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Any of the following: Professional Facilitation Training and/or Certificate, Project Management Training, Curriculum Development Training, Lean/Six Sigma Green Belt, Organizational Behavior Training, and/or Team Development Training.
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Minimum two (2) years of recent, continuous experience as a psychotherapist. Manage own caseload and work schedule to maintain a balance of professional standards of practice, quality patient care and the needs of the Behavioral Health Services Clinic.
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This includes the continuous development and implementation of programs for environmental compliance, pollution prevention, conservation of resources, environmental impact analysis, and environmental training programs.
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RequirementsPost high school office procedures preferredMinimum one (1) year of clerical and/or receptionist experience; or six (6) months in a medical settingCustomer service experienceDegree or relevant Certificate (e.g., Medical Office Assistant, Medical Assistant, Health Unit Coordinator) may be substituted for experienceWhy Mary Bridge Children's.
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Six (6) months experience in processing various types of billing, including workers compensation, subrogation, coordination of benefits, and private/self-pay. + Positive, open-minded, and focused on continuous improvement.
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Position Summary:Life Cycle Engineering is currently seeking individuals to support the Engineering and Planning Department (Code G) for Pearl Harbor Naval Shipyard and Intermediate Maintenance Facility (PHNSY&IMF) Guam Detachment (PDG) as a Project Engineering Planning Manager (PEPM) in Apra Harbor, Guam. As PEPM, you will be involved with waterfront project team during planning and execution phase providing quality, timely and within budget support of CMAV availability schedules.
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Greenstaff Medical US is seeking an experienced General Practice Certified Nursing Assistant for an exciting Travel Nursing job in Silverdale, WA. Shift: 3x12 hr nights Start Date: 08/19/2024 Duration: 13 weeks Pay: $1271.59 / Week About Greenstaff Medical US: At Greenstaff Medical, we pride ourselves on being at the forefront of healthcare staffing solutions, with an esteemed track record that extends over six fruitful years.
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Continuous learning: S elf-driven to keep up with Macy's beauty product knowledge and beauty trends and stay current with all training through Macy's educational resources. Resources for continuous learning, career growth, and leadership development.
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Works with Resource Manager to ensure proper personnel are assigned to task. Provides feedback to Program Manager, Government Reps, OSIC’s. Submits daily reports and Objective Quality Evidence (OQE.
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Monitors own performance, seeks continuous feedback from leader and team members, and commits to self-development; has an Individual Development Plan in place. Identifies ways to support external partnerships and services as a resource for Pharmacy Operations Manager in seeking community outreach opportunities.
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The ideal candidate will be a self-driven individual with a passion for excellence in safety, continuous improvement, manufacturing, and customer focus. Continuous improvement experience and/or education.
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Minimum six months’ Medical/Surgical experience in an acute care setting preferred. Virginia Mason Franciscan Health Rehabilitation Hospital strives to maximize the health, function, and quality of life of those we serve through comprehensive physical medicine and rehabilitation programs.
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Completion of the Washington State Mental Health Division’s Peer Counselor Training and the subsequent certification as a Peer Counselor within six months of employment. Support additional meeting’s as needed including Kitsap Shared Resources, Individualized Education Plan (IEP) conferences, Kitsap County Court proceedings and Family Team Decision Making (FTDM) meetings with Washington State Division of Child & Family Services (DCFS.
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As a people-first company, passionate about continuous improvement, US LBM is proud to provide our associates access to the resources, training and developmental opportunities to empower them to succeed today, while growing professionally and preparing for the challenges of tomorrow.
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Summary You will serve as a MECHANICAL BRANCH MANAGER in the REPAIR DIVISION of the MECHANICAL BRANCH (Code 320) of TRIDENT REFIT FACILITY, BANGOR. Duties. You will develop and enhance cooperative military-civilian relationships in the workforce and provide oversight of the Branch's civilian and military production workforce through first and second-level supervisors.
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continuous six sigma jobs Title: quality manager Company: Ou Health in Bremerton, WA
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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.