First bell. Anne-Sophie Minkiewicz readjusts her headset. Second ring, followed by a click on his Skype profile. His nickname: “Anne-Sophie_Nurse Retraining”. A new window opens. “Does it seem to be okay since our last video? », she rejoices. Marine’s smile appears on the screen. Six months after his skills assessment with the organization of Mme Minkiewicz, the young nurse took the time to think about her retraining. She wants to end the lack of recognition and staff at the Ehpad. “In the short term, the project is to become a nurse in a company”she explains.
Anne-Sophie Minkiewicz has made these desires to retrain state-qualified nurses (IDE) a flourishing profession. The blouse has attracted her since she was 5 years old. She also put it on between 2006 and 2009. But the lack of resources and time pushed her to slam the door of the Assistance Publique-Hôpitaux de Paris (AP-HP). “Without wanting it, we arrived at dehumanizing, abusive situations…”remembers the thirties.
Eleven years later, most of which practiced in the specialty “change management”Mme Minkiewicz wants “taking care of those nurses that no one is taking care of”. Initially alone at the helm, the exponential demand allowed her to transform Nurse Retraining in start-ups: twelve coaches (all former health personnel), and soon 300 nurses taking part in its two-month program (financed by the personal training account).
“We are at 60,000 vacant nursing positions,” remarks Thierry Amouroux, of the National Union of Nursing Professionals.
An emblematic success of a deeper malaise in the nursing body, exacerbated by the waves of Covid-19. Of the 764,260 FDI recorded in January 2021 (including two thirds in health establishments), Thierry Amouroux, spokesperson for the National Union of Nursing Professionals, mentions tens of thousands of coats hung up. “After the gradual end of the white plans, we are at 60,000 vacant nursing positions. the difference between graduates and those who really practice amounts to 180,000 professionals. » And whatever their seniority, their service, their establishment, the reasons for departures overlap.
“Unhuman” management, low salary
Leaving, Aude Grillault had been thinking about it since entering the profession. “Already in nursing school, there were ten of us wondering what we would be doing in five years”remembers the young woman of 32 years. A few months of internships are enough for him to become aware of the workload that awaits him. Fluctuating and extended hours, management “unhuman” and sometimes irresponsible management, low salary… Like many of her colleagues, the temporary nurse sees herself as “a pawn, which is moved from one service, from one guard to another, without asking his opinion “. Graduated in 2016, she works mainly in recovery rooms, “more comfortable”. Until a burnout in 2019.
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