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We offer our Funeral Director's a competitive benefits package, performance incentives, continuous education with our Learning and Development program (to go towards CEU's), paid license renewal costs, staff clothing reimbursement and cell phone reimbursement, vacation pay and holiday pay, 401K with company match, team referral programs and so much more.
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Traveler/Seasonal RN staff will be required to have a minimum of one (1) year of recent relevant acute care experience on a full-time bases or two (2) years on a part time basis.
TemporaryExpandApply NowActive JobUpdated 11 days ago - UpvoteDownvoteShare Job
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On Call staff must attend a minimum of one staff meeting per month (and clinical supervision if a QMHA) On Call staff must work a minimum of 32 shift hours per month.
$22ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Assists in the technical, radiological, and nursing functions for all on-call procedures after hours, assists in the Performance Improvement Program of the department, and assisting in the training and development of other staff members.
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Summary:The Remote Administrator-on-Call (Remote AOC) supports recovery services staff by overseeing activities related to donor assessment and recovery. In addition, the R-AOC collaborates directly with the scheduled Medical Director on Call (MDOC) and all required consultations/resources available (i.e., infectious disease, medical examiner/coroner liaison, transplant center professionals, AOC/EOC Communication Guidelines) to ensure the safe assessment, allocation, and transportation of suitable organs.
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May act in the role of a clinical supervisor of unlicensed staff. Weekend Shift differentials for hourly staff (5% for Weekend AM Shift, 11% for Weekend PM Shift, 15% for Weekend Overnight Shift.
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Cape Cod Eye Surgery & Laser Center (CCESLC) has a great opportunity for a part-time Staff RN in our Ambulatory Surgery Center located in Sandwich, MA. The Registered Nurse will be responsible for patient care in the Pre Op, PACU and OR Department of an Ophthalmic ambulatory/day surgery setting.
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Perform daily supervision of assigned JAG staff and their workloads/schedules, including working in concert with the Operations Director on the hiring, firing, discipline, and performance management of those staff under their direction.
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Partner with local management to develop and implement a site CAPA process to address EHS program deficiencies and ensure EHS regulatory compliance. Environmental, Health, & Safety (EHS) experience with emphasis on Chemical Management, Biosafety, Laser Safety and R&D experience.
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Please feel welcome to jump on our 30-min monthly New Grad RN Call. We host the informal zoom call on the first Wednesday of each month at 4:00pm MST. The call provides an opportunity to learn more about our program in a causal settling alongside other New Grads RNs in the same place in their careers.
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One-year registered nursing experience or completion of either the Legacy Health RN Residency program or a nursing program that is equivalent in content, curriculum and duration.
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Willingness to obtain Wilderness First Aid & CPR.Must have a valid driver’s license and current auto insurance that meets the IRC requirements for drivers on staff. Participate in all youth program meetings and staff development activities, and fully engage as a member of the IRC team.
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Serve as a Mandated Reporter and report any incidents of child abuse/neglect to the assigned Response Team staff member, and the mandated reported hotline. Understand that by signing this job description because there needs to be a Crisis and Services Advocate on duty at all times, meals will be on-the-job.
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Additional, preferred experience to help you be successful in a hospice role: hospital Staff RN, Med Surg, PACU, Float pool, ER or emergency room, critical care, acute care, cardiac, geriatric, admissions, wound care, telemetry or travel nursing.
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Asserts administrative guidance and direction to Perfusion and Coordinator Staff on a case-by-case basis by serving as an Leadership on-call to address regulatory agency issues and questions of clinical staff (Donor Management Coordinators and Surgical Recovery Coordinators) in an attempt to ensure concurrent compliance with policies governing procurement, allocation, preservation, and transportation of organs/tissues for transplantation.
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program management a plus staff rn on call jobs
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
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.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).