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Experience: 2 years experience within the last 5 years in chronic disease management/long-term care. As a hospice and palliative care nurse practitioner at Agape Care, you'll provide patients with diagnosis, treatment, and care under the supervision of a physician.
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Report case updates to managing attorney and clients. Develop case facts and legal arguments. As a Civil Litigation Associate, you will handle a diverse caseload, including business owner disputes, contract litigation, employment litigation, construction lein/liability, product defect, Homeowners Association litigation, Real Estate and landlord/tenant disputes, estate, general civil litigation.
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Whether you’re looking for an acute care, rehabilitation, critical care, or behavioral health hospital, we have opportunities waiting for you in every corner of the country. We look for nurses with acute care experience in ICU, step down, med surg/tele, and acute rehab.
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Patients will be employees and family members seeing ages 2 and up Preventative services, wellness coaching, chronic disease management, acute episodic care. Doings of the role and more: seeing up to 12 patients per day You are supported by a R N Health Center Manager, 1 RN Wellness coach, 2 full time MA, 1 ft Care tech Since this is a corporate clinic, we need someone who will be able to clearly articulate information to the executives showing success of the clinic as it relates to better outcomes for its employees.
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Prospective Officers may also receive specialized training in transportation management, freight classifications, methods of working with civilian and other service carriers, and special handling of medicines and explosives.
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The Adjunct Phlebotomy Instructor position requires teaching AHS-141 (Phlebotomy For The Health Care Provider) and AHS-142 (Phlebotomy). A candidate must be familiar with Phlebotomy theory, skills, and special procedures required to meet the venipuncture needs in hospitals, clinical and other health care settings.
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Aveanna’s Private Duty nurses assist our patients with transitioning home from the hospital and provide the continuous care they need so they can remain at home with their loved ones. Follow up with physician, client, family members, staff, and Case Manager on client problems, concerns, and/or changes in client condition.
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Other training, as required by SCDHHS and/or Medicaid Scope of Services for Personal Care II and HASCI Attendant Care, SCDDSN, and Veterans Affairs. Able to use the Care Call IVR system.
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Cleaning: Customer Readiness Knowledgeo Restrooms o Parking Lot o Trashcans o Fuel Islands o Rugs o Windows & Doors o Transaction Counter o Sidewalk Entrance o Fountain Area o Stock, front face all merchandiseo Floors o Stock fountain, deli case, cooler, & freezero Shelves o Proper merchandise placement on Sales Countero Merchandise o Check for out-of-date merchandise Supervisory Responsibilities: Recruits, interviews, hires, and trains new staff.
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A well established practice is seeking a MedPeds physicians to join a well-established, progressive, modern primary care group located in one of the fastest growing areas in South Carolina. The practice is comprised of board certified primary care physicians and specialitsts, working together, dedicated to providing exceptional care for both individuals and families.
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THE ARMY HEALTH CARE ADVANTAGE As a member of the Army health care team, you’ll receive benefits that you won’t be able to get in a civilian career. The U.S. Army Medical Department is one of the few places in the world where comprehensive patient care is the top priority.
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The group is seeking a physician who loves outpatient work and enjoys living in the suburbs with quick access to nearby Columbia, SC. About Sentinel Health Partners: Sentinel Health Partners is a multi-specialty physician practice with six locations in Camden, Lugoff, Kershaw, and Elgin, SC. The practice includes physicians specializing in FM, IM, ophthalmology, OBGYN, as well as nurse practitioners and physician assistants.
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Skills and Competencies: Customer Focus, Developing Potential, Results Driven, Strong Organizational Skills, Communication Skills, Problem Solving/Decision Making, Job Knowledge and Relationship Management.
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Implement interventions and techniques to enhance fine motor skills, sensory processing, coordination, self-care abilities, cognitive function, and emotional well-being. Utilize adaptive equipment and assistive technology to promote students' independence in daily tasks.
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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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.