nursing assistant

licensed practical nurse

registered nurse

dietary aide

physical therapist

CareOne

The entire social work department ultimately left at the same time. On paper it may appear that the department is adequately staffed because there were two social workers and a discharge planner, but the workload became unrealistic due to how many responsibilities were shifted onto the department.

In addition to typical social work responsibilities (discharge planning, psychosocial assessments, family meetings, care plans, grievances, auditing transfer notices, crisis management, etc.), several duties that traditionally belonged to other roles were moved to social work. For example, NOMNCs and other nursing care management responsibilities became social work tasks. All admission Level I PASRR screenings were also assigned to social work after the clinical liaison role that previously handled them was revised. The volume of PASRR screenings alone was significant enough that even a state surveyor once commented that she felt bad for the department given how many PASRRs they were responsible for completing.

An internal audit showed social services could expect 40+ MDS-related assessments per week, in addition to admission assessments, discharges, and routine psychosocial work. Social services completes the bulk of the psychosocial MDS components, which require significant time per resident. The facility also averaged 40–65 admissions and discharges per month, and because many residents had managed care insurance, NOMNC notices were extremely frequent. This created a strong operational emphasis on throughput while simultaneously increasing the administrative demands placed on the social work department, and undermining the focus on the relational and psychosocial aspects of the role.

These overlapping responsibilities meant social workers were often trying to manage PASRRs, NOMNCs, admissions, discharges, MDS-related requirements, complaints, oversight of transfer notices, and routine psychosocial needs simultaneously. The issue was not a lack of effort from staff—it was the structure of the role and the volume of administrative tasks placed under the department.

Another challenge was the lack of support from regional leadership. The regional social worker was largely unresponsive to calls and emails, even when the administrator attempted to reach out. This became especially difficult when the entire social work department turned over at the same time and guidance was needed.

Many of these challenges reflect broader systemic pressures common in corporate skilled nursing environments, where regulatory and administrative demands can quickly exceed the staffing and resources available to frontline staff.

The work environment also created situations where well-meaning staff from other departments would frequently bring concerns to social services that could often be addressed through basic problem-solving or communication within their own roles. At the same time, more serious concerns were not always escalated appropriately, which made it difficult to consistently prioritize resident needs effectively. There were also communication gaps within teams; at times multiple staff members from the same department would approach social services independently about the same issue. In some cases, social services would investigate reported concerns only to find that there was no issue to begin with, reflecting a tendency toward reactive responses rather than coordinated communication. While some of these situations were minor in nature, frequent interruptions can become increasingly challenging when staff are already managing high workloads and burnout.

Advice to Management:
Reevaluating role responsibilities, ensuring staffing reflects the true scope of the position, and providing responsive regional support would significantly improve sustainability and staff retention.

I was recommended to this company which I initially assumed was a great place to work until I was working there for the past month and realized that is any place they give the new people hard times but during this covid 19 pandemics it should be expected and demanded that all employees treat each other with respect equality and sympathy which they do not nor does the administration make them assuming that because I'm a new employee as most jobs they give the new people a hard time the hardest job in caring for each patient all the new employees are expected the deal with the covid-19 patients while the other older employees make excuses as asthma or age which I feel as though if you have restrictions so this type of work you should just stay home so my coworker wanted me to do my job as well as hers and I just felt that I was treated unfairly and the administration Resa because I was constantly asking for PPE freak the covid 19 patients separately then the patients that were not showing any signs or symptoms I think I frustrated her already I was not comfortable with the fact that they wanted us to wear the same PPE that we dealt with the covid-19 patients so care for the patients that were not yet showing signs symptoms or positive results I just felt as though I was being taken advantage of I was given all the complicated residence and I just was treated unfairly in the administration was not willing to hear me out to correct and resolve the situation the way that I believe she should she basically took the older employees side disregarded anything I had to say and fired me because I was upset and didn't want us bigger back and forth so I wanted to go leave to go on my break and she threatened my license so you have to have a stomach for the older employees in order to get through this job outside of this incident I actually had a pleasant experience the residents are great and sweet most of the staff is understanding and patient and we'll work with you on your hours and flexibility but yesterday was just a bad experience I don't think they're risking all of their employees equally and if you sign up to continue to work during this covid-19 pandemic then you are expected to work with the covid-19 residence as well as you want the new people to constantly risk their health everyone is supposed to be at equal risk and equally listen so and treated fairly but oh so I don't quite understand the employees are treated like residence or like family because we are not we are easily disregarded underpaid especially during this time they offer a $5 extra to your pay during this pandemic but everyone does not have the same risk and their health the longer you have work there the more say-so you have on who you get to deal with with residents you want to deal with and which residence you don't want to deal with and basically that are able so walk and move around on their own the older employees get the simpler residence the new employees get everybody bed-bound wheelchair-bound basically treated like a slave I was underappreciated I felt like and I don't believe my story was heard I suggest if you have I strongly suggest if you have family at this CareOne facility you check on your parents to make sure that they are being cared for with the level of care and safety measures taken for the price you're paying

What is the best part of working at the company?
Horrible company. If you choose to work here be a slacker. They only mistreat the hard workers and never bother with the slackers. 
It is like selling your soul to the devil working for this company. Unethical practices are common and you are retaliated against if you do not go along with or agree with their ways. 
The more you give the more they take.Expect to be available 24/7 and say goodbye to a personal life .  The work environment is beyond stressful and you are unappreciated for your dedication and efforts. 

What is the most stressful part about working at the company?
The constant turn over and poor reputation of the company make it nearly impossible to present as an option to potential clients.  Constant micromanagement from the many layers of Management makes it impossible to make progress. Endless conference calls throughout the day (and personal time and holidays) to check on your progress is beyond micromanaging and is more like babysitting.  

What is the work environment and culture like at the company?
Horrible. The money is not worth the stress. The company is only about the money and not about the care. They often turn a blind eye to poor care and always try to justify it instead of taking responsibility and making change or finding a solution. 

What is a typical day like for you at the company?
Get in early. Work your butt off . Prepare to be on conference calls. Not to discuss anything productive but to be criticized for falling census because clients are not satisfied with the card and are transferring to other facilities. The problems within are never addressed and no one else is held accountable.

CareOne has excellent history with several positive accomplishments.   Unfortunately too much attention is given to the positive track record in the win and loss column.    History is only part of culture.   Little attention is given to the future fabric of what CareOne could become.

The current roster of CareOne managers has many bright spots.   Unfortunately they are limited in their capacity to enhance the culture.  They are focused on their immediate assignment -  developing a vision which might not be globally shared, but is the operational mandate of the day.  

CareOne does a solid job of placing the needs of the resident and their family members, first.  What is the amount of energy leftover to devote to the needs of the staff, the vendors, and the local community, the cook, the receptionist, and the dishwasher,  which also needs to feel good about CareOne?

The New York Giants have great history.   Unfortunately they have not paid attention to the last 3 years.  Are they just focused on 1 or 2 new players in 2020?  Or will they be listening to their staff, their fans, their vendors, the front office, the media, and the grounds keeper as well as  little boys and girls who want desperately to identify with a great organization? How will they create buy-in at all of these levels?   How will they communicate progress or setbacks?  They don't have to win the Super Bowl every year, but they need to get back to a culture of winning.  This makes me feel good when I wear my  Giants Jersey at games.  This gives me, and those around me hope, because I can see, hear, read and live the progress.

 Are the New York Giants focused on next season or the next decade of seasons?

A typical day as a Respiratory Therapist in the LTACH setting is structured but dynamic. We manage ventilators, trachs, high-acuity pulmonary patients, and collaborate closely with nursing and physicians. The workflow is organized, and there is strong interdisciplinary communication, which makes patient care efficient and thorough.

I’ve learned a great deal about complex ventilator management, weaning protocols, and working within a multidisciplinary team to improve patient outcomes. The experience has strengthened both my clinical skills and my ability to think critically in high-acuity situations.

Management is supportive and accessible. There is a clear expectation of professionalism and quality, but also appreciation for the work we do. The culture is team-oriented, respectful, and focused on patient-centered care.

The hardest part of the job is managing the acuity and emotional intensity that can come with LTACH patients. However, that is also what makes the work meaningful.

The most enjoyable part is seeing patients improve — especially successful ventilator weans — and working alongside a strong respiratory team that truly supports one another.


I worked for this company for almost three years.  I saw enough employees come and go during this employment to higher four whole new rosters of employees.
    It wasn't the work that was making people leave.  It was the management.  The management would tell one employee one thing then tell another something else.  Childish things really.
    I asked for a Mon - Fri position for over a year or to have two consecutive days off.  I even created a schedule to work with the other employees schedule.  This schedule didn't affect pay roll or anything else.  It was turned down even with the signatures of the other employees!  
    Not too long after an employee not me, was given a Monday through Friday position because he was going to school also.  At the same time of this person about to start school, I had already been going to college full time, working at this job full time, and I'm in the army reserve.  My previous boss's words "this company doesn't do Mon-Fri".  Meanwhile, he was Mon-Fri.
    Another situation simplified:  My boss hired a friend of his that I was in charge of, and  she made $3 an hour more than me. 
    A deployment was coming up so I left this job with a two week notice, and went to a part time position elsewhere.  I gained my associates degree, got promoted to Sergeant, completed a deployment to Afghanistan, and now I am finishing my Bachelors degree in Business.
    Sometimes you just need to realize that your job may constitute as a bad relationship.

CareOne Lexington provides valuable experience in skilled nursing and rehabilitation. The residents are wonderful, and many of the nurses, CNAs, therapists, and frontline staff are dedicated, hardworking, and genuinely care about patient outcomes.

One of the strengths of the facility is the HR department. The HR representative serving Lexington and Concord is knowledgeable, approachable, professional, and willing to listen to employee concerns. She treats staff with respect and is a positive resource for employees.

The biggest challenge is the leadership culture within the nursing department. Communication from nursing management can feel unsupportive and, at times, unprofessional. Concerns are not always addressed in a way that promotes trust, consistency, or staff morale. This creates a stressful work environment and contributes to employee dissatisfaction.

The facility has many good employees. Improving communication, leadership support, professionalism, and workplace culture within the nursing department would greatly improve staff retention and overall employee satisfaction.



For everybody out there considering care one for a wound care position please do your health a favor and don't do it. Lots of responsibility for only 1 person to handle protect your license and above all if you want to give quality of work as a nurse this is not the place this is all about production and quantity the burn out rate for nurses is very high. Don't think about the money and benefits it's not worth it at the end if you will force your body to the limits. For every RN out there with lots of experience in wound care don't come here go somewhere else you deserve better. Management will be nice at the beginning just to get you in then things will change just look at the job posts from care one everyday they will look for nurses why? Because people don't last for long. Hope this helps I experienced this as a wound care nurse and ended up stressed and now I am trying to help others not to go thru this. Also primary nurse position (staff nurse) as they like to call it is bad too.

 Harmony village at Moorestown is a for-profit facility, which basically means they'll take in ANY resident with no regard for how much care and strain the aide will have to perform even though it is called assisted living. Aides have no access to care plans even though care plans are VITAL when it comes to caring for people. Basically every day you'll be asked to come into work or pull a double. Management is basically non-existent, the nurses/aides constantly talk about their usage of marijuana and how it should be given to residents to replace Ativan, the administrator is on drugs which is most likely why they don't drug test here, co-workers are absolutely terrible to be around and they've bullied at LEAST 10 CNAs out of working here in the time I've been here. If they don't like you, they'll put you in a horrible unit and will leave you there until you decide to quit (which is what they aim for). Co-workers are constantly on their cell phones.

I am a very chipper,willing to go the extra mile kind of person.The facility was beautiful.I worked as an aide.The Nurse's are gossip mills who rather chit chat than to help out the aides.Several occasions call lights are light all over I was running from one room to the next not a single person would answer the other lights while I tended to others.Your other aide on your floor is almost impossible to find your trying to do your assignment as well as answer thier lights it's impossible.No teamwork.It's terrible that food trays come out,you have to stop the care you are giving to pass out trays,it should be people in the kitchen hand out meals.Never enough lines,NEVER.When you report someone they talk and then treat you badly..The nurses and adon are buds so no matter what you look like the clown.Try to go one you 15 min break and you can't no one is there to cover your patience.Try to go on lunch if you can not find the other aide which is Always you can't take your lunch that happened several times no breaks the whole shift.

Top Job Titles	Average Salary
Nursing assistant 316 salaries reported	$22.36 per hour
Licensed practical nurse 361 salaries reported	$36.15 per hour
Registered nurse 229 salaries reported	$46.82 per hour
Dietary aide 201 salaries reported	$17.31 per hour
Physical therapist 156 salaries reported	$53.31 per hour

Working at CareOne: Company Overview and Reviews

CareOne

CareOne Ratings

Popular jobs at CareOne

Salary Satisfaction

Job Seeker Tools

Employer Tools

Browse

Stay Connected