registered nurse

nursing assistant

application analyst

temperature screener

administrator

Ballad Health

On a typical day shift, I would have to obtain vitals every four hours and/or as needed; assist patients with bathing, toileting, and/or feeding; pass ice; change linens; help maintain cleanliness of room;  feed patients as needed;; obtain intake/output information; chart collected data

After becoming a PCP on night shift, I would have to obtain routine and/or STAT vitals, blood sugars and 12-lead EKGs; assist with bathing, toileting and linen changes; obtain intake/output information; help maintain cleanliness of room; chart collected data.

The management was pretty easy to get along with.  I feel like the nurse managers and shift leaders for my units were very concerned for the patients and always addressed any concerns that the patients had and offered any and all assistance in taking care of those concerns.

I worked with some excellent CNAs, PCPs LPNs, and RNs.  All of which were very dedicated to providing the best care to the patients.  If they needed my assistance with something I was willing to assist them and I feel that they had offered a lot of assistance and education to me as well.   Also the phlebotomists that I worked under in obtaining my PCP certification were excellent and patient with me and the patients too.  They always showed a level of compassion with each patient that they had to draw labs on and tried to maintain their dignity and proivde as much comfort as they could while doing their job.

I had learned quite a bit working with congestive heart failure patients under these nurses, CNAs and PCPs.  Being a cardiac patient myself enabled me to provide a level of compassion, sympathy and/or empathy to my patients - especially if they were having a procedure that I've had - to try to put their mind at ease.

The hardest part of the job for me was trying to complete my 4 am round on night shift.  On this round, I had to obtain my vitals, daily weights and intake/output information and chart this on all of my patients.

The most enjoyable parts of my job were interacting with patients and their families and using my data entry skills once Mountain States went to charting information on the computer.

A significant number of leaders tend to bully team members, especially when speaking up against issues of non-compliance with board rules.  Team members were over worked, under payed (wages varied across the facilities for the same job description), stressed, and replaceable in an employee-at-will state. Management chain of command avoided meeting with the subordinate team member and bais towards the team member's mangers out of compliance.  When a team member was asked about an issue, the team member was viewed as a problem that needed to be terminated from MSHA without future eligibility for rehire.  MSHA didn't seem to care if the team member reduced potential liability from issues in the patient's care or help stay in compliance with the rules of the department of health (facilities licensing board).

 Paid time off has some new weird rules that benefit the companies finicial books, but the PTO has very little benefits for a team member rarely missing work. Promotion would be likely if the upcoming manager was easily persuaded and willing to cover up and combine forces during a potential conflict to protect each other's job. While the leaders joined forces, the team member suffered as a consequence of action plans (never corrected or truly review in the benefit of the team member per policy) by bully and demoralization to control the subordinate team member until termination or resignation.

Highly recommend requesting current team members contact info to find out about their experience with MSHA before accepting a position, unless it was the only job offer you received.  MSHA sole purpose was to merge with Wellmont, and the company has pitfalls setup for a team member that may hinder or affect the merger with true issues.

Since the onset of the COVID-19 pandemic, the majority of our IT staff has transitioned to remote work where feasible. As a member of the data center team, I am considered hybrid, though there is no fixed number of in-office days required. We work on-site as needed, with the flexibility to work from home otherwise.

The IT department is comprised of dedicated and skilled individuals, and while most colleagues are excellent team players, there are occasional exceptions that can add an extra layer of stress. These instances are rare but can impact the overall dynamic at times.

The company experiences periods of particularly heavy project loads, especially during certain times of the year. However, on the whole, the workload is manageable, and leadership’s expectations are generally reasonable. During these "crunch" periods, the environment can become chaotic, and individuals are expected to take ownership of their tasks and manage their time effectively.

Senior leadership offers strong support to the department, although the quality of direct and intermediate leadership can vary. This inconsistency can sometimes create challenges in communication and decision-making.

One important consideration for prospective employees is the company’s historical approach to long-term staff. While there are many dedicated, experienced individuals within the organization, there have been instances where long-term employees have been viewed as replaceable, which can be disheartening.

That being said, I thoroughly enjoy working here. There are significant opportunities for growth and learning, especially for those interested in understanding the technologies that power a healthcare system. Self-motivation is essential, and building strong, collaborative relationships with your teammates can make a big difference.

I found my project management position less than challenging and had to accept low pay for my skills in a weak PMO infrastructure environment.  Also, I was told that neither a raise nor advancement was in my future while working there.  Work drama is relatively low and if you are capable of maneuvering office politics at all, you should be fine. 

My position has a stress level that is relatively low, but I was used to a contractor position, where output, responsibility, and travel were much much higher.  While MSHA does not require the same high level of effort, they do expect expert performance and extra hours be put in, although they are not willing to pay for it in salaries.  

The health benefits are disappointing, given the fact that MSHA is a network of hospitals and other providers.  Only 80% coverage is offered with a high deductible and no discount is offered to employees who use MSHA hospital sites and its providers.

Overall, my experience here has been average, but I am also comparing it to poor working conditions I have been previously exposed to.  Knowing your job will be the same forever, no matter how much work you put into it, can tend to make a person complacent and/or uninspired.  

I believe that MSHA would benefit from increasing salaries or other benefits to their employees, such as paid vacation or professional development.  This would likely enhance employee experience and encourage them to be more inspired.  Currently 90% of the people I work with have told me they only continue working here because the job market in this area is so bad.  I believe employers know this and take advantage of the situation.

I worked as a CNA at Johnson City Medical Center. The pay was competitive, and the work itself was meaningful. The unit manager was kind and empathetic.
Unfortunately, the unit culture was disappointing. The environment often felt clique-based, and CNAs were not always treated as valued members of the team. While some RNs were respectful and supportive, others spoke down to me, communicated in a passive-aggressive manner, or handled minor issues with visible frustration rather than professionalism. There was also frequent gossip about coworkers when they were not present, which contributed to a negative and uncomfortable atmosphere.
My initial training experience felt condescending and included personal questions that crossed professional boundaries. After requesting a different preceptor, my second preceptor was much more supportive, down-to-earth, and effective in teaching.
Although the compensation and job responsibilities were positives, the lack of teamwork, professionalism, and mutual respect ultimately influenced my decision to leave. I believe the unit would benefit from stronger accountability and a renewed focus on respectful communication and team culture.

Horrible place to work.  Management is terrible.  If you want to work for a place where you have receptionists and x-ray technicians telling you what you are and are not going to do and that also make medical decisions for you, and management allows this, then go to work for Ballad.  If you want to work for a place that will drain the life out of you, where nothing is ever good enough, but yet more and more is expected, where you are a peon but the actual ‘peons’ are martyrs, then go to work here.  If you want to go to work where there is absolutely NO communication and extreme favoritism is shown, some providers get by with certain things they shouldn’t for years, but another can’t blink a certain way, then go to work here.  If you want to work at a place who keeps thousands of dollars that are owed to you that you earned, then go to work here.  Backstabbing, tattletaleing, immature, childish, vindictive behaviors abound and that’s what the management likes.  Those are the ones chosen to be the “golden” employees who get preferential treatment.   Oh, and don’t get a life-threatening medical condition or they will find a way to get rid of you AND keep the productivity bonus that you had already earned (with no explanation of how they are justifying that it is no longer owed to you).

I have worked at Ballad for a long time and I cannot recommend them as a good place to work. Management does not seem to care about much more than their bottom line, and they seem to view their nurses as expendable and replaceable. They cut corners and don't provide enough support/staff while expecting their nurses to be able to deliver care adequately. However, the part that eventually went over the line for me is the job culture at Ballad. They do not engender an attitude of teamwork and cohesiveness. Every unit I've worked on has been very juvenile and toxic, with cliques, gossip, backstabbing, disrespect, and bullying. Management is aware of this and does not do anything to stop it, usually participating in it themselves and perpetuating the behavior. The turnover rate in the units I have worked in are horrible, and Ballad never seems to get the hint that there are major issues here that need to be addressed. They are confident that, since they are now the ONLY health system in the area, they will always have business and employees due to the sheer fact that there is literally nowhere else to work and/or seek treatment. For the sake of their patients and employees, I sincerely hope they see the error of their ways and make the necessary changes for this system to be successful.

There is absolutely NO ACCOUNTABILITY from anyone on anything in Management. It feels like when working here that mediocrity and blind obedience to is more valuable to Management than people who push to make things better for patients and excel in their work environment. Another big issue is that there is ZERO advocacy for employees. HR has no care for the employee’s needs, they tend to only ever do what management wants, leaving employees powerless to fight for themselves and no resource to do so. The final compliant I have is that management fosters a work environment that is so toxic it feels like living in N**i Germany, always fearing the Gestapo is being tipped off about something you may or may not have done. They support anyone who is willing to put down their fellow workers over the smallest things, and this leads to an environment where nobody can trust another.

My advice to Management and Administraion:
Find some accountability (you won't because you don't care about the employees), read the cons section of my review and ask yourself if you would like to work in this type of environment? And finally, just because something looks good on paper, doesn't mean that it is good for patients, try actually being around areas for more than a walkthrough and seeing what life is like for the rest of us.


Generally speaking, they are not a bad company to work for. I've worked for worse--but I have never been so stressed before. Constant overtime, even when there is not a lot of work,changing schedules from month to month, working weekends. Work-life balance is atrocious. Very little communication from the management, unless it is negative, and to tell you how badly you are doing. Emails tend to go unanswered for days, or not at all. Favoritism, and they promote behind their employees' backs without advertising positions to the rest of the department. Most of the employees are stressed and scared about their jobs, and when the management ignores us, it doesn't do anything for morale. The management has changed several times over the past 3 years. They got rid of or pushed out the decent management who had extensive coding knowledge, and they've brought in people who know only the basics about coding. They don't do audits or offer regular constructive feedback, so we are often in the dark about our performance. Honestly, it feels like they don't even like us very much!

If they brought in good, knowledgeable management, who cared about their employees, communicated well and knew coding, it would be a really decent place to work.

I have loved my job since I first got it. The people are amazing and the culture was inclusive and forward thinking, but the bigger we get the more I realize there is no longer a place for me there. I knew my salary was low when I accepted the position. I planned to learn and work my way upwards; I didn't expect to be making a low salary for long. The harder I worked, the more responsibility I was given. I loved it. There was always the promise of more money and a promotion dangling in front of me, but 4 years later, not much as changed. I am only making $1,000 more a year than when I started. The promises of a promotion never materialized. In fact, I have been redeployed into a position I would have never applied to. Management has gone from supporting me to ignoring me. I am devastated. I truly believed in my company and the people in it. Middle management is a disappointment - these people are too busy trying to hold onto their jobs to care about their workers. Upper management is so far removed from the day to day that I recently realized that the person above my director (a person I interact with frequently) did not know my name, title or how much I made. Executive management has become a top heavy burden to a company struggling to launch any new endeavors. I dread going to work every day now. I am not valued. Some days, I think no one even gives a darn if I am there or not.

Top Job Titles	Average Salary
Registered nurse 6 salaries reported	$36.17 per hour
Nursing assistant 5 salaries reported	$17.56 per hour
Application analyst 6 salaries reported	$75,583 per year
Temperature screener 10 salaries reported	$27.00 per hour
Administrator 10 salaries reported	$22.65 per hour

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