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Collaboratively works with representatives from the Program Support, Department of Revenue, Office of RA Appeals, Contact Centers, Adjudication, Internal Revenue Service, Governmental Officials and other external parties as needed to resolve issues relating to claims.
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Physicians also serve on faculty at Florida State University (FSU) College of Medicine and as preceptors with FSU Internal Medicine Program and Hospitals Family Medicine Residency Program.
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Reports:Practice Manager, Medical DirectorSupervises:None WHAT YOU’LL NEED TO APPLY Required Education:Minimum: High School diploma or GED.Required Experience: Minimum: No experience required if medical assistant program has been completed and certification received.
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Long Term Care (LTC) Pre-tax Health Savings Account (HSA) Pre-tax Flexible Spending Accounts (FSA) Aflac Hospital, Critical Illness and Accident plans Identity Protection Employee Assistance Program (EAP) *Part Time Regular employee classifications also receive this benefit.
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College degree OR high school graduate with technical vocational training and knowledge normally achieved through graduation from a university, trade school or military aircraft maintenance program, or an equivalent apprenticeship program.
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From new graduate nursing apprenticeship programs to per diem nursing jobs, travel, local contracts, locum tenens physician openings, interim leadership and clinical instructor positions. HealthTrust Workforce Solutions HCA is seeking a travel Echo Technician for a travel job in Tallahassee, Florida.
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Days, starts at 7:00am Required Qualifications for Echo Tech: BLS (Basic Life Support Certification) No experience required Associate’s degree or Certificate from an approved echocardiography program Registered Diagnostic Cardiac Sonographer (ARDMS), or Registered Cardiac Sonographer (CCI) Benefits for Echo Tech: Full Medical, Dental, Vision Retirement Plan with Employer Match PTO.
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With completed graduate course work and a clinical practicum at a college or university whose program is accredited by the Council on Academic Accreditation in Audiology and Speech-Language Pathology (CAA.
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Currently Crowe’s Data Governance Program has the following components: Data Governance Operating Model, Master Data Management (MDM), Data Governance Policies, Procedures and Workflows, Data Quality Management, Metadata Management, and Data Compliance Oversight.
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Awesome opportunities to volunteer through Mars Volunteer Program, like volunteering at coral reef cleanups or on research vessels! Competitive referral program – join our team, bring your friends and get paid.
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Physicians here also serve on faculty at the Florida State University College of Medicine and as preceptors with the FSU College of Medicine Internal Medicine Residency Program, Family Practice Residency Programs and the Florida A & M School of Pharmacy.
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Care Options for Kids New Graduate Training Program Our innovative Care Options for Kids New Graduate Nurse Program is designed to prepare you to be a successful pediatric home health nurse.
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Senior Grants Manager – FEMA Public Assistance:The Senior Grants Manager is an integral part of our Planning Team. The ideal candidate will be able to showcase their technical expertise and project/program delivery skills in FEMA Public Assistance.
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Discounted Pet Insurance Wellness Program, including fitness, nutrition and financial wellness Betterhelp - 1 month of free therapy, followed by a discounted rate for our Healthcare Professionals and their family members.
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Perks & Benefits Competitive Pay Affordable Health Insurance Plans Life Insurance and Disability Plans 401(k) Retirement Savings Time off Benefits Associate Recognition and Anniversary Awards Employee Assistance Program Associate & Resident Referral Bonus Program Associate Satisfaction Surveys Fun Work Environment.
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apprenticeship program jobs in Tallahassee, FL
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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.