registered nurse

respiratory therapist

senior clinical nurse

behavioral specialist

registered nurse - operating room

Children's-Hospital-Colorado

I cannot even begin to describe my disappointment with my experience at CHCO. Let me first start off by saying I was beyond excited to get offered a job to work at CHCO as this had been a goal of mine that I was finally able to achieve. However, that excitement quickly dwindled when I realized where I was being placed as my "office" which was actually a stock room that would continuously get hot, stuffy and stagnant and the department that I worked in wasn't even listed on the hospital directory and I felt as though it was an afterthought to say the least. In addition to this, I was hired for a job that I was so excited to start because it was a new opportunity for me to be able to use my degree that I worked so hard to earn and I ended up not being able to do that and ended up being responsible for scanning medical records into the computer systems for 8 hours a day. The volume increased so significantly that I ended up getting backlogged yet I didnt feel as though I had the support necessary to find a solution to address the issue and for me to actually do what I was hired to do. I felt completely discouraged and defeated. It didnt help that the job I ended up doing was so unfulfilling to me as a person and I felt so undervalued that I decided to resign as I felt as though I deserved better than that, especially when I was not challenged by the work I was doing nor did I feel as though I was growing in any way. 

My hope and recommendation in future would be for leadership to truly listen to their employees, especially when they provide their concerns and numerous suggestions of how to facilitate a better outcome for all parties involved but one that would definitely benefit the employee to being fulfilled so much so that they actually enjoy what they are doing and feel valued and feel value in the work they are completing. 

It is a shame that my time was cut short at CHCO due to my decision to resign. I had planned on making CHCO my "home" away from home in reference to work as I was so eager to learn something new and grow but sadly wasn't really given the opportunity. I felt as though the job was misrepresented and I was put into a position in which I was supposed to just "deal with it" even though I did not enjoy what I was doing and found it utterly unfulfilling, was put in a work space that was not truly conducive to work as effectively or efficiently as I could and I was not doing what I was hired to do.

Despite my negative experience, I did meet some absolutely amazing people who have had better experiences while working at CHCO and who have been there for quite some time. Most of the people that knew of the situation I was in were appalled, empathetic and didnt quite understand why things were the way they were but you can only do so much when you aren't considered a priority and there are other more important matters that need attending to. 

I wish everyone who would like a position at CHCO the best of luck in obtaining an amazing position with a great organization that does have a mission to improve the lives of children everyday. I truly hope that your experience ends up being much better than the one I had.

What is the best part of working at the company?
​​As a former contractor, the most rewarding aspect of my role was undoubtedly the opportunity to significantly impact the lives of children and their families. Every day, we treated illnesses and provided hope, comfort, and support during some of the most challenging times in our patients' lives.
Our executive team, including the CEO, CNO, CFO, and general counsel, played an instrumental role in fostering an environment that allowed us to fulfill this mission. Their unwavering commitment to excellence, patient-centered care, and continuous improvement created a culture that empowered every member of our organization to do their best work.
Working closely with the CEO, I was inspired by their visionary leadership and commitment to transforming pediatric healthcare. The CNO's dedication to nursing excellence ensured that our patients received the highest standard of care. Our CFO's strategic financial management enabled us to invest in state-of-the-art facilities and technologies, enhancing our ability to diagnose and treat complex conditions. And our general counsel's expert guidance was invaluable in navigating the complexities of healthcare legislation and regulation.
In addition, the spirit of collaboration and mutual respect that pervaded our team was also truly remarkable. We worked together seamlessly, leveraging our diverse skills and perspectives to tackle challenges and seize opportunities.
Overall, the best part of working at the children's hospital was being part of a team that was deeply committed to making a difference in the lives of our young patients. The knowledge that our collective efforts helped children heal, grow, and thrive was incredibly fulfilling.


What is the most stressful part about working at the company?
Several challenges came with the role, but perhaps the most stressful aspect was managing staffing shortages, particularly during the unprecedented surge in Respiratory Syncytial Virus (RSV) cases in 2022. However, despite these challenges, the dedication and resilience of our team were truly inspiring. We rallied together, finding innovative solutions to ensure every child received the necessary care. While it was a stressful time, it also underscored the critical importance of our work and the profound impact we can have on the lives of children and their families.

What is the work environment and culture like at the company?
The work environment was supportive, collaborative, and innovative. Initiatives such as flexible scheduling and wellness programs were introduced to enhance staff wellbeing. To improve patient care, unique measures like a medical therapy dog program and an in-house dog park were implemented, providing therapeutic benefits to young patients. The hospital also fostered a sense of unity with events like the annual holiday flash mob dance involving all staff members. Despite challenges, the hospital's culture was centered on teamwork, innovation, and dedication to improving children's lives.

Benefits (insurance, pay, Take It To Heart Bonus, PTO) were great.   There was a very high turnover in all disciplines (OT, PT, and ST) over the time that I worked there.  I witnessed first hand very competent therapists (those with masters and doctorates) who were burned out too quickly by back to back patients, increased pressure to meet productivity, too little time to complete daily documentation, evaluations, and progress summaries.  I also heard first hand from former co-workers who would work from 7:30 in the morning to 6:00 in the evening having enough time to treat up to 10 patients, but only complete maybe three of their notes.  The remaining 7 notes needed to be completed within a 2 -day time frame and these therapists either took their laptop home with them or wrote them over the course of the next two days.   
   The stress level that I experienced myself as an outpatient pediatric OTR/L was something that became part of my everyday existence.   I became a person who was shorter with her own children because of the stress from my job.  The security, great pay, and flexibility was not worth the burn out, stress, and emotional turmoil that I personally felt and saw my co-workers (unsuccessfully) hide on a daily basis.  Several of my co-workers admitted to crying at home because of the stress in their jobs (these women were in their mid-twenties, competent, friendly, very physically active and had healthy relationships outside of work).  
   I feel like I became a number or "warm body" in the eyes of upper management instead of being a professional therapist.  I did not feel supported by my clinical coordinator/management and had to "put out" fires using professional judgment in a reactive manner instead of having management approach potential problems in a proactive manner.   This led to myself being the face that my families worked with me to positively solve the problems involving their children instead of management addressing these potential "pitfalls" with the team as a whole proactively.     
   I loved working with my patient's and their families.  The rapport that I built with them over my time at Children's was unparalleled in any of my previous jobs.   I loved the connection to the patients, the look of joy on the parent's face when they reported to me what new skill their child was now initiating, but my favorite and sometimes bittersweet moments were when my patients graduated.    They and their parents had worked so hard and now they had met their milestones, were generalizing appropriate play, fine motor, visual motor, and sensory regulation skills that was similar to their age-appropriate peers.    
  Overall, working at Children's initially was a positive experience when I did not have my eye open to the amount of stress that I would be under while completing my job.  Once I "woke up" and saw the forest for what it was, the job was not the same.  This company is one of the best for families and patients, but does not treat it's employees like it treats it's families and patients.

I would not accept Epic contract work here again.

Management has minimal & often no analyst-level experience in Epic, creating frequent conflict with analyst staff attempting to explain how things actually work to them (often unsuccessfully). The lack of managerial interest or insight into the typical day-to-day functions of their module(s), in combination with the organization's lack of focus on consensus & teamwork, lead to many strange decisions being made without any analyst input. Analyst input, even from the FTE staff, is too commonly avoided & siloed in favor of professional management (PMs, MBAs, MHAs, etc).

Arbitrary committees & security protocols wall off even basic day-to-day functions that analysts in specific apps carry out at all other organizations other than this one. For example, the Healthy Planet team is walled off from creating Reporting Workbench reports & dashboards - typically this is the majority of work for Healthy Planet analysts. Decision Support tools, similarly, can only be created by members of an arbitrary committee, people often with only a minimal understanding of such functionality. Instead of spending 15 minutes to complete a mundane task yourself, as you would at all other Epic organizations, you have to navigate a slew of arbitrary committees inserting their junior staff into your work, creating myriad issues along the way - issues that you are then responsible for anyway & will be harangued for a la TPS reports. A 15 minute task can turn into 4 hours, days, weeks, or months this way.

Internal politics at times do put analyst & contract staff in the middle as mediators, often putting them in no-win situations. Some managers have harbored ill will with each other for years without any interest in remediation, & aim to feel a sense of "winning" by moving their pawns into battle for them, against the enemy manager.

Constant flux at the operational level meant that whenever a new person was added atop a food chain, weight would be thrown around & projects long approved & planned are retroactively cancelled without any rationale provided - anywhere.

My manager let me know within a few hours notice that this would be my last day - but the manager let it slip at that time that they knew this last week. Every other reputable organizations gives their contract staff at least a few weeks if not a month prior notice, so that they can look for work. At CHCO, even a week or a day's advance notice is far too much.

Having worked five years as a Volunteer at Children’s Hospital, I learned a lot about Interpersonal relations, learning new skills, and being mindful of shared goals daily and long term. Caring about Children is conveyed through every aspect of this well run Hospital. People care! Whether you are a Life Saving Surgeon or a Volunteer, every job matters ! People care about each other! As a Volunteer in the medical and research library, a typical day was coming in greeting co-workers, logging onto the Computers, and knowing what your goals are for the day. Then completing each goal. I did everything from research Articles in Journals and through PubMed, and send them through a Portal to Students, Residents, Nurses, and Doctors. I helped weed Journals, and did Reference Work for requested projects. Often I shelved books, discarded Journals, worked on cubic footage for the Archives, using Excel. Also, helped to move the Archives at least twice.  Was consulted about Preservation and Care of Archival Items, helped out in the Family Library when needed, and I was a published Fact Finder for the History of Children’s Hospital in their book, LET IT BE US. I learned, People Skills, Computer Skills, and Team work. Management is ever changing in a large workplace, so people are constantly busy! I love their use of Art, Music, Live Theater, Dance and how it is delivered through the shared wonder through the Eyes of Children. I found that dealing with tests, and co-workers emotions when they are having an off day, and occasionally getting sick were challenging. The most enjoyable part of volunteering was being around children, teens and getting in touch with their inner child. I loved watching creativity at work, seeing all these little girls sitting in an audience listening to several Princesses, singing the latest Disney Song on Princess Day. Watching Live Action Figures scale the Exterior of Children’s Hospital and Greeting surprised patients was fun. The Art Exhibits for Children and even Employees were wonderful.  Flash Mobs were fun. The Pianist who plays music for everyone is well liked. The Holiday Meals were festive. Also I enjoyed meeting and shaking paws of Prescription Pets! People who Care are what makes Children’s Hospital Colorado Special! Knowing that Children’s lives are being saved and improved daily makes our world a better place.

Review of Pharmacy Department Management:

I regret to express my disappointment with the pharmacy department management's approach towards valuing their workers' experience. Throughout my time in the department, I observed a disheartening disregard for the knowledge and expertise of long-standing employees. Instead of recognizing and appreciating the valuable experience that dedicated team members brought to the table, the focus seemed to be solely on promoting phony residency programs and pursuing meaningless certifications.

It was disheartening to witness the management prioritize these superficial qualifications over the years of practical experience and commitment demonstrated by the existing workforce. This approach created an atmosphere of demotivation among team members, leading to a decline in morale and overall performance.

Furthermore, the emphasis on residency programs and certifications felt disconnected from the genuine needs of the department and its employees. Instead of investing in professional development that would have directly benefited the team's skills and knowledge, the management's decisions seemed to prioritize appearances and external validations.

As a result, valuable opportunities to harness the collective wisdom of the pharmacy department staff were squandered. It became increasingly apparent that fostering a culture of continuous learning and growth was not a true priority for the management.

In conclusion, I believe that a successful pharmacy department thrives when it recognizes and appreciates the experience of its employees, fostering an environment that encourages growth and innovation. Regrettably, the management's focus on phony residency programs and meaningless certifications detracted from this potential and left a significant void in the department's overall effectiveness. It is my sincere hope that the management will reconsider their approach and prioritize the meaningful contributions of their experienced team members moving forward.

One thing I've notice is the majority of the staff is aesthetically pleasing. The people that see the most lateral movement with the hospital are tall white men and very attractive women (usually white), but that's not unlike most of business world. 
The biggest issue is that there is no consequence for not meeting performance or non-ethical behavior. Either management fears confrontation, so just turns a blind eye, or they don't bother to document ongoing issues, or there's a big dose of favoritism. 
There is very little reward for going above and beyond. People who consistently go above and beyond may get a percentage or two more than those doing the bare minimum for annual performance reviews. This creates a culture of scraping the surface. The morale is incredibly low and there is a great deal of bitter, gossipy behavior by the most tenured members.Lastly, they promote from the outside more often than not. There is very little opportunity to advancement and rather from choosing from amongst the pool of internal qualified candidates, they hire from the outside.
I will say that this review applies specifically to a department under the Patient Financial Services umbrella. The clinical staff  seems to be happy as peaches and rewarded and recognized consistently.

This position is a low wage paying job, If you apply for the position of (Patient/Family Service Specialist) You may be selected for the position in the (LAB) which is where blood draws are taken for patients and Lab specimens (urine,fecal matter human/dog, blood) are provided by patients. Handling and dealing with this job duty type is a * Clinical Role meaning that Clinically trained employees would have responsibility for handling the task of when the samples are turned in, However never failed day to day I would be the one in my administrative role assisting pt's in the 6 months I was there I complained about this duty many many times, it was disgusting and embarrassing for the pt's. The supervisors always said they were working on it, I suggested a work around for it to help myself and pt's ... nothing. Another issue is there are 2 sets of management that do not communicate with one another other than what additional job duties can be piled on top of a unattainable daily workload to include being a trainer, cross training for multiple areas and commuting between different sites and also a hint of working on weekends when I was hired for M-F. So just know if you take this position you will Not be paid a fair wage for everything you Will be doing on a daily basis and your admin role will quickly become clinical.

I was here for a bit more than a year. In that time I saw a MAJOR shift in day to day operations. At first, I adored working with the hospital. I loved working here and I genuinely felt I was making a difference for the kids that visited here. 

However. Things quickly changed and suddenly the job became impossible. direct management was changed and the culture shifted from trust in the employees to do their jobs well to severe micro-management where supervisors were constantly over the shoulder of employees and changing job work flows to further limit employees job abilities. 

Unfortunately giving anymore detail would lean towards giving away "Company Info", but I will say near the end, several employees were forced out due to "Management decision". Not fired mind you, but forced out.

Management would constantly feign interest in employee opinion through open forum meetings and a false open door policy. However the majority of the time these meetings were used as a easy way for management to announce a decision they had already made without the input from their employees, nullifying the point of the meeting in the first place 

I wouldn't work with this hospital again if my life depended on it. And if you are considering working here then I hope for the best, because this job with chew you up and drain you day in and day out until you snap.

Children's Hospital is awesome. I work in the Finance Dept. and my day consists of answering emails and phone calls, making arrangments and setting up meetings/ for VP of Finance and 4 Directors. 
I support the staff of 37. I have special projects that I work on each month and monitor results. I prepare Expense reports and order supplies. 
I have learned new programs, and most days I learn something new everyday. My co-workers are friendly, some of the smartest people I know. Each person is a dedicated individual knowing that what they do for their job requirement, in some small way helps those little kids get better. 
The hardest part of the job is coordinating with other Executive Assistants, to schedule meetings with very busy people. We do get the job done after much communication. 
I love working with others, in my department and also with nearly every department in the hospital. I enjoy that one on one, and putting a face with a name.  
The benefits are very good, and the way they have the PTO and EIB set up, it gives a sense of relief if a family emergency comes up. 

Top Job Titles	Average Salary
Registered nurse 12 salaries reported	$46.34 per hour
Respiratory therapist 14 salaries reported	$41.88 per hour
Senior clinical nurse 3 salaries reported	$37.40 per hour
Behavioral specialist 3 salaries reported	$26.67 per hour
Registered nurse - operating room 2 salaries reported	$50.32 per hour

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