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Since this position will require the selected candidate to engage in regular contact with children in the form of care, guidance, supervision or training, you will be required to meet the requirements of the Child Protective Services Act, including the Pennsylvania State Police criminal background check, the Pennsylvania Department of Welfare child abuse criminal background clearance, and an FBI finger print based federal criminal records check.
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Trauma Performance Improvement Coordinator works in collaboration with the Trauma Medical Director (TMD) and The Trauma Program Manager (TPM) to improve the quality of care that encompasses all areas and disciplines of the hospital that participate in the management of the injured patient.
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Responsible for all functions related to patient access in all Ambulatory Care areas including, but not limited to, patient check-in/check-out, registration related activities, insurance verification, referral determinations, active account verification, patient demographic entry and verification, scheduling of: new and follow-up appointments, lab and diagnostic services and chemotherapy treatment through direct patient interaction and multiple electronic scheduling worklists.
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Meets the Child Protection Clearances required by PA Act 153 to include PA Child Abuse History Clearance, PA State Police Criminal Record Check and FBI Criminal Record Check.
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We require all new hires to obtain the following clearances: FBI, Child Abuse Clearance, Criminal Background, Driving record and Medical/TB Test. Asociaci n Puertorrique os en Marcha (APM) has been helping families achieve their greatest potential since 1970 by providing early childhood education, foster care & adoption, child welfare, mental & behavioral health, community and economic development, housing, community school services, and violence intervention services to the North Philadelphia communities.
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The company was founded on pioneering work carried out in the laboratories of Dr. Carl June and Dr. Andy Minn (University of Pennsylvania), Dr. Kole Roybal (UCSF), and Dr. Christopher Garcia (Stanford University.
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General offices duties include, but are not limited to, weekly eye wash inspection, lab cleaning, updating excel spread sheets, creating referrals, filling out lab slips and surgical check lists, stocking all clinical areas and checking inventory, chair side unit maintenance, review of schedule and appliance list, uploading of photos and x-rays into the software program, transportation and documentation of all instruments to and from CPD, following up on surgeries and coordinating dates.
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The Child Life Specialist will be an advocate for pediatric patients and visitors and serve as a resource for other hospital staff in areas of child development, family-centered care, trauma-informed care, age appropriate and developmentally appropriate interactions, and bereavement support.
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Must have a minimum of 3 months experience in chronic/acute hemodialysis as a RN. EDUCATION and LICENSURE: Graduate of an accredited School of Nursing. PRINCIPAL DUTIES AND RESPONSIBILITIES: All duties and responsibilities are expected to be performed in accordance with Fresenius Kidney Care policy, procedures, standards of nursing practice, state, and federal regulations.
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Support for you and your family: family resources, EAP counseling sessions, access Headspace®, backup child and elder care, maternity/paternity leave, pet insurance, and more. 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.
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Get the most out of everything you’ve earned in your career with All Medical Personnel. Will review medications/dosages, (will do physical, check blood pressure, finger stick, get urine sample, and will leave fecal kit for patient to mail in.
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Check out this pamphlet for a sneak peek into the life of an Oak Street Medical Scribe! This is an excellent opportunity for pre-med track individuals looking to gain practical, paid experience in a clinical setting before applying to an MD/DO/PA/NP program, as well as those pursuing careers in Health Informatics, Public Health, Healthcare Administration, Medical Coding, and other related fields.
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CLS invites all applicants to include in their cover letter a statement about how your unique background and/or experiences might contribute to the diversity, cultural vitality, and perspective of our staff and legal services practice.
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Knowledge of relationship-based, psychodynamic intervention and early child development; parent-child relationships and attachment theory; effects of trauma and environmental risks on early childhood brain development, especially violence exposure, maternal depression, and substance abuse; and community-level risk factors (e.g. poverty, homelessness, etc.
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Technical background: Electrical Engineering, Computer Science, Mechanical Engineering, Chemical Engineering, Organic Chemistry, Molecular Biology. You have our express commitment that all information is accepted in confidence and that no resumes are submitted without first speaking to you and obtaining your explicit permission.
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background check in out child abuse jobs in Philadelphia, PA
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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?!
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.