CHRISTUS Health

Support Our Mission of Excellence, And We Will Support Yours.

At CHRISTUS we value what each individual brings to our faith-based mission of healing and our commitment to quality health care. In return, we aim to create a culture where quality of work and quality of life live harmoniously, talent is recognized and each employee's unique passions and skills are nurtured to develop meaningful careers.

At CHRISTUS, we grow our team of colleagues by hiring talented, experienced individuals who live by the values that make us who we are. Our success as an organization is possible because of the skill, passion and character of our people.

We will help you define your calling, not as a goal to be achieved, but an experience you gain working with us. We believe in the value of meaningful, trusting and memorable relationships with not only our patients and communities, but the colleagues who define what CHRISTUS stands for.

Your background, your skills and your personality are welcome here.  We have a supportive environment where quality of work and quality of life are in balance.

Diversity and Inclusion

CHRISTUS Health has long recognized the importance of diversity and inclusion. These fundamentals not only underpin our core mission, they also guide our interaction with patients, associates and the communities we serve.

To guide and champion these efforts, the Office of Diversity and Inclusion focuses on training and education, recruitment and retention, equity in care, community partnership and supplier diversity and creating accountability across the board.

At CHRISTUS Health, we define diversity as "everyone and everything with no one and nothing left out." We recognize the worth of each unique human being, and respect personal differences because they strengthen us collectively.

We care about every person who is part of our mission. Our definition of inclusion is "engaging all who participate in our mission." At CHRISTUS, we believe it is critical that each person is able to contribute their best talents, skills, abilities and experiences. We are committed to fostering and encouraging growth and opportunity for all. Creating an inclusive environment is directly linked to our performance, profitability and success.

Our mission here at CHRISTUS Health is to extend the healing ministry of Jesus Christ for ALL. Our patients' receive treatment that includes caring for each part of their total being. We strive to ensure each patient gets culturally and linguistically competent care tailored to their unique needs.

Through our continued focus on excellence, we embrace CHRISTUS' sacred name and seek to create a culture in which our mission and core values are truly exemplified, ensuring that the lives of those we serve are sustained and strengthened by the care we provide.

Unique individuals united in the spirit of excellence . . . united in a mission of healing. That's CHRISTUS Health.

To learn more about the Office of Diversity and Inclusion's efforts, email us at diversity@christushealth.org

Benefits at CHRISTUS

CHRISTUS is committed to providing a total compensation package to fulfill your health, body, mind and spiritual needs. We support our health care teams with competitive compensation and an outstanding benefits package. A sample of the types of programs include (some benefits may vary by facility):

- Flexible Work Schedule
- CHRISTUS Matched Savings Plan (403b)
- Success Sharing
- Tuition Reimbursement Program
- Continuing Education Programs
- Health Insurance
- Dental Insurance
- Short Term Disability
- Long Term Disability
- Group Term Life Insurance
- Dependant Life Insurance
- Accidental Death and Dismemberment Insurance
- Flexible Spending Accounts (Health Care and Dependent Care)
- Long Term Care Insurance
- Cancer and Specified Disease Insurance
- Paid Time Off
- Leaves of Absence
- Discounted Fitness Club Memberships
- On site fitness centers
- Wellness Programs
- Smoking Cessation Assistance
- Weight Management Assistance
- Mentorship Program

Nurse Residency Pathway

There is an impending shortage of highly qualified registered nurses (RN) in the workforce that emphasizes the importance of retaining as many RNs as possible in the profession (Buerhaus, Donelan, DesRoches, & Hess, 2009). Nurses with a heightened risk of intent to leave are those practicing for less than two years or NLRN.

CHRISTUS recognizes that a preparation gap between nursing education and clinical practice for the NLRN often exists and the transition from novice nurse to competent nurse can be overwhelming, sometimes resulting in a reality shock for the NLRNs once they have completed orientation. Transitional programs such as a formal residency process for NLRN help address this gap and assist with the process of nurse engagement of the NLRN. Nurse engagement increases retention as well as improved patient experience, clinical outcomes, and improved culture of safety. With this in mind, CHRISTUS has developed a formal yearlong residency program for all eligible NLRN in many of its ministries with plans to extend it throughout all the system's ministries in the near future.

The intent of the Residency program is to improve CHRISTUS' current onboarding process, provide new graduate nurses a unique reason to both join the healthcare team and stay, and to bolster existing relationships between CHRISTUS Healthcare and the academic institutions in each ministry.

This program, modeled after Dr. Patricia Benner's Novice to Expert Model, is designed to help transition new graduates from academia to the professional setting over a 12-month period. The components of the program consist of a standardized competency based curriculum developed on current evidence-based practices. The pathway connects competency and checklist templates, online content, facilitator-led classes, exams, and simulation into a sensible workflow. Topics, competencies, and checklists are based on the CCNE Standards and Professional Nursing Guidelines; American Nursing Credentialing Center (ANCC) and Practice Transition Accreditation guidelines; Quality and Safety in Education for Nurses (QSEN) competencies; and Institutes of Medicine (IOM). Findings from the Robert Wood Johnson Foundation's RN Work Project and Advisory Board data further shaped the development.

The residents are expected to complete the two-part residency pathway, which include the preceptor led residency pathway and monthly grand rounds. The pathway includes hospital and nursing orientation and safety checklists, which are to be completed with their preceptors on the units during the first 12 weeks. The preceptor led pathway begins the process of competency evaluation and residents continue the pathway by attending Resident Grand Grounds (RGR) for an additional nine months before graduating from the program.

A private on-line Community is established at the outset of the program to support peer support and cohesion. Ongoing in-class sessions throughout the course of the program also contribute to the development of a peer support network for Residents. Learning opportunities throughout the program support the development of stress and time management and successful transition into the role of the nurse. Learning opportunities throughout the program support the development of communication, collaboration, critical thinking, and reasoning skills. The theme of Professional Development is interwoven throughout the program.