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Better Community Development's (BCD) VISTA programs cover a wide scope of individual and community needs using a three-pronged approach of health-focused assistance, prevention, and intervention.
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Banner MD Anderson Cancer Center Located in Gilbert, Ariz. (the Phoenix Metro area) on the Banner Gateway Campus, the center provides world-class care for oncology patients - both inpatient and outpatient - and has also brought leading oncology programs to the Banner Gateway campus including designation as a Stem Cell Transplant Center of Excellence and comprehensive Head & Neck cancer care.
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Maricopa Employee Health & Wellness Program: Sight-On-Site Eye Care Services Diabetes Empowerment Education Program Mobile On-site Mammography Screenings Employee Assistance Program (EAP) Wondr online program that teaches clinically-proven, healthy habits that lead to less stress, better sleep, weight loss, and more Pre-Retirement Events.
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Continually evaluate, monitor and improve the patient flow program effectiveness as it relates to utilization review, resource management, discharge planning and care coordination as well as coordination of efforts with the Revenue Integrity Department to monitor and prevent insurance denials.
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Teach and supervise rotating fourth year medical students as a part of the Primary Care for Adults with IDD elective at UCCOM. Job Overview*As one of the oldest medical schools in the country, the UC College of Medicine (UCCOM) has a reputation for training best-in-class health care professionals and developing cutting-edge procedures and research that improves the health and clinical care of patients.
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As a member of the Optum Care Delivery team, you’ll be an integral part of our vision to make healthcare better for everyone. Providing full spectrum Urgent Care for Pediatric & Adult patients, focusing on value-based care, and supported by a robust team of specialists [broad spectrum medicine.
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If not previous certified, will acquire the FP-C credential within one year of hire Functions in the role of a critical care flight and Critical Care Transport Paramedic with an expanded scope of practice approved by the Life Flight Medical Director and Pennsylvania Department of Health.
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PharMerica is the long-term care pharmacy services provider of choice for senior living communities, skilled nursing facilities, public health organizations and post-acute care organizations.
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Experience with LTC service offerings and competitive landscape of the LTC pharmacy space. PharMerica isone of the nation'slargest pharmacy companies. At least 2 years of experience managing pipeline forecasting or account management in the senior living or LTC space.
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Works collaboratively with the Business Development Associate and Associate Vice Presidents to identify and target net new customers and grow existing books of business. Bachelor's Degree and 2 years of experience in a direct B2B sales position.
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Excellent verbal and written communication skills, CRM proficiency, sales acumen, and a track record of successful client management. The Director of Business Development - Assisted Living Chain Sales spearheads strategies for acquiring new customers within the Assisted Living sector, focusing exclusively on chains within this market.
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Certified Critical Care Paramedic (CCP-C) or Certified Flight Paramedic (FP-C) required within 1 year of employment if not held at time of appointment. The Critical Care Transport Paramedic (CCTP) serves as a frontrunner of the multi-disciplinary critical care transport team (CCT) and coordinates the execution of an immediate critical care response encompassing detection, activation, assessment, stabilization, disposition and evaluation of acutely ill patients who ultimately require a safe on-ground transfer from one health care facility to another.
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Our large health system consists of ambulatory centers, acute care centers, post-acute care/long-term care, rehabilitation programs, Home Care, and Correctional Health Services.
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Supervise, orient, train, evaluate, and counsel department employees to improve their job performance and to maintain high standards of performance and patient quality care, in conjunction with the Regional Director of Operations and Human Resources.
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The DOR will achieve specific patient care, employee relations, customer service, and financial objectives through strong leadership and effective management of staff, customers, and referral sources.
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of care better jobs Title: specialty Company: Geisinger in Peoria, Arizona
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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.
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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.