Filipino-American Association of the Inland Empire (FAAIE)

THE Filipino-American Association of the Inland Empire (FAAIE) is based in Spokane, WA. It is a qualified 501(c)(3) of the IRS, non-profit organization. All parts of your membership or donations maybe tax deductible. Please contact your tax advisor.

The Filipino-American Association of the Inland Northwest is involved in various social, humanitarian, and cultural events. Our Christmas carolers spend extra time during the holiday season singing traditional Filipino Christmas songs to family and friends. The Silangan Dancers work very hard to fulfill their duties as the FAAIE ambassadors of goodwill, performing traditional Filipino folk dances throughout the region. With the addition of our club Jeepney (“the Ambassador”), we can now teach people throughout the Inland Empire about this wonderful culture!

History

The Filipino American Association of the Inland Empire (FAAIE) is one of the largest Asian Pacific organizations in the Inland Empire. Our history dates back to August 28th, 1986, when the founding members, Norma Gavin, Fred Jimenez, Tommy & Margaret Rosario, Ray Atabelo, Antonio Cabading Jr., Lily May Bayley, Mariano & Ann Vivit and Domingo & Anastacia Soriano, to name a few pioneer Filipino families in Spokane, first gathered together to discuss the formation of a Filipino organization. Then, in the early part of 1987, they met in the basement of the Lady of Lourdes Cathedral to officially form the organization. On June 12, 1987, it was incorporated with the Secretary of State of the State of Washington and in 2006, it received the 501c(3) non-profit status through the Internal Revenue Service.

The FAAIE was formed exclusively to preserve and promote Filipino cultural and heritage in the community. For the last 24 years, due to the hard work and leadership of subsequent Filipino community leaders and members, the FAAIE thrived and grew. It brought most of the Filipino Americans together and helped build the thriving Filipino community in the Inland Northwest. Today, there are 500 families in the Inland Northwest consisting of professionals (doctors, lawyers, nurses, pharmacists, business counselors, high technology, civil servants, non-profit executives, military personnel, and service workers,) homemakers and elderly. Our youth and students are known to be studious and high achievers throughout their educational journey. We hold family values, civic engagement and education dearly.

Nursing shortage - e Return

Sam Khan,MD Copy right: medjobcity Inc. 02/2004.

ursing shortage have been an issue for sometime now in the country. The causes are varied and have been discussed in many articles in the recent past.

The purpose of this article is to explore the strategies US Hospitals are employing to overcome the nurse shortage. The remedy of a problem is dependent on its cause. This is no different here. Since the causes of shortage of nurses are varied the possible solutions proposed are many too. Nurse shortage stems from lesser number of students choosing nursing as profession , Uncertainty created by a wrong research report in 1988 by a reputable organization predicting impending nurse oversupply (resulting in students deciding not to chose nursing), more nurses choosing to work in out patient setting creating a mal distribution of nurses in some areas of the country , dissatisfaction among nurses because of shift work, mandatory overtime, insufficient pay, lack of a career ladder are some of the common causes. Many nurses are choosing Temp. work as it pays more money and allows some control over work hours and benefits. In the private sector the turnover is higher then in the govt. sector. Hospitals are doing all sorts of things to recruit and retain the nurses. Financial incentives to recruit nurses are temporary fix in general. These do not guarantee retention of the nurse in the same facility. Long term planning for this national problem is addressed by federal as well as state level. These will have effect though not in very near future. A serious effort by the hospitals, nurses themselves as well as the government and the nursing organizations will be needed. Image building , making the profession attractive are the sort of things which will take time but will have lasting effects. For the short term it is the hospitals which have to deal with the nursing shortage.

The latest news is that some nurses who are in army reserves are now being called in for active duty and sent to Germany (3 from our institution). There are not many innovative strategies available to hospitals to deal with the shortage of nursing staff. Here are some ways different health care organizations and hospitals are dealing with this nursing emergency: (These strategies are for recruitment of new nurses, new graduates as well for retention of existing workforce. Some strategies are short term and some are long term. Your institution or hospital may already be employing many of these methods.) Commonly employed strategies to attract and retain nurses in the organization include: 'Signing referral bonuses 'Salary incentives 'Flexible hours. 'Lower eligibility threshold for benefits. 'Improvement in working conditions. 'Increase recruitment in training programs. 'Recruitment outside of prime age. 'Identify cost effective and quality based practice models that promote quality patient outcomes and job satisfaction. 'Accommodate aging nurse force. 'Image building of nursing staff. 'Assign responsibilities and challenges for motivated members of nursing staff . 'Create role models for junior nursing staff members. 'Promote leadership development programs. Baptist Hospital of Miami, Florida is employing following strategies for some time with good success. 'Sign-on Bonuses offered to all RNs and Out-of-Area Applicants ($5,000 and $2,500) 'On-Campus Recruitment Twice a Year at each of Four Local Nursing Schools 'System-Wide Posting of all Job Openings 'On-site Child Care Center. 'Post Office. 'Choice of multiple health plans 'Group Legal Insurance. 'Leave Sharing (PTO donations to employees in need) 'Larger and more frequent advertising in Local Newspaper and Nursing Journals 'Special Annual Ads (i.e. Florida Hospital Association Guide, RN Magazine, AJN). 'Commercial Internet Postings.

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