Travel Assignments: Stay Or Leave?

Travel nursing is a great way to advance your career and earn a good salary while exploring new places. It is ideal for nurses who value flexibility and variety in their careers. Travel nurses are hired to fill short-term staffing shortages, which may be caused by a lack of qualified nurses in the area, seasonal patient population increases, natural disasters, or staff nurses taking leave. Travel nursing assignments typically last 13 weeks, but can range from 8 to 26 weeks, and hospitals often offer to renew contracts. Travel nurses are usually paid well due to high demand and can expect benefits such as medical and dental insurance, retirement plans, and stipends for housing and travel expenses. However, it is important to carefully review the contract, ask the right questions, and stay in communication with recruiters to ensure a smooth process and positive experience.

Ask your recruiter if the hospital has sent an official offer to the agency

When considering whether to take on a travel assignment, it is important to ask your recruiter if the hospital has sent an official offer to the agency. This is a crucial step, as it can help you understand your standing in the process and avoid any potential pitfalls. Here are some reasons why you should ask this question and what to consider:

• Verbal Offers During Interviews: It is common for interviewers or hiring managers to extend verbal offers to candidates during the interview process. However, these are not official offers, and there may be instances where another candidate has already received an offer, or the hospital's needs have changed. Asking your recruiter about the status of the official offer helps clarify if the position is truly available.
• Recruiter Impressions: Recruiters may unintentionally give the impression that an offer is imminent, even before receiving confirmation from the hospital. In rare cases, recruiters may intentionally imply that an offer has been made to keep candidates interested. Asking directly about the official offer helps prevent any misunderstandings or unnecessary pressure.
• Timing of Official Offers: Understanding the timing of official offers is essential. It can take anywhere from a few minutes to several weeks for an official offer to come through after a successful interview. The nature of the relationship between the hospital and the agency can influence this timing. Direct relationships between the hospital and agency often lead to faster offers due to better communication.
• Delays and Communication Breakdowns: Delays are more likely when a Vendor Management Service is involved, as there are more steps in the process and potential communication breakdowns. Circumstances may change between the release of the assignment and the unit manager's review, leading to uncertainty about the need for the job. Asking your recruiter about the official offer can help clarify if there are any delays or issues.
• Confirmation and Acceptance: Once a travel nurse accepts an offer, the agency sends a confirmation to the hospital, which serves as an addendum to the contract. This confirmation includes essential details such as start and end dates, location, shift information, and the healthcare professional's name. Knowing when this confirmation will be sent is crucial, as it may require your signature on the contract beforehand.
• Addressing Stipulations: If you have any special requests or stipulations, such as time off or floating agreements, it is important to discuss them with your recruiter immediately after the interview. These agreements should be included in the confirmation sent to the hospital to hold them accountable for these arrangements.
• Declining Offers: While you are under no obligation to accept an offer, repeated declinations may strain your relationship with the agency. If you decide to decline an offer, consider your alternative options and the agency's investment in the process. If they have already incurred expenses, they may be more insistent on your acceptance.

In conclusion, asking your recruiter if the hospital has sent an official offer to the agency is a crucial step in the travel assignment process. It helps you navigate potential pitfalls, understand the timing of offers, address any stipulations, and make an informed decision about accepting or declining the position.

Discuss any desired stipulations with your recruiter and unit manager

When considering a travel assignment, it is important to discuss any desired stipulations with your recruiter and unit manager. This ensures that you have all the information you need to make an informed decision and helps to set clear expectations for all parties involved. Here are some key points to consider:

• Nurse-to-patient ratio: Knowing the nurse-to-patient ratio will give you an idea of what to expect during your shifts and whether the work environment aligns with your preferences. You can also ask about the amount of time you will be able to spend with each patient.
• Overtime: Find out if working overtime is possible or expected. Even though travel nurses often earn a higher hourly rate, the opportunity to earn additional income through overtime may be important to you.
• Schedule and time off: Understand the typical schedule for nurses at the facility. For example, are there three 12-hour shifts per week or five 8-hour shifts? Also, clarify if you can take specific days off or if you need to arrange shift swaps with colleagues.
• Floating between units: Ask if travel nurses are expected to float between different floors or units. Typically, travel nurses float at the same rate as permanent nurses, but sometimes facilities prefer staff nurses to float as they are more familiar with the hospital.
• Training and orientation: Inquire about the orientation process, including the length and whether it will be specific to travel nurses or similar to new hire orientations. Also, ask if there will be paid training provided on the charting system and hospital procedures.
• Housing and commute: Since housing arrangements are often finalized close to the assignment start date, check with your recruiter about housing details and the expected commute time from your housing to the facility.
• Contract extension: Ask if it is possible to extend your contract after completing the initial term. This is crucial if you are considering a longer stay and want to ensure the facility is a good fit.

Remember that your recruiter may not have all the answers, especially regarding specific hospital policies and procedures. In such cases, they will need to liaise with the hospital's account managers or vendor management services to get your questions answered. Therefore, it is essential to ask these questions early in the process to avoid delays or missing out on the assignment.

Be aware of the differences between being a travel nurse and a staff nurse

There are several differences between travel nursing and staff nursing. Travel nurses are constantly changing locations and work as short-term nurses in healthcare facilities worldwide. They fill in gaps when there is a nursing shortage. Staff nurses, on the other hand, work as long-term nurses in the same hospitals, clinics, or nursing facilities.

Pay and benefits

Travel nurses can earn more money than staff nurses, especially if they work overtime. Travel nurses also receive non-taxed stipends for housing, meals, and other incidentals, which make up a large portion of their pay. However, staff nurses have stable benefits such as medical insurance, 401(k)s, and other retirement plans, as well as paid time off.

Work environment and schedule

Travel nurses have to adapt to new working environments, clinical practices, and teams frequently. They have to learn new policies and procedures and navigate unfamiliar places. Staff nurses, on the other hand, enjoy the stability and familiarity of working in the same place with the same coworkers. They also know the ins and outs of the facility, such as where the supply closet is and who to call when something is needed.

Contracts

Staff nurses are usually at-will employees and do not have to sign a contract unless bonuses are involved. Travel nurses, on the other hand, sign contracts for each job that outline the length of the assignment, pay, stipends, shift times, etc. Travel nursing contracts can be as short as 4 weeks or up to 26 weeks.

Office politics

Staff nurses have to attend mandatory staff meetings and are involved in decision-making processes and hospital politics. Travel nurses, as temporary hires, can avoid office politics and drama.

Time off

Staff nurses may have to work a certain number of weekends and holidays and often have to request time off in advance, which may or may not be approved. Travel nurses have more flexibility and can request time off to be written into their contracts. They can also take extended breaks between assignments.

Seniority

Staff nurses can build seniority over time, which leads to perks such as getting the schedule you want, working fewer weekends, and pay raises. Travel nurses, as they are constantly moving to new places, do not build seniority.

Orientation and independence

Staff nurses have a longer transition period with support from mentors and preceptors. Travel nurses, on the other hand, have to hit the ground running and learn everything very quickly. However, travel nurses do not have to take on students, precepting, or charge duties.

Friendship and connections

Staff nursing allows for deep and lasting friendships with coworkers. Travel nursing, on the other hand, can be lonely as you are constantly moving and may have a hard time making friends with staff at each new place.

Adventure

Travel nursing offers the opportunity to explore new places, meet new people, and gain diverse experiences and skills. Staff nursing provides more stability but may feel less adventurous.

Commitment

Staff nurses have to fully commit to their position at a particular facility, leaving little room for new adventures. Travel nursing offers more flexibility and the ability to try out different facilities and locations.

Scheduling

Staff nurses often have to work a certain number of weekends and holidays, and their schedules may be based on seniority. Travel nurses have more control over their schedules and can request specific days off to be written into their contracts. However, they may not always get their desired schedule and may be at the mercy of the scheduling manager.

Taxes

Travel nurses have to file separate taxes in every state they worked during the tax year, which can be complicated. Staff nurses have a much more straightforward tax process.

Check if you need a Compact State license to legally work in your desired state

The Nursing Licensure Compact (NLC) is an agreement between states that allows nurses to hold a single compact state nursing license, enabling them to practice in other states that are part of the agreement. As of June 2024, there are 42 jurisdictions participating in the Enhanced Nursing Licensure Compact (eNLC). These include:

• Guam
• Louisiana (Registered Nurse and Practical Nurse)
• Pennsylvania (Partial implementation)
• Virgin Islands (eNLC enacted, awaiting implementation)
• West Virginia (Registered Nurse and Practical Nurse)

Nurses who hold an active compact license may also practice in the following states:

• Guam
• Pennsylvania
• Rhode Island
• U.S. Virgin Islands

However, nurses residing in these states cannot currently apply for a compact license, as the implementation date has not yet been determined.

To check if you need a compact state license to work in your desired state, you can refer to the Nursys e-Notify system, which provides real-time updates about the eNLC, including information on expirations, renewals, and disciplinary actions. Additionally, you can visit the official website of the Nurse Licensure Compact or check their Twitter account, @NurseCompact, for the latest information.

It is important to note that to apply for a compact license, you must claim residency in an eNLC state. If you are a non-resident, you can only apply for a single-state license for that specific state.

Be mindful of the financial and planning aspects of short-term assignments

When considering a short-term travel assignment, it is essential to be mindful of the financial and planning aspects to ensure a smooth and rewarding experience. Here are some key points to consider:

Financial Implications:

• Income and Compensation: Understand the compensation package offered for the assignment, including hourly rates, stipends, and benefits. Travel nurses are typically employed by agencies and paid differently from staff nurses, so ensure you comprehend the payment structure.
• Expenses and Benefits: Be aware of any relocation costs, housing arrangements, travel expenses, and other benefits provided. Short-term assignments may offer more generous allowances, but also consider if there are higher costs or complexities involved.
• Tax Considerations: Tax implications can vary depending on the duration of the assignment and the location. Understand the tax policies and equalization procedures to avoid double taxation. For shorter assignments, staying on the payroll of your home country might be more tax-efficient.
• Insurance and Retirement: Evaluate the insurance coverage provided during the assignment, including health, property, auto, and other relevant policies. Additionally, consider the impact on your retirement benefits and whether you need to make alternative arrangements.

Planning and Logistics:

• Assignment Duration: Short-term assignments usually last from a few weeks to a few months, offering flexibility but less stability. Consider the length of the assignment and how it aligns with your schedule and career path.
• Location and Immersion: The location of the assignment will impact your planning, including any cultural or environmental adjustments. Assess the potential challenges and opportunities for immersion in a new culture.
• Housing and Travel: Ensure you understand the housing arrangements and any travel requirements to and from the assignment location.
• Personal and Family Considerations: Think about how the assignment will impact your personal life and that of your family. Short-term assignments can disrupt routines and connections, so evaluate if this aligns with your preferences and expectations.
• Professional Development: While short-term assignments offer exposure to diverse projects, consider the impact on your long-term career progression. Assess how the assignment aligns with your career goals and how it will be recognized by your employer.

By carefully considering these financial and planning aspects, you can make an informed decision about accepting a short-term travel assignment and ensure a positive experience during and after your assignment.

Frequently asked questions