ABSTRACT: The retention of our experienced RVNs is poor and practices are struggling to keep a full team of nurses as well as maintaining a positive culture within the practice. Retention may be defined as the retaining of existing registrants’ names on the RCVS register and is something that the ongoing VN Futures project is working on improving. Would the RVN retention rate improve if nurses had more choice and control over their career options? What can we do as RVNs? Within which direction can we progress our career? Is work-life balance ever achievable? This article will aim to answer some of these questions. RVNs are in high demand – we should be making the most of our position and driving forward a positive change for the profession as a whole. Change isn’t scary, you just have to try.
Author
Josephine Oakden FdSc RVN ISFMCertFN CertCFVHNut
Josephine graduated from the Royal Veterinary College in 2008 and worked in a variety of small animal and mixed practices in Norfolk, Essex, London, Wales and the Midlands. Josephine currently works as a locum RVN allowing her to fully engage with her role on the BVNA Council. Since graduating, Josephine has undertaken further certificates in Canine and Feline Clinical Nutrition, Feline Nursing and End of Life Care with Compassion Understood. Josephine also provides talks to primary school children about caring for animals and what working in a vets involves. She currently lives in Leicestershire with her husband, two children and a menagerie of animals from dogs to a horse; in any spare time she runs CaniCross with her collie and terrier
Email: jo.oakden@aol.com
Keywords: RVN; retention; VNFutures
To cite this article: Veterinary Nursing Journal • VOL 34 (02) • February 2019 pp53-54
To gain access to this article, select one of the links below: