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MAJOR FUNCTION : Operates and maintains high and low-pressure boilers, mechanical equipment and controls for generation of hot water and steam for heating of hospital buildings, air conditioning, sterilizing operations, food preparation and other services for the Hospital.
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Definition of Classification:The Community Coordinator is a member of the University of Redlands Residence Life and Housing staff who has a responsibility for the direct oversight of a residential building or community and supervision of undergraduate Resident Assistants (RAs.
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The Data Coordinator is responsible for maintaining study files, reviewing data in real time, and ensuring that SOP, Protocol, and GLP requirements are met. Mentor and train junior staff in Data Coordinator duties.
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The Department of Homeless Services leads a 24/7/ Street Homelessness Solutions - Joint Command Center (JCC) that conducts interagency rapid outreach deployment from a central location using precision mapping, client information, and rapid response to incoming notifications.
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Part Time MDS Coordinator Licensed Practical Nurse (LPN) $2,500.00 Sign on & Retention Bonus. Full Time MDS Coordinator Licensed Practical Nurse (LPN) $4,500.00 Sign on & Retention Bonus.
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What you need as a Nurse Scheduling Coordinator Previous nurse scheduling experience preferred About our parent company Guardian Healthcare Guardian Healthcare is both our name and our philosophy.
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Department SSD Psychology - Staff and Temporary Employees - GalloAbout the Department This research position is for a full-time Research Study Coordinator to assist PI Gallo in coordinating a newly funded NIH research study.
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The Health Care Coordinator (HCC) acts an entry point to CareOregon's Regional Care Teams, as well as provides care coordination. (Health Care Coordinator /American Indian Alaska Native will also collaborate with Tribal health leaders.
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Based on identified needs, help determine care coordinator assignment and triage appropriate referrals to RCT clinical care coordinators. Health Care Coordinator. A focus of this position is to work in concert with members' physical and behavioral health care providers, outside community partners/agencies and other external and internal partners (e.g., Oregon Health Authority/Ombudsperson, Tri County 911, county case workers, hospital social workers, physical health plan if not CO, dental health plan, NEMT dept, UM dept, Social Determinants Dept, Customer Service, etc.
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Report member complaints to Appeals and Grievance team for investigation and follow-up, per protocol. This specific HCC position will be on our Maternal, Child, Youth Regional Care Team which providers care coordination to complex pediatric members, including youth involved in the child welfare system, as well as complex pregnancy and post-partum members.
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Licensed practical nurse (LPN), certified medical assistant (CMA), or certified nurse's assistant (CNA) This is a fully remote position, but you must reside in one of the listed 9 states. Utilize a trauma-informed approach to provide member-centric physical and behavioral health care and support.
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The Transition Coordinator QP must have considerable knowledge of the MH/SU/IDD service array provided through the network of Vaya providers. The Transition Coordinator QP will also be involved in education with members/recipients, families, providers, and stakeholders associated with Transitions to Community Living.
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Coordinate care for members involved with county ICC programs or members that are transitioning out of ICC back to CareOregon Care Coordination. Coordinate care for members discharging from the state hospital.
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Provide telephonic-based physical and behavioral health care coordination to eligible members and families. This position provides intake functions, physical and behavioral health plan navigation, and care coordination including assessing member needs, developing individualized care plans, coordinating with providers and with members.
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Provides support to Care Transition Coordinator by assisting in the following activities: maintain inquiry logs,tracking inquiries from accounts, may be expected to provide feedback to and from the CTC.
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Title: coordinator Company: Inspira Health Network
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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.
How to Increase Job Ad Exposure
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).
Building a Candidate Pipeline Through Internships
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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.