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This position provides effective middle to high level case management, clinical perspective, and service coordination for clients and their families in accordance with the Arizona Practice Model 12 Principles.
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Provides pre-sale product clinical evaluations and/or educational sessions to potential customers In partnership with customers, develop and administer clinical training to the end-user personnel aligned with sales order agreement (SOA) to deliver excellent clinical education to achieve high Net Promotor Scores (NPS.
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Bausch + Lomb (NYSE/TSX: BLCO) is a leading global eye health company dedicated to protecting and enhancing the gift of sight for millions of people around the world-from the moment of birth through every phase of life.
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Certified Clinical Research Professional (CCRP), Certified Clinical Research Coordinator (CCRC), Certified IRB Professional (CIP), Certified IRB Manager (CIM) or Certified Clinical Research Associate (CCRA) preferred.
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Under the direction of both the Director and CDI Manager, the Clinical Documentation Specialist independently prioritizes and performs assigned duties and tasks. The Clinical Documentation Specialist utilizes clinical expertise and some coding knowledge to identify opportunities and ensure accuracy and completeness of clinical documentation used for measuring and reporting physician and hospital outcomes, including quality measures.
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Minimum 1 year of Clinical Laboratory Scientist experience required. Deliver specialized in Clinical Laboratory Scientist. Minimum 1 year of Clinical Laboratory Scientist experience required.
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Works closely with other Clinical Specialists in the Area. Cooperates with various headquarters departments, when necessary and appropriate on matters of mutual concern. Demonstrate a strong clinical understanding of all aspects of Indivior products and related disease states.
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Full clinical caseload typically established within the first 90 days (after credentialing) We put a lot of emphasis on the thought that—in order for our clinical team to be accessible to clients—we must fully support our clinicians by allowing them to do what they are trained to do.
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This is an exciting opportunity for clinical research professionals with at least one year of Clinical Research Coordinator experience to fill Clinical Research Associate (CRA) openings with Medpace.
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Licensed Clinical Psychologist, as an Independent Contractor, to perform medical assessments on United States Veterans as part of the VA's disability benefits process. The Licensed Clinical Psychologist will be responsible for reviewing behavioral health records through a secure Web Portal and performing a comprehensive assessment on each veteran.
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Clinical Liaison (RN, OT, PT, or SLP) Two years related experience working in a clinical healthcare setting or previous experience working in a clinical liaison role preferred. Category Business Development/Sales - Clinical Liaison.
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Clinical Assessor is a Behavioral Health Technician (BHT) who has been credentialed and privileged by the designated RBHA or is a licensed professional who is responsible for conducting the initial screening, intake, and assessment with any individual who is referred to CBI for outpatient services.
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The clinical nurse lead supports staff to ensure consistent provision of developmentally appropriate quality patient care in accordance with all applicable federal, regulatory, professional standards and requirements.
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Meet regularly with the Assistant/Associate Dean for Clinical Sciences. Associate Dean for Clinical Education. The candidate must be able to obtain an unrestricted DEA license, must have or be able to obtain an AZ license to practice dentistry, and must be able to obtain a 1302 and 1303 anesthesia permit for AZ. S/he should additionally be an experienced administrator whose background includes leadership in the oversight of clinical dentistry associated with their field.
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As a Clinical Research Coordinator, you will be responsible for orchestrating and overseeing clinical trials in accordance with FDA requirements and GCP guidelines. Preferred Clinical Research Coordinator certification (CCRC.
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Title: clinical Company: Dell in Phoenix, AZ
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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.