registered nurse

health screener

family medicine physician

patient assistant

nurse practitioner

Banner Health

Banner Health is an organization that is under-going a period of rapid change and re-structure. Their revised Mission, Vision and Values agenda has a lot of potential, and may go a long way to helping to increase deficiencies in a wide-range of areas (patient satisfaction scores, employee engagement, etc.). However, in their quest to drive performance matrices and increase patient satisfaction scores, Banner is prone to rolling out changes with little to no notice and /or training. The same is true for new hires or transfers/promotions. They require high level leaders to create/promote a positive culture where mid-level leaders and line-staff feel engaged and supported, yet higher ranking leaders are not held to the same standards.  In many areas, bottom 10% leaders are allowed to remain employed with the company.  In the HR arena, these leaders are referred to by the HR teams as "Two-Peats, and Three-Peats."  Everyone, from the top of HR to the bottom, are aware of these sub-par leaders, yet they are allowed to remain working for the Company, because they produce the results needed to accomplish the HR mission.  In this manner, HR leaders are accomplishing the over-all objectives of the corporation, at the expense of the HR staff.  This leadership methodology creates waves of dysfunction and instability, and a toxic corporate and company culture.  In the HR arena, we are also challenged to hold ourselves and our leaders to a standard that is higher than what Banner Corporate, or Banner Corporate HR, is willing to model or support.  This dichotomy creates frustration among HR teams, and perpetuates a culture of fear and retribution.  This double-standard is also why turnover rates for HR and many other disciplines are staggeringly high.  In rural areas, these issues are compounded by a shocking lack of qualified, educated, and competent executive HR leaders. As an executive leader in Banner HR, I have the opportunity to engage with a wide-range of HR teams and support staff from all states.  Never have I seen a more dysfunctional and toxic working environment, than what is evident in the Western Region HR team. Unqualified senior leadership staff often utilize fear and mean-spirited/retaliatory leadership techniques to keep staff in line, and this has fostered a pervasive and powerful culture of fear.  What is truly disappointing, is that Banner Corporate HR is aware of these leadership deficiencies, yet they are doing nothing to resolve these issues.  In this manner, we may have accomplished the mission, but we have done so at a great expense. Banner Corporate HR would do well to take a long look in their mirror, and ask themselves if they would be happy being treated the way their staff have been treated. If the answer is "no!", then they really need to remove ineffective HR  leaders from their organization.  Setting the bar high, and eliminating ineffective, mean, and disengaged HR leaders would send a clear message to the entire company (and the Western Region), that we truly care about our staff, and that we are willing to do whatever it takes to be better, even if it means that we have to eliminate our highest ranking leaders. It really is time to stop promoting/supporting HR leaders who produce short-term results but who do long-term damage.

I liked it when I first started working there.  The initial training was awesome as myself and two other new hires (from other departments) were trained by someone with the primary function of training new hires, teaching us the computer system, how the overall collections process works, how an Excel SS is used to track any collection amounts that were over 90 days old and how this SS is seen by upper management and how there is a uniform way in which we are to enter notes on each account. We were also given a tour of the building and the cafeteria.When I started working in my department I was first trained by a "Senior Rep" who was EXCELLENT! We developed a routine of meeting each  afternoon to go over any questions I had.  I always had her undivided attention.  It changed in March when this person was transferred to another department and although there were three other "Senior Reps" to answer my questions they were not as familiar with the work I had been doing  as the other person who had been transferred to another department was.  I felt lost and on my own. Also, upper management decided to outsource the patient collections department this resulted in several lay offs, scared employees and working with the outsourced company who did not have access to our system and were not fully functioning for (I believe) about 4-5 months.  During this transition our department and a few others then had the additional task of taking patient calls and answering their questions or hearing their complaints. We went from receiving calls from patients that were for our department only, to receiving patient calls that covered a variety of issues. I don't know the exact # but I believe that  our call volume tripled. Upper management gave us 2-3 different dates in which the outsourced company would be taking over. If I remember correctly the 4th time was the charm.  We were "trained" on patient collections but  no increase in pay was given for this additional workload.  Upper management would thank us for taking on this responsibility, but no upper management ever took a phone call  unless the patient requested to speak to a supervisor.  Also after we all participated in an "Anonymous"  survey we had a staff meeting in which some of the questions, praises, and complaints the employees had written on the survey (names were not given), were read out loud and upper management used this meeting time to respond or criticize to what employees had to say. You have to wear uniform shirts three of which are given to you when you begin your employment there. You can purchase more in a variety of styles and colors, but you can't have these deducted from your payroll you have to pay for them in full. I stuck with my initial three because I could not afford to purchase anymore, and to be honest they were ugly.  When I left I gave mine to another employee who like me couldn't afford to purchase any.. 

There’s a lot I like about Banner.  They’ve been good about using floated staff as “Helping Hands” rather than requiring them to actually take a patient assignment, which is a great comfort to most nurses when required to float to units where they have not been trained to work.  Pay and benefits are competitive.  We use self-scheduling on my unit and have a large staff to make shift trading easy.  We are a busy place however, and have had a lot of short staffing issues, so you will need to be ready to hit the ground running every day, and may frequently get out late.  When we started bleeding staff due to all the changes the pandemic brought and due to those leaving for high paying traveler jobs, and those that were just plain overworked and burned out, the hospital took about 6 months to start to turn the ship around by hiring travelers and new grads.  Banner is a big company, so they are slow to respond to rapidly changing staffing levels.  They only use their own registry for supplemental staffing rather than looking to outside registries to help fill in staffing gaps.  For months we worked very short staffed with most of the staff having abnormally heavy assignments.  Even those super nurses who never ever leave late were leaving late during those months.  This made an already busy job before the short staffing seem almost unbearable at times when short staffed.  They did ultimately start offering great bonuses to get staff to sign up for extra shifts (and it worked).  They also allow staff to pick up shifts at their other valley hospitals, which means you may be able to pick up extra shifts closer to home if your main job location is not close to you.  Overall, I think it’s a good place to work.  I do not think the short staffing issues are unique to Banner.  I think it is just an unfortunate and never ending fact of hospital nursing everywhere that there are going to be many times where you are forced to work short staffed, and are at risk of burning out from being overworked.  You will be expected to have annual goals to help the unit, such as participating in committees.  And they offer a clinical ladder where you have the option to submit a written packet detailing all you do for nursing, the hospital and community, through which you can gain a higher clinician level which will earn you extra $/hr (if you don’t mind “writing papers”).  And, because Banner is such a big company, there are always opportunities for advancement, learning new skills, or trying new areas of nursing (just don’t expect much in the way of tuition reimbursement opportunities.  Banner only offers tuition reimbursement if they feel what you are studying will help Banner in some way). 

After seeing a listing for an IT Service Desk position on Indeed, I applied on Banner Health's website. Two weeks later, I received an unplanned call from an HR rep. About fifteen minutes later, he offered me the job and I accepted. During the interview process, I only spoke with HR and never dealt with anyone in the IT department. Two days after that, I had to go to a Banner facility for a drug test (urine screening) and blood work. It is important to note that Banner requires a copy of your immunization records. Blood work and immunizations are required, even if you're working in the corporate office where there are no patients. Three weeks after that, my lab work and background check completed, so I had a day of new hire orientation. A week and a half after that, I finally started my new job...only to find out they used the wrong job description and told me false information. Instead of an IT Service Desk position, this was actually an IT Operations position. Instead of being the first point of contact for internal IT support issues (like the job description said), this position was more like an IT Administrative Assistant role. This role required printing out checks, hands and eyes support for systems administrators, scheduling on-site visits from certain vendors, building access control, etc. During my interview, I was told I would be working day shift during weekdays. When I started, I was told this was a 24/7 operation and I would have to work whatever shifts they needed (including weekends and holidays). I was also told this position would occasionally require traveling to a facility in Phoenix. What really shocked me was the reasoning behind all this. My supervisor told me that the IT Service Desk job description was the closest description BSS had on file, so that's what she used. If the job doesn't match the job description, then how about you make a new job description? Or better yet, advertise the job as an IT Operations Technician (or whatever the proper title was) like everyone else in your group. When I found that out, I lost all respect for that manager and left. I had to wait an entire month from the day I accepted my job offer until the day I started the job. I had to waste all that time just to find out they hired me for the wrong job. I had to waste a month of my life waiting for a 2-3 month temp job to start, only to find out it was completely different from what I had written confirmation of. Don't do business with Banner. Take your talents somewhere else. Everyone I talked to gave me different information. If they can't get basic communication skills right, I wouldn't trust them with my health or my career. It's not worth it.

The company seems great:  they preach reducing their environmental impact, providing excellent patient care, and being team players.  I think they really believe in these values.  I found, however, that the unit I worked on was generally miserable.  The two different preceptors I had would bad-mouth each other (and everyone else on the unit), which made for an awkward training experience.  The clinical manager seemed ok, but not overly friendly - which is understandable, since she's not there to make friends.  The department manager, on the other hand, was downright obnoxious.  My first day of orientation, before even clocking in, she asked how training was going!  Ok, I know you have lots of employees to keep track of, but dang!  The second time I interacted with her (on another day), she again had no idea who I was, because she asked if I was enjoying this unit better than the one I came from (I was brand new to the company).
I had lots of problems with their technology.  Cerner is so archaic and user-unfriendly!  I understand it takes time to get comfortable with a system, but this one is really bad.  You cannot view your entries or new orders without manually refreshing.  If you do not think to do so every few minutes, you will miss important patient information.  The PPIDs (handheld med/patient scanners) gave me lots of problems, didn't sync, and/or didn't save my entries, which resulted in having to re-scan patients and meds, and it would document the medication as being late - even though it was really given on time.
The two preceptors I had made a few mistakes (giving meds without orders, etc.), but nothing too major.  I made a mistake, however, and it was immediately reported to the clinical manager - and definitely blown out of proportion.  No harm was done, the patient was not even aware, and the manager acted like I was there to destroy the unit.  She gave me three different versions of events, and then acted suspicious when I wasn't able to respond because I couldn't keep up with the stories she was telling me.
In the end, I decided that this wasn't the place for me.  The unit seemed very unhappy (my co-workers very rarely smiled and generally ignored each other), the teamwork was lacking, and it seemed to be a very punitive environment.  Maybe other units within that hospital or other facilities within the network are different, but I was very disappointed.
The benefits are great if you're not a smoker and you don't mind using Banner network for your healthcare needs.  The unit I worked on self-scheduled and did NOT require every other weekend!
If you are an experienced nurse, you have pretty thick skin, and you don't mind working alone, this could really be a great place to work.

I worked at Banner Thunderbird for 3 years and was one of the most senior nurses because turnover was so high. Nurse to patient ratios were 1:6, with no secretary,  no manager assigned to the unit, and sometimes no aides. The beginning of shifts were spent answering call lights and phones, not giving direct patient care, resulting in late medication administration and assessments, and inevitably leaving patients feeling neglected and dissatisfied with their care. There was a mix between very helpful, and very lazy employees. If you were getting slammed you better hope it was a helpful nurse that was available to help, otherwise you were on your own. Every pay-period, the senior manager (whom you rarely saw on the unit) would send out an e-mail congratulating the staff who exemplified "financial stewardship" by clocking out of time (by 730). Those people that were on this list, were often the staff sitting in a corner, not answering call lights or phone calls, not assisting patients that weren't assigned to them, and not helping their fellow nurses, while the staff that clocked out late often did so because they were helping non-stop. Hard-work and good patient care was no praised, only your ability to save the unit money. I had my property vandalized and reported it to my senior manager, and nothing was done. If you complained that you needed more help, the response was that you were selfish and should think of how much the managers have to do (not a direct quote, but is seriously the summarized version of the senior manager's response). There was no effort to keep good staff on the unit, and hence there was constantly new hires that required lots of time and training. It even got so bad that brand new hires were training brand new hires. Overall, it was a very poorly run unit, with an almost blatant disregard for patient safety. The staff are at the bottom of the priority list. To sprinkle salt in my wounds, there was never an exit interview, nor was there any commentary about my leaving. Management simply asked me for my badge on my last day. Im appreciative for the experience I had, but I would have to be desperate for a job to ever go back. I used to work night shift, so I had differential pay. I now work day shift at a new company, making $4 more an hour than I did working nights at Banner. They need to show a little more appreciation for their staff. Rant done

 The department I worked in was horrible due to poor leadership and  my manager. He was known for doing as little as possible and pushing his work off on the rest of the team. The incompetence was ridiculous.  We were expected to complete work that should have been assigned to 2 to 3 people. My raise was small but I had more work piled on because my boss told his boss that I requested more work which made me question this person's integrity even more. Why would I want more work if I'm being underpaid and received a raise that was under .35 ?  I mentioned that my boss wasnt telling the truth to his boss which was a waste of time because nothing was done due to a huge lack of accountability. I also mentioned I didn't have the bandwidth for additional work and provided a breakdown of my specialities as requested. This was also a waste of time. His boss didnt bother responding to my email even though I followed up.  I also sent the list to my boss after he didnt realize how many providers I had. How could a manager be so disengaged and not know their employee's workload?

I learned management only cares about management. We were going through an implementation that wasnt the right fit for what we needed. Examples were provided to no avail. As a result, our boss created a bunch of workarounds to make the system somewhat work. This resulted in double the work which is the opposite of what you want to accomplish during a system implementation. It should be less work. For example, the current process versus the old process takes at least 2 hours more each month to complete.

People are in positions where they should know more than they do. If you are a senior analyst, then you should know complex excel formulas, macros, etc. and know the correct terminology when speaking to outside vendors about coding. If you are a manager and have allegedly done my job before, then you should know the answers to certain questions. Directors should be a little more professional. Most of the ones I dealt with on a daily basis had attitudes. Once again, no one was held accountable for their actions.

During my tenure, I truly felt like I was a hamster on a wheel that was neverending. Reinventing the wheel is never a good idea especially adding additional wheels to the reinvention.  Due to current leadership, the department is not very organized and the current system implementation was the worse one I've been involved in due to poor communication and planning on both sides. 

Every job has it's ups and downs, with banner, mostly only experienced the downs. Really bad management lead to nothing ever being done. Except our CEO. She's great. She's trying so hard to turn everything around, but if you're going to join for the prospect of having a good job to do, stay away from your 'bottom level' jobs, you will get treated like you're a grunt and the staff belittles you. The work is plentiful and the staff few. They are very understaffed in several places and typically you're required to do a lot more than your job entails. The girls are constantly pushed to their limit, crying and hurting in EVS and you can tell the dietary staff hate their jobs. I still currently work there and I'm looking for a way out. I've spoken many times to the leaders and get ignored, swept under the rug. The manager specifically in charge of dietary and EVS is irresponsible and overworks our EVS team, especially the older members. 

You can tell they are only staying because it is their only option, had they another, they wouldn't be here. It's torture and it should be illegal. 

You can tell how tired and exhausted they are and the manager doesn't seem to care. The management team does the bare minimum to keep their team afloat. They change rules at will and when you challenge these new, unforgiving, horribly practiced rules you get ignored. The manager on multiple times had ignored several complaints about the other departments making the jobs of the departments worse, they said "I don't care about the other departments, my job is to manage you". Personally, I've never seen a manager who would sit on their butt when their employees are running around with their head cut off - and not offer their help at all. It is frustrating to see this day in and day out and I am looking for a new job, probably the prison. 

If you're looking for a job, make sure you don't stake any future with banner if you're doing grunt work. 

The only good thing is benefits, they are decent. 

I think another thing that really grinds my gears is you can be there 20+ years and never get a raise, or, you get a 5 cent raise, and then the next year minimum wage goes up and you're back to nothing again. Some of our part time "temps" made more money, and furthermore, they tell you not to discuss 'amount of pay' with other members, because they are hiding how unfair the pay is. depending on the "desperation" for certain positions, newer employees are often paid more than people who have proven their loyalty for several years or more. It's not a good way to keep employees. You should offer raises for your loyal workers, not step on them.

A typical day at work is busy, fascinating, never a dull moment. Typically I walk in and get a smile from the staff which is why I chose to work here. People seemed happy and that was the environment I was searching for. What I have learned is that I enjoy and respect the psychiatrists and nurses and when I go home at night I can sleep well knowing that the people we serve have been provided with the best! We care!

Management from my experience is not easy; I have been there. It means being forthcoming with both the positives and the negatives and not waiting to address them until evaluation time. It is having a clear schedule, making sure new employees are trained and comfortable. Not asking anyone to do what you as a supervisor wouldn't do youself. Awhile ago, I was lucky to have a supervisor who was a psychologist and had this amazing talent to point out my weaknesses, and wording it so well done that I was actually motivated to improve with a positive outlook. 

Having supportive co-workers provides more of a sense of belonging and it boosts productivity. When there is difficulty with same level co-workers, it needs to be resolved. I think to some extent this is found in every facility to different degrees. If the discord among the team is ignored, then the word "team" is nothing more than an oxymoron.  

In my profession the people I serve are going through one of the lowest points in their life, some to the point of not wanting to live anymore. Some are seen with physical wounds. It is very hard at times to see the harm people do to themselves. Some say it should be expected in my profession, but that is not who I am or who I want to be. The hardest part of the job is seeing how little value some put on their life, as well as those who want to hurt others, and/or the terror some have related to a form of psychosis.

The most enjoyable part of the job is seeing that people do gain hope, they can identify their own strengths and improvements, and really utilize resources provided. People can and do get better and some choose to learn from mistakes and make an important impact not only for themselves, but with leading others with wise choices. It takes a team to accomplish this and when it works, that is the most enjoyable part of the job. 

I can say with confidence, I have heard many people we serve say "this is the best place I have been." Some say they researched the best rated place, and chose to be in our care because "It is the best."

I had been searching to work for an employer where all were treated equally and fairly and year after year I was let down. I wanted to find a company I could grow in my career and that did not take place here. I was hoping to work for a company where my leader could answer my questions or know a policy but that was not the case here. I wanted to work for a company where it was an open door to discuss anything and no fear of retaliation but again did not find that here. I also was seeking a job where things were kept professional and lines never got crossed but that did not happen here. I wanted a job where I felt my voice was heard and my opinion was heard but this did not happen here. I was seeking a job I looked forward to everyday but this job felt very toxic and lead to unnecessary stress and anxiety. I believed management was there to evenly distribute the work load and over see progress but that did not happen. I wanted to work for an employer where I felt valued and appreciated and that never happened here. I realized when I put my 2 weeks in after my 6 years of hard work that management did not try to keep me or try to fix the broken issues or hardly even speak to me that at the end of the day you are just a number and all the stress you have from a job or not happy you are the most important factor at the end of the day so I left and I found what I was looking for in an employer and happy and my mental health has improved soo much. I was not sad to leave the company but I was sad for the patients I will no longer be a part of their healing process while in the hospital cause I stayed for so long cause I cared about the patients and put in my all everyday. If I could give any advice to anyone please don’t work for banner you are worth more and deserve soo much more. I know they are paying more now to entice employees to stay and get new employees to start but it’s because there is a high turn over rate here I’ve seen for years, I took a pay cut at new company but gained soo much more, I gained a work family, I am happy to go to work, my work life balance is amazing, I know my boss has my back, we are treated equally and fairly but that was something I did not find at banner. So please go to another company 

Top Job Titles	Average Salary
Registered nurse 69 salaries reported	$41.39 per hour
Health screener 75 salaries reported	$36.89 per hour
Family medicine physician 15 salaries reported	$283,000 per year
Patient assistant 4 salaries reported	$22.79 per hour
Nurse practitioner 4 salaries reported	$127,895 per year

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