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Norman Regional Hospital is a 219-bed, acute care hospital that offers a full range of services. Compensation & Logistics $260,000 Base Salary paid bi-weekly $1,200 per excess shift worked (For any 12 hour shift in excess of the 7 day on 7 day off schedule) Productivity Bonus Model At-risk performance compensation Sign On BonusLicense Requirements Oklahoma License RequiredScheduleFlexible but the typical schedule is 12 hour on-call shifts, 7 days on 7 days off.
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The franchise has been featured on The Oprah Winfrey Show, ABC's Shark Tank, HGTV's House Hunters, AMC's The Pitch, Bravo's The Millionaire Matchmaker, TLC's Hoarding: Buried Alive and Fox Business, as well as in The Wall Street Journal, The New York Times, USA Today, Time magazine, The Huffington Post, Forbes, Inc. and more.
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IMMEDIATE NEED FOR EXPERIENCED DIALYSIS RN: minimum 2 years recent experience from medium/large sized facilities - ACUTE INPATIENT DIALYSIS and Epic EMR experience. REQUIRED also is experience with Fresenius Dialysis Machines.
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Dialysis Chronic, Dialysis Acute. We use Fresenius 20008T Blue Star machines. This statute allows employers to lawfully refuse to hire applicants for safety-sensitive jobs or to discipline or discharge employees who work in safety- sensitive jobs if they test positive for marijuana, even if they have a valid license to use medical marijuana.
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Post-op cardiac and vascular, advanced heart failure, MCS and ECMO. 70-90 ECMO/yr. Specialty: Internal Medicine - Critical Care MedicineStart date: ASAPEnd date: OngoingCoverage type: Scheduled Clinic Hours + CallSchedule:Intensivist coverage in cardiac ICU. Anesthesia, Pulmonary and other fellowship-trained Intensivists welcome.
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Responsible for receiving and processing referrals for post-acute services, verification of benefits for services either directly or by forwarding to intake office and completing thorough admission assessments.
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Emergency room nurse, emergency nurse, ER nurse, ER RN, emergency room, trauma, trauma nurse, acute care nurse, registered nurse, RN, R.N., nursing, nurse, emergency, healthcare, health care, hospital.
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Job Description & Requirements Registered Nurse – Emergency Room - Travel - (ER RN) StartDate: 8/26/2024 Available Shifts: 12 D Pay Rate: $1735.83 - $1912.96 Level 1 Trauma Center Teaching Hospital Required Qualifications Years of Experience: 1.
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QUALIFICATIONS/SKILLS: High school diploma or GED. Minimum 1 year of Acute Care transcription experience in a metropolitan hospital setting OR recent graduate (less than 12 months) of medical transcription program.
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PAM Health is committed to providing high-quality patient care and outstanding customer service, coupled with the loyalty and dedication of highly trained staff, to be the most trusted source for post-acute services in every community it serves.
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Performs ongoing, systematic collection and analysis of patient data pre - during - post hemodialysis treatment for assigned patients and documents in the patient medical record, makes adjustments or modifications to treatment plan as indicated and notifies Team Leader, Charge Nurse, Supervisor or Physician as needed.
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Support internal QA/QC of base maps, terrain, flood risk database, floodplain mapping, preliminary production, and post-preliminary processing, in addition to FEMA Quality Reviews. Independently lead and coordinate tasks within a Risk MAP flood study lifecycle, such as basemap, terrain, FIRM database development, floodplain mapping, preliminary issuance, and post-preliminary processing, and delegate tasks to multiple supporting staff across diverse geographies.
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Turn Key Health is seeking a Registered Nurse (RN) Correctional for a nursing job in Tulsa, Oklahoma. The MAT Registered Nurse (RN) is responsible for conducting the facilities MAT (Medication Assisted Treatment) Program and ensuring it follows policies and procedures set by Turn Key and the facility.
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Join our team as a day shift, full-time, Case Management Acute Care Social Worker (MSW) in Tulsa, OK. Experience in Acute Care. Join our team as a day shift, full-time, Case Management Acute Care Social Worker (MSW) in Tulsa, OK.
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Pre-Op/Post-op Registered Nurse at Memorial Surgery Center Ideal candidate will be focused on excellent customer service, have the ability to multi-task, the ability to show flexibility in assignments, maintain scrupulous infection control standards, maintain professional competencies and have the ability to work as part of an interdependent multidisciplinary team.
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post acute jobs Title: icu registered nurse Company: Pam Health in Tulsa, SD, Louisiana
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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.