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The Palliative Care Physician provides health assessment and direct care in all our practice environments to patients as part of the provider team. The Palliative Care Physician provides comprehensive medical services for patients, regardless of age or sex on a continuing basis by performing the following duties outlined in this document.
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Other Keywords: Home Health Case Manager, Case Manager, Registered Nurse Case Manager, RN Case Manager, RN CM, RNCM, CM, Visit Nurse, Visiting Nurse, Nurse, Home Health RN, Homecare RN, Home Healthcare RN, Home Health Care RN, Home Care RN, Admissions RN, Admissions Registered Nurse, OASIS, Case Management, Home Health Case Management, Home Health Nurse, Full time, Full-time.
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Eligibility to be certified as a Physician Assistant (PA), or National Board Certification as a Family Nurse Practitioner (FNP), Adult Nurse Practitioner (ANP), or Adult Gerontology Primary Care Nurse Practitioner (AGPCNP) is required.
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The Radiologic Technologist performs diagnostic radiographic imaging procedures in various locations including but not limited to ambulatory or acute settings by positioning patients, operating diagnostic x-ray equipment and providing patient care during imaging exams to assist in diagnosis and treatment of the patient.
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We are seeking a dedicated, service-oriented individual to join the Surgi-Care Branch of Enovis as a Field Service Representative in the Western Connecticut area covering Fairfield County and Danbury.
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Patients admitted to this unit have the following surgical specialty care needs: Cardiovascular, Endocrine, Head / Neck, Pulmonary, Bariatric, General Surgery, Colorectal, Podiatric, Vascular, Liver, Pancreatic, Oncology and Post –Trauma.
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Patient Care a part of LHC Group family of providers - the preferred post-acute care partner for hospitals, physicians, and families nationwide. Patient Care is part of the LHC Group family of providers - the preferred post-acute care partner for hospitals, physicians, and families nationwide.
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St. Vincent's Behavioral Health Services provides a continuum of care, beginning with an initial diagnosis and strengthening care by integrating it with collaborative treatment plans. We take great care of careers.
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Includes eight schools, a behavioral health network, and five centers and institutes that focus on cancer treatment and research, neuroscience, advanced biotechnology and medicine, environmental and occupational health, and health care policy and aging research.
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Registered Nurse Supervisor - RN - Long Term Care/Skilled Nursing Facility. Registered Nurse Supervisor s are valued members of the care team that are focused on helping patients with medically complex conditions regain their quality of life.
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Qualifications Qualifications: Licensure / Certification / Registration: · Required Credential(s): · Licensed Respiratory Care Practitioner credentialed from the Connecticut Department of Public Health obtained prior to hire date or job transfer date.
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Our individuals receive services via various programs we offer, including elder care (companion, homemaker, personal care assistance), mental health and recovery assistant, as well as in-home support for individuals with developmental disabilities or an acquired brain injury.
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Evaluate student competence as they provide various aspects of patient care including analyzing medical and dental histories, vitals assessments, extra/intraoral examinations, radiographs, assessment of oral habits & conditions, restorative charting, CAMBRA periodontal assessment, gingival assessment, accretions assessment, and debridement procedures appropriate to patient.
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Traveling Registered Nurse, Travel, Med Surg, RN – Med Surg, Contract, Travel, Traveling Nursing, Assignment, Registered Med Surg, Medical Surgical Nurse, Med Surg RN, Acute Care Nurse, Surgical Unit Nurse, Med Surg Travel Nurse, Healthcare RN, Med Surg Nursing, Nurse RN, RN Nurse, Contract RN.
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Those who meet service or hours requirements are also eligible for: 401(k) match; medical/dental/vision; HSA; health care FSA; life insurance; short/long term disability; paid parental leave; paid holidays/vacation/sick; auto/home insurance discounts; scholarship program; adoption assistance.
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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.
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).