Episode Three: Student Nurse Careers with Special Guests Sheryl Lassiter and Amanda Dover

Meet the Resource Pool Leaders of the Student Nurse Associate (SNA) and Student Nurse Intern (SNI) programs at Spartanburg Regional Healthcare System.💙💜

Student Nurse Associates (SNA) and Student Nurse Interns (SNI) are hands-on opportunities designed to help nursing students gain real clinical experience while still in school 🩺✨

As an SNA, you’ll build foundational skills and work alongside our care teams, while the SNI program allows you to take your experience further by practicing more advanced nursing skills under the guidance of experienced RNs.

Both programs are designed to support your growth, build your confidence, and help you transition smoothly into your nursing career with SRHS 💙💜

Transcript

SPEAKER_02 0:31

I tell you what, the leaders really enjoy getting a gift. Like Dominique, that was a good idea.

SPEAKER_05 0:37

Thank you to you guys for coming out with us and playing along in our crazy schemes.

SPEAKER_02 0:41

Yes. All right. So it looks like we are live with staffing and stethoscopes. Hello, every world.

SPEAKER_05 0:47

Hello and welcome to staffing and stethoscopes. My name is Chantel Greenfield and I'm your chief talent officer here at Spartwork Regional Healthcare System. And I am joined by my colleague Andrea Butler.

SPEAKER_02 0:57

I am the manager here at Spark Regional Healthcare System. I work in employee recruitment, been here in the organization for over 30 years. We have two great guests. Cheryl.

SPEAKER_00 1:08

So hi, I'm Carol Lasseter. I am the nurse manager of the resources of the resource pool at Spartanburg Regional. Been a nurse for 39 years, and I made the best decision of my life 23 years ago to come to Spartanburg Regional. Have been there since then and have been a manager for the past 16 years.

SPEAKER_05 1:31

Even before she was a manager, she was a manager. I'm a newbie on the crew. I've only been here seven years. I will forever be the youngest one, but seven amazing years. Nice.

SPEAKER_01 1:39

Well, my name is Amanda Dover. I am one of the assistant nurse managers for the resource pool. I help lead and manage our SNA and SNI programs. I have been with the system for 14 years. I've been with the resource pool going on four years now.

SPEAKER_05 1:54

So that's amazing. So you guys have been in this position. Cheryl, you've been in this position as long as I've known you. Amanda, you ordered three years after I got here. So we couldn't think of two better guests to join us today because this is such an amazing program. It's the first time I've worked at a hospital organization that had this exact program. So Cheryl, can you kick us off and tell us about this program?

SPEAKER_00 2:18

So we are talking about our student nurse associates. We started this program back in 2020. We all know what was going on in 2020. We were in the middle of the pandemic. We, our nursing students, were really struggling, being able to have clinical experiences, having patient contact. So we came up with a program that would help our patients by having extra hands, as well as helping our nursing students by being able to have patient interactions. So our first group started in the summer of 2020 and have been going strong ever since. And then back in 22, I think, um, we developed our summer student nurse intern program, and they are here with us during the summer. So we're able to get student nurses who are out at colleges that are not here local with us. So we get students from Charleston Southern. We've had some from Penn State, Alabama. We talked to somebody today from Texas, all kinds of students to come out and experience our great hospital system and gain experiences with patients.

SPEAKER_05 3:35

And Cheryl, can I just tell you like how near and dear to our heart it was when you opened the SI? So a lot of people know we refer to internally as the road show because as wonderful as South Carolina is, and we go anywhere they open the door for us across South Carolina. We know that given the state of the market, we have to look outside our borders. And you guys opening that program opened such a door for us for students that were coming up to us. I can remember being a JMU and students coming up going, hey, I'd really love to come and try it out. Do you have anything in the summer? And then lo and behold, here comes out the gate with this SNI program, which has really done wonders. And we've hired students out of state from coming here and falling in love with Spartan Road, just like I did.

SPEAKER_02 4:15

What I love is how formal it is. So being a nurse of 30 years, of course, we didn't have this way back in the day.

SPEAKER_03 4:21

But Candy Stripers, Candy Strapers, and I want to tell you more about you. Did you sing in the elevator?

SPEAKER_02 4:29

I sung in the elevator. But just think about it, just think way, way back. A new nurse is so afraid. We don't understand just the simple stuff with patients. So this program at best helps you to get the PBGBs off. But there's so much more to it. So tell us what are some of the components of this role.

SPEAKER_01 4:48

So in the SNI and SNA roles, we do um kind of train you in three different positions. Okay. We train you as a PCA, which is a patient care associate. We train you as a unit ambassador, also known as the secretary, and then we train you as a companion, which is someone that sits with a patient one-to-one for patient watch. So it kind of gives you a little bit of insight on different things within the hospital system.

SPEAKER_05 5:11

So can we revisit one thing you said to Cheryl? And I love that it touches on all three of those. It's so critical to understanding the entry points building up to nursing, right? But 2020, can we revisit that for a moment? Talking about the students. We have to. My life has become pre-COVID and post-COVID, right? Absolutely. It really has. And I think we all have some trauma from it. Obviously, not being clinical. I cannot imagine the experience that my colleagues, uh, God bless them, went through and are still here. Um, and you too as well. And so thank you so much for what you did to get us through COVID. But I want to revisit the change we saw post-COVID with students and the difficulty that the challenges that we saw as they came out of school. And I think everybody can talk about this no matter what they're in, whether they came through the, you know, they've wrote studies about the kindergartners that were 2020, right? Um, and what happened to those in middle school and all the things. But you've been a nurse for such a long time and so successful at doing this job. Tell me what what the differences that you saw? Because I think that is just such a just a clarifying moment.

SPEAKER_00 6:21

So I think when we were in COVID, one of the hardest things for nursing students is they didn't get to come in and spend the time with the patients. And there was limited interaction with patients. You also had students who were spending a lot of time at home. And so we stopped talking to each other. Yes, yes, and that's one of the biggest things. I think that one of the things that our program helps is it teaches nursing students how to talk to a patient, how to go in and have that conversation, have that interaction with them that they don't always get to have throughout their studies. Um they get to be able to come in and have a relationship with patients and gain that confidence in talking to people. You know, now I will say during COVID and immediately post-COVID, we saw a lot of times where nursing students who didn't come in, weren't a part of this program, they were really struggling with coming in and taking care of patients and doing things. Now I will say we were kind of turning the corner again. You know, we're kind of moved out past COVID and we're starting to see students who are having more of those interactions, and we're starting to kind of see that dissipate a little bit, which is a good thing. So Yes.

SPEAKER_02 7:45

So there's other perks with this program, and I know I know the students probably that are listening are going to want to hear about it. So it's always good to get the heated jeebies off and get in and do all the roles because all three of those roles plus more will lead up to being a nurse. A nurse is everything, which is good. But what's the other perks of this job? Like there's one, the shadow shifts, one thing.

SPEAKER_00 8:06

Yeah, I'll read it. So we have shadow shifts where you get to go with our nurses in an area that you're interested in. So you spend an entire 12-hour shift with a nurse, day in the life of the nurse, seeing everything they do. You are right there beside them, watching them assess patients, medicate patients, um, do care, you know, discharge patients, admit patients, all of the things that they do on a daily basis, how they interact with their team, how they interact with their patients. Um, and you get to go into areas that you're interested in. So if you're interested in critical care, we'll get you a shadow shift in critical care. If you're interested in oncology, we'll get you a shadow shift in oncology. You know, if your interest is in cardiac, we'll get you a shadow shift in our heart center. So just multiple areas that you can go and see. One of the greatest things about this program and the shadow shifts is it helps them to figure out where they want to be. So one of the things, and we just, and this is a brand new story, just happened today.

SPEAKER_03 9:12

So excited about it.

SPEAKER_00 9:15

So one of the things we had a student today that we ran into. Um, so we were out doing a Daisy presentation, and we ran into one of our former SNAs. And she said, I just have to tell you guys, you know, when I came into this program, I was gung ho. I wanted to be a NICU nurse. That's all I wanted. Go take care of those babies, be in the NICU. And I worked with you guys, I got my shadow shifts, and I realized that just wasn't where I belonged. And so I got to spend time over here in oncology, work with their nurses, and I fell in love. And now I'm a nurse here, and I love what I do, and I love coming to work every day. And that's why we do what we do.

SPEAKER_05 9:57

I love it. Don't you love that? So that's I think that's part of when we talk about recruitment. I've had people ask me, like, what how do you get into talent acquisition? It's not what a major did in school. It's not there's no major for that. But somebody asked me that not too long ago, and I'll I'll tell you what I told what I told them is that the reason I fell in love with talent acquisition, I started off at HR when HR and talent acquisition were kind of one thing long before we had this long arm that talent acquisition stood by itself. Is that I love being the part of helping someone find the career that's going to shape their life, shape their family. I love helping people. I don't have the gift that you guys do. I can't stand the sight of blood. I'm terrible with a needle. Can't give a self a shot. She had a terrible metallic print thing and I'm doing like all over the place. So we know this. She says I'm honoring nurse because I could speak nurse, but we know that I can't, don't call me an emergency, right? I'd probably help you and then pass out afterwards, right? But I don't have that talent. But what I do is I have the gift of gab and I understand people and read people very well, and I can connect them. And so that's how I fell in love with talent acquisition, is there's nothing better for me than to hear a story of, hey, you know what? I talked to you three years ago and now I'm I'm in my dream job. Like this is where I want to be. And so that's what we love on our side of the table. And Andrea has got to experience both being a nurse and working in her. That's why we took her to the dark side and working. It really isn't the dark side. Isn't that we just do a lot of things at night, I think. Like this one here, right? But you know, as we kind of go through this and we're talking about this, and you made a good point about talking about communication skills post-COVID, like where we're coming out of that and dealing with the patient. How do you help them deal with the patient's family? Because we all know how difficult that is, right? Having been on that side myself a couple of times, how do you deal with that anxious family member? How do you help them overcome that? Because I can imagine that's probably a lot of nerves for a young nurse.

SPEAKER_01 11:51

So we always try to tell them to, you know, if you go in a room and you just kind of feel it out, you know. Um, especially remember your team. Always remember your team because you already feel like you're the new person. You're kind of on the lower bottom, you know. So when you go in there, if you start feeling that energy, always reach out to your team. You have the nurse that's assigned to that patient, you have the charge nurses. It's good to use your team and be able to talk with them and they actually talk you up. So being able to talk each other up, it helps build that confidence to talk to those patient family members.

SPEAKER_02 12:26

And I'm sure dealing with all different types of patients is it's a matter of building trust.

SPEAKER_01 12:31

It is about trust. It is about trust. And, you know, the confidence is very big with our program because it allows you to go into a room and say, hey, my name is Susie, and I'm gonna be taking care of you today. Just being able to interact with that patient and build that trust, like you said, be able to write my name on the board and say, Hey, I'm here if you need me and I'm not in the room, get that call and tell them you want to see me. Um, little things like bringing them snacks, you know, building that trust with them and letting the family members see that as well. Sometimes when you go in there and you're doing that dead side shift report and that family's in there, then being able to talk to that patient one-on-one by first name, or being able to talk about something that's happened previously on that shift, you know, like, hey, Joe, you remember when I brought you that ice cream? Did you eat it? Did you eat it all? Was it good? And then the family gets that feel of, you know, he's not just another person. He's actually someone that they connected with.

SPEAKER_05 13:24

I think that's important, right? And I I think from a family perspective, that's always important. And it's so difficult. And I think sometimes we think nurse is a very sallow job, but would you really describe it as a sallow job here on the floor?

SPEAKER_00 13:37

I don't think so. I mean, I think that it's a team. It takes a village to care for people. And, you know, and when you're on a nursing unit, you're a patient, a family, there are tons of people that are coming in to take care of you. You have your nurses are there, you have our PCAs, which is nursing support. Um, you may have a companion that's there to provide a safety watch for you. You can have lab coming in, drawing blood, you've got x-ray imaging services coming in to do x-rays, you've got environmental services. They've got to come in and clean the room, and they are gonna make sure that you're safe. Um, you have dietary coming in, bringing you food. I mean, food's important to me. So, you know, we all gotta eat, right?

SPEAKER_03 14:22

We don't do it at home without it.

SPEAKER_00 14:24

That's right. So there are just there's lots of people that work to get therapy. We've got therapists that come in. Um, so there's a lot of people that work together to make sure that those patients are well cared for. And and I will tell you, that is one thing at Spartanburg Regional that we truly believe in. And that is ensuring that our patients get quality care and get the best of the best.

SPEAKER_05 14:46

I've been a patient here, I had Mac here, and I will tell you best experience ever. Uh I had to take Steve here once, and I'm talking about number of people to touch. And I, because knowing what I know behind the scenes, 35 people touched with him throughout that process. But having been a patient here and having my nurses were phenomenal, man. We have they would let nobody bother you for anything. I was exhausted. And she was like, no, not right now. Like I can I get here because I was like in that dreamy state. But I was like, gosh, she's got me. Yeah. So let us let it go. So it was just such an amazing experience. And everyone I encountered from start to finish, they didn't know me. Like, I mean, we people don't realize you can tell I was kind of set far off from the hospital. And while I know many leaders, they may not know who I am, but we're 11,000 people. It's very hard to know. And that started nine months before everybody started wearing a mask. So it was the pandemic in. I know it. Apparently, I come here nine months later. We have a pandemic. I thought I was getting to know everybody, everybody puts on a mask, and I'm glad you again.

SPEAKER_02 15:45

Maybe you were anointed to come in just for that. Maybe that's what I was. Never forget that. That's what I never forget.

SPEAKER_01 15:51

Yes. And the good thing about the part that you were talking about with you know being able to connect everyone individually together in the SNA program, you get to work on multiple units. Yeah. So you truly get to be a part of multiple teams to figure out where you feel you fit as intensely. And then, like you said, you felt that passion with your nurses. Yes. So we have the ability to help them get there. Yes. Because we get to show them those different areas.

SPEAKER_05 16:18

The nurses are advocates for you because you know there's lots of things that go into when you're having a child and certain things you want to do. And man, my nurse, she was, she'd been here for a while. And I just loved her. The first she, because you know, I had both of them because I was here over a few days. So people got a change, right? You don't get to go, but they do. They come around. But our man, she had my bifurcing, she's like, I'm with you. I'll support you 100%. You tell me what you want to do. Like they are your advocate. And I don't think people realize that. Like they'll partner right with you. It doesn't matter who comes in the room, you know, doctor, whoever it is, and they're like, Nope, this is what my patient really wants. And I just thought that was so impressive. You know, you meet them for five minutes and they they're right connected to you. She's like, nope, let's redo. This is not working for me. Uh so it was such a good experience. And I think people don't realize, and I think young nurses, when we go into schools, and I go in too, and I'm like, because I want to see what my people are hearing all the time. And I'll go in and we'll talk. And it's, I think the concept sometimes when they first get in, is they don't realize what an impact they're going to have on that patient. They're so focused clinically, right? I got to get this right, I got to check the list. But they don't realize when they get out of that part of learning and they come into this organization or any organization, what it's really like, like what it's going to be like when you're in there and you're connecting with that patient and how the bonds that you create all the time. I don't, I think that's a hard picture to paint sometimes.

SPEAKER_02 17:39

It is. And I feel like this program, I'll look at both of you. I feel like it's kind of shifting the narrative of, because before it was nurses eat their young.

SPEAKER_01 17:47

That's what I was going to say. That's the nasty verse.

SPEAKER_02 17:52

But I think it's kind of shifting from that to teaching teamwork. Sometimes you got to be a little tougher on them to get them where they need to be, but I feel like this program is kind of helping us.

SPEAKER_00 18:02

We're moving to more student-centered. You know, we're very much about taking those students and helping to grow them. And the programs that we have are fabulous. I mean, not only do we have the student nurse program, so you can be an SNA, you can be an SNI, but we're going to even take you from there. We're going to help you to get an RM position because we want you to come be our team members. We want you to work with us. We want you to find your dream job. And then not only are you going to we're going to help you find your dream job, but then we're going to put you in our transition to practice program, which is our nurse residency program. And they're going to help you to grow and mentor you and support you throughout that first year. So everything that we do is all about helping nurses to grow and to expand. And I mean, I look now and I see student nurses that started with us and they became nurses. And now they're doing other things. They're educators and leaders and charge nurses.

SPEAKER_05 19:05

They're working recruitment. I mean, so it's just a constant evolution.

SPEAKER_02 19:10

So what would you say to students they're looking for the dream job?

SPEAKER_00 19:15

Cheryl, what would you say to students? I'm trying to So if they're if they're looking for the dream job. So what do you want to do? And then we start with what interests you? Let's get you some shadow shifts there. Let's figure out do you really like it there? If you don't like it there, then let's look at different places because nursing is vast. It's every change in vast. And you know, we can get you any kind of experience that you want. We're gonna help you to get that job. So not only are we gonna give you shadow shifts, once you kind of find this is where I want to be, then Amanda follows up with you. She calls, you know, okay, we're we're six months out. Where are you thinking about applying? What are you thinking about doing? Okay, where have you applied? Have you gotten an interview yet? You know, let's get together, let's practice those skills. Yeah, let's help you to get that job that you want to have. Um, and they and for the most part, they do. I would say we place 80% of our SMAs that we hire in our in positions here at regional dreams. Oh, that's great.

SPEAKER_01 20:18

And the thing is too, like with the the dream job portion, now that I've thought about it a little bit, you know, a lot of people, when you talk with them, they want specialty areas. And as we all know, specialty areas are kind of hard to get in. Thank you, Grace and me. I mean, well, and I've learned too though, during school, it really has a big effect on what clinical you're in. Cheryl taught me that in the interview process. She was like, Amanda, I know we're hearing a lot about labor and delivery and PEADs and AB, but it's truly because that's your clinical right now. And everybody knows, well, everybody in nursing school knows as you go through those clinicals, you feel, oh my gosh, this is exactly what I want. Like I love behavior health. And if you get past behavior health, oh, I love cardiac. So you feel that passion. So when you're in SNA, our goal is to be able to say, okay, right now you feel like I see you as where you want to be. What if that's not an opportunity for you right now? Because there is such limited positions, you know. So my goal is to kind of try to work you to your goals. You know, you might not be able to start off there, but you get a year of experience under your belt. And we are a good system to be able to move and transition. Oh, yeah. You know, we support you in transformation. We see the coverage. Exactly. So you might not get your jury job in the beginning, but we're gonna help you work toward it.

SPEAKER_05 21:42

So I think, you know, I when I was a recruiter back in the day, and it started off in recruitment and nurses were my thing, you know, that I was in the time when everybody had to come to MedSearch. If you ever wanted to move anywhere, you had to start med search. So, you know, I'm I'm old school, probably they my age here just a little bit. But that's how it was when I was repeating. It talked about, and the great cool thing about us is with 14 different types of med surgery, which is a nice stepping stone into where you may think you want to go. And you know, I think sometimes, and and we see it too, even with people on our team, they think they want to do this, but it's sometimes tell me why you want to do that. What what is it you think you want about that one area? And sometimes it's not something that's so differentiating that it's different than maybe another area that they really may enjoy more, but it's what you've, like you said, what you've been exposed to, where you start and where you are in that moment.

SPEAKER_06 22:35

Yeah.

SPEAKER_05 22:35

I think it has a lot to do with it, but you mentioned residency, and I did want to just visit that for our viewers, is that we have a rolling residency, which is very different than a lot of our community partners in the area. Rolling residency means for all those listening that we don't have a set start. You start with your cohort usually a couple months after you start, and then you go through the next 12 months. It is different than what we see in the area. It is extremely beneficial because you get to start on your floor with your team. You're not waiting for that assignment after residency. You're getting that now, you're getting that experience. And then you go through with your cohort, uh, which I just think is such an interesting way and so effective. Um, and the students that we talk to, we hear resounding with all of our nursing recruiters how much they love it.

SPEAKER_00 23:20

Well, and not only do you have this rolling start dates that you start with your cohort, everybody, every new grad goes to residency. Yeah. Nobody is misses, you don't have to apply for it. Everybody goes through it. You have the job that you are hired to do. So, you know, you might be hired to work on Ape Tower, which is one of our neurology units. And then so you're working there with your team, but you're going to residency with team members from across the hospital, and you get to know other people and have that support when you're going through residency. And like I said, everybody gets to experience it.

SPEAKER_05 24:04

I think that's just um an amazing testament to how it's been built here. And this is such a a great feeder program into that. If you had to pick one story now that we've had this program for a while, I know. Here comes the questions of uh tell me what what do you think is like one of your biggest success stories or just something that stuck out from the time you started? Because believe me, we we were talking about this, all of you listening. It may have been, we had a lot of people register for this at the New Grad dinner last night. So big shout out to all of you listening that attended the new grad dinner not yesterday, but the night before. These two uh women here joined us and are always extremely enthusiastic and dressed in the theme, which we so appreciate. Um, because everybody comes to see you guys. We we may facilitate, but they all come to see you guys because they want to be y'all. And we want to set that platform for that. So if you were there, a big shout out to you. Thank you for coming. But you know, just seeing that, just being able to tell them like, what is something that you've experienced? Because we know, like we were talking about our first one. That was our 10th one, right? So our first one was in the basement of Beaumont, if you can remember. We had 45 students, and I think about uh 30 leaders. And so I think we had about 75 people total, and now we're rocking on numbers like 440 people in the room, and we've outbreak three facilities. So, you know, we have stories to tell from the first time and just all the way up through now, like the popcorn machine. What tell us some of yours or just some things that have stuck out along the way?

SPEAKER_00 25:33

So I think that with each group that we bring on, and we do we we bring on our SNAs twice a year. So we bring we have a summer group that comes on. We are in the process of interviewing right now for our SNA starts next week. So if you're interested in applying, just provide in there. That's right. There you go. It's Bartberg Regional Careers. So um, but we eat we do it in the summer and we do it again in December. So those are our two start dates, of course, that coincides with when they have some time away from school that they can come and orient with us. I think some of the biggest things has been the build of the program over time. You know, we start, like I said, we started this program in a response to COVID. Um, then it has kind of grown into okay, this is gonna help us as a pipeline to help with getting nurses here, getting students in, letting them experience it, let them become nurses with us. Um, and then since that time, we've grown it into more, this is a professional program. So we help them with interview and resume skills. We help them, we have an annual meet and greet with our managers where they just in an informal setting come and meet our managers. They've been out on the floors, they've met team members. Now they can come and meet those managers and talk to them where it's not a formal interview where you're scared to talk and you're scared that you're gonna say the wrong thing. Right. This is just a hey, how are you? This is who I am. They can give them their resume if they want to. Um, they we've also learned about our students. What works for them, what doesn't work for them, what are things that we need to add? So we have uh we have uh I lost my word there.

SPEAKER_03 27:23

We do it all the time. It's a busy week.

SPEAKER_00 27:28

It's been a very busy week. Um, so we have also gone system wide. So now we have SAs at Pellham Medical Center, Cherokee Medical Center, Union Medical Center, we have SAs over at the LTAC at restorative care, as well as our Spark Mark locations at Church Street and Mary Black. That's amazing.

SPEAKER_02 27:49

I love that. That's amazing. I love great to see that growth.

SPEAKER_00 27:52

We started, gosh, when did we go system wide? Two, three years ago? Three years ago. Oh, three years ago. Yeah, that's great. And we rotate them. So if, like, let's say you want to go and experience Cherokee, then you can be at Cherokee and then six months later. Great team, by the way. Great team. We'll rotate you out and bring you to Spartanburg and let somebody else go and experience Cherokee. So you can get a feel for not only what unit do you want to be, but what facility do you want to be at? Right. And what works best for you. Yep.

SPEAKER_05 28:23

Um, I don't think people realize that quite when you send a narcissist coming in, don't realize that yes, we have this huge trauma center here, right? We have our sister uh just down the street, basically a Mary Black, but then we have more uh come into Quarto City, we have a smaller hospital, Pelham still does surgery, and then we have Cherokee and Union in our more rural-setting area. So we really have a vast array of different because it's different depending on what type of hospital you're in, yeah, how far away you are, if you're a trauma one facility or not. Community base, it's a totally different culture. Yeah, I don't think it doesn't realize how different all great, all great, all have great leaders, great CNOs, um, but completely different experience. And I'm not really sure they they realize how different it is in one system. You know, you really can get a sampling of so much under one system, and they're all open to new grad nurses.

SPEAKER_01 29:14

Yes, and that is why it's a great opportunity that Cheryl's been able to get it system-wide.

SPEAKER_05 29:19

Yeah, I love it. Everybody can benefit.

SPEAKER_00 29:21

I love it.

SPEAKER_05 29:21

Now, S and I, do they all stay at the main campus or do they also float across the campuses?

SPEAKER_00 29:26

So at this point, our S and I's have pretty much stayed at Sparkberg. So they go to the Church Street and the Mary Black campus. Um they're here with us for a limited time frame. So, you know, and we like to kind of try to be able to keep close eyes on them when they first start. So they're only here for what that 10 weeks?

SPEAKER_01 29:43

Yeah, about eight to ten weeks. Eight to ten weeks. Yeah. And the thing is too, um, we kind of like to keep them at the church street and Mary Black campuses because with those shadow shift opportunities, not all of our hospitals have those different areas. Right. To be able to allow them to shadow but not have to travel so much, it kind of works out to be able to keep them in our one little area.

SPEAKER_04 30:05

I think that's amazing.

SPEAKER_00 30:06

Now, if they have a specific interest. Oh, yeah. Let's say that you know, maybe you're a student nurse intern that has come up from Charleston Southern, but your home is in Gaffney and you want to go experience Cherokee. Yeah, we'll make it happen. Oh, we can get it.

SPEAKER_05 30:22

Yeah. I think that's amazing. And so tell me, about how many students now are we accepting um for our SNA program and then our SI program?

SPEAKER_01 30:32

I do not have a limit. No limit, SNA.

SPEAKER_05 30:38

You guys have started your interviews, right? Am I correct in saying that? You're interviewing today before you popped in here.

SPEAKER_00 30:43

Yep, we were interviewing today. We've been interviewing. So this week we interviewed a lot of our student nurse interns. Next week starts our um student nurse associate intern, our student nurse associate interviews. There's too many I words there.

SPEAKER_05 30:56

That's again too many acronyms for really.

SPEAKER_00 30:59

But I will say that is one of the things when we go and talk to students that Amanda always says, because they'll ask her, you know, so how how restrictive is this? How many people are you going to accept? And she's like, she hasn't told me I have to stop yet. That's right. I don't have a limit yet, guys. So apply, apply.

SPEAKER_05 31:14

Well, let's talk about that. So let's talk about the interview and what we start looking for in SNA and SNI. Because I think this is a great opportunity uh to prepare the nurses, the nursing students that may be listening here. What are we looking for when they're coming in? So let's start with SNA. Cher, we'll go to you first and then Mandy will follow up with you. Okay. Tell me, what are you looking for when that SNA comes to you? Let's talk a little bit about that interview process.

SPEAKER_00 31:41

So, what we're looking for is somebody who is open to learning, who wants to have those experiences, who wants to be able to connect with those patients, um, who has a positive outlook. You know, um, then we know we know when people come and interview with us, they are nervous. You know, it's it's just common nature. You know, you're gonna be nervous when you gotta go and talk to people that you don't know and you're trying to get a job. We understand that. We definitely get it.

SPEAKER_05 32:09

It seems like in the top five most nerve-wracking things you do in your life is get a new job. Yeah, absolutely.

SPEAKER_00 32:16

So, I mean, so we know that that's gonna happen, but we're basically looking to see what experiences are you looking for? What is it that you can bring to the table? Um, and and what they can bring to the table is that they're willing to learn, they're willing to be a team player. You know, we tell them that that's one of the things that we look for is are you going to be a part of the team? Because honestly, our interview is a small portion because once you come in as an SNA, day one, start your interview for your RN position.

SPEAKER_05 32:48

That's right. Exactly. From the car to the door to the floor. Yeah. And that's pretty good. We talk very much about uh what I got here. It's from the way we pull in to how we get out. We have like matching, you know, luggage, our wagon, how we look, we steam our tablecloths, we have people up there steaming. You know, we have a new gentleman on our team, and he goes, I don't know if I'm doing this right. I said, You got it. Um, but it's a big part of because I will say this when we go to events, um, and I'll I'll give this example. The recruiting team is gonna recognize us if they're listening. But when you get to an event, how a vendor or organization presents themselves will tell you a lot about who they are. So let me give you an example. When we go, you've seen their pictures of our tables and things, right? And when you come to the new group, then your table is for seeing everything laid out. So I underwent too. We went to one uh career fair, and I won't name any college names, not in the state of South Carolina. Uh, we go to this career fair and we're set up and it's a big room. It's a lot of nursing students come through the school, really strong nursing students. We've had some here in the building. And I look, and it's right in my direct eye line sight, and I see it in the tablecloths like left sided, like this. And it's it looks like he falled it up and threw it in this gym bag and then brought it back out. And there's like stuff straight, all the plastic wrappers, you know, stuff that we get comes in plastic wrappers. It's brought out and I went, I just can't take it. She goes, Do you want me to go over and say something? I said, Can you offer to straighten this tablecloth? And our steamer's over. And she's like, Oh. And I straightened it and goes, Oh, yeah, yeah. So we straightened out and she goes, Would you like our steamer? He goes, No, that's okay. But it was just, I couldn't, I mean, it was just about to drive me crazy. And so we went to a conference, uh, just like you nurses, and we had a big conference and we were there together. And we come through, and there was a vendor that we particularly worked with that wasn't doing the best job in the world. And it was just one of those conferences, you've known more than it's like the carpet and the baking and the lights. It's like the big national conferences, and the spaces are like, looks like you walk into a hotel lobby. Yeah. All right. We walk by, he's right next to me. He's got a tablecloth, I don't know tablecloth, sideways, a laptop halfway on, a few pins and some plastic out there, kind of sitting in the sky like this, looking down like this. Next to this carpeted, full-lit logo. Looks like they're sitting down to do a podcast. And I took a picture and sent it to the team. And I'm like, this is I said, Do you understand now when I say to the car to the door of the floor? Because this was indicative of the atmosphere that they had as a company.

SPEAKER_02 35:25

Yeah.

SPEAKER_05 35:26

How you present yourself, your people present themselves the way they feel. And buddy, he hit it was just like a light bulb moment. I mean, I could have made a meme out of it. It was just one of those moments, but we talk about when you talk about interviewing people, making sure because you're dressing and setting yourself up. The first day you start here, you're interviewing, you're on a live interview for the rest of that. So now for some funsies. I love this. And you know where I'm going with this because we always say you write a book about it. Now we're nervous. I know. I make people nervous when I get like this. Kathy's listening, she'd probably say, Yes, you do make people nervous when you get like this. What are in this realm? And we won't identify people, very general, and if you keep a PG. Okay. What are some of the craziest things you've heard in an interview? Oh God. Oh, go ahead. So let them say go ahead. Oh, yes.

SPEAKER_00 36:20

So it is okay to be late to a job if I have my monthly, you know. They said this in the interview. They said it during the interview.

SPEAKER_05 36:32

Well, California is now giving people a week off for that. Have y'all heard me? So, you know, employment law, that's our thing, right? Okay, it's the law, Daryl. It's so here. They pass in their legislation. This was just recently. You you heard it because a lot of we share, we have things where we share all the new employment laws that come because they affect us because we have people from everywhere. And yes, you get a week off for that now. And I'm like, where was this?

SPEAKER_02 36:55

Good god. You know, my whole life probably been different.

SPEAKER_05 36:58

Yeah, so you get a week off now. You can have you can literally take a week off a month. My team members' lives might have been different. Maybe that's the case. So that that's an interesting one, but maybe she was from California.

SPEAKER_01 37:11

I'm just saying, maybe, maybe, okay, help with employee retention, you know? Yeah, give you that time off so we can we can work without you.

SPEAKER_05 37:18

Yeah, it's definitely a different thing. I always say all interesting things start out west and migrate east uh when it comes to employment law. Anybody in HR Listen would say that my colleagues would be like, Yes. Elizabeth and Eric are probably like, yes, this is exactly how it comes. It always seems to start in the West and migrate. What about you, Amanda? What's what's one of the craziest things you've heard?

SPEAKER_01 37:41

I don't know if I've heard anything crazy. Or come on and say I will tell you, like you mentioned about appearance. I will say that um one does stick in my head. Um, coming in with I understand, you know, crop tops are a thing. Oh god. I know that we have crop top scrubs now. Just to let you know. Are you serious? Yes. Oh my god. Just to let you see. Fig makes crumbs.

SPEAKER_05 38:13

So even guys, I'll be looking that up.

SPEAKER_01 38:16

Yeah, definitely.

SPEAKER_03 38:21

But um, it's like we're gonna have to put that in her dress code.

SPEAKER_01 38:27

Oh, guys. I mean, the things with writing policies. But I mean, just being mindful of your address when you come to um an interview. Of course, you know, we're open, we're very diverse, but still make sure that you are closed. And, you know, there are a lot of like to say, I'm not here to see the ladies, you know, everything needs to be tucked in in order. I understand professional, but you know, you can have things covered. Yeah, um, you don't want things popping out as you're sitting down and getting up and pulling your pants up because we get to see all your goodies and yeah, we always wear for the September like moment. It is like, yeah, you you have a good personality, and of course, you know, but coach, so in those moments, yeah.

SPEAKER_05 39:13

So let's take this another step. In that moment, do we take if if somebody comes in and takes you the personality, you really feel like they want to do this? Do we stop at the end and go, okay, look, I have I think you're I think you're awesome, but if this is something you really want to do, I'm gonna need to give you some direction and I'm gonna need you to come back and show me that you can follow. In this state of mind, and I understand we've all come from different places, yes, this is an example of appropriate dress. That may not be why you look fantastic, but not suitable for here. So when can I think this is a good point because we talk about this sometimes, right? Because you know, the guys are not falling off a tree. And sometimes, as leaders, right, we're our responsibility is to coach people and coach them up, especially when we see a diamond in the rough. Yeah, right. How can we tactfully handle that when we think there may really be something there, but they just haven't had because not everybody has the same level of direction. Some people don't have that mentor or that person to look to. So what can we do sometimes to go? You've got it all together except for this.

SPEAKER_02 40:27

Yeah. I think you do the coaching. I think you stop, drop, and do it right there.

SPEAKER_00 40:32

Well, and I think it depends. So it depends on on what's there. So I will tell you, you know, I did have the interview where the person came in with the top down to here, and um, and and the entire time, you know, you're waiting for the twins to make an appearance. And I I will have said no, I don't think I handled that very well because I was just doing everything I could to get through the interview and move on. Right. I couldn't. Yeah. But yeah. And and that was a moment for me early on as a manager that I was just like, oh my, I didn't know these things happen. And then, but now we do interviews from high school level to college level to professional. And I have sat down with somebody and said, okay, so um, you know, you've given us a lot of great answers, but so this ring stuff in your nose, does that come out? Because you're gonna have to take that out to work with us. Right. Or that's fair. These fingernails that are out here, yeah, you know, we're we're gonna have to you're gonna have to cut those down if you want to come work for us. Are you willing to do that?

SPEAKER_05 41:32

That's a clinical necessity, right? That's a hindrance to doing the job. And I I think that's good, but I think it's great that you feel comfortable enough because I think sometimes it's easier, and you're right, we all we all manage different than we did 10 years ago. So you're all myself included, we all learn and grow. And I think it's one of those things sometimes now where in some areas where I'm so rigid, I've softened to say, how can I help this person? Yes. And if I see all the potential, help them here. And even if I can't help them here, how can I help them when they step out of here and go somewhere else? Right. Because maybe they might feel too embarrassed to come back here. But let me help you take the next step. Because when we are presenting ourselves, we dress for the job we want, not the one we have, right? And I think there's a lot of truth in that. And, you know, because we a lot of times a lot of my team work behind closed doors, not everybody in my team. Well, we have a lot of people that are on the road. If you watch our social media, you will see that, but not everybody is, right? And we still talk about um how important it is to present ourselves. And here's the thing, guys, it doesn't have to be expensive. I don't care if it's Walmart, I don't care if it's goodwill. You don't have to be expensive. We see the effort. If it's a little big, that's funny, right? We understand that. But guys, we got two questions waiting. So who wants to talk to us today? So this is coming from Ed. He said, How does the SNA, SNI experience, help a student transition from intern to new grad beyond technical skills, especially with confidence, prioritization, real world decision making, etc.

SPEAKER_01 43:09

Can I take that? Yeah, I can take part of that. Um, so the SNA and SNI program, it does help you build that confidence. You know, as we mentioned, you will be trained on three different roles, as well as being able to shadow that nurse. Um, during that time, you learn how to walk into a patient's room and be able to tell them, hey, I'll be taking care of you. I always mention to the students as well, you know, right now you're in a clinical experience. You get to be with a group of people. So being able to have that opportunity to be one on one with your patients, it helps build that confidence. We've had multiple people who have come through, and I will tell you we had one, as you mentioned, like what you're looking at for the SA interviews. We had one that was very shy, very timid, very to ourselves. Yes. And, you know, after the interview, I was like, Gerald, I just don't know. Sherry was like, you know what? I think it would be a great opportunity because she could grow. We could give her this opportunity and it would help her grow. And I will tell y'all by the end of it, she was the postcard, like the poster of us. She actually stood up in front of a group at her school and talked about how great the program was because she built that confidence. That's amazing. It helped her grow as an individual. In school, she felt like she could help make those clinical decisions better because she had experienced it as a student working with us at Spark More Region.

SPEAKER_04 44:35

I think that's amazing.

SPEAKER_05 44:50

Yes. Oh, that's wonderful. And you know what? That's a big part of what we're just talking about, talking about letting people grow and how we help sometimes you have to, if you see the sparkle, can I can you be the game changer? And I think sometimes in an interview, we take that away. And so we talk about that a lot as a group is can we see beyond what we may see in front of us? Do we see potential? And if we do, do we take the take the moment to coach it? Because guys, we the last thing we want to do is to tear good people away from healthcare. What's that second question coming? What if you are not a student? Do you also hire experienced nurses and professionals? Well, my golly, I'll go ahead and start with this one. Yes, bring yourself through. I'll connect you to a recruiter right now. I've got someone waiting for you. Um, if you go to our career website, we've got somebody that uh can chat. We actually have an AI friendly chatbot who will come on and talk to you and direct you to a recruiter so that someone will call you tomorrow. I'm about ready to give out my cell phone number if nobody gets back to you. Um you can find me on LinkedIn. Umre on LinkedIn. And we are, I think somewhere up here, we have our email coming up from our recruitment team, Arianrecruitment at SRHS.com. We hire experienced nurses. We had a lot of people at the New Grow Dinner that were second career nurses. Yes. I love it. Um, and I just love to see that. It just shows that a lot of people are seeing the potential in healthcare. I think we've people ran away after COVID. We did. We lost a lot of good people for many, many reasons. And I think we're starting to see people want to flock back to the bedside now, which thank goodness. And we need them more than ever because guys, we're at some point in our life, we're all gonna need a nurse or a doctor or healthcare system, and maybe at multiple points in our life. And so when we do, we want to make sure the appropriate people are there training, and they're not trying to balance more patients than they should have. So the short answer to that is heck yes. Um the long answer to that is there are a multitude of opportunities. What I will say is I am proud of, and I won't say the number, but we have the lowest nurse openings that we've had in seven years. And I'm so excited because that's a testament to our leaders. It is a testament to this recruitment team and all the innovative ideas that run through here and all the leaders that buy into the ideas that we have and the great reputation you guys have. And so, Andre, and I will say that we hear wonderful things, um, feedback from our SNA, SNI program to the recruiters and to us, and from the instructors uh that we meet with. I think it's it's just an amazing program and what you guys have grown it to. So, with the SNI being a condensed version of the SNA, tell me how do you approach that differently?

SPEAKER_00 47:37

So the SNA, so let's go to the SNA part first. So the SNAs are here with us year-round. So they work in what we call a peer-in role or as needed. And basically, we schedule them a six-hour shift every two weeks. That is all they have to commit to because we understand they've got to go to school. They can pick up more, they can do as much as they want, but we are gonna keep them to, we're gonna schedule them on a minimum of six hours every two weeks. So if you're in school and you've got tests coming up, you can only do six hours, then you're fine. If you are on break and you want to pick up three or four shifts, you can pick up three or four shifts. So it kind of works based on their flexibility and what they need. The student nurse intern that's here during the summer, so they're here eight to ten weeks during the summer. They're in a temporary position. So they are here, they work full-time hours, so they do three 12-hour shifts during that time that they are here with us. And two of those shifts, they are working either as a PCA, a companion, which is our one-to-one patient watch for safety, or a unit ambassador, which is our unit secretaries. And then the third shift is a shadow shift for the nurse. So our SNAs get shadow shifts throughout the year spread out. Our S and I's get the same amount of shadow shifts. That's hard to say that.

SPEAKER_05 49:02

It's like Peter Pepper Douglas. Yeah, okay.

SPEAKER_00 49:05

The same amount of shadow shifts condensed in that eight to 10-week time frame. That's so great.

SPEAKER_05 49:10

And one of the biggest perks, is not, is some tuition um assistance. Is that not? Can we talk about that a little bit? Because I think that's something that people listening would want to know. So, Cheryl, do you want to elaborate on what's one of the big perks of the SNA SNI? All right.

SPEAKER_00 49:25

So, as an SNA, you are eligible for tuition assistance. So, tuition assistance, you have to be in a PRN um support role, of which an SNA is one of those support roles that qualifies. And you can get up to $4,000 a year in tuition assistance. That is money that comes to you. You can spend it on tuition, you can spend it on your books, you can spend it on lab fees, it's gonna go into your bank account and it's gonna help you because we know school is expensive. It's hard, it's expensive, you need that money up front. Now, we also know nothing in life comes free, right?

SPEAKER_03 50:04

Right, yes, absolutely not. Right, nothing good usually.

SPEAKER_00 50:13

So um, so in order, so if you get to it, look, now you got me all about that. So for nothing comes free. Nothing comes free. So with tuition assistance, so if you take out a year of tuition assistance, you owe us a year as a nurse. If you take it out for two years, you owe us two years as a nurse. Now you're never gonna owe us more than two years as a nurse. What I tell nursing students when I talk to them is you're in nursing school right now. Right now, time is crawling. It feels like forever. I'm never gonna get through school. I remember that 39 years ago. You remember that. You know, it just felt like I remember that about college in general. I did not move. Yeah. When you get out of school as a nurse, it flies by. I feel like I just started yesterday. I tell people I had to start when I was five years old because I cannot be this old. And I mean, so your first year, you it's all about learning the skills of being a nurse. Can I start an IV? Have I seen a heparin grip? Have I seen a chest tube? You know, have I done an admission? Have I done a discharge? And then in year two, you start pulling all those pieces in and you develop those critical thinking skills and putting it together, and you turn around, and it was just yesterday that you started. It goes that fast. So it's nothing to be able to have those two years, and you need that time to build your basics and build your foundation to branch out from. So it's a great program to do that. Not only do we have tuition assistants. Look, you got me started. Not only do we have a question.

SPEAKER_05 51:46

I want to finish that thought.

SPEAKER_00 51:48

We also have um INCLEX reimbursement. Right. So we'll give you up to $350 back in um for your NCLEX. And the NCLEX reimbursement that was oh, um, and if you are hired on as a new grad, we have an NCLEX review course. So you go to the NCLEX review course with our great and wonderful educators. We have system educators that, oh my gosh, they're amazing.

SPEAKER_05 52:14

I know they are amazing. If you miss them at the new grad dinner, you really miss some.

SPEAKER_00 52:18

Yeah, yeah. They they are fantastic. But they put on this program and then you get a prescription, a subscription prescription, which is the same thing.

SPEAKER_03 52:26

We got some work. We got it.

SPEAKER_00 52:36

That's great.

SPEAKER_05 52:37

Roll our question here, Autumn. Oh, Shelly, speaking of education and all that's wonderful. Can you share more information about the nursing pipeline, SNA to TNR to RN than possibly SRT? Lovely.

SPEAKER_00 52:53

We got the job for you on yes. Dream job. Dream job. So you start as an SNA and you work, so you you're gone through nursing fundamentals, you come on board as a student nurse, and you're working with us, and you apply for an RN position. You obtain an RN position, then you can move into what is called a TNR, that is a transitional nursing resident. So, what that does is that position allows you to get started with a team that you've got a job with. So, for instance, if you are starting with a resource pool, then you can be a TNR inside the resource pool. You can get to know your team members, you can kind of you can start working. We'll get you some of your education, your ACLS, your arrhythmia training. You can go ahead and start getting some of those things while working, making $20 an hour. Awesome. So such a nice business before the license. Yes, we all have bills to pay. You get your NCLEX prep.

SPEAKER_05 53:56

Um which is great, by the way. If the students don't know how amazing that is, I think their pass rate is like close to 100% for the NCLEX uh prep that they do.

SPEAKER_00 54:07

And then so then you take NCLEX, you become an RN. So you work as an RN. So you're a new graduate RN, you're working along, and then as you gain experience, you can actually get into our staffing response team. So we have a staffing response team that is part of the resource pool. It's my pride and joy. Yeah. So with our staffing response team, it goes system-wide. We go to all of our acute care areas as well as some of our post-acute areas because we go to the LTAC at restorative and the hospice house. And they are experienced nurses that have shown to excellence. And they are hired on. Um, they get higher rates to go out and go to these different areas to be able to help us to staff and to precept and decharge. What am I doing?

SPEAKER_05 54:57

Three is it three tiers? Is it right? Three tiers. Um, the more places they have to go to.

SPEAKER_00 55:05

The higher the tier. So the higher the tier, the more that um, the more money that you get, as well as the more responsibility you have because you've got to go to more areas and then a different way of assigning. Yes, right. Flexibility.

SPEAKER_02 55:19

Yes, I was just thinking about it.

SPEAKER_05 55:22

Yeah. Yeah. I think that's amazing. That's great. What a great almost like an internal uh like float travel system it is, you know. Um such a wonderful thing to have in three tiers and paid very well and well respected um within the organization. I know many leaders have relied on them, um, and they really do fill in a lot of the gaps when when needed. Yeah. Now, do they work by day or they work by assignment? So is it like they go for several weeks at a time or do they bounce more than that?

SPEAKER_00 55:50

So it depends on your level. So, you know, we were talking about the different levels. So we have our first level is you have to have at least a year's experience to go into the team. And that gets you into that first level. And that is basically you have a schedule, you know when you're gonna work, but you don't know where you're gonna go until the day of. So you're gonna get your assignment a couple hours ahead of time. Um they are usually filling in for um call-ins, unexpected um holes, things that come up on a day-to-day basis.

SPEAKER_06 56:25

Right.

SPEAKER_00 56:26

Then as you go up to level two, these are more, we call them predictive. So we're looking a week ahead of time. We look at where are all the holes in the system? Where do we need to plug some of these holes? And so they'll get their assignment a week ahead of time. Um, so you know, as I don't talk to Andre because Andre knows what this is like. As a manager, you put a schedule together. It's beautiful, it's gorgeous, it looks wonderful. You want to frame it and put it on the tears apart, and then somebody resigns, somebody transfers, and somebody has to go out on emergency FMLA. So now you've got all these holes. That's where these level two people come in. They help to fill those unexpected holes that have more of a long-term reaching effect. Then we have our level three folks. So this is our top tier, and they are more like our internal travel. So they are assigned to um different units for six to 12 weeks at a time, depending on the need, and they become a part of that unit as a team member. I love that.

SPEAKER_05 57:29

Yeah, I think that's amazing. Guys, I know we're coming in here on our, I think, about our last five minutes or so, last three, six minutes here. And so what I'd like to do is kind of go down the row. And Amanda, let's just kind of start to you and tell me what's one thing you'd like to tell our audience um about the SNA SNI program, um, and and maybe even our rapid uh well, not rapid response, but our like intriguing. We got some for response. This is uh this is what's happened this week when we do everything in one week. We're real excited, but uh we definitely this week for folks. Yeah, we do so on all the things. Um, what would you like to leave our audience with?

SPEAKER_01 58:14

So with the SNA and SNI program that we have here at Spartan Regional, I definitely recommend if you are a nursing student and you have heard about our system and you are familiar kind of with our values and commitments, I would recommend you to apply. It is a great opportunity to grow within the hospital setting. Um, I will tell you one of the things that I always like to talk about is when you're walking down the hallway at Spartan Regional, everybody's gonna have a smile on. People greet you as you walk by. That's something that you might not see in other facilities. So being able to start as an SNA or SNI and get to see and feel our environment, it helps you grow within the system. Amazing. Cheryl, what about you?

SPEAKER_00 58:55

So I kind of would echo a lot of the same things that Amanda said. Um, and you know, one of the things about our system that is so great is that it is your forever learning, you're forever growing. And that's what nursing is about. Yeah, it's about learning, growing, becoming the best that you can be. And we want to help you to do that. So apply today.

SPEAKER_05 59:17

That's right. That's right. We're always open to apply. SRHS Careers. You can go to the main website, you can give use a QR code we have up here. You can go to our Facebook, you can go to our Instagram, which is HRS Family, go to our link tree, which is right on there, and it will take you to all of our wonderful events. And one thought I'd like to just leave the audience with is one thank you, ladies, for joining us. What an excellent program. Thank you for your dedication to this organization. Uh, just amazing stuff, just great things. We really appreciate you as a leader. And it's so nice to get to sit with our leaders sometimes because if we don't sit on the clinical side, so I love uh getting this opportunity. What I leave everyone is is whether you are a new grad nurse or maybe you're an experienced nurse and you're hearing this and go, How do I fit in? We have a place for everyone. The wonderful thing is you can come in on your way up and join these ladies for one of our wonderful SNA SNI programs. Or if you didn't find us early on and you're finding us now, you can come in, end up in a really great career and end up as a mentor uh for one of these great students coming through. So there is a place for everyone. Uh, we just have a really wonderful program here, just all just across the board. And I know, you know, sitting on a panel here and for seven years to be the junior uh moment says something to you about what kind of system that we have.

SPEAKER_02 1:00:34

That is true. And definitely when it talks talk about dream job, I've been, gosh, I've probably had at least seven dream jobs. So go in to this organization, keeping that in mind. Oh, it is. That's right. That's fun. Be flexible. I heard flexible over here. I heard, evolve over here, allow yourself to be all those things, and the dream job will be there. That's right.

SPEAKER_05 1:00:57

Guys, we thank you for tuning in and stay tuned. There will be another podcast coming up here in the next three months, and you'll never know who we might have as a guest. Ladies, thank you so much for joining us today.

SPEAKER_06 1:01:09

We appreciate it, everybody. Bye.