A Typical Day
A typical day would be to get authorization to continue services for 3 different facilities. In order to meet this goal I would need to have in hand the notes from two important departments to complete my review. Many of the notes needed were often difficult to locate or not recorded. There are few facilities within the company using an electronic records keep system so patient care notes could be hand written or electronic. There was never a sense of urgency regarding when the notes were completed; even-though the facilities knew that the patient's continued admission hinged on having the notes for review in order to continue care. Often I would request their notes 24 hours before having to call the insurance company for review, and still not have them until 5 pm in most cases the insurance companies had stopped accepting reviews between 4 and 4:30 pm. This was a common practice which had been going on for years, and even-though it was common knowledge, I would then get a call from my supervisor asking why I had not given a review, when she already knew the answer. Moreover, I was often told to stop what I was doing to assist another case manager with her duties, even when the end result would be in my being unable to complete my own assignments.
What I Learned
I did not learn much from my experience there. I was able to learn how to provide a detailed patient assessment review with success, obtaining a 85-95% continued stay rate. But the experie
I was harrassed by a fellow employee. DON tried to do something the day before to make the person stop. The next day that same employee did it again, and put a nurse to tears because she harrassed her. I had to do the work of the harrasser for the 2nd day in a row as they catered to her work load. The day it happened I told the administrator. I told him he had 20 minutes to stop it all, and explained what she has been doing and the DON handled it the day before. The Admin, DON, HR, and other staff had a meeting the beginning of the shift because the harrasser was out of control from the start of the shift. It was insane watching a nurse break down, and the harrasser cussing me out. While recruiting another CNA to cover back end to her behavior. Admin did nothing I had no choice but to walk out. Before I did I good bye to the administrator and residents. Told him I was leaving because I said he needed to stop the harassment. I didn't care if we were short staffed or not. HR threatened my certification 2 hours later if I didn't come back. I threatened them legally back. Then the administrator and HR called me to fire me, but I was willing to talk about it all! I called your cares hotline. Global HR got involved and then said I should of stayed. They twisted the whole situation god only knows why they don't protect there good employees period. The harrasser continued her tirade after I was gone to other nurses for weeks. Till she was eventually fired. It took me to sacrifice my
My caseload was typically 9 - 11 patients at this skilled nursing rehabilitation facility. That may sound like a lot and good time-management skills are critical, but one learns to fall into the rhythm of the job quickly and the workday does not feel as busy as 9 - 11 patients may sound. The most common diagnoses I would encounter were orthopedic (hip and knee replacements, fractured femurs, compression fractures), but there was a good smattering of patients with COPD, CHF, skin disorders, and generalized weakness.
There are 2 gyms with assorted equipment for strengthening, cardiovascular exercise, and balance training. In terms of physical strength, I found that most patients did not need traditional strength training, so much as they needed better endurance, better balance, and better safety awareness. I would spend a fair amount of my workday focusing on patients' balance, analyzing their ability to perform their basic ADLs, and teaching them methods to simplify and improve their ADL performance. The most enjoyable part of the job is that I had the opportunity to work closely with patients to really learn what motivates them and how to use those motivations to enhance their health and wellness. Every now and then I would shop in the community and former patients would approach me and express so much gratitude for how I helped them regain the independence to manage their lives at home and be able to go back out into the community. This last point was one of my b
I worked at HCR ManorCare for 5 years. There were some things that really bothered me. There seem to be a lack of transparency with the leaders of the company...also seem very distant too. Employees seem to be in the dark on issues with the company. The messages that were given were very vague and general (too many examples to put..but trust me). Also, with HCR being a very conservative company, I think they were too conservative and sometimes really cheap. Salaries were not competitive across the board often below the market value when i look online. There were a few wage freezes over the past few years due to the economy, medicare, etc... While, i am sure the big managers, directors, vp's , etc...still got their bonuses(because it was never said that they wouldnt, so draw your own conclusions). However, when we would get a raise, it was VERY minimal like 2 or 3% and you would have to walk on water to get that.
When we as internal employees apply for a position, they would not even tell us the job grade or salary. So, I felt in the dark as to whether a position was a promotion, lateral move, or what..which made it difficult for me to make an "informed" decision. I worked there 5 yrs and my salary increased by only $2000.00..That is a shame!!! What really vexed me was their Audacity to continually stick their hand out asking us to contribute to various programs like the Hug Fund, United way, etc..which are all great charities. Just kept nickle and diming the employees and no
Prosnice building, good co-workers
Conscheap, lack of transparency, outdated technology.
I was hired as a Per Diem Hospice Visit Nurse with the expectation that I worked two 8-hour shifts a month, and no holidays. I was promised that my visits would be in my local county, closer to home. However, after I accepted the position and was trained in (if you call that training), the expectations suddenly changed and I was expected to work a minimum of four 12-hours shifts and two holidays a year. Plus, when I do visits I am driving over 60 minutes to many of my visits (and over 60 minutes back home at the end of the day). Triage nurses that work on weekends are not local (they live outside of the state) and do not know the local cities so they send you and other nurses all over our region. Triage nurses don't attempt to help patients over the phone, only send out nurses to "deal with" the patients. Triage nurses are not wiling to go out of their way for anyone including fellow staff. Training is absolutely the worst - it is a "figure it out yourself" environment. Supervisors don't call you back, and you are oftentimes left alone with no support in patient's homes in situations that you REALLY need direction/help. They hire just about anyone who applies, and it shows. They accept just about any patient that wants hospice, regardless of their skilled nursing needs (we call ourselves "ICU Hospice" nurses because of the HIGH acuity level of many of the patients). Communication between office and field staff is awful, communication between field staff is bad too
I have worked for manor care for 3 and a half years. I have worked days, nights and evening shifts. There are many skills you will learn working at my facility: IVs, TPN, Peg Tubes, NG Tubes, manual and cycler dialysis, wound care, diabetes management, LVAD, Cardiac patient care, post surgical care, wound vacs, trachs, BiPap / CPAP, end of life care, admissions, discharges...the list goes on.
Workplace culture fosters teamwork, some are better than others in this regard. Long orientation (IMO) and they try to work with people who have special needs to get them proficient. However, nurses get a little burnt out orienting. Many new nurses find they cannot deal with the pace, stress and hours.
I typically love my job, but recently we have had a shortage of staff to fill our needs. Patient acuity has increased, patient load has not been reduced and it makes what should be an 8 hour shift become a 10-12 hour shift. This is causing a lot of burn-out . This coupled with recent supply issues has caused nursing staff to have to leave their unit to check other units in search of supplies they need for providing care, which causes even more stress. lack of adequate management leads to things falling through the cracks and delays.
In the last 6 months, my unit alone has lost 3 unit managers, 6 orienting nurses and 4 experienced nurses. Many others have expressed desire to or are currently looking for another job.
Management needs to re-evaluate the nurse/ patient rati
Proswill learn a lot of skills, teamwork
Consbreaks rare, not enough staff to get out on time
This was an Alzheimer assisted living facility. I did activities for this community. It was like going into world that just they understood. It takes allot of compassion to reach them, the people here have become very disoriented with life.
They feel very cut off from there loved ones. Your heart goes out to them when you realize that without you coming to visit them everyday; how lonely thier world would be. I breaks your heart when you see how much pain they are in when the family leaves again. You realize how vital what you do really is to everyone there.
The nursing staff was good but there was a very high turn over with the nurses aides. I saw new ones all the time, however the place was family friendy. I brought my children to work with me many times. They were my assistants and were always a big hit. They loved my children.
I was beloved there and the residents would collect outside the activities door every day waiting for me to come. We went outside on the padio and listened to music and have morning snacks outside on nice days. I tried creating new memories that were simular to the ones they experienced when they were younger, so they felt life still had meaning.
We had craft time, games, reading current events, the news paper, read poetry, and we talked about what was going on in the world outside. We had birtday parties, holiday celebrations with their family, and lots of music.
Having my children there was the most enjoyable part for me. They wer
My time with this company and building was short-lived.
I was constantly trying to battle my time between performing nutritional assessments on my patients (which was VERY high acuity), and running the kitchen. The foodservice director quit soon after I started and had to orientate to my new role, as well as be thrown into managing a kitchen. Did not receive a pay increase, and administration would hound us on overtime. It was set up to be a failure, in my opinion. I usually consider myself a tough person, but I let this experience effect my entire life. There was no real leadership or someone to take charge and fix the things that were broken. Corporate management was not helpful. I barely saw them, and I doubt they cared to learn my name. They would receive complaints often and no action was taken. I truly got the feeling they do not care. The one time someone would bring up feedback in meetings, it was taken in an incorrect manor.
I had excellent dietary cooks and aides that were basically working with no real manager for months. The hiring process took forever, and I'm sure it was due to saving them money while they overworked me. I reached a breaking point. The reputation of the building is not positive and I feel it makes it difficult to get quality staff.
I also did not have a pleasant experience with receiving my benefits. My address was put wrong into the system, which later on found out about. I was first told that I would have to wait a year before I coul
ProsSelect few coworkers I enjoyed, interacting with residents
ConsAdministration, Poor company, High acuity patients, overworked, lack of leadership
faced paced loving place with wonderful patients and family
My typical day at work was pretty easy, I worked night shift and I would come in and get report from the previous CNA abouit new patients or changes in condition. Then I would go down my hall and check all my patients and set myself up for my first check to change the patients diaper or take them to the bathroom. Finally after all my bed checks I would chart, take out all the trashes, and get ready for my replacment to come in.
In all I learned to take care of people and learn to love what I do because, a young girl taking careof them is embarrassing but at the same time they are very thankful for the help as I am they help me live as I help them live. I love it! I learned how to handle problems, major problems with this job. Wehter it was with managment, a patient, or a family member.
Managment changed alot in this job, but the last one before I left was amazing. If I had a problem that a nurse couldnt help me with she would leave her desk put on some gloves and was willing to jump out there and help anyone. She had a wonderful heart and is actually still there.
The co-workers I worked with were pretty cool and laid back. I had one CNA that was actually my best friend and we helped each other every step of the way and of course anyone else that needed help. The managment stated all the time that me and this co worker/best friend were the best two CNA's in the whole facility. So that made every work harder.
I can honestly say that the hardest part of this job
Prospatients, pay, scheduale, manager
Consno lunch, RN care for patients, doctors, favoritism
A typical day begins in the office listening to the morning call line.Information from the previous night,or day is expressed by the director of patient services.After the call is completed,paperwork is completed and time sheet is placed in a basket for review by the office manager.
The vehicle is loaded,and the travel to the first patient begins.A clinical visit is performed,any problems with the client are addressed,and hopefully solved.After the first visit is completed ,the process repeats with the rest of the client assignment. When finished for the day,and as time permits return to the office to complete more administrative duties.The company does not use computers for the field staff and the extreme amount of paperwork can be very taxing.
I learned from this experience that in order to compete in a competitive market.such as hospice,technology must be employed to minimize staff stress,and provide for more face to face patient time.I also learned that compensation for mileage and wear to the vehicle should be more than government permits,that the mileage reimbursement should not be included in the paycheck,as doubt arises as to double taxation for the reimbursed mileage.I also learned that use of your own vehicle for travel in this type of occupation is a no win situation for the employee.
Time management and flexibility are very important to maintaining, and reaching goals established by management.Stress is always a part of the job because of the nature of the beas
Proshelping the patient to achieve their goals
Consvery stressful enviorment
Questions And Answers about HCR ManorCare
If you were in charge, what would you do to make ProMedica Senior Care a better place to work?
Asked Dec 28, 2016
I would make my patients care a first priority along with the staff. Patients + Staff = Custer Service!! You have this combo and your most likely to succeed if not your gonna fail! So this means not short staffing to minimum standards. This is the #1 reason patient care starts to fail due to staff exhaustion and can not keep up with high demanding patients, with only 2 staff to 25 patients! Housekeeping- they are there to keep the facility clean, which in turn keeps the bacteria down. Well let’s not short staff them by cutting hours as this leads to utmost filthy rooms and definitely increases the number of sick patients especially when this Covid-19 is among us!! PLUS you have rehab patients going back into the community talking about the lack of care, facility being filthy due to housekeeping continuously doing unnecessary room moves on a daily basis so of course they can’t do their jobs thoroughly! I would definitely think of patients and staff as my own family, treat them how I would want to be treated and definitely not demonstrate them as a number on a bulletin board. So much more can be done when you have staff and this is less turn over, happy staff and patients who then will return when they have to or recommend to others because they received the care they expected! I would listen to any suggestions from staff and possibly trial them to see how they worked instead of asking for them and not doing anything with the suggestions! Communication is the first upmost #1 way to provide the best patient care! I would reinstate email system in which every department can send, receive, and reply with easy access and with quick response! HCR you really need to stop thinking of patients as just a number! They are a human being just like you all are and have feelings, emotions, and concerns just like we do! Why would you have their last few days, weeks, or even years of care be poorly managed because you simply just go by the very minimum for staffing because of a number:((((((
Answered Nov 21, 2020
Hire more staff and treat staff, especially licensed staff as if they were not warm bodies. Stop referring to how above the state's PPD (persons per day) you are staffing wise, and acknowledge more staff is needed.
Answered Nov 14, 2020
What is the interview process like at ProMedica Senior Care?
Asked Jun 28, 2016
Very poor just to get someone through the door.
Answered Aug 22, 2021
It was extensive for me but that was previous and better managers
Answered Jul 12, 2021
What advice would you give the CEO of ProMedica Senior Care about how to improve it?
Asked Feb 17, 2017
Money is an issue! To attract staff, which is needed immensely, and retain staff, money is a huge factor!
Plus, updating buildings and making them look attractive would help to bring in business.
Answered Apr 8, 2021
Need more staff to provide adequate care and help reduce pt. falls. Work on staff appreciation and retention.
Answered Jan 17, 2021
What questions did they ask during your interview at ProMedica Senior Care?
Asked Jan 10, 2018
Why hospice?
What are your goals?
How do you function on a team?
You need to ask about demographic of clients served
Answered Aug 4, 2021
How my lack of nursing home experience would negatively affect my job performance.
Answered May 26, 2021
How did you get your first interview at ProMedica Senior Care?
Asked Jun 8, 2016
Through Indeed.
Answered Jul 11, 2021
Call from Resident Services Director and HR Manager
