registered nurse

patient care technician

medical assistant

registered nurse - medical / surgical

physician assistant

Endeavor Health

A bit of background, I came to NS with ten years work experience. That said;

I was hired to work at the Call Center, a relatively new endeavor for Northshore. I was one of about 150 operators taking calls for multiple primary care and specialty offices. In my two years here, we have lost 60% of our staff to attrition. We have lost 4 managers within those 2 years. Most didn't make it to their 1 year anniversary.

Benefits: Over priced and very restrictive. I kept my husband's coverage because of this.

Work Environment: Micromanagement at its finest. I was followed to the bathroom. I was checked on everytime I stood up from my desk. I was treated as if I was entry level. I get a 1 hour lunch and am constantly reminded that i am only "entitled to 30 minutes legally and that NS give me the other 30 out of the goodness of their hearts" Was told this by multiple managers. I am frequently scheduled for team building opportunities and required to use my lunch to attend them.

Sick Time: 80% of the call center has FMLA intermiittent leave coverage for themselves or their children to protect their jobs. You are allowed to use sick time only for actual illness but not for Drs appointments or for childrens illness. If you call in sick more than 5 times in a year, you are given a warning and put on probation. Mind you, you get at least 10 sick days a year. But God forbid you try to use them.

Advancement opportunities: Depends on who you tick off or who likes you. Not based on ability. I am excellent at what I do. Because I am vocal to my manager regarding my abilities and the micromanaging, he has given me several bad reviews and references when I've applied elsewhere. Everytime we have some critical issue or need to put the organization's best foot forward however, I am the first one he comes to.

Management: Inexperienced. Petty. My manager can rarely answer questions even when time critical. Is not supportive to employees or patients.

Coworkers: Wish I knew. We are discouraged from speaking to any. Two years here and other than my managers, I know maybe 8-9 people.

What I love: The pay is competitive. That's about all. I have learned nothing except for maybe which doctors have a good or bad bedside manner.

Overall, I am surprised this place is still non union. This is the first and last non union job I will ever have. The only reason I stay is the tuition reimbursement, but I have gone part time to ease the misery.

Not Recommended for Nurses Seeking a Supportive Work Environment

This facility was once considered a good starting point for new nurses or a place to wind down before retirement. Unfortunately, its priorities have shifted significantly toward cost-cutting and profit over staff well-being.

There is little to no work-life balance. Staff are required to find their own coverage to use PTO, and calling off on a weekend requires you to make up the shift. Management often pressures staff to work extra hours and closely scrutinizes performance in a demoralizing way.

Many units are staffed primarily with new graduates, leading to a lack of experienced mentorship and oversight. Charge nurses, particularly during night shifts, contribute to a toxic environment through favoritism and gossip. Workplace cliques have formed, making it difficult for travelers and new staff to feel welcomed. Allegations of favoritism and unprofessional behavior—such as spreading rumors or targeting certain staff—are not uncommon.

Staffing is consistently inadequate. Floating to different units is frequent, often occurring weekly or even daily. Retention of permanent staff is poor, with many experienced nurses leaving and only a few remaining—typically those nearing retirement or less engaged in patient care.

The patient population presents additional challenges, including language barriers, behavioral issues, and occasionally aggressive family members. There have also been serious concerns about past leadership decisions, including the long-term retention of a physician accused of misconduct, which raises further ethical and safety questions.

Compensation and benefits are below industry standards. There is no night differential, and the health insurance plans require high out-of-pocket costs.

Overall, this facility may cause disillusionment with the nursing profession and the broader U.S. healthcare system. Caution is strongly advised before accepting a position here.


1) A typical work day began with receiving report from the previous shifts staff on patients care needs as ordered by physicians in patients charts while greeting patients during bedside hand-off from previous staff. 2) I learned that proactive hourly rounding and toileting helped prevent falls and excessive calls from patients during the entire shift. 3) Because I worked the the overnight shift, management was seldom present but was good to communicate important info. to the night staff and receive feedback via email.     4) My co-workers and I, a motley crew of ethnic and cultural diversity, certainly had our differences at times but, together, faced many difficult challenges. 5) We often worked short staffed, had to respond to multiple code situations, managed confused and belligerent patients, just to name a few, all while maintaining the "status quo" of providing quality patient care with exceptional service, while completing and documenting all duties under pressure of strict time restraints.Teamwork was essential to our success.     6) Some of the things I enjoyed most about the job was that we often celebrated holidays, when we had to work them, each others birthdays, career advancements, engagements, weddings...etc. We had become like family. But the thing I enjoyed the most was the thanks and gratitude expressed by patients who felt that my service to them was above and beyond the call of duty. In addition to a well-earned paycheck, my patients show of gratitude, during and even after their recovery, was and is to me, the most enjoyable part of the job.

Work Environment: Managers don't have a clue how to manage a team. Micromanagement is subtle certain members in the department are regulated closely. Some I have witness a manager talk down and mistreat an employee without consequences. A few managers will stop at their favorite employee desk talk it up for hours, meanwhile, other team members are expected to pick up the slack. Rules only apply at manager’s discretion, if you’re favored by management you will succeed, but be prepared to do a lot of sucking up. Don't get me wrong not all manager are bad nonetheless the few make the difference evident.

Promotion and Advancement: Not all promotion are not base on knowledge or ability some advancement are friendship or political. 
Dress Code: Dress code is business casual in writing only. Every manager manages as they see fit. some team must follow the drees code to the letter, other are a little more lax you will see many employees with gym shoes, jeans, flip flop, and many women with leggings including some with joggers. Dress code is also different amongst team members.

Vacation / Sick Time: It is frown upon to take all your vacation or sick time. Always leave at least a few days untaken.  Don’t have much to add on this it is different for everyone. 

Co-Workers: All coworkers are good many are willing to aid if asked, again this is manager base, some team members are not allowed to consult each other as it might be interpreted as lollygagging.

I worked here for about five years in a behavioral health role.  I liked a lot of things about it for the first few years.  However, particularly because of the pandemic, many staff began experiencing high levels of burnout and trauma related to the job. There was very little recognition of the impact of the mental health crisis, opioid crisis/addiction crisis, increase in domestic abuse, and epidemic of grief that came along with the COVID pandemic, on top of the direct trauma that staff experienced from the pandemic at work.  Demands on staff increased, work became increasingly isolated. By the time I left, several other staff were about to resign around the same time from my department and several related departments.  Staff repeatedly appealed to management about issues with burnout, and no substantial changes were made. The company culture has deteriorated severely under the strain of the pandemic. Furthermore, the health insurance benefits were reduced significantly in the middle of the pandemic, which is in poor taste in general and represents a significant pay decrease, but is particularly appalling coming from a healthcare organization.  Finally, there are significant inclusion/diversity problems related to race, ethnicity, and orientation/gender and gender identity.

Preface this review by stating I've worked for a handful of companies (Fortune 500) and held various positions up to and including management roles. Comparatively, Edward-Elmhurst is lacking in being a progressive employer. They talk a good talk and when it boils down to it, don't support advancement or progressiveness to take it to the next level .

Managers/supervisors are not supportive of job advancement for coworkers.  Employees expressing interest in learning about other areas of the business is taboo, mgmt. will say they will aid/assist and in the end won't, as mgmt. feels it's not in the best interest of their department.
By contrast, mgmt. picks favorites in the department for projects, promotions, etc.
A backstabbing culture - a lot of gossipy behavior by mgmt. (ex. mgmt. discusses employees in ear shot of other employees).
Best to keep your head down and work.
Feedback on work (positive or negative) is not provided until mgmt. decides it's "OK" to discuss with the employee.
Mgmt. does not do a good job in learning about their employees with regards to their strengths and weaknesses in order to develop them and in return micromanages employees where it causes stressful situations for the employee.
The company feedback survey favors the company versus the employee. The opportunity to provide feedback in the survey was limited at best; we rarely see any improvement from the survey and the perception is if we do provide any feedback, there will be forms of retaliation.

For a company whose tagline is "Healthy Driven," they sure seem to be money-driven more than anything. The past several months, the focus has been on quality lists: how many patients had their diabetic eye exam, how many had a physical, what percentage are still outstanding, etc. We all know these quality lists are not even about quality, they are about making more money. And even if they truly were about quality, it has come at the expense of more urgent patient needs: for example, a patient needs a prior authorization for a medication or needs an urgent form filled out, but so many staff members are assigned to quality projects that there is only one person handling the urgent requests, so they are extremely delayed. If we make our concerns known to our manager or even escalate it to higher levels of management, it is brushed off as "just a time management issue" as if people aren't routinely working extra hours off-the-clock just to make sure it gets done. People are being hired who are massively underqualified or not the right fit for the job just so they can say we are fully staffed and have no excuses for things not getting done, but those of us that are skilled are spending so much time cleaning up the newbie's messes that we get even less done than before when we were understaffed. It has gone from a place I enjoy working at, to a place I go put in my eight hours for a paycheck and leave.

Elmhurst Hospital Center is a  very predigest  work environment.  Most of the workers here are Hispanic, Black, Asian.  Most of them do not like nor do they want to work with white people.  There is a lot of reverse discrimination here.  It is very very bad.  We the white people did not do anything to these people.  They have huge chips on their shoulders. They are extremely disrespected to white people.  They hate us, they are jealous and want to hurt us, and no one does anything about it.  Everyone knows what is going on but no one wants to get involved.  That is terrible. The more these mean people get the more they want, nothing seems to make them happy.  They are a bunch of haters. It is a disgrace, my recommendation is to talk about this to them and send these mean people to counseling and then they really need to go see psychiatrist to help them get over once and for all their bitterness towards white people.  Elmhurst Hospital need to hire better working class people who really like to respect people and not have severe attitudes and hate towards white people this can become very dangerous to the white race.  We all know what is going on so fix this problem immediately.   So pleases hire better people and be fair for every black person you hire make sure you hire a white person as well .  Be fair, do not promote reverse discrimination.  Make sure.

There was no typical day of work here, sometimes it would be fast paced other days it would be really slow. Management for my department I got along with very well, to where I felt I could come to them if I had something on my mind. Workplace culture, my co-workers were really good people, we could joke with each other and I felt like most of them had my back, I was friends more with the other departments they were one of the only saving graces to working here. The hardest part of the job would have been dealing with certain patients that were always problems when they came in. The most enjoyable part of this job was all my co-workers though out the hospital, I felt like I made friends and had people to talk to on every floor, I would say though some downsides to working here was the hours, the pay and being on call, you were responsible for being on call 4 hours before your shift started, 4 hours after your shift ended and on call for your 8 hour shift on both your days off, sometimes you had to work 6 days straight, 90+ hours in the 2 week period because their was not enough staff, minimum requirements for shifts were 3 Officers, that meant if someone called off and you were on call, you get called in, thats why I put in the review summery, that sometimes it felt like I lived their since I was working so many hours, I was always tired.

A typical day in the office often included working toward the institution's monetary goal, as well as reconciling any patient account concerns.  I learned to be empathetic to those experiencing issues with reconciling their accounts, as I was aware that this could be an impediment to their full recovery.  
I would characterize the management of this company as encouraging and empathetic.  There was always an interest in those who were in school or enhancing certain skills.  This impacted my co-workers, as well as myself, to enhance our knowledge.
My co-workers were always very helpful and was instrumental in cross-training, so that there was an even workflow.  There was a sense of family and we were close enough to even know each others families.
The hardest part of the job revolved around month-end requirements.  All accounts had to reflect accurate amounts, and all aged accounts must be reconciled to the best of our ability.  Pressure was up around that time, and the tension often kept us working overtime in order to reconcile the accounts.
The most enjoyable part of the job was getting through month-end in one piece.  The was always a sigh of relief the day after month-end, and a newness to the department.  It was also enjoyable to celebrate month-end goals being met.

Top Job Titles	Average Salary
Registered nurse 18 salaries reported	$45.64 per hour
Patient care technician 2 salaries reported	$23.08 per hour
Medical assistant 3 salaries reported	$22.04 per hour
Registered nurse - medical / surgical 6 salaries reported	$45.73 per hour
Physician assistant 14 salaries reported	$119,511 per year

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