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Doesn't RecommendNeutral Outlook
- Work/Life Balance
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- Senior Management
Benefits packages Good entry-level position for new RNs Lots of available overtime
Low pay, no merit raises. If you work for many years, the pay scale does not factor in the years of experience you acquired. You actually only get a raise by quitting, then getting rehired. This is because the algorithm only calculates years of experience at the point of hire, not since hire. Because of this, the turnover rate is very high, which leaves the hospital frequently (read: permanently) short-staffed. This causes overwork & burn out among employees, which only reinforces turnover. Nurse satisfaction takes a backseat to any money-making policies. For example, patient satisfaction is "achieved" by adopting practices (scripting, dress codes, etc.) that have little to no bearing on patient opinions after discharge, but continually set back the Magnet journey because nurse satisfaction continues to drop. Because of the constant new grad RN hires (who then orient the next batch of new grads) & fresh MD residents, the low experience of healthcare providers is the ideal environment for rookie mistakes. Management is totally disconnected from employees. I have no idea what the DON looks like, despite working here for years. As a state hospital, the budget and many operations are determined by the state. Last year, for example, $9 million was diverted from UAMS & the health dept. to the "Governor’s Rainy Day fund." This was in the middle of a ten-year run of no merit raises for employees (see paragraph 1.) Although they offer sufficient sick leave, they punish you via "abscal" points for calling in. Literally everyone gets FMLA as soon as possible just to be able to use their sick hours without getting written up or fired.
Advice to Management
If you want good staff, you have to treat staff like they're valuable and appreciated.