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Has contact with a wide variety of individuals including youth and family members, other program staff, including collateral contacts, formal and informal family supports, funders, Milwaukee County Department of Health and Human Services Children youth and Family Services Division, Milwaukee Public Schools (MPS) staff and administrators, staff of youth disability serving agencies and the general public.
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The Staff RN - Ambulatory Services establishes goals and strategies for meeting care coordination needs across settings with the patient, family, and/or other care providers. The Staff RN - Ambulatory Services works collaboratively as an active member of the interprofessional team to provide therapeutic patient and family centered care.
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Opportunities with ProHealth Care, part of the Optum family of businesses. 3+ years experience in medical billing, medical insurance verification, managed care and/or patient registration. The Insurance Verification Specialist provides detailed and timely communication in order to facilitate compliance with payer contractual requirements and is responsible for documenting the appropriate information in the patient's record.
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Our Milwaukee hotel, near Miller Park, is surrounded by great family-friendly entertainment options like Milwaukee County Zoo, Pettit Ice Center, Mayfair Mall, and downtown Milwaukee. Our Milwaukee hotel, near Miller Park, is surrounded by great family-friendly entertainment options like Milwaukee County Zoo, Pettit Ice Center, Mayfair Mall, and downtown Milwaukee.
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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. Acute (inpatient) RNs may deliver nephrology care through Hemodialysis, Peritoneal Dialysis, Continuous Renal Replacement Therapy (CRRT) and Apheresis.
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In-training as a Licensed Professional Counselor (LPC-IT), Marriage and Family Therapist Training License (MFT-TL), Social Worker Training Certificate (SWTC), Advance Practice Social Work (APSW) or equivalent in state practicing.
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Provide direct care to patients under the supervision and delegation of the Lead Medical Assistant, Registered Nurse (RN), Nurse Practitioner, Physician Assistant or Physician (Provider) within ProHealth Medical Group and ProHealth Care. Provide care in partnership with the patient and their family, with the goal of supporting an optimal healing community.
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At least 2 to 5 years of experience in land development design and civil engineering with experience site related elements for retail, commercial, industrial, multi-family residential, hospitality, or mixed-use development/redevelopment projects.
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This program provides wound care/healing IV therapy/TPN, various orthopedic diagnoses, respiratory care: veteran and family education and veterans waiting title 19 approval and guardianship. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding.
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Has contact with a wide variety of individuals including clients and family members, other program staff, vendors, and other collateral contacts, neighbors, funders, Milwaukee County Delinquency & Court Services Division (DCSD), Children’s Court officials, MPS staff and administrators, staff of youth serving agencies and the public.
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This clinic uses self-rooming technology which contributes to a seamless patient experience as well as real time digital communication between the Provider and MA.We want our teammates and their families to Live Well. Actual compensation offered in the Pay Range of $21.05 - $31.55 for an MA or $23.20 - $34.80 for an LPN and will be based on factors such as qualifications, skills, relevant experience and/or training and internal equity.
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Experience Required: 1 year of experience in clinical nursing, or strong clinical background such as EMT, Paramedic required Knowledge, Skills & Abilities Required: Demonstrates progression to provide holistic patient care and the ability to view clinical situations from a patient and family focus.
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We are also thrilled to recognize our very own SLP, Dr. Kelly Byrd as the American Staffing Association 2024 and Health Care Sector All-Star. We’re honored to connect Dr. Byrd to employment, share her incredible story, and support her family literacy nonprofit.
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The Harry & Rose Samson Family JCC invites passionate and caring educators of all backgrounds to join our family of staff as a Full-Time Summer Early Childhood Teacher at our Gan Ami Early Childhood Education campus in Mequon.
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Fertility & Family Benefits: We have partnered with Maven , a complete digital health benefit for starting and raising a family. Family Leave : We provide 16 weeks of 100% paid leave for primary caregivers and 12 weeks of 100% paid leave for secondary caregivers.
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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.