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Registered Nurse benefits at Hartford Hospital include:· Tuition Reimbursement after just 6 months of employment and up to 40% reimbursement with Quinnipiac University for colleague AND dependents· Loan forgiveness for qualifying existing loans· Strong focus on Employee Assistance and Wellness programs as a Platinum recipient of Mental Health America’s Bell Seal for Workplace Mental Health.
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Implements treatment programs directed by Health Care Practitioners, administering medications, including IV therapy (if certified), and performing diagnostic tests according to established protocols and procedures.
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DOCUMENTATION/COMMUNICATION - Completes all required documentation in a timely manner, according to CCMC policies and standards; necessary information is effectively communicated to all members of the health care team.
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Eastern Connecticut Health Network (ECHN) Palliative Care Department invites practicing Advanced Nurse Practitioners (APRN) with 2 or more years of preferred training or experience in Palliative Care to apply for this exciting full-time (daytime schedule) hospital employed opportunity.
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Experience in Women's Health or postoperative care desired. Our High Risk OB consists of stable obstetrical patients such as high risk antepartum, and postpartum women whose newborns are in the NICU. We care for patients recovering from gynecological, uro-gynecology, and gyn/onc procedures as well as plastic surgery and abdominal procedures.
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The Nurse Practitioner will provide in-home primary care services and palliative care consultations, working out of Eastern Connecticut's Health Network Ellington Primary Care Practice Site. This is a 100% outpatient schedule , 5 days a week, No Weekends, and No-Call required.
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We offer ongoing training and development opportunities for licensed and unlicensed healthcare team members, and have best in class clinical resources for training, education, and point of care support.
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For you and your family, we are committed to being a people-centered health care system that enables better health, better care and lower costs. Specialty Areas: Travel Nurse, Registered Nurse, RN, BSN, ASN, ADN, MSN, Nursing, Float Pool, PRN, Contingent, Staffing Agency, ICU, CCU, CICU, CVOR, Critical Care, OR, CNOR, Scrub, Circulate, First Assist, AORN, ER, ED, Emergency, MICU, SICU, Surgical Services, Surgical ICU, Step-Down, PCU, Progressive Care, Telemetry, Medical Surgical, Med/Surg, M/S, Neonatal, NICU, Pre-Operative, Post-Operative, PACU, POCU, Endoscopy, Endo, Pain, Wound Care, WOCN.
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We are a national Catholic health system with an enduring legacy and a steadfast mission to be a transforming and healing presence within the communities we serve. Our dedication to diversity includes a unified workforce (through training and education, recruitment, retention, and development), commitment and accountability, communication, community partnerships, and supplier diversity.
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Trains staff and program participants in health-related issues including safe storage, handling and administration of medications; health care needs, seizure control, and hygiene; in order that they have the information and training required to ensure that program participants maintain good health.
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Graduate of a Connecticut approved Nurse Aide Training Program preferred or in process of earning a BA in Nursing OR Health Sciences with at least one clinical completed OR significant previous healthcare related experience.
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Working cooperatively with health care team members to maintain established standards of care. Complete Care at Kimberly Hall North is a pillar in the community of Windsor, CT. We approach every day with one goal: To improve the lives we touch through high-quality healthcare and extraordinary compassion.
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FEATURED BLOG POSTS
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).
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.