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DoveLewis Overview

Portland, OR
51 to 200 employees
1973
Nonprofit Organization
Consumer Services
Unknown / Non-Applicable
DoveLewis Emergency Animal Hospital is the Pacific Northwest's only non-profit 24-hour emergency and critical care animal hospital and one of the most unique animal healthcare organizations in the country. In addition to our medical services, we provide ... Read more

Mission: To provide the best emergency and critical care for companion animals, and to support veterinary professionals and the animal-loving community.

Company Updates

  • Top 10 Ways to Get Hired in Veterinary Medicine: http://glassdoor.com/slink.htm?key=vQ5Lv

    Top 10 Ways to Get Hired in Veterinary Medicine

    1. Be better than the other candidates. Write a cover letter and make it specific to the practice you want to work at. Do your homework and talk about why you want to work there.

  • The Gender Pay Gap: http://glassdoor.com/slink.htm?key=vQ5L5

    The Gender Pay Gap

    DoveLewis is comprised of 85% females. While this is true for most clinics in the veterinary industry, we also have an unusually high number of females in Leadership positions: four of our six top leaders are women and all of our hospital staff ?managers are women.

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DoveLewis – Why Work For Us?


DoveLewis

DoveLewis Overview

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.

The DoveLewis Mission

To provide the best emergency and critical care for companion animals, and to support veterinary professionals and the animal-loving community.

AAHA Accredited

DoveLewis Emergency Animal Hospital is AAHA (American Animal Hospital Association) accredited. AAHA recognizes high standards of veterinary excellence. 

DoveLewisNon-profit

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.

Dove Lewis

Employment Opportunities

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:


  • Medical and dental insurance (95% of employee premiums are employer-sponsored; 30 day waiting period)
  • Vision insurance
  • Life and ADD insurance (100% of premiums are employer-sponsored)
  • Short-term and long-term disability insurance (100% of premiums are employer-sponsored)
  • Dependent and healthcare flexible spending account
  • Paid sick and vacation time
  • Holiday pay
  • Retirement plans (employee and employer-sponsored)
  • Veterinary discount
  • Uniform allowance and license renewal reimbursement for medical staff
  • Employee assistance program
  • Wellness program with free onsite yoga
  • Financial support for professional development
  • The ability to bring your canine companion to work



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:

  • Mentorship: Employees want to feel their manager is invested in their professional growth for the long-term.
  • Follow-through: Employees want to know when their manager says something will be done, it will.
  • Accountability: Employees want to see that people are held to a standard for their work. If someone is not pulling their weight, they expect action.
  • Fairness: Employees want to feel like their leader's decision is made form an objective place. Perceived fairnesss is sometimes difficult when tough calls are made.

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:

  • Be modest: Humility is critical. Letting your team know every time you have a success makes the work seem all about you. Leadership is never about you. It's about your team.
  • Don't act like a genius: No one wants to work for a know-it-all. Letting those around you succeed and celebrating your success as a team will inspire your employees to work beyond their capabilities.
  • Ask and listen: Being a good listener is critical for any manager. Don't try to anticipate what others are going to say. Ask for input. Listen to not just what is said, but what wasn't.
  • Don't own all communication: Spend a day reviewing your meetings. Were you the one who talked the most? Flip that on its head. Often times your staff has better ideas then you do.
  • Share the wealth: Cheer on your staff. Again, your success is their success. Give credit where it is due, do so loudly.
  • Act on good ideas: Don't be slow to implement a good idea when you hear one. It will show your staff they can make a difference and that increases their engagement.
  • Show appreciation: Recognition is paramount to engaged employees. Not all employees are the same. Take time and understand what motivates your staff as individuals and make sure you are helping them achieve their long-term goals.

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.

DoveLewis Reviews

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Ron Morgan
12 Ratings
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    "Doctor/tech Assistant"

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    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Doctor/Tech Assistant in Portland, OR
    Former Employee - Doctor/Tech Assistant in Portland, OR
    Recommends
    Approves of CEO

    I worked at DoveLewis full-time (More than a year)

    Pros

    great coworkers, loved my supervisor, good medical/dental/vision benefits, great exposure to interesting veterinarian cases (assisting surgery was cool)

    Cons

    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.

See All 23 Reviews

DoveLewis Interviews

Experience

Experience
66%
33%
0%

Getting an Interview

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100%

Difficulty

3.2
Average

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  1.  

    Accepted Offer
    Positive Experience
    Average Interview

    Application

    I applied online. I interviewed at DoveLewis.

    Interview

    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.

    Interview Questions

    • There were a lot of questions asking about specific examples of times I showed leadership/dealt with a stressful situation/didn't get along with a teammate, etc.   Answer Question
See All 6 Interviews

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