What advice would you give the CEO of NCH Healthcare System about how to improve it?
Do not treat your good, hard working , and competent employees worse than your lazy, incompetent workers. Don’t give out promotions to people who aren’t qualified and should not move up to management just because they know someone in the company . For years I have said this BUT DO NOT give raises across the board , you tell the ones who go above and beyond that they fall into category with the ones who don’t. Raises should be given out in the department you work, with the revenue your department generated and not based on all the offices, and based on merit
Horrible - I cannot believe the way nurses are treated by APRN's who think they are the cats meow and they have no idea how to treat anyone plus they have a foul mouth about the patients and run out so that she can make it to her "exercise" class!
The unfair advantages some workers get who do not deserve them and are not qualified but know someone in the company. The fact they bully some people into doing four jobs while paying for one because he won’t speak up for himself . Treat your workers who make a difference and want to have NCH successful good .
There’s too many managers , admin, and supervisors. Where I come from you have a office manager and that’s it, why do you also need supervisors who half the time are clueless to what they’re doing. Stop wasting money and pay the staff who run the place better!
I feel I love my job and doctors and of course patients (most important). The problem is the nonsense that goes on in management that trickles down to us and stresses everyone out. I just wish nursing , clinical , PSR staff was paid to match our cost of living but more important to match our INDIVIDUAL work ethic. Giving the same raise to everyone is the WORST way to promote hard work and good morale. - Clinical staff
How long does it take to get hired from start to finish at NCH Healthcare System? What are the steps along the way?
Make sure that you get everything in writing. What they say and what they do after you are hired are completely different. The steps are undefined. The recruitment process is completely messy. The offer letter and anything else that you sign, make sure you fully understand. If they offer you a sign-on or relocation, make sure you read the fine print. Also, know that they will ask you to pay $100.00 for the pre-employment physical if you leave the company within a year ( I asked then to change this practice, don't know if they have bur ask anyway).
They gave everyone (if eligible) a 2% increase across the board irrespective of accomplishment because they were not able to figure out the KPIs. If you are a high achiever, this will not be very encouraging. They did not call it a raise or a standard of living increase (too lazy to do it right or perhaps lack of competency).
7 on 7 off, 10 hours, night shift. 4 staff, including processor, working the whole lab. No help was given to my team, when we have scheduled downtime. No budget is always the excuse being given to us, if we suggest for a new instrument. No clear and precise procedure.