I love what I do, but not the company. There is no reason the CEO of a nonprofit should earn between 30 and 40K per day
What I like
The patients I care for make the baloney management shovels almost worthwhile. I love what I do, I just wish I had more resources to do it, a safer environment, and more for my patients from the company. The attitude toward mental health patients is, "Well, we need a specific amount of these kind of patients who can't pay in order to maintain our nonprofit status, but we aren't going to do anything extra for them." They are treated very differently from other patients in the hospital system, and it is extremely unfortunate.
What I dislike
Listen to your front line staff. When we say we are concerned about safety, WE ARE. When we say we really don't have enough staff to be safe, don't come back with some baloney about "the grid," listen to us so you really understand what our concerns are. But first and foremost, management needs to spend time actually doing some of the front-line jobs to better understand how their ridiculous policies are costing money over time, driving away staff, and detracting from safe, evidence-based patient care.
Suggestions for improvement
Move the location. We need a new, safe hospital like all the other specialties were given. The building is mold-ridden and falling off the foundation, full of roaches, and people are expected to stay there for money? Improve the food for these poor patients who are on locked units and cannot have anything brought in (the food is a disgrace). Take some advice from Delta Airlines, who have decided to move toward improving the customer experience rather than reducing everything to the lowest cost. I promise you, the staff will meet you more than half way if you show that you care about these patients half as much as we do.
Some of my teammates are the most amazing people in the world. Unfortunately, there is a lot of dead weight and people just barely doing the minimum. In healthcare, this is how people are hurt, injured, or killed by mistakes. Multiple times, upper management has been made aware of the problems with these employees, and nothing has been done. This has been going on for years now. Working with them is exhausting, as I have not only my patient load, but their patients coming to me as well.
We get info from the top management far more often than we need. Rarely hear from our local leaders.
Trying to solve problems with difficult coworkers leads nowhere, as they are not held responsible for their extremely poor performance. Top performers burn out easily, but worse, are not recognized for their extra efforts. It becomes simply expected of specific employees, "She always gives 110%."
Often called to come in on days off, then when scheduled to work, cancelled. Work-life balance extremely unpredictable and impossible to ever make plans.
Support from management
We bring problems to management about patient safety and what we need to do our jobs safely, they buy us pizza or have an ice cream day. Unbelievable.
Freedom to work independently
Needs to be more management intervention to rule out the weak links
Inclusive / Diverse
We have a diverse crew, but this is a Catholic nonprofit. So...tread carefully.
Rather women-heavy management, but this does not speak to their competence.
Attitude towards older colleagues
The closer you are to retirement, the more write-ups management seems to want to give you, no matter how amazing you might be at your job. Several fantastic, top performers have been forced out by being given new assignments after 30+ years in the same one, then not given any training or adequate time to acclimate. Not surprisingly, then fired when performance wasn't as stellar as before. This is all to avoid paying out benefits earned from before Ascension bought Seton.
Office / Work Environment
The hospital is old, either freezing cold (like need a parka at work), or burning hot (like want to strip off your scrubs). Not enough computers to even check company email, and no EMR. All paper charting. Terrible and embarrassing. Everyone's sinuses and allergies act up after being inside the building a few hours.
No recycling of the massive amounts of paper products we use, including paper and styrofoam cups, food trays, etc. Patients complain regularly about this (as do staff members), but to no avail.
Probably just enough to pass JCAHO's requirements, if going by requirements in the 1960s.
Training exists, but patient acuity is so high that even when we have assaultive patients, with a history of hurting staff members, we still can't get enough staff, or even a security guard on the unit. Consequently, staff are injured on a regular basis, everything from busted eardrums, to concussions, to torn rotator cuffs. A security guard on the unit 24/7 would greatly decrease the violence against staff, but we are told, "It's not in the budget." I guess lawsuits are?
Overall compensation for your work
Compared to the national average, I make about 15K less per year. Actually made more as a new grad over 10 years ago. Compensation is very poor, as management does everything possible to suppress wages and the only way to get a raise, honestly, is to quit, go somewhere else for higher pay, and try to get hired back.
I am proud of what I do, first and foremost. My employer is the best in a really murky swamp. The bar is, sadly, low.
Any professional development is done with your own money and time. The company will pay for certifications, but that does not increase pay or help with promotions. Anyone trying to get more education is actually given pushback from leadership, because, "now we know they won't stay."
I work in mental health and substance abuse with the homeless and lower-income populations. Very taxing, very difficult, but very, very rewarding