registered nurse

medical assistant

advanced practice provider

physician

registered nurse - medical / surgical

Carle Health

I loved what I did for my patients and their families and they really conveyed how much they appreciated. 

Pros: Epic charting

The nurse to patient ratio never went above 1 to 5. 

Parking is not close but there is a shuttle service that runs all the time on week days. If you work the weekends you fend for yourself. 

The cafeteria is open very extended hours and even accessible to night shift which very considerate. There is even an after bourse menu for the patients who get admitted late so they don’t have to go hungry all night. I appreciate that. 

The scheduling is great. They work with you. Never had any problem blocking my schedule.  Staffing and attendance are easy to work with. They seem flexible and always willing to work WITH you. 

Depending on what day you came in and what the staffing mix was in other words which persons you work with that day and you could have great cohesion and work well as a team or complete lack of it on bad days. 

More recently as in my last week or two there I’ve seen them try to do a little bit better in providing support and guidance of Senior Management to Floor Management staff. 

Their language interpretation servers / systems were some of the easiest to use. I found them more readily available and easily accessible then many others I have used before in other hospitals. 

At least this healthcare system  is smart enough than to bother with JCAHO/ JC —whatever they wanna call their joke of an HAO nowadays— for their hospitals accreditation.  That is smart of them. Probably best decision many a hospital can make nowadays. 

Cons: This Pharmacy made everyday a bad day. UNSURPASSED INEPTITUDE and INEFFICIENCY. It’s no wonder there were so many product  discrepancies in that place and ….OMNICELL… need I say more. But even with Omnicell I have never seen a Pharmacy handle medication dispensation delivery and supply so horribly EVERY SINGLE  DAY without breaking pattern. Wow. It was nearly incidental every day the delay in receiving accessing and then finally being able to administer the medication ordered for our patients at all let alone on time. NEVER on time. 
And… Let’s be honest nobody really knows probably still doesn’t know exactly what this floor is for or it’s official acuity designation is besides just a catchall for every case that they send up there to this floor for admission or for transfer. So it really is small wonder that they so often have rapid response incidents or codes and often have to send some of these patients right back to higher acuity levels of care or transfer them there for the first time instead of acuity appropriately addressed to begin with. They do not screen  any of these patients for the appropriateness of this unit before transferring them there. 
Many younger more experienced nurses placed in charge positions or UNL positions and more often than not are just left out there swinging in the wind with little no presence or support of senior staff or management. Of course they are overwhelmed. And it shows because they lash out in their frustration and find themselves focusing on the wrong priorities. That in addition to the lack of maturity and reliability and often passive aggressiveness / petty behavior of some of the people who are supposed to be in a professional role fails to provide more reliable exemplary.  (IN group OUT group friction) 
Failure of case management and social work system on a regular basis. Never an organized or consistent system for discharge a patient’s and in some cases  not honest with patients and families At all about resources and discharge planning. But when the families and patients notice inconsistencies and speak up and say something about it that appears to be about the time that management and  administrative staff suddenly decide to label them as “problematic”and seem to begin trying to circumvent or discourage communication between the healthcare staff and the families.  Daily examples of people from other disciplines or departments who find more excuses or ways to try and somehow turn THEIR responsibilities into Nursing Tasks. Makes sense that some of the permanent staff Nurses are overwhelmed and becoming  dispassionate about being there or misdirecting hostility and frustration toward contract travel staff.  What seems to be lacking is the actual practice of the protocol that’s even in writing in their policies manuals for safe patient care delivery. That is going to get somebody hurt. 
The apathy or aloofness by certain supervisors/ management in response to specific Nursing concerns situations brought to them at times was hardly even disguised.  It was almost as an annoyance to some of them. I will never forget the day I asked a Nurse Supervisor on this floor if we could get video monitoring for a patient who was increasingly mobile and impulsive as he was becoming a bigger fall risk.  She seemed not to be able to dismiss the request fast enough saying without any hesitation or moments consideration that “ oh no we don’t do that here… we don’t have that… we don’t have the staff…” whatever kind of excuse related to not having supply. There always seemed to be an excuse related to what they don’t have or have in interrupted supply blah blah blah.  Another nurse put that request in for the same thing I asked for mot more than 40 minutes later and that action was not in consultation with the same Supervisor I had spoken with previously.  It may have had a lot to do with the fact that one or more of them realized that same patient had a family member who also work there  as a nurse on one of the other floors. Either way or for whatever reason I’m glad it got done but it shouldn’t have taken that to guide them to that decision or action.  Should work on processes and adherence to protocol and there will be less need to present excuses to clients or blame patients and their families for problems that can be avoided by better management of process.  Still unacceptable unavailability if needed supplies for specific patient needs for example fresh trach care and unacceptable wait times to have these things delivered. There’s no reasonable explanation for why after requesting back up trach cannulas that they would still not ever be delivered from the designated sourcing. Luckily we were able to walk over to another nearby Unit and find those supplies. Not that it should have ever been necessary in the first place though. 
All in all I valued my experience there . Learned some new things about using Alaris pumps too that I didn’t know could be done before coming to this hospital. I for the most this organization keeps at working at it and that is important—avoiding complacency. Excellence and  pursuit of it is anything but a stagnant activity.  I see a lot of people trying. 

From what I had seen of my coworkers who worked in other positions, it's a great place to work. Unless you are a PSR in a busy department, then it's a position I would not wish on an enemy. My department was consistently understaffed, almost to the point of being inoperable, so the phones rang for eight hours straight. Time off of the phones is consistently monitored by management. If you need to use the restroom or are called into a manager meeting, that time comes out of the time you are allotted for breaks. PSRs are expected to know a lot of medical terminology/multiple names for one condition and common symptom relations with zero medical or anatomy training for the job. It was common I would receive a note from a doctor to schedule a follow up appointment for a patient with "an external _____ specialist" and expected to know the providers and locations that certain specialized conditions could be seen, as well as what insurances they take. We received daily tasks to complete that we were rarely given the time to do, and needed to be completed for patients to continue care. Ultimately, as a PSR, it is your job to interact with every patient, and also receive the brunt of the frustration and/or blame for everything that goes wrong in patient care.

Three weeks after I completed training, I was given a list of patients to call and inform that they were no longer going to be seen by any of our providers or at any of our locations, after their provider who left told them that there was a new doctor coming to the practice to take over their care, and the closest doctor who we could refer them to who was in network with their insurance was an hour away. Most of these patients are elderly who required transportation assistance and receive routine and necessary care as often as every four weeks, so this was a highly emotional interaction with each of these patients. I did not receive training to give people such upsetting information. I was being paid less than $17 an hour to deliver crushing news. I had to listen as patients sobbed to me and begged me to refer someone else out, not them. I had to essentially tell people to figure it out when they expressed transportation  concerns. I had to listen to external providers tell me how disgusting our medical practice is for turning patients away when this decision was made three heads above me. I was a human punching bag for forty hours a week. When I got home from work, I was so stressed and upset all of the time. I had no energy to enjoy my life outside of work, and my thoughts were entirely consumed by work and what I needed to get done. I was made to feel responsible for the patient care standards we were failing to meet. For less than $17 an hour, and benefits that are pretty decent but there are better benefits to be found in the area.

I cannot express enough how I would never encourage someone to work as a PSR at Carle. It is brutal, thankless work that almost killed something good inside of me. I loved my coworkers, there are some amazing people who work for Carle and I had the pleasure of working with. I cannot say the same for management. Maybe it isn't this way in the smaller departments, but in larger departments and hyper-specialized fields, being a PSR is a waking nightmare.

---Constant phone calls on an 8 line phone system plus each department had at least 2 portable phones(CT, Sono, Nuc Med, Mammo,& MRI all had at least 2 portable phones) , with the exception of the regular x-ray area who had 4 portable phones 2 for the main department, one for the ER x-ray area and 1 for the portable x-ray tech, both radiology nurses, all 5 radiologists(one was a neuro-radiologist) the 2 Department managers, the file room clerk, and the transporter all had their own portable phone, the cardiology nurses also had 2 portable phones, There were a lot of extensions to keep up with, There was a Consistent patient flow ALL DAY LONG, Checked in and placed exam orders for Scheduled patients, Walk in patients, and Urgent/Stat add on Patients from Doctors offices. ICD9 Medical Screening for Medical Necessity of over half the patients coming in for exams, Calling physicians' offices for new diagnosis's, for new physician orders due to orders being incomplete or marked incorrectly, and/or for an order that never came to us for a patient. Sorting, filing, distributing and/or waiting on incoming faxes, Calling (and sometimes paging) Physicians to get a diagnosis, to get a new or different diagnosis for Medical necessity, or for a radiology nurse to take a "over the phone order" for a patient waiting in the waiting area before and/or after office hours, Scanning of patients' registration paperwork, Insurance card(s), ID, and physician orders, Distributing and explaining of CT & BE Prep Kits to patients and/or the patients' family, Explanation of all radiology exams to patients when asked about any of them, Film distribution to patients, physicians' offices via cab companies, physicians from various areas of the hospital, and for couriers for other facilities, Film copying and/or reprinting, Scanning of films into electronic imaging system, transferring of images from film to disc, Copying of images from electronic imaging system onto disc for patients, physicians' offices via cab companies, physicians from various areas of the hospital, and for other facilities via courier.  Constant communication between all areas of radiology and cardiology.  All in a single 8 hour work day.
---I learned about ICD9 medicare screenings. I was able to memorize an abundant number of diagnosis codes. I was able to identify a diagnosis code and know the diagnosis for that code, I also could take a look at a written diagnosis and know it's exact dx code and I knew exactly which codes/diagnosis would or would not pass for medical necessity for each specific exam. I also learned a lot about the human body and radiology. I learned all about what exam did what(or showed what) and I was able to tell a patient with questions and concerns all about their upcoming exam to set their mind at ease. 
---The management at Bromenn was Fantastic. They were always there for their employees with an open door, patience, trust, and respect. 
---My co-workers were GREAT!  I Loved them!
---Pulling film jackets on the weekends and transporting on the weekends was the toughest part of this job.
---Everything about this job was enjoyable. Everything!

I have been working at Carle for 5+ years. Carle employees are horrible to each other, and they expect special treatment over patients who don't work at Carle. Management is terrible as well. I wasn't provided information by my leadership on how to move up in the company but instead was informed by a colleague in casual conversation. The staff here will drain you and out so much work on to you. There have been times where I would do a nurse's job and provide medical information to patients, which isn't my expertise nor degree. The communication LACKS tremendously to where it shows negligence towards patient care. The acknowledgment of the amount of work you do goes unnoticed.  Carle has a system in play called "Carle Aidet" which NONE of the staff members I have worked with in the past 5 years display "Carle Aidet" including leadership. Another thing I will mention is that Carle is very picky on who they hire, which is very hypocritically to what they display to the world. They create more work for current employees because they do not hire off "the streets" and it takes longer to fill positions. Meanwhile the current employees are not offered raises for the extra amount of work they do. When in reality everyone deserves a chance to work. Carle will hire older aged people thinking that the experience they have will accommodate the company. I have firsthand seen older colleagues hired who don't work as hard compared to younger colleagues.  I have been unhappy with Carle for years and just pushed through due to benefits and pay but that no longer can keep me as an employee.

A typical work day is stressful because you’re doing more than your job title. From calling patients, communicating with doctors and their staff via email, dealing with management sending out emails and messages in Teams and trying to contact the health care providers is overwhelming. Prior Authorization role is to submit a request for precertification and track the status. If the authorization is denied, it should be handled by the doctors and their staff for further review but they want us to call patients to tell them that their authorization was denied, then reach out to the doctors for an Admin Review and if the authorization isn’t approved by the DOS or the patient doesn’t have any insurance they want us to call them ask them personal questions for a self-pay screening and send all of this to the doctors and their staff. Even though Carle may have good intentions for their patients to be seen, they need to figure out another way to conduct this process because this does not fall on our department. The management is unprofessional and will act like they care but DON’T! They will schedule one on ones with their employees( and act as if the employees asked for this because their attitude are very rude during these meetings) and ask if we have any questions or concerns and when we bring them up, they ignore/overlook them and never address the issues that were brought up. 

Responsible for the managing the main hospital and ambulatory hospital SPD decontamination and sterilization process functions, inventory supplies, and budget reporting. Supervises employees to meet employment standards and sterilization procedures for hospital policies and guidelines.
	Serves as a role model of excellence to 65 staff member, medical personnel and patients by responding constructively to the sterilization instrument processes of all those interacted with on a daily basis.
	Instructs employees on the sterilization process and equipment instruments by adhering to departmental standards, professional regulations and rules.
	Provides leadership, orientation, training, coaching, and mentoring to assigned staff.
	Determines, coordinates and supervises daily staffing assignments and staffing levels.
	Coordinates educational opportunities to facilitate staff acquiring knowledge and credits necessary to maintain any employee certifications.
	Ensures a fully qualified and competent workgroup by scheduling, motivating, and assisting in the development of the employees.
	Orders new and replacement instrumentation, equipment, implants, along with coordinating the replacement and handles delivery timetable for workflow transition.
	Manages department, weekly, monthly, annual reports and inventory. Provides weekly project status and budget reports to project Director.

Busy prior to management deciding that our department can assume responsibilities of several other departments.  Now the workload is immense and unrealistic.
Providing excellent patient care and building relationships with great coworkers is the best part of the job.

Pay is average, benefits are mediocre and health insurance coverage is poor.

Upper foundation management only cares about money in their pockets.
Department Management is inept and on a power trip.  
Continuous policy and procedures change weekly, along with significantly increased volume of workload have made this once very enjoyable job intolerable.
The nurses can no longer provide the great patient care due to volume of tasks we are expected to complete by management.
Management does not listen to valuable employee input or feedback on implemented processes.  Management talks negatively about staff members to other staff members.  Management has their favorite staff who can do no wrong and don’t get talked to about not meeting productivity or violating departmental or HR policies, while the other staff that are not favorites get picked on for everything and management makes it a hostile work environment.
High turnover rate and nobody in Carle cares that valuable employees have left, everyone is just a number and undervalued.

My training from day one was rushed we are supposed to get 2 weeks it was one because of staffing issues. Your work week are 4 days on 3 days off and you work 2 12s and 2 8s with ever other weekend off. So you have to work 32 hours one day off and work 32 hours again. If you work 3rds you won’t have a life or see your family. The benefits there healthcare insurance is  Healh Alliance and it’s owned by Carle so you have to see there doctors or your paying everything. They have a 1,000 deductible (65.23) per paycheck cost but they Nickle and dime you 20 here 35 there and the treatment is not that great compared to my old doctor I had to give up that works for OFS. You get 3 uniforms (great uniforms) but if you lose weight you have to replace them with your money (80+ pants and 30 shirts) you have to wear black shoes. You will get no help from management at all. As well as your main duties for the night is patrolling the facilities and fighting patients that have mental disabilities or older people. You carry handcuffs and a taser as well as you have to wear a ballistic vest. If you get hurt your out and you have to fight for every dime and they try to rush you back in. I highly recommend not working here for all the certifications and lack of training you get for 16-18 a hour when the job is worth 20 bucks a hour base pay! 

Carle offers adequate compensation and benefits for this area. However, it isn’t worth the favoritism and gaslighting by management. We would be told to do something by doctors and told no by management even though management told the doctors yes. I was pulled into an office on more than one occasion, being told I wasn’t social enough with my peers, then told I was too social, then told not to talk about my personal life at work only to have them do (in front of me within minutes) the very thing they just threatened to write me up for despite the fact those things didn’t happen. I was told to cross train in many areas but not given the opportunity or coverage to do so. I carried a high volume of patients and doctors without any assistance. Management lied frequently, let their favorite employees come and go as they please while the rest of us worked hard to keep the department flowing. There was no one to report this to without being blamed and fired for fictional situations. Mangers support each other, not their employees. If you were not a favorite, you were denied time off no matter how emergent  or significant. 

Only thing keeping me employed here is that I do love  my job, plus being a remote worker is a huge plus. I work in the patient access dept . My coworkers are very pleasant and my direct leadership is wonderful. Pay is extremely subpar though, not only for the job that I do, but in general. I have nieces and nephews who make more working part time after school jobs than I do! My TEENAGE  CHILDREN make more than I do per hour!  My neighbors son just got his first job and makes more than I do as a clerk at a local retail store. All my professional colleagues at other health care organizations  make far more in wages than I am, by several dollars per hour! Prior to my transition to Carl, we did not get annual raises or cost of living increases or bonuses due to “ covid” backlash for a couple years. All my previous coworkers who did not transition received large bumps in their pay starting Dec 2023 … my coworkers and I who transitioned were assured we would get our pay increases as soon as we transitioned, but that never happened!!!!  I am seriously contemplating on leaving as my wages now are not even a living wage. Sad because I am very skilled and knowledgeable in my position and love my job , but if I can’t even afford to buy groceries with what I’m paid here, I have no choice but to leave. 

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