Recruiter Newsletter

Recruiter Quarterly ROSE L. BROWN, MHA, BSN, RN; NURSE RECRUITER

NEWSLETTER Volume 2 Issue 1
January 21, 2019
INSIDE
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ISSUE

PG. 2

Preferred Qualification
questions from managers

PG. 3

Changes to the
Professional Standards
Boards

PG. 4

Where is my Applicant?

PG. 5

VALOR Program

PG. 6

Describing you

1

PG. 2

Preferred Qualification Questions
(Frequently asked questions)

Question received from Selecting Official:

I had someone in mind who did not make the certification eligibility list? They applied, can I
still interview them?

When non-competitive hire is not an option, keep in mind the applicant(s), such as Intermittent
nurses, that you would like to have the opportunity to interview for the available position. When you
are identifying preferred qualifications for a job posting, do not use preferred qualifications that
exceed the experience, type of patient care, and/or educational level of your desired applicant,
otherwise, you have eliminated the interview opportunity for that applicant. DO NOT screen out your
ideal applicant.

Question received from Selecting Official:

Since the preferred qualifications are only highly desired or highly preferred and not mandatory,
can I modify what I originally requested after the posting has closed?

Postings are purposed to attract interested, qualified applicants who meet your identified preferred
qualifications. Altering preferred qualifications after the posting has closed is not possible because
that would unfairly exclude potential applicants who applied based on the original established
qualifications.

On the other hand, preferred qualifications can be categorized as non-disqualifiers. For example, if a
BLS card is listed as a preferred qualification, the selecting official can deem this a non-disqualifier
having the understanding that nurses “must” have a current BLS card when working in clinical
positions. This does not exclude anyone who either applied or chose not to apply for the position.

Question received from Selecting Official:

Am I required to re-post if there are no eligible applicants from my original posting?

Yes; unless otherwise advised by HR, posted positions for which there are no identified eligible
applicants following a Subject Matter Expert (SME) review must be re-posted. On the contrary,
vacancies identified as “Non-Competitive Hire” positions do not require postings.

* Most common oversight is the omission of the term “recent” from preferred qualifications. Recent

experience is limited to the last 5 years and identifies applicants possessing the most current experience
sought after, such as: at least 3 years recent experience.

2

PG.3

Changes to the LPNSB and NPSB

LPNSB

From the LPNSB, Cheryl Beasley, Board Chair

For more than 10 years, Cheryl Beasley, LPN has loyally served as the Chairperson of the VAMHCS
Licensed Professional Standards Board (LPNSB). After 38 years of dedicated federal service, Cheryl
has decided to retire and will be leaving the VAMHCS on May 31, 2019. Cheryl’s expertise and
leadership style has inspired those who serve with her and acknowledge how greatly her presence will
be missed. In the interim, she is passing the torch to her colleague Cresta Leigh, LPN; teaching her
the responsibilities of the role of Board Chair. Additional members for the LPN Board are requested,
in accordance with VAMHCS Policy Memorandum 512-118-022. Managers are asked to provide
names of those interested in serving to Cheryl until May 15, 2019 and then to Cresta after that time.
Absolute best wishes to Cheryl in her retirement!

NPSB

From the NPSB, Zelda McCormick, Chairperson

The VAMHCS Nurse Professional Standards Board (NPSB) sends best wishes to Acting Deputy Chief
Nurse Executive Sharon Johnson as she prepares for retirement after many years of dedicated service
to this organization. Sharon has served as the NPSB Chairperson for serveral years, providing
expertise to its members. As the Board bids her farewell, it welcomes Zelda McCormick into the role
of Chairperson. The year 2019 brings many changes to the NPSB in addition to the new Chairperson.
The following nurses will assume NEW leadership roles on the board:

• Elizabeth Lounds – alternate Chair
• Jill Sartori – alternate Chair
• Wendy Beamer – alternate Chair
• Giezel Leach – secretary
• Dana Harris – secretary

Stacey Mangana and Vanessa Scott will continue in their roles as Alternate Chairpersons for the
Board. Cynthia Williams-Queen and Tracy Rumple will continue in their roles as Secretary. The
Board also welcomes a host of new members which include RNs, NPs, and NMs from Clinical Centers
and Specialties throughout the VAMHCS. We anticipate that 2019 will bring great things to the
nursing body as we encourage and embrace evidence based practice, implement best practices, and
take pride in the resulting outcomes.

Reminder: NPSB training will take place in the auditorium on January 22, 2019 from 11:00am –
3:00pm. Supervisors please support the attendance of your NPSB members.

3

PG.4

Where is my applicant?

Following the Interview and selection of an applicant by the Nurse Manager, the path toward an EOD
date involves several processes, as noted below:

Tentative Select Email: an email is sent to the Nurse Recruiter from the HR Nursing team

identifying the “tentatively” selected applicant, the Service they have been selected to, job application,
and resume.

Pre-Employment Appointment: appointment is set with selectee to meet with the Nurse

Recruiter to initiate the pre-employment process. Selectee sent an email detailing all aspects of the
appointment; including date, time, location, and required documents/information. At the
appointment, all necessary paperwork is completed and the selectee completes VetPro entry.
Documents are forwarded to HR Credentialing and HR Nursing.

• Process Interruption: selectee not prepared with requested/required documents.

Credentialing Process: selectee enters the credentialing phase which may last for several weeks.

Each selectee has a dedicated credentialer who can provide status updates upon request.
• Process Interruption: if an issue is uncovered during the credentialing phase that requires the
Selecting Official to decide whether or not the issue leads to a rescinded offer or continued
employment processing.

Boarding: following credentialing, the file is ready to be presented to the Professional Standards

Board (CRNA, LPN, or NPSB) for salary determination. Board members review the file of each
selectee presented and utilizes objective criteria to arrive at a salary consistent with the selectee’s
education, patient care experience, and professional accomplishments. The HR nursing team
performs a technical review of the Board decision and then forwards the Board Action to Sheila for
approval.

Formal Offer: HR informs selectee of salary and makes a formal employment offer. Selectee

accepts or rejects salary offer.

EOD date: upon the selectee’s acceptance of the formal offer, a start date is assigned and dates are

provided for new employee and nursing service orientation.

4

PG.5

VALOR Program

The VA Learning Opportunity Residency Program (VALOR) provides opportunities for
outstanding students (junior level in BSN programs) to develop competencies in
clinical nursing. Opportunities for learning include classroom experiences,

competency-based clinical practice with a qualified RN preceptor, and participation in
nursing-focused clinical conferences.

Having only 2 slots for VALOR students, selection is a competitive process and these
students must have a minimum cumulative GPA of 3.0 on a 4.0 scale. They must also

be able to work 40 hours per week for 10 consecutive weeks.

Nurse Recruitment is currently recruiting VALOR students from Colleges/Universities
with approved Registered nursing programs in Maryland, as follows:

Bowie State University
Coppin State University
Morgan State University
Notre Dame of Maryland University

Salisbury University
Stevenson University

Towson University
University of Maryland, Baltimore
Washington Adventist University

When a nursing student is not selected for a VALOR position, they are offered the
opportunity to learn/work at the VAMHCS as a Student Nurse Tech (SNT).

VALOR vs SNT

CRITERIA/BENEFITS VALOR SNT

CNA Certification

BSN Degree Program

Dedicated Preceptor

Pass Medications

5

PG.6

The first four words you see describe you…

Is this how others describe you?

6