Questions and Answers about CHI Franciscan Health

Here's what people have asked and answered about working for and interviewing at CHI Franciscan Health.

View all 23 questions about CHI Franciscan Health

What advice would you give the CEO of CHI Franciscan Health about how to improve it?

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There is a lot of nepotism. This is a non-union shop. Management has a lot of authority and uses it to harass, bully, and intimidate subordinates. Staffing is out of control and NOT SAFE. Equipment and supplies are always short. We are constantly losing experienced nurses because they know better. They are replaced by new grads who don't know any different.

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The Hospital has gone downhill since CHI took over. There is so much favoritism. The management looks past harassment and employees bashing and threatening other employees on social media and when brought to HR they do nothing about it but tell you to learn to deal with it. It sucks when you love your job so much and helping the patients but the company and management drive you out of there because they cannot embrace and follow the same core RICE values they are holding their employees too.

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Please improve your scheduling of procedures. Doctors fax orders for scheduling ultrasounds, CT scans and paracenteses have either not been acknowledged or significantly delayed. Example: my gastroenterologist faxed a request for a paracenteses on 11/5, I had to call each week for two weeks to get scheduled. It is very uncomfortable to have 6 to 8 liters of Ascites that needs to be drained. Previously, a ax for CT scan was purportedly not received for several months. It had been faxed 7 times by my doctor. I finally had to hand carry the orders to the hospital! It appears your central input hub is terribly inefficient.

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Your surgical and instrument processing department are majority agency and you have minimal permanent staffing. You might want to look at your leadership and employees that are creating a hostile work environment by degrading, insulting, humiliating, bulling and utilizing intimidation tactics with in these area, this is why your organization is consistently losing quality personnel- agency and permanent. You have equipment that breaks down on a regular basis, the astronomical amount of spent on agency could be spent on getting new equipment and training on ethics within the work place.
Your system is broken, consider fixing it.

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Find a different company to run the cafe. Thomas cuisine management is awful. So much favoritism and discrimination. The management have their favorite who get away with everything and then their are people who are being targeted

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Get better management and strong leadership who doesn't discriminate against people of color. Actually investigate reports from staff when they get harassed by other employees. Hire management that's not bias

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Get a new ceo. He is only concerned about making CHI happy. Not at all for our community.

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Get better management get strong leadership people with structure

Answered - Ma (Former Employee) - Bremerton, WA

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No advice to give

Answered - Administrative Assistant II - Care Management (Current Employee) - Tacoma, WA

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I feel that The interview questions should be asked by the managers, if they would like other employees involved maybe they should have a lead sit in on the interview or something. I feel a peer interview should really be more of a getting to know each other kind of meeting, to ask about work styles and how things are run, for current employees to evaluate how they feel applicants may fit in and be able to work well with the team, etc.

Answered - Phlebotomist/Lab assistant (Former Employee) - Lakewood, WA

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