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Prior experience diagnosing using the DSM V and experience with behavioral/therapeutic interventions for children, adolescents, and families required. Minimum of 1 year of experience in a behavioral health setting and in a clinical capacity required.
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You can make an exceptional difference in the lives of our patients and their families dealing with end-stage renal failure or chronic kidney disease. Building long-term relationships with your patients who are suffering from end stage renal disease and are receiving treatment on average 3 times/week.
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Knowledge of infection control practices and prevention of disease transmission. Attends regular meetings; Stand Up, Cross Over, Department Head Meetings, Town Hall, QAPI, and others as directed by the Executive Director.
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The potential areas of focus may include (but are not limited to) Osteopathic Manipulative Medicine, Parkinson's Disease, Ehler's Danlos Syndrome, Concussion/TBI, Neurodevelopmental Disorders, and Behavioral Health.
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Manages the staff and activities related to Behavioral Health activities. Job Responsibility Provides leadership to Behavioral Health team members and supervisors by communicating and guiding toward achieving department objectives.
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We offer a comprehensive package of benefits including paid time off, health benefits (medical/dental/vision/hearing aid/pharmacy/behavioral health/employee assistance), health care reimbursement account, dependent care assistance plan, short-term disability and long-term disability insurance, AD&D insurance, life insurance, 401(k), and stock purchase plan to eligible employees.
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Behavioral health services and positive behavioral supports are provided by Masters level Behavior Intervention Specialists (BIS). Mentors new Direct Support Staff by demonstrating supportive routines and by reviewing training manuals to ensure new employees are sufficiently groomed to complete responsibilities.
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Our website implements the ARIA attributes (Accessible Rich Internet Applications) technique, alongside various behavioral changes, to ensure blind users visiting with screen-readers can read, comprehend, and enjoy the websites functions.
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Promotes individuals' independence by establishing patient care goals, teaching and counselingpatients, direct care staff to reinforce their understanding of disease, medications, and self-careskills.
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Meet behavioral activity goals as defined by Retail Leadership including, but not limited to, NextGen and marketing campaign lead calling, weekly appointments set, weekly appointments completed and needs met.
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We offer skilled nursing, physical rehabilitation, companion care, respite care, and behavioral care for individuals with chronic and acute illnesses and disabilities. We offer skilled nursing, physical rehabilitation, companion care, respite care, and behavioral care for individuals with chronic and acute illnesses and disabilities.
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Educate patients in health management and disease prevention. Educate patients in health management and disease prevention. Create patient-specific health programs that make use of historical data.
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Overview Nuclear Medicine Technologist - Mobile Unit St. Francis Hospital is dedicated to providing a supportive environment, committed to the highest standards of patient care, where health care professionals can develop their expertise and strengthen their credentials The Nuclear Medical Technologist is responsible for performing duties directly involving a variety of technical procedures in the application of radionuclides for diagnostic and treatment of disease.
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Educate patients about health maintenance and disease prevention. Prior experience in internal medicine, telemetry, med surg or PACU is highly preferred. Educate patients about health maintenance and disease prevention.
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At Endeavor Health Services, we strive to improve the emotional wellness and behavioral health of our community with a person-centered approach to treatment. We are an eligible employer for college loan repayment through the PSLF and HRSA.
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behavioral disease jobs in Amityville, NY
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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?!
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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.