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Dignity Health Woodland Memorial Hospital is Yolo County’s largest health care provider serving the community since 1905. In order to ensure appropriate reimbursement for services rendered primary duties include: a) Appropriate patient identification b) Collecting accurate and thorough patient demographic data c) Obtaining insurance information and verifying eligibility and benefits d) Determining and collecting patient financial liability and e) Referring patients to the Patient Registration Specialist as needed for assistance with financial counseling and/or clearance.
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How many years of non-sworn law enforcement experience do you have (Police Aide, Community Service Officer, Telecommunicator)? The Chief of Police may appoint any candidate currently in the eligibility pool contingent upon successfully completing a background investigation, psychological evaluation, physical fitness screening, hearing, vision evaluation, medical examination and drug test.
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Knowledge of and the ability to assist with discharge planning needs, and to obtain community resources (housing, shelter, funeral/memorial service arrangements, legal, information and referral, state/federal financial and medication programs, and eligibility.
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Completion of an approved, accredited formal Phlebotomy training program (which met eligibility requirements for certification through nationally recognized accredited agency.) With hospitals in Lufkin Livingston and San Augustine St. Luke’s Health-Memorial provides millions of dollars in charity care and community support each year.
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Home to major college campuses, Florida State University (FSU), Florida A & M University (FAMU) and Tallahassee Community College (TCC). As a condition of pre-employment eligibility, a Level 2 security background screening is required, which consists of fingerprinting and a check of local, state, and national law enforcement records.
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Review Level of Care for iCare members including follow-up consultation with Grievance and Appeals or Enrollment/Eligibility/Fiscal staff. Become a part of our caring community and help us put health first.
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Department Profile The Early Academic Outreach Program at UCSB provides students, their families, and communities with the resources and services necessary to increase G eligibility rates, University applications, and enrollment into post-secondary education.
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As part of this effort, Serco would execute the PERM review contract which includes collection of state eligibility policies and medical records; eligibility reviews, medical reviews, and data processing reviews, of selected state Medicaid and CHIP fee-for-services (FFS) and managed care claims; and supporting state and national reporting of payment error rate and development of corrective actions based on findings.
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This person will spend 0.4 FTE for either the Department of Internal Medicine (internal medicine specialist) or Department of Osteopathic Family and Community Medicine (NMM specialist) teaching clinical skills and/or OMM labs, lecturing, assisting with standardized patient testing of students, grading, and participating in clinical clerkship rotation recruitment and rotation site visits.
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The vascular access nurse is responsible for educating clinical nurses, members of the healthcare team, patients and families as needed and serves as a resource both in-house and in the community.
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As a Hanger Prosthetist, you will leverage exceptional training and an extensive collaborative clinical community nearly 1500 providers strong to provide or supervise the delivery of comprehensive prosthetic and orthotic care.
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Determines eligibility for WIC Program benefits and provides comprehensive and in-depth nutrition education. Seeks input from internal and external audiences, including populations served, coworkers, chambers of commerce, faith-based organizations, schools, social services organizations, health care providers, and community-based organizations.
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Various health insurance options & wellness plans Retirement benefits including employer match plans Long-term & short-term disability Employee assistance programs (EAP) Parental leave & adoption assistance Tuition reimbursement Ways to give back to your community *Please note, benefits and benefits eligibility can vary by position, exclusions may apply for some roles (for example: Travel, PRN, Short-Term Option, etc.
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Benefits Paid time off (PTO) Various health insurance options & wellness plans Retirement benefits including employer match plans Long-term & short-term disability Employee assistance programs (EAP) Parental leave & adoption assistance Tuition reimbursement Ways to give back to your community*Please note, benefits and benefits eligibility can vary by position, exclusions may apply for some roles (for example: Travel, PRN, Short-Term Option, etc.
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Hospital: All Saints Location: Racine, WI Benefits Paid time off (PTO) Various health insurance options & wellness plans Retirement benefits including employer match plans Long-term & short-term disability Employee assistance programs (EAP) Parental leave & adoption assistance Tuition reimbursement Ways to give back to your community Please note, benefits and benefits eligibility can vary by position, exclusions may apply for some roles (for example: Travel, PRN, Short-Term Option, etc.
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As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
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