registered nurse

nursing assistant

medical assistant

registered nurse - medical / surgical

registered nurse - emergency room

Allina Health

Set up procedure rooms with scopes and supplies that are needed for that case. Test the glucose meter to make sure it passes so we are able to run test as needed. Help out in ACU if needed for a blood draw, make up bed, or vital signs, or get supplies, or blood from the blood bank. Next I would relieve the person in the front admitting area so she could go on a break. While she was gone. I would write patient in to our log book. call and let the nurse know if a patient had arrived if they needed lab work or other test done prior to there procedure, I would take family back to recovery to be with there family. I would also pick up the loby area. and write charges in the log book as the procedures were done. I would also pull up the schedure for the next day and make sure that all the orders for the next day are with that persons hospital chart. Once that person was back from break them I would relieve the next nursing assistant on the ambulatory care side. I would get blood from the lab. draw blood from patients. make beds, and restock rooms, and our tray that had blood drawing supplies. once that person was back from break I would hurry and clean scopes and set up for the next procedures. I did help with procedures as need. or set up equiptment for procedures in other departments such as O.R., I.C.U, and radiology and in there patient rooms is they could not be moved due to isolation, or if patient was unstable and was not in I.C.U. yet. I also assisted with  ffs procedures, and fine neelde biopsy with the pathologist. I also cleaned and reporcessed peg trays and minor trays after they were used.  I have also assisted many procedures. colonoscopy holding the scope for the doctor, or holding the patient leg. Gastroscopy is was helping with lavaging the patient. holding the arms, hands, bite block, head. or just helping with the banding procedure when it was in its new stages. I also ran specimens  down to the lab for processing. I also would pick up records from medical records as needed. I have ran extra supplies down to the nurses while in procedures in I.C.U. I also ordered supplies from Owens and Minor. I also set up our computer menues in its infancy. I changed filters on our machines. I trained in staff in our department as we grew and I also trained in the E.R. staff on how to clean scopes after hours. I also trained in our staff on scope cleaning and also troubling  shooting when scopes got plugged with seeds ect. I also would wash patient cloths if they were soild apon arrivel. So by the time they were to leave the hospital they would have clean cloths on. I also transported patients to there car. I also would help transport patients to radiology for a procedure and or ICU or surgery as need. I helped where ever needed in out department. I also helped on the designing team to build our new department where it is currently today. at the end of the day restock rooms make beds while the last of the scopes are in the disinfectant. Send a list to medical records of the patients for the next day so they could pull charts. I also faxed important information for the doctors. 

Everything was new to me. what are scopes? how they are used?How do I clean them. How to draw blood? Order supplies? How to Send scopes in for repair?How things work such as forceps, bicap machine, light source, computer monitor set up, change a light bulb in a light source machine. Change water lilters. 

My boss that I had when I first started at unity was the best. She gave me confidance to do anything. Our department at that time was the total of two nurses and she was one of the two and me. So when we were busy and they needed help they relied on me to be able to know everything. 

The hardest part of my job is seeing my manager step down. The new manager ment new changes. I did adjust.By this time our department had grown by at least twenty or more. There was one staff member who was new and did not like that I was doing stuff that a nurse should be helping with. Back in the I was it.   

Growing into the person I am today. All the knowedge that I have learned because somebody gave me a chance.

After being with Allina for over 10 years, I am sad to say that the organization has deteriorated with lack of leadership, care, and direction. Employees are over worked and often miss breaks and lunches to keep up. Salary employees are expected to work endless hours because Allina reduced it's workforce by a large percentage and upper management will not approve  replacing all of the positions. Recent job restructure completed in December, 2020 / early January, 2021 (which was sold as moving to Workday and updating job titles) was actually an initiative to reduce pay grades on many positions by multiple levels. While it didn't effect current pay for staff in those roles, it did put staff on the higher end of the pay scale meaning staff in these roles would see less in raises moving forward. It also meant that anyone transferring to one of these positions or any newly hired staff would see 10-20% less income. Allina also cut pay raises for an entire year while more than doubling work loads. Salaried employees often work 60-70 hour weeks. Work that used to be managed by 2 positions is now managed by 1 person and just about every one is experiencing burnout. Benefits were cut (ex: minimal cell phone reimbursement for staff required to use their cell phones + many others), non-union medical insurance benefits with BCBS MN have been reduced. This is not the cost of the insurance but the plan benefits with medical and pharmacy plan exclusions in place that now cause denials for care for employees. Good luck getting support from HR! Unless you are a Director or above, you get to go through the ringer to get any kind of support or assistance.
There is a lack of training and support from all levels and because staff have taken on so many responsibilities, work output is of poor quality. Executive leadership would rather write off millions of dollars in claim reimbursement from denials than approve additional FTE to complete the work. 

Allina has an opportunity to get it together and do the right thing to fix the current toxic work culture. It would help to remember that our business is healthcare and that it takes a healthy work environment for employees to provide excellent patient care.

I work for this company for around a year, I felt like a number to this company and not an asset or a person to them, their expectations for their employees were very very high and if you did not meet the expectations you were reprimanded and made to feel very small, I work during the pandemic for covid-19 I had family who were sick and a family member who passed away from covid-19, mentally I was not doing very well at all and I asked for some time off, they told me I was only allowed to have two days, using my PTO, I use those two days and went back to work on the third day, unable to function or do my job correctly because of my mental health, I wanted to talk to my supervisor about my mental health and how it was doing, he advised me to speak to the company to get an FMLA so I did they gave me a very very hard time and after fighting with them for a few days they finally gave me permission for FMLA but required medical documentation and a medical signature from my doctor stating that this FMLA was necessary. I got them their documentation that they requested, after 2 weeks of FMLA I went back to work shortly after they changed my position with the company and had me scheduling on all six lines instead of the minimum of three plus taking covid vaccine calls also, and their expectations with their phone calls with a 3 minute interline between phone calls to get notes done and communicate with doctors was very very difficult and if you went over that 3 minutes you'd be ambushed on your computer from a team in an observation center watching your every move and recording your phone calls and if you were over five or six minutes you would have people coming to your desk demanding you to finish up what you're doing and take another call. I felt not so much like a person but a number they pressured me to take phone call after phone call after phone call and you had an a goal of so many phone calls you're supposed to take a week and if you don't meet those phone calls you would get in trouble I just felt like this company was more towards scheduling patients and getting patients in so they could get money and not so much about helping the patient, or taking time to understand the patient and get them the proper care. It was very upsetting and very sad to work for a company that did not care about me. So at the end of the day I ended up quitting
And I will never work for Allina again

I worked in Security for three years. Every shift is different on amount of calls during the shift. Some days can be busy, otherwise it is 90% routine, 10% busy (Day Shift).  I started at a regional hospital.  It was good but not enough hours if you wanted to live off of.  Also at the regional site new employees were given more say on shifts they wanted.  The schedule constantly changed.
  
I moved to a metro hospital after ten months at the regional hospital.  I got a full time position on day shift and did that for another two years and three months. I applied for instructor positions such as being an new employee floor instructor and was passed up for others that had been with the company for less time and did not met the requirements to be an instructor. Strong clique culture.

My supervisor does not work when I do. He never sees me work, only during monthly meetings.

The pay is low if you want to progress in life.  It is enough pay to maintain but not grow in life.  After 3 years I had finally made a dollar more than when I had started. New employees make more money than those that have been hired earlier.  They start at a higher wage off the bat. Employees that have been there do not get adjusted pay to match new employees, they stay the same. Benefits were cut for everyone other than contracted during the start of the pandemic and did not get reinstated until the beginning of the new year. I have a four year degree and I'm not compensated for that higher education.

There is favoritism. Security dispatch will send certain officers to calls and leave others to mundane and administrative calls. Certain officers are given opportunities where others, even if they ask, are denied. 

I have had a supervisor, that was only looking to climb the corporate ladder, attack my character with no proof and just off of feelings towards me. It did not go on any official record just verbal during a monthly meeting. Along those lines I had a sergeant also attack my character, stating his personal opinion of me. Another sergeant is not a leader but was promoted and has held that position.

When the pandemic started, I voiced concerns and problems but was dismissed by my management. Those issues then took months to fix but officers were able to see it right away.
 
EMTALA is not followed but when voicing areas of concern medical staff (seen as higher than security, has authority over officers) turn them into management. Officers then talked to by sergeants.

Arriving at workstation ten minutes prior to clock-in.  Accessing the Work Queues in order to fulfill release of information requests based on dates received/ dates due or medical level of priority. Prepared to fulfill STAT request. Electronic faxing, manual faxing and U.S. mail medical records. Prepared to do outbound calls to clinical sites or Patients (in reference to the same). What I learned is how crucial it is to read and review documents (prior to releasing information) in order to ensure HIPPA and PHI protocols are met; and to ensure departmental guidelines are followed. The management is often not present but they are confident in the abilities of their employees and they know we also rely on one another. The management is very informative by way of weekly meetings with staff and  one-on-one meetings. They also try to introduce some fun in the midst of what can be a stressful week. I have found my co-workers to be team-players; each bringing a different level of knowledge and experience in various area which collectively serves for the good of us all. If one or the other is having trouble understanding something, we are able to get the necessary support from one another, without having to involve managers (unless absolutely necessary). The hardest part of the job are STAT request because a patients life could possibly depend on the ability to provide medical information to the requester as quickly as possible while knowing how to select pertinent information and maintain certain guidelines prior to releasing information. Also, having to deny requests due to (perhaps) one piece of missing information which may seem trivial to the requester, but remains a part of the whole in maintaining HIPPA, PHI and departmental guidelines. The most enjoyable part of the job is the fulfillment in  knowing I have been a part of someone obtaining the best medical care, as well as the comraderie amongst the co-workers.

I worked at Allina Health and it was the worst professional experience of my career. From the start, there was no structured training program. I was hired, given a few training sessions, and then expected to step in and run the work immediately. When I asked questions, which is what anyone learning a complex role should be doing, I was told to stop. If I asked anyway, my manager would call me out publicly in the team group chat. I was set up to fail twice over, thrown in without enough training, and then punished for trying to fill in the gaps.

My manager's behavior toward me went beyond unprofessional. She yelled at me, scolded me, and spoke about me to coworkers behind my back. When I was sick and gave her a doctor's note, she accused me of lying and held it against me afterward. From day one, it was clear she had decided she did not like me, and the way she treated me reflected that for as long as I was there.

She also spent a significant amount of the workday talking about her personal life in ways that were inappropriate for a workplace. This was reported to HR. Nothing changed. She was never reprimanded, never coached, never moved. She continued being rude, demeaning, and aggressive without consequence, which told me everything I needed to know about how protected she was.

The favoritism was blatant. She bought coffee for the few people she liked and ignored the rest of us completely. Her own manager ran her team the same way. The VP did too. The dysfunction was cultural and ran top to bottom.
We were a remote team, so the rare in-office days were a chance to actually see each other in person. On one of those days, during a company-wide break, the VP yelled at us for talking and told us to get back to work. We were on a sanctioned break, finally able to see coworkers face to face, and that was the response from leadership.

I left this job carrying trauma I am still working through. I would not recommend working under this management structure. The behavior runs all the way to the top, and nothing about it gets addressed.

This was probably the worst company I have ever worked for.  They clearly do not care about their employees at all.  To them it's all about money and how they can make more while treating their employees like dirt.  I worked at Abbott and it was old and out-dated.  I worked in mental health and it was very outdated and clearly there was no money to be spent on the mentally ill.  The management is terrible and not considerate of anything that may be going on in your personal life.  If you ever get really sick, forget about being supported by this company.  They would call you into work early or on days off even though you weren't on the list to pick up.  However, then they started giving LOA's stating that "they were overstaffed."  The nurses ran their butts off.  There were no Mental Health Associates (similar to a CNA) because they were always sitting on 1:1.  More than half the time, we were running around getting coffee and snacks for patients rather than having time for patient care, which led to people having to stay late to finish their work, which then got you in trouble with management.  They clearly have their favorites and if you aren't one of them, they will try to bully you out.  The nurses union is a joke and I would not pay money for dues because it's not worth it.  One day I was called into work (I was on the Can Work list), drove 45 minutes to get there, only to walk in the door and clock in and then have them call me to say that they screwed up and actually don't need me.  I was supposed to get paid for that 4 hours and the union was filing a grievance for it.  They said that it would take 12 weeks for the process.  Well that was 6 months ago and I still haven't seen the money.

Allina displays the generally enlightened attitudes toward workplace culture that one finds at large companies nowadays. An emphasis on employee wellness and support has resulted in a culture where workers respect each other and enjoy each others' company. 

However, being large has also led to Allina being filled with gluts  of redundancy, re-work, unaccountability, and wasted energy. A typical day here is chaotic and reactive. Large amounts of waste and inefficiency are woven into the fabric of my location and all levels of management seem unable to improve the situation with any modicum of proactivity. Management gives much lip service and desperate handwringing to the question of how to improve the company while at the same time showing little in the way of real sincerity or effort towards making such changes. I estimate that productivity is reduced by nearly half in all departments and that the company is throwing away tens-of-millions of dollars by this approach. To put it differently, management won't get out of its own way and, as a result, morale is low, turnover is high, and the patients are chronically unhappy. There is a lack of vision within the organization as well as the humility to admit as much.

Having never met the CEO, I don't have much upon with which to judge her performance other than by the old adage of "the buck stops here." Under that light, I am forced to give her a below average score. I imagine that she, like all of her managers, are adequate managers but I have seen little in the way of true leadership ability from most of them or from her.

I worked at Mercy and they have some serious problems
Hospital STAFF  don't follow there own rules they let patient on a hold walk out and expect security to chase them down 
security management cant even understand there job they let a small officer that is afraid to get involved keep working while they let two guys go that were the hardest working guys I ever met. I learned more from them I ever did any where else.
management complains that we take to much sick time - that's because they constantly run short staff with only 2 officers on and work us till we are so sick both mentally and physically they don't care they will just write you up 
you have good calls here lots of mental health and crimes but the boss wont have your back  - he not even from mercy he at united and sends over his boys to do the work he should be doing. Allina a good company I would go work for abbott or west health but not mercy they have many issues - they have a night shift dispatcher that so old she should of retired long ago- she bosses you around like she owns the place. her voice on the radio will make you wanna scream. They have a young expecting mother that  talks about wanting to kill her baby as she does not want to be pregnant - is that what you want to walk into to work for every day -  and if she gets mad at you she makes up stories about you she has already got three guys in trouble and is probablhy the worst dispathcer I have seen thank god I have a full time job casuse im not stayiong here
4 people have already moved to other hospitals  unity -abbott etc  this place is poison.

Faced paced days working at one of more than 28+ clinics.  Duties include new patient chart prep, patient scheduling, provider schedule maintenance, phone messages, collecting co-pays, monitoring pre-visit documents, insurance tracking, etc.  Each clinic has different workflows and services and the expectation is to do as you're told, even if it isn't approved protocol, and be flawless. This is frustrating, confusing and a prerequisite for inefficiency and failure. Many times the workload is unmanageable and management is completely disengaged.  When they are attentive, it is to criticize-never to support.  There is a lack of consistency among all employees with regard to workflows. It depends upon where you're working that day and who you ask.  You still may get four different answers to one question. The department is very toxic and focusing on negativity is the norm.  It is greatly disappointing. There is an extremely high turnover rate.  HR and upper management have chosen to ignore it. This leads to low moral and a lack of loyalty among employees. When a constant stream of new employees need to be trained due to high turnover, that negatively impacts the department's efficiency, effectiveness and also financial soundness.  People in this position don't stay and are sorry they chose to work in the department.  It's disheartening with no solution in sight.

Top Job Titles	Average Salary
Registered nurse 799 salaries reported	$55.98 per hour
Nursing assistant 800 salaries reported	$24.33 per hour
Medical assistant 629 salaries reported	$25.70 per hour
Registered nurse - medical / surgical 400 salaries reported	$57.08 per hour
Registered nurse - emergency room 318 salaries reported	$56.83 per hour

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