Fearless Strides

08/02/2025

If you are in the Calgary area, here's a list of recent healthcare aide, LPN, and RN vacancies
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Health Care Aide (HCA) Vacancies in Calgary
• Aide, Health Care - Dalhousie Care Centre Inc.
o Posted on Job Bank on July 24, 2025.
o Link: https://www.jobbank.gc.ca/marketreport/jobs/18329/geo25411 (You may need to search within the Job Bank site for this specific posting).
• Health Care Aide - HeartNest Care Inc.
o Posted on Indeed on July 21, 2025.
o Link: https://www.jobbank.gc.ca/marketreport/jobs/18329/geo25411 (You may need to search within the Job Bank site for this specific posting).
• Health Care Aide - All About Care
o Posted on Indeed on July 18, 2025.
o Link: https://www.jobbank.gc.ca/marketreport/jobs/15778/22310 (You may need to search within the Job Bank site for this specific posting).
• Health Care Aide (HCA-RV08-015) - Bethany Care Society
o Link: https://www.eluta.ca/Health-Care-jobs-in-Calgary-AB (Search within the Eluta.ca site for this posting).
• Health Care Aide Regular Full Time [SP HCA Float E5 1.00] - AgeCare Skypointe
o The application end date was July 26, 2025, but it's worth checking the AgeCare careers page for new similar openings.
o Link: https://www.agecare.ca/careers/
• Health Care Aide - Alberta Health Services
o Salary: $20.78 - $26.03 per hour.
o AHS regularly posts HCA positions. Check their careers page for the most recent postings.
o Link: https://careers.albertahealthservices.ca/page/nursing-45
• Nursing Attendant (2025-0391) - Carewest
o Link: https://www.nursingcareerscanada.ca/jobs/calgary-ab/ (This site aggregates job postings; search for Carewest to find this opening).
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Licensed Practical Nurse (LPN) Vacancies in Calgary
• LPN Clinical Supervisor - ParaMed
o Posted with a closing date of August 4, 2025.
o Link: https://www.nursingcareerscanada.ca/jobs/calgary-ab/ (Search within the site for this specific posting).
• Licensed Practical Nurse - Temp Full Time - AgeCare Glenmore
o Link: https://www.ziprecruiter.com/Jobs/Full-Time-Lpn/-in-Calgary,AB (Search within ZipRecruiter for this specific posting).
• FT Licensed Practical Nurse (LPN) - Alpha House Society
o Salary: $27.27 per hour.
o Link: https://www.ziprecruiter.com/Jobs/Full-Time-Lpn/-in-Calgary,AB (Search within ZipRecruiter for this specific posting).
• Licensed Practical Nurse (LPN-RV06-001) - Bethany Care Society
o Full-time, temporary position.
o Link: https://www.ziprecruiter.com/Jobs/Full-Time-Lpn/-in-Calgary,AB (Search within ZipRecruiter for this specific posting).
• Licensed Practical Nurse - Covenant Health
o Regular Part Time, posted on July 24, 2025, with a closing date of August 5, 2025.
o Link: https://careers.covenanthealth.ca/jobs/licensed-practical-nurse-526216
• Licensed Practical Nurse - Alberta Health Services
o Salary: $27.58 - $36.13 per hour.
o AHS regularly posts LPN positions. Check their careers page for the most recent postings.
o Link: https://careers.albertahealthservices.ca/page/nursing-45
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Registered Nurse (RN) Vacancies in Calgary
• Registered Nurse - Transitional Graduate Initiative - Alberta Health Services (Rockyview General Hospital)
o This is a recent posting from AHS.
o Link: https://careers.albertahealthservices.ca/page/nursing-45
• Registered Nurse - AgeCare SkyPointe
o Casual position. Posted with a closing date of August 4, 2025.
o Link: https://www.nursingcareerscanada.ca/jobs/calgary-ab/ (Search within the site for this specific posting).
• Registered Nurse (B) Permanent Full Time - AgeCare Bow Crest
o Includes a relocation bonus of up to $10,000.
o Link: https://www.eluta.ca/jobs-at-agecare-in-Calgary-AB (Search within the site for this specific posting).
• Registered Nurse - Elite365
o Salary: $65,000 - $96,000 per year.
o Link: https://www.ziprecruiter.com/Jobs/Rn/-in-Calgary,AB (Search within ZipRecruiter for this specific posting).
• Registered Nurse, Home Care - Bayshore HealthCare
o Link: https://www.nursingcareerscanada.ca/jobs/calgary-ab/ (Search within the site for this specific posting).
• Registered Nurse (R.N.) - Job Bank
o As of July 22, 2025, there were 5 RN jobs listed in the Calgary Region. Check the link for the specific postings.
o Link: https://www.jobbank.gc.ca/marketreport/jobs/993/AB

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07/30/2025

Internationally educated nurses (IENs) in Canada (or on the way): Don’t sleep on the new PASS program. It’s free and built for you.

Canada just expanded the Pre‑Arrival & Post‑Arrival Supports and Services (PASS) program for internationally educated nurses. It’s government‑funded and helps you get licensure‑ready, job‑ready, and Canada‑ready before you land and after you arrive.

What you get (at no cost):
1:1 case management to map your licensing + employment steps
Webinars & courses on the Canadian system, workplace culture, and interview prep

Mentorship with Canadian nurses + communication training
Guidance on regulators, NNAS, and bridging options (pass4nurses.org, prearrivalcanada.ca)

Who’s eligible?
IENs approved by IRCC (COPR / PR visa process) for pre‑arrival services, or IENs already in Canada for post‑arrival services. It’s funded by IRCC and delivered by the CARE Centre for IENs.

How to use PASS this week (15‑minute plan):
Check eligibility & register: Start here → PASS registration page. (I’ll drop the link in comments.) (pass4nurses.org)

Book two actions: a) attend the next PASS webinar; b) request a mentor/case manager.

Stack quick wins: begin NNAS docs, draft a Canada‑style resume, and follow up with your provincial regulator’s checklist. (PASS has guides you can use.)

Pro tip for Alberta‑bound nurses: AHS also hosts an IEN info hub with pre‑arrival education and FAQs worth bookmarking.

Know an IEN friend? Share this post and let’s help more nurses launch faster.

07/29/2025

Nurses, remember to take care of yourself
www.fearlessstrides.com

07/28/2025

Are you committed to building teams where every voice counts, regardless of background, experience level, or role? If you're responsible for shaping unit culture, onboarding new graduates or Internationally Educated Nurses, and guiding professional growth, keep reading.

Inclusive Nursing Leadership in Action
Inclusive leadership means intentionally creating space for diverse perspectives and ensuring every team member feels valued and empowered. This approach is crucial in healthcare, where a variety of experiences and viewpoints can enhance patient care and team effectiveness. In a nursing context, it looks like:

Encouraging Open Communication: Leaders foster an atmosphere where team members feel comfortable sharing their ideas, concerns, and feedback. At each shift huddle, invite one nurse to share a success or concern and truly hear their input.

Diverse Hiring Practices: Actively seeking to hire nurses from various backgrounds helps build a team that reflects the community's diversity. This can lead to better insights into patient needs and improve health outcomes. Actively seeking to hire nurses from various backgrounds helps build a team that reflects the community's diversity.

Rotating Roles: Assign different nurses to lead patient‑care rounds, safety briefings, or huddle facilitation, so everyone gains leadership experience.

Transparent Decision-Making: Involve all team members in decision-making processes, particularly in areas that impact patient care. This helps nurses feel that they have a stake in their work environment. When you pilot a new protocol or tool, explain the "why" behind decisions, share data openly, and solicit frontline feedback before finalizing.

Recognition and Celebration of Diversity: Leaders should acknowledge and celebrate cultural events or achievements within the team, reinforcing the value of diversity.

Equitable Mentorship Pairings: Establishing mentorship opportunities enables knowledge sharing across diverse experience levels. This supports junior nurses and promotes leadership skills among all team members. Match mentors and mentees beyond "like‑me" profiles. For instance, pair an OR nurse with an ED mentor, or an IEN with a palliative-care coach, to broaden perspectives and build cultural competence.

Safe-Space Debriefs: After challenging shifts or incidents, hold quick, nonjudgmental "what went well / what could improve" discussions, ensuring even the quietest voices are heard and contribute.

Flexible Work Environments: Recognizing the diverse needs of nursing staff, such as family obligations or health considerations, leaders can implement flexible work schedules to accommodate different circumstances.

Addressing Bias and Microaggressions: Proactively addressing all forms of bias and microaggressions in the workplace is essential. Leaders should provide resources and speak out against discrimination to maintain a respectful environment.

The Impact of Practicing Inclusion
Boosted Engagement & Retention: Nurses who feel heard and valued report higher job satisfaction and are less likely to transfer units or leave the profession.

Enhanced Patient Safety: Inclusive teams surface concerns earlier, for example, an IEN noticing a cultural nuance in patient communication, or a new grad spotting a documentation gap, leading to timely interventions.

Accelerated Innovation: A diversity of viewpoints sparks creative problem-solving. One night-shift nurse's tip for streamlining medication reconciliation could save everyone ten minutes per patient.
Stronger Team Resilience: When challenges arise; staff shortages, tech rollouts, or high‑acuity cases, teams that practice inclusion support each other, share workload, and adapt faster.

Three Practical Steps to Embed Inclusion Today
Launch "Voice of the Week" Check‑Ins
How: At your next huddle, spotlight one nurse regardless of seniority or experience level to share a quick insight or improvement idea. Rotate weekly.
Why: Builds confidence in quieter team members who may have valuable insights but hesitate to share them. By regularly spotlighting different colleagues, you create a safe space for diverse opinions and innovative ideas, which can lead to unexpected improvements in workflows and ultimately enhance patient care. As team members observe the encouragement and support given to their peers, a culture of inclusivity develops where all voices are valued, creating stronger team cohesion, collaborative relationships, and a sense of belonging among staff.

Create a "Reverse Mentorship" Slot
How: Invite an IEN or new grad to mentor you for 15 minutes on one topic. Choose topics that allow them to share their expertise and insights, such as cultural best practices relevant to patient interactions and tech shortcuts that can streamline processes, or innovative techniques in patient education. After the session, consider circulating a brief summary of the discussion that highlights key takeaways to be shared with the entire team.
Why: This initiative fosters genuine curiosity and a willingness to learn from those with diverse experiences and backgrounds. Flattening the hierarchy encourages open dialogue and promotes a deep understanding of diverse needs and perspectives. It empowers newer members, making them feel valued and recognized for their unique contributions, which enhances their engagement and retention. Furthermore, by showcasing the wisdom of newer nurses, you challenge existing norms, creating a dynamic learning environment where everyone feels encouraged to contribute to one another's growth.

Publish a Transparent Feedback Loop
How: Implement a visibility tool, this could be a simple board or digital channel with "You Said / We Did" columns. After each unit meeting, summarize frontline suggestions and show exactly how you acted on them, or explain barriers if you couldn't. Ensure that this feedback loop is updated regularly, giving the team a sense of continuity and responsiveness to their input.
Why: This approach fosters a culture of transparency and reinforces that input drives meaningful change, not just empty promises. When team members see their feedback directly influencing practices and policies, it cultivates a sense of trust and encourages ongoing participation in feedback processes. Demonstrating a commitment to transparency and action illustrates that every voice can contribute to improvements, ultimately leading to a more engaged, motivated workforce that feels connected to the organization's mission and values. This practice not only encourages active participation but also provides valuable insights into the team's pulse, allowing leaders to adjust strategies in real-time based on frontline experiences.

By integrating these practices in daily operations, you can foster a more inclusive environment that values contributions from all team members. As a result, this will enhance overall workplace dynamics, create stronger teams, and significantly improve patient care outcomes. In the long run, these efforts will lead to increased job satisfaction, lower turnover rates, and a vibrant culture built on collective insights and shared growth.

What's one inclusive leadership move you've tried or want to try on your unit? Please share your experience or idea in the comments, and let's build a toolkit for truly inclusive nursing teams.

https://www.linkedin.com/pulse/inclusive-nursing-leadership-action-linda-ann-elobuike-mba-bn-rn-iqy4c

07/28/2025

Congratulations, you've made it to Day 5! 🎉 It's time to register with CARNA and officially start your nursing career in Alberta. Ensure all your documents are in order and complete the registration process. Once you're registered, you're ready to embark on a rewarding journey of caring and compassion. Welcome to the world of nursing! 🏆🌼

Thank you for joining us on this journey! Every step you take brings you closer to making a positive impact in the lives of others. Keep shining bright, future nurses! 💖

07/27/2025

🌟 **Attention Internationally Educated Nurses!** 🌟

Canada has just launched the **Pre‑Arrival and Post‑Arrival Supports and Services (PASS) Program**, designed to help you transition smoothly into the Canadian healthcare system and it’s **completely free** for eligible nurses!

**What’s on offer?**

* **Pre‑Arrival Services** (for nurses outside Canada who already hold PR confirmation): tailored language & communication courses, mentorship with experienced Canadian Nurses Association (CNA) mentors, and webinars on the registration process and labour market trends.

* **Post‑Arrival Services** (for newcomers in Canada): individualized case management, networking with fellow IENs, licensure exam prep, and even employment referrals & interview coaching. Every mentor is CNA‑certified with at least three years’ specialty experience.

**Eligibility**

1. Completed a recognized nursing program abroad (diploma, degree, or certificate)
2. Received IRCC approval for permanent residence

**Ready to jumpstart your nursing career in Canada?**
👉 Fill out the online intake form at **pass4nurses.org**, choose Pre‑ or Post‑Arrival, upload proof of education & PR confirmation, and you’re all set!

🔗 Know someone who could benefit? **Tag them below!**
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[1]: https://www.cicnews.com/2025/07/canada-launches-new-supports-for-internationally-educated-nurses-0758221.html

Funded by Immigration, Refugees and Citizenship Canada. Register for pre-arrival programs and services for Internationally Educated Nurses (IENs)

07/25/2025

Happy Friday, Nurses! 🎉 Before you log off for the weekend, let’s take a moment to celebrate the wins, big and small, that make our work meaningful. Every win fuels better patient care and stronger teams. Swipe through for some feel‑good highlights and quick tips to kickstart your weekend on a high note!

www.fearlessstrides.com

07/25/2025

Hello, aspiring nurses! 📖 Today, we focus on preparing for the NCLEX-RN exam, an essential milestone in becoming a registered nurse. Dedicate time to study and understand the exam format. Utilize study groups, review courses, and practice exams to boost your readiness. Remember, perseverance and preparation are key to success! 📝🎉

07/24/2025

Step 3 is all about hands-on experience! 🏥 As you advance in your studies, seek opportunities for clinical placements and internships. These experiences are crucial in developing your skills and confidence. Connect with mentors and professionals in the field to gain insights and guidance. Real-world practice will prepare you for the dynamic environment of healthcare. 🩺👩‍⚕️

07/23/2025

Happy Day 2, everyone! 🎓 Now that you've researched your options, it's time to dive into your educational journey. Apply to the nursing programs that align with your aspirations. Remember, your education is the foundation of your nursing career, so choose wisely and embrace the learning process. Every class is a step toward making a difference in the healthcare world. 🌍✨

07/22/2025

Welcome, future nurses! 🌟 Today, we kick off our 5-day journey on how to become a Registered Nurse in Alberta with the first step: Research. 📚 Discover the different pathways to becoming a registered nurse in Alberta, Canada. Whether it's through obtaining a Bachelor of Nursing degree or exploring diploma programs, find the route that best fits your goals and lifestyle. Don't forget to look into the specific requirements and institutions accredited by the College and Association of Registered Nurses of Alberta (CARNA). Knowledge is power! 💪

07/21/2025

Feeling stuck in the same routine shift after shift? You're not alone, and the good news is, you don't have to wait for "someday" or a systemic overhaul to reignite your love for nursing. By sampling different specialties and roles, whether it's a quick shadow in trauma, a workshop on community health, or a headset in informatics, you can break the monotony, expand your skills, and rediscover why you chose this profession in the first place. Let's dive into how variety can be your secret weapon against burnout.

https://www.linkedin.com/pulse/how-rekindle-your-passion-nursing-exploring-new-paths-linda-ann-hq9ac

How to Rekindle Your Passion for Nursing by Exploring New Paths
For practicing nurses feeling burnt out or stuck in a rut, and nurse leaders who mentor them through career growth.

Burnout isn't just about long hours or tough patients; it can also stem from feeling stuck in the same routine day after day. While systemic issues like staffing ratios and fair compensation and supportive leadership are critical (and deserve their deep dive), there's a powerful step you can take right now to love nursing again: try something new. Sampling different specialties or roles presents fresh challenges, broadens your skills, and can reignite your passion for caring.

Variety as a Career Strategy
Nursing spans countless settings:
Acute Care: ICU, emergency, med-surg
Community & Public Health: home care, school nursing, outreach
Specialty Areas: oncology, nephrology, perioperative, labour and delivery,
Non‑Bedside Roles: informatics, education, case management

Staying in one spot may feel safe, but over time, the repetition can dull your critical-thinking spark and drain your sense of purpose. Variety isn't just a buzzword. It keeps your workday stimulating, shifts your perspective, and gives you new tools for patient care.

Real Benefits of Exploring New Roles
Immediate Energy Boost
Learning new protocols and technologies releases dopamine.
A med-surg nurse who floats into the ED for a week finds the sense of urgency exhilarating again.

Expanded Skill Set
Skills like ICU ventilator management or community health teaching become part of your toolkit.
One RN used her new trauma triage skills to coach her home‑care team on wound assessments, earning her a spot on the team's education committee.

Stronger Career Resilience
Each unit has its protocols, technologies, and patient needs. The more environments you master, the more adaptable and valuable you become, whether in bedside care, leadership, or advanced practice..
Studies have shown that cross-trained nurses experience lower turnover rates.

Network Growth
Every rotation builds new relationships, mentors, peers, and allied health professionals.
Those connections can lead to unexpected opportunities, like a preceptorship, a committee appointment, or a research project.

Renewed Sense of Purpose
Working with a different patient group reminds you why you became a nurse.
A med-surg RN may discover a passion for palliative care after a brief shadow of a palliative unit and use her newly acquired skills to pilot end‑of‑life resource groups on her unit.

Three Practical Steps to Get Started
Map Your "Interest Inventory"
Action: List 3–5 roles or specialties you've wondered about (e.g., labour & delivery, occupational health, clinical research).
Tips:
Next to each, write "What excites me?" and "What I already bring to the table."
Identify any quick wins, like completing an online module on triage basics before shadowing.

Try a Low‑Commitment Shadow Shift
Action: Ask your manager or educator for one 4‑hour shift in a new area.
Tips:
Treat it like an "information interview": observe workflows, ask about day‑to‑day challenges, and picture yourself in the role.
Bring a notepad, jot down what energizes you and what feels too far outside your comfort zone.

Embed Learning Goals in Your Development Plan
Action: Include "Explore X" as a goal in your annual review, with clear milestones:
Shadow one shift by March.
Complete a relevant workshop or webinar by June.
Debrief with a mentor by September.
Tips:
Frame it as a win‑win: "Cross‑training benefits my home unit by improving float‑pool capacity."
Ask leadership to support with protected time; just a couple of hours per quarter goes a long way.

Overcoming Common Roadblocks
"I don't have extra time."
– Start small, for example: a 2‑hour workshop or a 1‑hour virtual info session.
"My manager might say no."
– Emphasize unit benefits: stronger float capacity, quick surge support during high patient census.
"I'm nervous I won't fit in."
– Remember: everyone was new once. Approach with curiosity and a willingness to learn.

Next Steps
Ready to shake up your routine? Pick one specialty you've been curious about and schedule a 4‑hour shadow shift this month. Comment below with what you're exploring, and let's cheer each other on as we bring fresh energy back to nursing!