational services, public and private. About 1 in 4 RNs worked part time.

Job Outlook

Job opportunities for RNs in all specialties are expected to be excellent. Employment of registered nurses is expected to grow much faster than average for all occupations through 2014, and, because the occupation is very large, many new jobs will result. In fact, registered nurses are projected to create the second largest number of new jobs among all occupations. Thousands of job openings also will result from the need to replace experienced nurses who leave the occupation, especially as the median age of the registered nurse population continues to rise.

Much faster-than-average growth will be driven by technological advances in patient care, which permit a greater number of medical problems to be treated, and by an increasing emphasis on preventive care. In addition, the number of older people, who are much more likely than younger people to need nursing care, is projected to grow rapidly.

Earnings

Median annual earnings of registered nurses were $52,330 in May 2004. The middle 50 percent earned between $43,370 and $63,360. The lowest 10 percent earned less than $37,300, and the highest 10 percent earned more than $74,760. Median annual earnings in the industries employing the largest numbers of registered nurses in May 2004 were as follows:
Employment services U$63,170
General medical and surgical hospitals U$53,450
Home health care services U$48,990
Offices of physicians U$48,250
Nursing care facilities U$48,220


Many employers offer flexible work schedules, child care, educational benefits, and bonuses.
http://www.bls.gov/oco/ocos083.htm














Sunday, May 13, 2007

Yayasan AMRI membutuhkan Perawat Untuk Saudi Arabia



Yayasan Amri Membutuhkan Segera 250
Perawat Untuk Direkrut dan Ditempatkan
di Rumah Sakit Saudi Arabia.



Apabila anda seorang Perawat Lulusan D3 (minimal lulusan tahun 2004) atau S1 (minimal lulusan 2006), bisa berbahasa Inggris, perempuan, anda akan mendapat gaji bersih/bulan di RS Saudi Arabia mulai dari $800 sampai dengan $1300. Cuti 45 hari /tahun diberi ticket pesawat pulang pergi.

Pendaftaran gratis dibuka setiap hari kerja dari jam 9:00 – 15:00

di alamat :
Yayasan Amri – Balai Latihan Kerja Perawat
Jl. Ganceng (Belakang PT Amri Margatama, jl. Raya Keranggan No. 6.)
Jatisampurna, Bekasi 17433
Telp.: (021) 8449635, (021) 70991737 , (021) 7098 3795, (021) 7098 3796
Fax: (021)8449629
Email: info@yayasan-amri.com atau amri_nurse@cbn.net.id
Website: www.yayasan-amri.com

Yayasan Amri telah memberangkatkan lebih dari 625 perawat ke Saudi Arabia sejak angkatan I, dari tahun 2002 sampai sekarang.











Saturday, May 12, 2007

Indonesia'n Nurses Students Demonstrated to Increase Health Budget in Indonesia During Nurses Days


Indonesia'n Nurses Students Demonstrated to Increase Health Budget in Indonesia

During Nurses Day's 12 May 2007


During nurses days 12 May 2007, more than hundred nurses students in Jakarta make spontaneous demonstrated in HI round street Jakarta. They are demanded Indonesian government to increase health budget and reduce highly cost of health services in Indonesia in recent years.

The students was coordinated by Indonesian Nurses Students Association (Kesatuan Mahasiswa Keperawatan Indonesia). In the peace demonstrated, they make some poster to make suggestion to Indonesian President SBY to concern about health and nursing program include to reduce cost of health services, concern to placement nurses job in indonesia and overseas.

See the news in here

And picture in here














The Economic Benefit of Adressing Nursing Shortage



The Economic
Benefits of
Addressing the
Nursing Shortage on DC US


As state governments, colleges and universities, and others work to address the national nursing work force shortage and associated costs, it is critical to quantify the cost-benefits of reducing the shortage in Southern Regional Education Board (SREB) states and communities. The shortage of registered nurses is widespread in the 16 SREB states and the District of Columbia. It cuts across many urban, rural or socioeconomic areas. And its impact is enormous. No other professional group is in higher demand than nursing, and no other single group offers the economic benefits of the nursing profession. Alleviating the nursing work force shortage makes sound economic sense.


Sheer numbers tell the story. Business Week reported in a 2006 cover story that
the primary engine fueling the U.S. economy is health care — not information technology, energy or other industries, including real estate. The demand for health care and skilled health care workers is expected to sky- rocket as the U.S. population ages. As the article points out, health care is highly personnel-intensive, and registered nurses are the largest personnel group in the industry. Therefore, state and community leaders who seek a larger, more viable economic base simply cannot afford to ignore the labor shortage in this predominant sector.

Growing communities need more registered nurses to serve their population, and registered nurses are among the most desirable and beneficial workers in a community. Currently, considerable efforts are made by many community and government leaders to recruit new industries to a specific locale, yet many of those industrial employees are relatively unskilled, minimum-wage earners.
Their “return” in economic and tax benefits to the community and state ranks far below those of a high-demand, highly skilled nursing work force.

Research shows that the lesser economic benefit of these lower-wage workers trickles down only to the surrounding community.

In contrast, addressing the nursing shortage benefits the entire region since the shortage is so wide-spread and nurses earn higher wages.
Registered nurses are highly educated and technically skilled professionals, many with annual salaries above $50,000. As higher-paid employees, registered nurses pay more local and state taxes, contributing to a larger degree to the economic well-being of their state.

With higher wages, they are also more likely to buy more food and clothing, professional services, gasoline and other goods, and engage in more travel and entertainment, thus contributing to the economic vitality of a great number of other businesses. The higher salaries paid to nurses trickle down to benefit many others inside and outside of their surrounding communities.
1

In sum, more registered nurses mean more revenue. Included in this report is a table highlighting the projected shortage of registered nurses in each SREB state and the District of Columbia. It shows the entry salary for those positions, the resulting state taxes that would be generated and the economic benefits if those positions were filled. If the shortage of registered nurses in the SREB region was resolved, the projected trickle-down economic benefit to local communities throughout the region would top
$5 billion annually. Governments that collect state taxes would gain from $1 million to $12 million — or more — in new tax revenues.

For the past 40 years, through the SREB Council on Collegiate Education for Nursing, SREB has played an important leadership role in addressing the issues and needs facing nursing education. During this time, creating a larger nursing work force to care for state residents has grown into an urgent need. In particular, the Council calls attention to the serious nursing faculty shortage. The Council has monitored student enrollment and the characteristics of faculty in colleges and universities since 2001 and has repeatedly warned that the nursing shortage cannot be addressed without also addressing the nursing faculty shortage.
Without additional faculty, a greater number of nursing students cannot be educated, and applicants will continue to be turned away. In fact, a 2006 Council survey found that 26,101 qualified applicants were denied admission to associate’s and bachelor’s degree nursing programs in SREB states and the District of Columbia that year, mainly due to lack of nursing faculty and facilities to teach them.

Since the late 1990s, the Council has called specifically for the nurse educator shortage to become a higher priority in each state. For the economic viability of our communities as well as the health of our people, it is essential — and increasingly critical — for SREB states and the District of Columbia to put reducing the shortage of the registered nurses and nurse educators at the top of the public agenda.









Friday, May 11, 2007

International Nurses Migration


International Nurse Migration

Issue being addressed: International nurse migration as a solution to nursing shortages

Background of Issue:

International recruitment and nurse migration--- moving from one country to another in search of employment are increasingly being seen as solutions to nursing shortages. Historically, nurse migration has been mostly opportunistic or based on individual motivation and contacts (Buchan, 2001). During the past decade, however, active large scale planned international recruitment has occurred with developed countries recruiting nurses from both other developed countries and developing countries (Huston, 2006). In addition, developing countries are recruiting from each other, even within the same geographic region (International Council of Nurses [ICN], 2002). As a result, foreign- educated health professionals represent more than a quarter of the medical and nursing workforces of Australia, Canada, the United Kingdom, and the United States (Oulton, 2004).

This nurse migration has occurred primarily as a result of push/pull factors. Push factors are those things that push or drive a nurse to want to leave their country to go to another. Push factors identified by Awases, Gbary, & Chatora (2003) include economic factors (unsatisfactory remuneration), institutional factors (lack of proper work facilities and equipment), professional factors (lack of career development options) and political factors (socio-political instability).

Pull factors are those things that draw the nurse toward a different country. Pull factors encouraging nurse migration include opportunities for professional development, aspirations for a better quality of life, personal safety, improved pay and learning opportunities (Kingma, 2001; Buchan, 2001).

The literature suggests that different countries have experienced different impacts as a result of the push-pull of international nurse migration. Positive impacts include the economic benefits associated with the generation of remittance income (Huston, 2006). It is estimated that globally, remittances contribute more than 70 billion dollars to world economies (Oulton, 2004). More commonly, however, donor countries report “brain drain- the loss of skilled personnel and the loss of investment in education (Kline, 2003) that is experienced when scarce human resources migrate elsewhere. International migration threatens global health because the “loss of human resources through migration of professional health staff to developed countries usually results in a loss of capacity of health systems in developing countries to deliver health care equitably” (ICN, 2004). Migration of health workers also undermines the ability of countries to meet global, regional and national commitments and even their own development (ICN, 2004). For these reasons, the Commonwealth Code of Practice for the International Recruitment of Health Workers (2003) discourages the targeted recruitment of health workers from countries which are experiencing shortages. Aiken, Buchan, Sochalski, Nichols, & Powell (2004) concur, arguing that developing countries need to do all they can to create a sustainable professional nurse workforce that meets their own needs.

Kingma (2001) suggests that the negative effects of international migration on “supplier” countries are beginning to be recognized, but that they have not been effectively addressed. Certainly, there must be some sort of a balance between the right of individual nurses to choose to migrate (autonomy), particularly when push factors are overwhelming, and the more utilitarian concern for a donor nations’ health as a result of losing scarce nursing resources (Huston, 2006). The Commonwealth Code of Practice for the International Recruitment of Health Workers (2003) argues that such a balance is possible only when there is “mutuality of benefit-” the extent to which the donor country is compromised is minimized as a result of the importer country providing assistance in the form of money, technology, training upon return to the home country; or facilitation of the return of recruits to their home country.

International migration also poses potential negative consequences for the individual migrating nurse. Due to the lack of regulatory oversight of agencies and practices of global nurse migration contracting, nurses who have migrated are at increased risk for employment under false pretences and may be misled as to the conditions of work, possible remuneration and benefits (Huston, 2006). Thus, they are placed at risk for unethical, if not illegal employment practices in their host country.

Haddad (2002) also voices her concern that nurses from donor countries may not be given the respect they deserve in the workplace due to negative bias and prejudice by their peers, who regard them as outsiders. Workplaces must actively seek to create a culture through education and training which accepts and even welcomes nurses from other countries.

Finally, Huston (2006) suggests that “one must at least consider whether recruiting nurses from other countries to solve acute staffing shortages is simply a poorly thought out, quick fix to a much greater problem and in doing so, not only are donor nations harmed, the issues that led to the shortage in the first place are never addressed. Clearly, large scale recruitment of nurses from other countries would be less necessary if both importer and exporter nations made a more concerted effort to improve the working conditions, salaries, empowerment, and recognition of the native nurses they already employ.”

Policy or position developed, recommended, adopted:

Sigma Theta Tau International (STTI) recognizes international nurse migration as a serious issue impacting nurses worldwide. Since nurses and the nursing profession are a vital and integral partner in every health care system (Dickenson-Hazard, 2004), global health is dependent upon all nations having the human resources necessary to provide nursing care. STTI, with its vast leadership and knowledge resources, is committed to the exploration of this issue and to the identification of solutions that do not promote one nation’s health at the expense of another.

STTI’s commitment to this issue is demonstrated in many ways, including, but not limited to:

    1. Encouraging leadership development that focuses on effectively informing and influencing decision-makers (if they are not in decision-making roles); and contributing to the development of public and workplace policy development in their home country and world region.
    2. Providing opportunities and forums for nurses and others around the world to be informed, share knowledge, and to openly discuss health care, nursing and social concerns such as international nurse migration.
    3. Disseminating strategies, findings, and best practices on international nurse migration to a variety of publics through its publications, meetings, electronic communication forums, etc.
    4. Developing policies, position statements, briefs, guidelines, by-laws or white papers on international migration and ethical recruitment for distribution to members and external stakeholders.
    5. Supporting research initiatives and other scholarly activities that assess the magnitude and effects of international nurse migration, the cost of the loss of human resources, distribution and migration patterns, and innovative approaches for addressing the distribution and migration of nurses.
    6. Supporting leadership and research initiatives directed at working with donor countries to address the push and pull factors driving the loss of irreplaceable human nursing resources (i.e- institutional factors such as lack of proper work facilities and equipment and professional factors such as lack of career development options, a desire for more autonomous practice).
    7. Collaborating with health professionals, stakeholders, and policy makers to call for the development of national and regional (world regions) strategies to deal with international nurse migration issues.
    8. Encouraging society leaders to further participate in policy development, implementation, monitoring and evaluation related to international nurse migration and ethical recruitment, including practice differences and supportive transitioning programs.
    9. Supporting the work of colleagues (nurses, other health providers, and policymakers) in responding to the myriad of issues related to global nursing shortages.
    10. Encouraging international fellowships or exchange programs.
    11. Endorsing the Guiding Principles established by the Commonwealth Code of Practice for the International Recruitment of Health Workers (2003)
    12. Endorsing the following two position statements by the International Council of Nurses (ICN):
      1. Nurse retention, transfer, and migration. (1999). Retrieved 2/10/04 from http://www.icn.ch/psretention.htm
      2. Ethical nurse recruitment.(2001). Retrieved 5/16/04 from http://www.icn.ch/psrecruit01.htm

Both the Guiding Principles established by the Commonwealth Code of Practice for the International Recruitment of Health Workers and the ICN position statements support the right of nurses to migrate, and confirm the potential beneficial outcomes of multicultural practice and learning opportunities supported by migration, but acknowledge potential adverse impacts on the quality of health care in donor countries. All three statements also suggest that importer countries have an obligation to ensure that appropriate resources have been dedicated to the recruitment and retention of their own nurses before recruiting nurses from other countries, since nurse migration is often a symptom of more deep-seated problems in a country’s nursing labor markets relating to long-term relative under-investment in the profession and its career structure and failed policies (Buchan, 2001; Aiken et al, 2004; Huston, 2006; Clarke, 2001).

In addition, the documents denounce unethical recruitment practices that exploit or mislead nurses into accepting employment and working conditions that are incompatible with their qualifications, skills and experience. As a result, the ICN and its member national nurses’ associations call for a regulated recruitment process, based on ethical principles, that guide informed decision-making and reinforce sound employment policies on the part of governments, employers and nurses. In addition, the position statements encourage the monitoring and oversight of international flows of nurses to highlight the pressure points as well as importer countries that are being aggressive and unethical in their recruitment activities (Huston, 2006).

The Commonwealth Code of Practice for the International Recruitment of Health Workers (2003) also acknowledges the right of health workers to migrate to countries that wish to admit and employ them. Yet it seeks to encourage the establishment of a framework of responsibilities between governments – and the agencies accountable to them – and migrant nurses. This framework would balance the responsibilities of health workers to the countries in which they were trained – whether of a legal kind, such as fulfilling contractual obligations, or of a moral kind, such as providing service to the country which had provided their training opportunities – and the right of health professionals to seek employment in other countries.

Source From :
http://www.nursingsociety.org/about/policy_migration.doc











Saturday, May 05, 2007

Profil Median Gaji Perawat di AS (negara lain di posting berikutnya)


Profil Median Gaji Perawat Di Amerika Serikat

(Negara lain di posting berikutnya)

Sebenarnya saya agak malas untuk mengungkapkan secara gamblang gaji (salary) sebuah profesi, lebih karena unsur privacy dan menyadari adanya keseimbangan antara gaji dan liabilitas (biaya yang kita keluarkan).

Namun paling tidak agar adanya informasi, dan memberikan sedikit gambaran untuk perawat Indonesia dan mahasiswa keperawatan, untuk semakin berminat mencoba berkarir sebagai perawat di luar negeri. Dan terlebih informasinya pun dengan mudah kita bisa dapatkan di internet (open source).

Hal ini lebih dikarenakan masih tingginya angka pengangguran perawat di Indonesia, serta masih minimnya informasi tentang berapa sebenarnya gaji (salary) perawat Indonesia di luar negeri. Paling tidak akan memberi harapan untuk mahasiswa keperawatan lebih apresiatif terhadap program penempatan perawat di luar negeri.

Memang banyak faktor yang mempengaruhi minat perawat Indonesia untuk berkarir dan bekerja di luar negeri, namun kompetitifnya peluang kerja perawat di Indonesia dan kisaran gaji yang jauh berbeda (antara di Indonesia dgn di LN) menjadi faktor utamanya.

Untuk melihat median (nilai tengah) gaji perawat di luar negeri kita bisa lihat di

www.Payscale.com


search : nursing dan search negaranya

Sebagai contoh Profil median gaji perawat di Amerika Serikat, RN (Registered Nurses) atau LPN (Licensed Practical Nurses) kita bisa lihat di

http://www.allied-physicians.com/salary-surveys/nursing/

www.payscale.com

http://www.allnursingschools.com/faqs/salaries.php

Kenapa kita mesti mengacu ke AS, lebih karena gaji perawat di AS adalah yang tertinggi dengan median gaji di tiap Negara bagian sebesar (tiap Negara bagian berbeda) sebagai berikut :

RN Median Hourly Rate by State (2006)*

· California: $31.88

· Florida: $23.26

· Georgia: $23.83

· Illinois: $25.00

· Pennsylvania: $25.00

· Tennessee: $22.25

· Texas: $25.00

http://www.allnursingschools.com/faqs/salaries.php

Gaji ini katakanlah kita bekerja perminggu 40 jam kerja efektif, maka gaji perminggunya (rata-rata U$ 22/jam = U$ 880/minggu) diluar over time dll. Kesemuanya bergantung pada jenjang pendidikan (jenjang karir RN/LPN), tahun pengalaman bekerja, Negara bagian atau kota bekerja (kaitannya dengan living cost dan pajak), tipe perawat yang dipilih dan spesialisasi area keperawatan. Katakanlah dengan kurs U$ dengan rupiah berkisar Rp.9.000 = U$ 1, maka take home pay per minggu adalah Rp. 7.920.000/minggu (sama dengan gaji setingkat level manajer di Indonesia per bulan)

www.payscale.com


Median Gaji RN antar Negara Bagian (dalam U$/tahun)

Median Gaji RN berdasarkan pengalaman kerja (U$/tahun)

Median Gaji RN berdasarkan tempat kerja (U$/tahun)







Bagaimana Dengan Negara Lain ?

(Posting Berikutnya) …..










Thursday, May 03, 2007

Di Philipina : 165.000 perawatnya (85%) bekerja di luar negeri dan 4.000 dokter nya menjadi Perawat ??? VS Di Indonesia Ngak Bakalan


INGGRIS butuh 10.000, Jepang butuh 20.000, negara-negara Timur Tengah juga butuh ribuan, bahkan Amerika bisa mencapai angka ratusan ribu. Total dunia membutuhkan 2 juta per tahun untuk kebutuhan yang satu ini. Wah, butuh apa nih? Ternyata, butuh tenaga perawat!



Sementara itu, jumlah perawat yang menganggur di Indonesia ternyata cukup mencengangkan. Data tahun 2005 menunjukkan mencapai 100 ribu orang. Mungkin ini tidak terlalu mengherankan, mengingat lulusan pendidikan perawat di Indonesia mencapai sekitar 35.000 per tahun (D3 dan S1), yang boleh jadi tidak langsung terserap dalam lapangan kerja di dalam negeri. Alasan kekurangan tenaga perawat di beberapa negara maju itu sendiri, kabarnya karena perhatian anak-anak mudanya lebih banyak tersedot pada bidang-bidang high technology.



Sebaliknya di negara tetangga kita yakni philipina, saat ini banyak RS yang mengalami keluhan kekurangan tenaga perawat, dikarenakan hampir 85% (165.000) perawatnya-lebih banyak bekerja di luar negeri. Dan dalam sepuluh tahun terakhir lebih dari 100.000 perawat Philipina meninggalkan negaranya untuk bekerja di luar negeri, sejak tahun 1994. Dimana
sekitar 57% bekerja di Arab Saudi (Yayasan Amri Butuh Perawat Indonesia ke Saudi ), 14 % bekerja di Amerika Serikat, 12 % di Inggris, dan sisanya tersebar di UEA, Libya, Irlandia, Singapura, Australia, Kuwait, Brunei, Jepang, dll.

http://www.abs-cbnnews.com/storypage.aspx?StoryId=36531

Philipines hospitals suffer as workers leave


Yang lebih kontroversi lagi adalah adanya 4.000 dokter philipina yang mengikuti pendidikan keperawatan untuk dapat masuk ke Amerika Serikat menjadi perawat, baru disana mereka akan mengikuti test dokter/atau tetap menjadi perawat (Ngak bakalan terjadi di Indonesia).

PRC data [show] that about 4,000 doctors-turned-nurses have already left the country," said Dr Kenneth Ronquillo, head of the DOH's health and human resources development division. About 4,000 more doctors are currently studying nursing, most likely in preparation for jobs abroad, he said. "Should they pass the board examination for nurses, they are likely to leave the country as well."

Baca juga di website PPNI

So what happen with us ?????