Mission: To provide the best emergency and critical care for companion animals, and to support veterinary professionals and the animal-loving community.
Top 10 Ways to Get Hired in Veterinary Medicine:
The Gender Pay Gap:
DoveLewis Emergency Animal Hospital, established in 1973 and based in Portland, Ore., is the only nonprofit, 24-hour emergency and intensive care unit in the region. DoveLewis provides donor-funded programs to the community, including one of the United States’ largest volunteer-based animal blood banks, a nationally recognized pet loss support program, an animal-assisted therapy program, education for veterinary professionals and the animal-loving community, 24-hour stabilizing care for lost, stray and wild animals and financial assistance for qualifying low-income families and abused animals. With over 40 years of service to the community, DoveLewis has treated over 500,000 animals and has been deemed one of Oregon’s Most Admired Nonprofits by The Portland Business Journal for eight years.
To provide the best emergency and critical care for companion animals, and to support veterinary professionals and the animal-loving community.
DoveLewis Emergency Animal Hospital is AAHA (American Animal Hospital Association) accredited. AAHA recognizes high standards of veterinary excellence.
Non-profit organizations operate and are maintained to serve a public good. Any net earnings by a not-for-profit organization are used by the organization for the purposes of which it was established.
No one “owns” DoveLewis and no one makes a profit from our success. The board of directors is made up of unpaid volunteers, but our staff is paid. DoveLewis charges for its medical services to cover the costs of ER and ICU medicine. Any net earnings by DoveLewis are used to pursue the organizational goal of providing exceptional animal emergency and critical care services. This could include buying new medical equipment.
DoveLewis is a nonprofit, AHAA-accredited, 24-hour ER/ICU specialty hospital staffed with nineteen DVMs including specialty support in critical care, surgery, radiology and internal medicine. Each year, four veterinary interns and over forty veterinary students and veterinary technician students come to DoveLewis for training in emergency and critical care. We offer a fast-paced work environment with a diverse and challenging case-load emphasizing the highest standards in quality care. To see more about the type of cases we see at DoveLewis, visit our educational website atdove.org.
We believe teamwork is essential for delivering the best emergency care under typically stressful circumstances. The success of our work depends on the contributions made by every employee of DoveLewis and we recognize that each and every team member is vital in delivering the highest standard of care our clients and the community has come to expect. We value and look for employees who are not only highly skilled and dedicated to continual growth, but compassionate, professional, and strongly support the human-animal bond.
DoveLewis offers a competitive compensation and benefits package including:
In addition to these benefits, we offer a flexible work environment, travel concierge services, free parking, and discounts off cell phone plans.
As a teaching hospital, DoveLewis supports professional learning and in addition to structured, on-the-job training, provides monthly onsite veterinary medicine CE opportunities, online CE and training resources, the opportunity to attend our annual offsite CE conference each fall, paid professional memberships, and an allowance for licensed staff to attend major veterinary conferences around the country.
What Leadership Is, and What It Is Not - by Ron Morgan, President and CEO of DoveLewis
Leadership. It is a simple word with complex meaning. One of the biggest issues I see managers make, new and old, is the assumption that a title automatically dictates the authority of a leader.Anyone who’s been around the block a couple of times knows there is no statement farther from the truth.
"Our chief want is someone who will inspire us to be what we know we could be." -Ralph Waldo Emerson
Leadership, in its truest form, is about serving the people you are charged with leading to make certain they grow. It is about ensuring your people aspire to their “moonshot.” Doing this takes dedication to mentorship.
So why is this important?
Ninety percent of CEOs say engagement is a critical component to an organization’s success, but only 30% of employees report being engaged. And the majority cite their direct managers as the number one source of their disengagement.
What is engagement? It is the extent in which an employee feels passionate about their job (not simply satisfied). Engagement is specially achieved by ensuring an employee feels fulfilled and valued.
And how do you get employees to feel valued and fulfilled? According to Gallop, the majority of employees want the following from their leaders:
Most would agree that the majority of leaders want to engage their staff and be seen as inspirational. So, where's the disconnect?
Oftentimes leaders have day to day responsibilities outside of management. Many are unsuccessful juggling both the leading and managing of staff and their daily workloads. There are several reasons for this.
As leaders we were often promoted for traits such as our ability to promote solve, put out fires, and fix issues. In essence, we were strong individual contributors. Transitioning from an individual contributor to a leader takes significant forethought that most are not prepared for. People rarely have a roadmap for what traits a leader should have. According to Ron and Monica, critical traits for a leader are as follows:
Finally, a strong leader will always take a little more of the blame and a little less credit. This helps your team feel supported by you. In time, they will support you back.
I worked at DoveLewis full-time (More than a year)
great coworkers, loved my supervisor, good medical/dental/vision benefits, great exposure to interesting veterinarian cases (assisting surgery was cool)
the pay sucks! turn over is high, this is hard work and long hours, support teams are not compensated enough for what they do
Advice to Management
upper management seemed disconnected from the floor staff, the medical director was super intimidating and not great a managing people. Brings you down rather than lifts you up.
I applied online. I interviewed at DoveLewis.
Applied online initially. I was contacted pretty soon after to schedule a one-way video interview where I could record responses to questions (and re-record as many times as needed). A few days after that I was contacted to do a webcam interview with an HR rep and TA manager. A couple of weeks after I flew to Portland during my spring break to do a working interview. The working interview lasted ~4 hours and was set up to allow me to see if this was where I wanted to work.
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