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Trinity Health is one of the largest not-for-profit, Catholic healthcare systems in the nation. Built on the foundation of our Mission and Core Values, we integrate diversity, equity, and inclusion in all that we do.
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CRMC and the Fresno County Department of Behavioral Health are core training sites for the UCSF Fresno Psychiatry Residency Program, along with numerous other specialties. We are recruiting for hospital and outpatient positions working with CRMC, the Fresno County Department of Behavioral Health and/or the faculty practice site.
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Responsibilities The Community Health System (Community Medical Centers "CMC") is a locally owned, not-for-profit, public-benefit organization based in Fresno, California. We also operate four acute-care hospitals – Community Regional Medical Center, Clovis Community Medical Center, Fresno Heart & Surgical Hospital and Community Behavioral Health Center – as well as several long-term care, outpatient and other healthcare facilities.
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We offer private duty nursing, skilled nursing, physical rehabilitation, companion care, respite care and behavioral care for individuals with chronic and acute illnesses and disabilities.
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Trinity Health is an Equal Opportunity Employer. Reporting to the Lead Cardiovascular Radiologic Technologist, Cath Lab, this position is responsible for performing a wide variety of specialized invasive cardiovascular diagnostic and therapeutic procedures that assist in the diagnosis, management and treatment of cardiovascular disease.
$39.59 - $55.43 an hourFull-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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If you are not interviewed/selected for a position within the 18 months and still wish to pursue employment, a new application will be required. If the degrees posted on your transcript(s) do not match exactly as stated above, you must petition for equivalency.
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Conducts self in a manner that is congruent with cultural diversity, equity, and inclusion principles. Equal employment opportunity is a sound and just concept to which Houston Methodist is firmly bound.
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Statement on Contributions to Equity, Diversity, and Inclusion - Statement on your contributions to equity, diversity, and inclusion, including information about your understanding of these topics, your record of activities to date, and your specific plans and goals for advancing equity and inclusion.
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CF; Preferred minimum of 2 years of experience working with individuals affected by mental and behavioral health challenges, with co-occurring disorders treatment, individual and group therapy, or substance abuse treatment.
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We are an Equal Employment Opportunity/Affirmative Action EmployerWe celebrate diversity and are committed to creating an inclusive environment for all employees. How you make a differenceThe Psychiatric Nurse Practitioner or Psychiatric Physician Assistant will work under the direct supervision of the Health Services Administrator (HSA), Program Manager (PM), or higher medical professional to provide medical care and treatment to the inmate population, specifically focusing on behavioral health disorders.
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Qualifications Experience: You qualify for the GS-11 grade level if you possess one (1) year of specialized experience equivalent to at least the next lower grade level, performing duties such as: Flying as a Pilot-in-Command or sole manipulator in an airplane and helicopter in all environments of flight, including night, poor weather, unfavorable terrain, low altitudes, or speed.
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Diversity, Equity and Inclusion (DEI) initiatives including LGBTQ+ History, Dia de los Muertos Celebration, Money Management/Money Relationship, and more. Vituity appreciates differences; our dedication to diversity, equity and inclusion is at the heart of our organization.
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If you are looking for work-life balance and a rewarding career, please consider an opportunity with the Veterans Healthcare System. The physician performs GI procedures including but not limited to EGD, complex stricture dilation, EGD with PEG, colonoscopies/polypectomy, push enteroscopy, GI manometry, Bravo study and other advanced procedures.
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As the nations leading not-for-profit, integrated health plan, we make a difference in the lives of members, patients, and communities across the country. Our teams are empowered to advance impactful and extraordinary care for all by pioneering health outcomes, encouraging diverse viewpoints, and creating new opportunities for learning and advancement.
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Seeking Dentist provider to join a truly supportive and top ranked team in Fresno, CA.You will be working for an organization that truly cares for its employees: The facilities are gorgeous, state of the art buildings, with interdisciplinary teams offering total care medical, dental, mental health, chiropractic, optometry, xray, and lab.
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equity and inclusion equal opportunity not for profit behavioral health jobs in Fresno, WA, Ohio
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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?
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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.
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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
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