Silverado Jobs in Brisbane, CA

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Show:  All Results Last 7 Days
7 days ago

Masters-Level Social Workers (MSW) - Hospice

Silverado Brisbane, CA

Meet our associates and learn why they love working with Silverado… Silverado


7 days ago

Bereavement Coordinator

Silverado Brisbane, CA

• Previous experience working in hospice is a plus but not required. • A positive attitude and a strong initiative are… Silverado


7 days ago

Volunteer Coordinator

Silverado Brisbane, CA

Meet our associates and learn why they love working with Silverado: http://www.silveradocare.com/recruiting/meet-our-team/ Volunteers can touch… Silverado


29 days ago

Executive Director / Administrator - Hospice

Silverado Brisbane, CA

Silverado is presently seeking an Administrator to join our Bay Area Hospice team. Silverado Hospice, a leading provider of end-of-life care, is… Silverado


30+ days ago

Director of Nursing/Patient Care Services (RN) - Hospice

Silverado Brisbane, CA

• Education: Current, active RN license within the State. Certification in Hospice… Silverado


30+ days ago

Nurse Practitioner - Silverado Hospice

Silverado Brisbane, CA

• Graduate of an accredited school of Advanced Practice Registered Nursing. End of Life Nursing Education Program (ELNEC) to include all 8 modules… Silverado


7 days ago

Receptionist

Silverado Belmont, CA

Meet our associates and learn why they love working with Silverado: http://www.silveradocare.com/recruiting/meet-our-team/ Qualifications… Silverado


7 days ago

Receptionist (part time)

Silverado Belmont, CA

Meet our associates and learn why they love working with Silverado: http://www.silveradocare.com/recruiting/meet-our-team/ Qualifications… Silverado


15 days ago

Activities Assistant - Memory Care Community

Silverado Belmont, CA

Meet our associates and learn why they love working with Silverado: http://www.silveradocare.com/recruiting/meet-our-team/ Qualifications… Silverado


30+ days ago

Maintenance Supervisor

Silverado Belmont, CA

• Education: High school diploma, GED or educational equivalent required. • Experience: Three years of experience in hospitals/institutional… Silverado


Silverado Reviews

2.9
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Silverado President, Chairman & CEO Loren B. Shook
Loren B. Shook
62 Ratings
  • Helpful (1)

    mixed bag

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    Current Employee - Anonymous Employee in San Diego, CA
    Current Employee - Anonymous Employee in San Diego, CA
    No opinion of CEO

    I have been working at Silverado full-time (More than a year)

    Pros

    you can bring your pets or kids to work. 99% of coworkers are pleasant, positive, and sweet to the residents. Family members are usually fabulous. They're under a great burden, yet they stop and thank you, and sometimes get to know you. When their loved one is there at length, you become part of their experience--and it's personally meaningful to make that connection.

    Cons

    Upper Management Does not take employee's feedback seriously. More concerned with image than reality. promises more to families than they can deliver. What they claim to do, and what they really do are often worlds apart. For example, Silverado's web site claims that at one particular community, the residents do A, B, and C. I worked in that building for two years and it didn't happen. One community might be really good in an area--say, resident engagement. Another community might be completely different in budget and priorities. Pets--residents keeping pets, and the community animals are a lovely idea and a great marketing tool. However, Silverado doesn't prioritize animal safety and quality of care. it varied according to the employees' level of concern, ability and willingness to advocate for the animals who are in most cases more defenseless than residents. Even if Silverado as an entity doesn't actually 'care' that the animals are living creatures, they should invest in one of the most popular features to prospective and current families. In my experience, an animal has to be strangled or suffocated several times before anyone listens to concerns. There was a turtle who outgrew her tank and had almost no room to move. it took over a year before anyone took action, in spite of family and employee concerns. I realize all employees are busy, and may not have the time or the training to be concerned with animal well-being when resident well-being can be so overwhelming. However, I actually had more than one organized solution to the issue, that would not have cost corporate anything extra, overall. No one with any power was really interested in listening to solutions--because maintaining status quo wasn't really affecting them. Resident care is the same. I saw some very unsafe transferring practices in at least two separate communities. Unsafe, yet not against policy. I mentioned to supervisor of the particular department-- and she became angry and sarcastic. She has no training in PT/OT and I do, if she doesn't care about the residents or employees getting injured, she or upper management should at least care about the potential lawsuits. In summary, in my opinion, the Silverado I experienced was very short-sighted. I feel the way things were handled at my primary community is analogous to landlords I've had in the past: a house could be structurally unsound, crumbling at its foundations. Yet they slap a few costs of paint on, maybe replace a board here or there--so they can rent it out to someone else--buying up more properties so they can repeat the process exponentially. Silverado has a great mission statements, and I believe, most likely began as a solid structure. But it's crumbling in ways that require more than short-term solutions.

    Advice to Management

    the town meetings sound like a good idea--I never was able to attend due to the nature of my position. However, the employee consensus is that they're a farce. I worked at a hospital years ago that had a great way for feedback to truly be anonymous. Everyone randomly was assigned a number--then over a month or so they would have days specified for say, odd numbers 1-50-and then when it was the day your number came up--you did everything electronically and anonymously. Changes were made based upon feedback received, some small, some big. Management would do well to invest in employees concerns and grievances. The same company had another policy that Silverado would do well to implement. I'm sure I'd still be employed if this was the case. their policy was that, if someone got fired, they could request a jury of their peers and basically have a "hearing". If the jury felt the termination was unjust, the person would be re-instated. I'm sure it didn't apply in cases of illegal activity, etc. I've heard of too many people getting terminated for unknown reasons or personal reasons at Silverado. Something like this would be a great feature to tell employees their contribution is valuable, and you don't want to lose good employees over misunderstandings or possibly a dysfunctional link in the managerial chain. I would still be employed, I'm sure. I loved Silverado's stated mission, the residents, team members, pets, and families. I stopped pursuing a more lucrative career because I felt I had a purpose in being there. Yet, when I was suddenly terminated, the reasons they gave didn't ring completely true. I still don't know why I'm not there. I'm not disgruntled--I would go back (in another capacity, if asked.) But if corporate management wants a strong company--one that is there for a purpose in addition to profit, they would do well to pay attention to articulate team members and former team members. It's easy enough to see who is being sincere, and who is just blowing off steam. thanks for reading. Oh, one last thing. Have you guys ever considered that most of your employees, especially caregivers and service personnel. wouldn't be able to afford care at Silverado, even if their entire career was spent there? I know there is long term coverage, et al...but I sincerely doubt its adequate to cover Silverado care. I think your company would do well to start a pre-paid coverage plan of some type that silverado employees could pay into ahead of time, and if the time comes they could use that plus a discount of some type. I haven't worked out all the details in my head-but I just think it's only fair. Alternately, whatever long term coverage you do offer, I hope you make sure it would actually cover care at Silverado


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