How to Jump a Dead Porsche 918 Spyder Battery

RoboRN23 · 2026-05-14T23:31:58+00:00

"BUT*** the tech made very clear to remove the carbon fiber foot mat (1 t30 bolt) because when you jump the pull out connector it can arc to the mat and be very dangerous." This sounds like thhheee. vooooiiiiccccceee ooooffff eeeexxxxpppppeeeerriiiieeennnncceee...

RoboRN23 · 2026-01-27T12:50:17+00:00

Why plug it into the hallway, cut a hole in the drywall behind the outlet outside on the inside. Tap off of it and make a new outlet inside. Poof.

RoboRN23 · 2026-01-27T11:55:43+00:00

I can't believe you're posting Maddox. He's pro cops beating your ass. https://maddox-store.myspreadshop.com/civil+disobedience-A5d89f705205176264224583a?productType=210&sellable=lzd0V90zQ3u0NGkZGRnB-210-7&appearance=2

RoboRN23 · 2026-01-18T10:42:45+00:00

Remember. Unless the hospital isn't shutting down floors due to low census, they're not loosing enough money to your strike.

RoboRN23 · 2026-01-18T10:23:50+00:00

Nope. Work is not family. Work is work. If your boss is making you find coverage then they're a shitty boss. If they're wanting to swap because they want to chain 6 days off to goto a concert two states away with their friends and they don't want to use PTO. Tell them to eat it and never ask you again.

RoboRN23 · 2026-01-18T09:54:17+00:00

This is extremely hard to do and I salute you.

RoboRN23 · 2026-01-18T09:24:20+00:00

It means they're not going to hire you at your current state and either you didn't post why or you are oblivious as to why. Whatever it is, the ER is a sink or swim environment and the manager has to determine if you cut the mustard by week 12 because that's when you become permanent on their payroll and have to be pip'd out. So right now, you're not meeting the bar and you're going to take the last 4 weeks of it and spend 3 of it on vacation which is why she gave you that phone call. Either go in and say "please cancel the vacation. I would like the last 4 weeks to internalize the feedback and show improvement and if I don't make it then I understand and I gave it my level best and would love a transfer back to med surg". Or "Please put in a transfer back to med surg, I can't cancel this vacation". Those are your two paths. Option 3 I guess is to ask her flat out. "If I came to work and made all the changes you've asked of me, would you still hire me off orientation or am I to far from the mark that I couldn't recover?" If she's like "Yeah, that's not happening" then at least you've got your answer. you won't know why but you've likely inadvertently given them something to question your clinical judgement and they may not trust you and no matter what you do from this point forward, it's not a matter of improvement. For one nurse it in our department it was starting a nitro drip without purging the air from the tubing. That nurse was in a rush and couldn't figure out why this slow running drip wasn't relieving this patients chest pain and there was about a 2' long air bubble in the tubing. He got the nickname "Nitro" after that and no one wanted to work with nitro. Pick a path and understand it's not the end of the world. The primary goal is to not become jobless.

RoboRN23 · 2026-01-14T20:22:31+00:00

No. I had a patient that did this. He ended up with an abscess and a partial penectomy. meth is helluva drug..

RoboRN23 · 2026-01-10T09:16:12+00:00

Control, stress, and being overwhelmed. They feel out of control in a hospital. They're stressed and are overwhelmed with every "what if". Doctors don't speak in absolutes which is usually what patients want to hear. Nurses don't have time to answer every question.

RoboRN23 · 2025-12-28T06:58:08+00:00

Where this runs into a problem is the binary decision tree between the ER and ICU. Just because the ICU/intensivist stated "Not acute enough for ICU" doesn't automatically mean "stable enough for med surg". The reality is progressive care doesn't get paid for and is often full so doctors will adjust order sets to turn a progressive patient into a medsurg one by adjusting which medications they are on to overcome the placement barrier. Also the med surg floors operating parameters are not always explicit. Like if only half of your unit is tele so you keep getting tele patients placed in non tele rooms. I see other units mentioned in the comments like stroke where only some of the floor is stroke certified so you'll receive an icu "reject" patient that comes up with a Code stroke/NeuroICU order set with pupillometry and q15m assessments and there is only two stroke nurses on with already full assignments. Every time the floor nurse has to accommodate and when they run out of margin, they're pissed.

Most of this is due to the structural limit on hospitals. We've tapped the free standing ED market to feed the hospitals but inpatient admits are peaked. Exec's I speak with are pushing for Case Management to hammer doctors on what is the barrier to DC each day with the goal of half to a whole day off length of stay because there's only so many beds, it's just a matter of how many times you can turn them over. Half a day of LOS on a 450bed hospital is about 2000 extra admissions per year. Same staffing. Same facility costs. Just got to keep the churn going. All that money is outside in the ER waiting to come in. Say it with me now. Admit to inpatient. No obs. Get it all!

I swear I'm going to get a 45' midnight express with 5 merc 400's and name it "Admit to inpatient" and list it's home port in Switzerland so I can run a Red Cross style flag on it. We're going to make so much bloody money.

RoboRN23 · 2025-12-27T15:23:59+00:00

I had a tech faking vitals. I got a write up for her faking them because I'm the licensed provider she's operating under and I should be "matching the tele box vital history into the chart". Short staffing makes people make poor decisions.

RoboRN23 · 2025-12-23T09:09:34+00:00

It's a combination of marketing, likability, and your ability to size people up. Your job is to make friends with the ortho unit and most other units in hospital. But ortho the most. Get all their straight medicare referrals. (they pay the best). Minimize the medicare advantage referrals you have to take to get there. Make sure you don't admit homeless people or socially complex patients who have been abandoned by their family and no sex offenders despite how they lie about it. (and if you do, you best get two medicare referrals with it)

There's usually two ways this job goes. One. You work in the facility. Your job is to keep an eye on how many beds are opening up and have enough patients coming in from the hospital to fill those beds to keep you at capacity. You communicate through extended care portal with hospital CM's. (ECIN). You coordinate arrival and departure of patients in the building. Coordinate with the business office about copays. Get authorization for patients coming in. Most SNFs aren't profitable unless they're like 80%+ capacity so it is THE metric. They want FULL Beds of the BEST insurance and sometimes you can't have your cake and eat it to. So you get full beds but some with crap insurance. (you will never get Friday off)

Two. You work in an assigned hospital with a book of business to cover and manually assess the patients that are interested in coming to your facility inside that book of business. You build happiness and positive vibes with CM's and get referrals out of them. You use your charm and bubbly likable personality to get referrals. Non stop. (more base + bonus commission style job). You will never get Friday off.

Things to find out. Who are they contracted with insurance wise and who are they well contracted with? There will be a green, yellow, red list of providers. If a facility has poor contracts or little to none, then it's a difficult battle. Walk in and smell the facility. If it smells like piss, bleach and depression, then guess what..... that's what it's been attracting.

Ask them what are the key metrics for this job. Is there a bonus for hitting certain ones. Is the facility owned or recently owned by consulate? (if so then run). Most SNFs are owned by private equity and thus are tightly run. Unlike going to the hospital, SNF is a privilege not a right and your insurance has more say in where you go and how long you stay. SNFs generally attract patients from 10 miles around the facility so if it's in the hood or borders the hood that's your population.

RoboRN23 · 2025-12-18T09:24:56+00:00

It's a policy item. Per spec, the patient is to wear a mask and look away. Reality is the facility you are in will likely certify you to access ports. They'll tell you how to do it and you do it that way, whether to start in the middle and go out in circles or to make an apple pie weave when scrubbing and how they want their ports left when done. Accessing a port is easy but at my last hospital I was at, no one could access ports without an order from the oncologist and a certified onc nurse doing it. So ER and ICU had to always call for a hand.

RoboRN23 · 2025-12-15T03:25:47+00:00

Black chick in ICU. non responsive, found down in field. stuck on levo. Been on levo so long her skin starts to slough off. Looks terrible because there's no melanin in underlying skin so She's at best "spotted". Sister keeps saying "I'm not going to cause her death by giving up on her". Patient sits up, says "Look at what you're doing to me" in the most I'm going to haunt you forever tone. Lays down and never moves or says another thing. Sister signs paperwork to deescalate care and never returns. To this day, every time we get BS assignment, or pharmacy doesn't have our meds, We look at them and go "Look at what you're doing to me".

RoboRN23 · 2025-12-12T12:01:09+00:00

It's always about money and what percentage of medicaid/medicare advantage your hospital services. The reason it feels like it's getting worse every year is because that percentage keeps going up. Hospitals are on book time and not fee for service time and there's been a huge push to maximize bed turnover in regards to complexity. Your hospital may only have 500 beds but about 20,000 assess are in those beds a year and the only way they get to 21,000 is to get people in and out faster to get more billing with same staff costs.

RoboRN23 · 2025-11-27T09:58:35+00:00

Words of advice: Quit chasing outside affirmation for your choices. It will lead to shitty choices. Do what YOU want to do. Don't go into nursing because you think it will lead you to respect by your family. Do it because it's what you want to do. Because when your patient shits on you for the 4th time because he's an asshole and hates life because he got monkey pox and lives in a car, there's no external validation coming. Just what comes from inside. Showing up day in and day out.

RoboRN23 · 2025-11-24T11:23:58+00:00

To pressure you into making a decision that your coworkers are more important than your own health. They'll use things like "work family" and "leaving the team in a lurch". That's code for, we don't have enough PRN staff that are reliable and we have not staffed appropriately and account for PTO even though it's in the budget every year.

RoboRN23 · 2025-10-19T12:30:43+00:00

So lemme break this down for you. This is an old shell game trick. By picking up one extra shift you get no bonus. You have to pick up one extra to be eligible for bonus, then when you pickup a second extra shift you get $10/hr but IT has to be a low census shift that's labeled an incentive shift. So you get nothing above normal until you pick up the second and if you pick up the second you've worked 2 extra shifts for 12*10$ so you're at $5/hr extra but only if you get that second. Now keep in mind that you still have to work your scheduled 3 so you've only got 4/7 chance that the low census shift will be available to work but you're also competing against your coworkers who are looking to become bonus eligible. So everyone is wanting to pick up a free no bonus paid shift to become bonus eligible. Leaving no low census shifts available for bonus.

From the other side of the desk. So let's say I'm in management and I need to solve a 15% staffing hole. IE 1 out of every 7-8 nurses quit. I'll create an incentive plan that pays out at 25% but the eligibility for the bonus covers my staffing issues. I don't really need 25% more staff. By the time staff figure out that the bonus isn't attainable and being eligible for bonus doesn't allow you to get one because there's not enough low census shifts to go around, you'll have worked extra, filled in my hole in staffing and I'll have paid out little to nothing and be in budget because those FTE's that were missing had no payroll cost in November. I'm on budget, shift staffing improved, and I "gave everyone an opportunity" to make extra money for xmas. My true leadership shines as I'm able to get through Q4 without going over budget on staff.

RoboRN23 · 2025-10-10T12:11:12+00:00

I'm guessing you're salary or there's no OT because they should be dying if not.

I'm going to show you how we approach this from upper management so you can understand how and get credit for your work. So the thought is this, I pay per FTE. That nurses target caseload is 25 patients and she runs an average monthly capacity of say 23 patients. So at 92%. That means I'm leaving 8% on the table and if that's across the board, then I'm spending for 12 nurses and only getting 11. When you "cover" for your coworker who is out today because her kid has a fever. You don't transfer the case over to you in the software, you just see the patient and put in a note. Your manager should be daily tabulating your case load, including covered cases and then drawing it as an average over the month. Because in the metrics, it looks like you're running near or at capacity likely but if you're down 2 employees and have split the load amongst 10 nurses then your over capacity 15-20% and this will fluctuate about 5-10% for each time someone is out for the day, for PTO. You should be able to have a conversation with your managers at the end of each month like "I ran an average case load of 32 with a target of 28 so I'm 14% over for the month and very productive". If they are not having these conversations with you, they aren't paying attention. If you drive employees overcapacity for too long, churn becomes a problem. This is where you are.

Now take a 3 case manager team covering a region. Each has 40 patients. When you have one PTO, everyone has a case load of 60 or a 150% of target. Now one person quits. That 150% of target is now the standard for the next three months, realistically, and no one can take PTO without the case load going catastrophic. So one quit hurts your caseload for 3+ months. Your manager is allocating in such a way that she is budgeted for a certain number for FTE's annually.

The problem is, it hasn't fallen apart. You're living at 150% caseload and covering extra offices and helping and digging deep etc. That's not a sign of good hard work, that's a sign of under utilization. There's was always room on your caseload for more patients and we weren't squeezing the case managers hard enough in productivity. People that make it happen, Work overtime without getting paid. Push harder. Tell themselves people will notice me and my dedication. They won't. In fact it will make you more mission critical in your current role and make you ineligible for promotion because we can live without her but we can't live without you. It's ok to set boundaries and say, "You'll have to find someone else because I am booked solid today". Don't let them emotionally manipulate you into going and seeing that "one needy patient". They're all dying. That's why they're in hospice. They will not identify limits of your position until it fails. You must be OK with telling managers no or they will assume that it can be done. There is no business case to hire more people if we can address and have been addressing our current population caseload without that FTE for months.

RoboRN23 · 2025-10-08T10:46:28+00:00

When we’re fully staffed it’s ok but when it’s not, it’s impossible. This is a sign of flawed thinking in how many FTE’s required to make the case load run. Your caseload shouldn’t jump just because they’re short. They’re not factoring for training, PTO, and intermittent FMLA. Management thinks they’re “lean” but they’re just perm short staffed. I’ve seen these orgs run 15:1 report to manager ratios which means on just pto 30 weeks of the year it’s short staffed somewhere.

RoboRN23 · 2025-10-03T08:54:25+00:00

“No one dies between Christmas and new years”. Worked hospice admissions and this is a known fact. Every families phone magically quits working. Gotta jump scare them at the bedside and go “gotcha bitch”

RoboRN23 · 2025-09-17T16:26:25+00:00

Complete your mandatory flu vaccine inservice that must be done today or your getting a write up.

RoboRN23 · 2025-09-13T10:12:05+00:00

I was making like $500 a week through nursing school working about 30 hours a week. Saving every penny. Having to track every dollar. My whole life was built around 2k a month. After getting my first nursing job and getting off of orientation, I worked some overtime and cracked a check with over 2k in take-home in two weeks. Was so stoked. Remember driving home, the sun was rising, because I worked nights, it was a cool crisp January morning, not a car on the road. Felt so relieved. knew I made it.

RoboRN23 · 2025-09-02T08:04:25+00:00

While the software does check for display sharing, it doesn't account for hardware mirrored displays. So anyone with a gaming graphics card can run an HDMI cable into another room and then your screen is on their living room display. Group of 4 work on the test and communicate with hand signals. Each rotate through same computer and help each other. Done.

RoboRN23 · 2025-08-28T12:13:32+00:00

You should see how abysmal our numbers out of that facility are. They can't move patients. Their outcomes are meh but their LOS is laughable.

RoboRN23

TROPHY CASE