registered nurse

patient care technician

licensed practical nurse

certified medical assistant

radiologic technologist

Erlanger

I have been at Erlanger for almost 3 years. I am working in a field that I was not planning to land in, but it just sort of happened once the planned ER job was not available. 

I feel like we care for the subset of Pediatric patients that are truly overlooked - for often  issues are chronic and won't kill them so there is much glory (ie money/revenue). I feel like our clinic is the same. There has not been one day that there hasn't been something (staff shortage, insufficient or absent operation procedures (and thus consistency) that has not negatively affected someones care. We do the best we can, but somehow we already have more people employed than our budget will cover and so everything is about money. I have to cover a multitude of responsibilities as an NP that have never previously been on my list of tasks to do or oversee. This results in burnout, especially when the amount of work each day doesnt correlate into dollars generated. I just wish the kids could always come first and the politics would come second....or never... 

Erlanger is definitely a MD-favorited hospital. They bend over backwards to make sure the physicians have a work environment that is superior to others.  I feel this comes at the expense of the lower clinical staff. They pay very poor hourly wages for the LPNs they hire, and I feel they are moving backwards with their model that is seemingly LPN>RN prepared nursing staff. I feel supported but also alone at times in my job; 'figure it out' kind of mentality. I do feel like all of these aspects are mostly specific to my area of practice, so this may not be hospital-wide. An example, One of the biggest issues in our outpatient setting is that we do not have a direct access to a social worker, for they are utilized on the inpatient side, and so i do not know how to help patients get what they need or who to call or what to advise them, but I refuse to accept this as our quality of care- so often times I spend so many excess hours trying to make sure patients are cared for after they leave our clinic. 

I think their mission is great, their motto is challenging, and their performance on free care provided as well as the new buildings, all the campaigns to prioritize the childrens hospital as well as the expansion to other cities speak more so to the hospital they are choosing to be, but the day to day aspects of patient care, especially the non-glorious subspecialties have to matter just as much, and so if this is how we view healthcare, then the actions are speaking louder than words and we have some serious work to do. That said, I feel like I want to be a part of the challenge and I feel like the hospital wants that for me as well. So I am changing jobs but still only applying to Erlanger.

I thoroughly enjoyed my time at Erlanger Hospital as I completed first, an internship in Clinical Pastoral Education, and then, when offered the position, accepted a position in the Clinical Pastoral Education Department's Resident Chaplain program. I found my superiors to be very accommodating concerning work, family life, and self-care- providing flexibility to my family during times of illness, times to be with my children for special events, etc. The program offered a great atmosphere to explore personal, professional, and pastoral formation and assignments were given with much self-direction. 

Any improvements I would make to the program are because Pastoral Care in most clinical institutions is considered an auxiliary service so the budget is small and Pastoral Care seems to be one of the first places budgets are cut in tough economic situations. The department I served with at Erlanger operated on grants and a minimal budget during the fiscal year which meant the pay for resident chaplains was meager considering the work and support we provided for the clinical staff, patients, and their families. Resident chaplains, in the case of Erlanger, average 50-60 hour work weeks, a 24 in-house on-call shift weekly, daily rounds for patient referrals and patient requests for spiritual care, etc. It should also be noted that the emotional and physically toll such rigorous work with grieving individuals, families, and clinical staff learning to work with each other, leaves a lasting mark on the chaplain as well as their families and the department as a whole. I would like to see more thoughtfulness given to all clinical Pastoral Care departments concerning pay and benefits for the services rendered to hospitals, staff, and the patients and families that utilize chaplains and chaplain residents.

Another improvement that I would make is to do away with the 1950's model of training clinical chaplains that requires a narrow space for exploration of their gifts. Most programs, such as Erlanger's, is based on a model from the 1950's that paralleled the training of medical students-requiring an enormous amount of time in one clinical setting. I think there should be room for resident chaplains (as well as interns) to utilize their gifts in a myriad of settings, not just a hospital. I am not sure if this is an institutional issue, or an issue with the governing body of CPE programs-ACPE.

I have been an employee at Erlanger for over 5 years. Half of which I was a tech and over 2 years as a nurse all of which spent on the same unit. After 2 years of being a nurse, completing every certification out of my own pocket and teaching classes and charge nurse roles and picking up whenever asked I leveled up from level one to level 3. I have never received a dime raise. I have never received a bonus. I have yet to get my chance to grow and told there is a freeze on internal transfers to further my career. They extreme short staff ratios every single shift have grown massive the last few months and during these months they have taken away incentive compensations for overtime yet expect every employee to do it regardless. The morale in the last 6 months hospital wide had plummeted. The unsafe staff ratios and lack of experienced nursing as Erlanger primarily only hires new nurses is incredibly unsafe and absurd. Erlanger prides themselves on so many positive attributes of being the best of the best but it doesn’t matter how innovative they become if they continue to lose their staff at an alarming rate due to treating dedicated staff shockingly terrible. You become a very small fish in a big sea. You will not get raises. You will not get bonuses. You can try to put in pto but it will get denied half the time. You will work more than required weekends. And you will he asked to put in extra time and teaching and training with no compensation in return. I have seen this change in 5 years and this is truly the lowest I have ever seen Erlanger for all employees hospital wide. Until they change Erlanger will never be world class care again and things will continue to get worse.

Erlanger is a low income /teaching hospital so don’t expect raises, advancements, vacation pay, sick pay or anything else you get at other places. If the office is closed then you have to use your PTO if you want to get paid. Christmas ,Thanksgiving, or ANY holiday you have to use your PTO or not get paid.  Sick days, use your PTO! Vacation use your PTO! I’ve worked for Erlanger as a PSR for over a year and have never had 1 raise or review. We can’t keep an office manager and the “acting” office manager is responsible for 2 other offices and you can only reach them via text and you may or may not get a response! I have more experience than anyone up front at my office but it goes unnoticed. Erlangers policy is “Experience over performance” which is 😆 Just b/c someone has done the job poorly for 3 years doesn’t mean they have “experience” and  should make more $ than someone who does it correctly and effectively from day 1. And lots of people have a job that they basically clock into for the paycheck every 2 weeks and do nothing above and beyond the basic requirements. No communication from upper management. Non”standard” anything! We have PRN people fill in time to time and they say every office is different and all of the forms are different.
So basically you spend all day explaining to your “help” how to do the job all 7.5 hours you have them. 🤬I’ve talked to many girls from other offices and it’s all the same. It’s not what you know, it’s who you know at Erlanger. If you take a job keep looking for a better one while you’re here. 
The cafeteria is outrageously expensive! The parking is 5 blocks away! The health insurance just went up, The elevators will make you late atleast 3x a week, and the line for Starbucks is typically 20 people deep! So good luck!

I love working labor and delivery.  A typical day at work would most likely include 2 laboring patients or handling the influx of laboring patients and assisting with admissions for that night.  The most difficult part of this job the short staffing issues that seem to be ongoing.  Labor and Delivery is fast-paced and the work is tedious and you must be accurate and able to work independently.  I feel this is the likelihood for staffing issues and the large turn-over rate for nurses here.  We have a great percentage of nurses with little or no labor and delivery experience when starting and they are sometimes overwhelmed by the workload and fast moving pace.  Our unit does have great teamwork ethics and it is imperative to have that to make our unit work with staffing issues.  The most enjoyable part of the job is seeing these patients delivery a healthy newborn and know that I played a part in this at one of the greatest moments in their lives.  It is such an honor to share these moments with out patients.  I've learned to be patient with new nurses and not do the dreaded thing that us seasoned nurses often do, which is "eat our young".  I take them under my wing and give them encouragement and feedback.  I truly think labor and delivery nursing is an amazing place to work and I wouldn't change a thing.

I work with surgeons to schedule their cases for that day and others through the week. I make staff assignments and make sure staff have what  they need to do their cases such as blood products, supplies, cleanup help. I send attendants for the patients and direct them what to do throughout the day. I liaison with the instrument room and materials to get the staff what is needed. I negotiate with Anesthesiologists and Surgeons and Radiology to get the best possible scheduling for the patient. I have a tremendously talented team of RNs and surgical techs and we  have very busy shifts because the surgeons know how good we are so they bring a lot of business on weekends when most places would do emergencies only. 
The best part of my job is working with my staff. They are dedicated folks who know their job and do it well. The hardest part can be the physicians. Every one thinks they should come first and it is hard when you can't make everyone happy. The worst part is not feeling I have management backing and everything changing so frequently. I feel I have done as good a job possible of multitasking and handling the stressful situations that come up in a trauma center. During the week there are lots of managers but on the weekend it is just me. I have done it a lot of years and I feel good about the job I have done.

I have never worked for such a money grubbing, non-caring institute in my life. It would take hours to explain how Erlanger, day in and day out, screws over and takes advantage of their employees. The time clocks are set to maximize productivity without paying employees for the actual amount of time worked. The RNs are over worked and every unit is under staffed. Erlanger has now adapted a float policy so RNs are sent to other units with only three days to train. When asked for more training we are denied. Erlanger announced raises for the first time since I’ve been employed and it was a whole 50 cents. I have a baccalaureate degree in nursing and I still qualify for WIC (how sad is that?). Erlanger doesn’t recognize the value in educated nurses and refuses to pay us what we are worth. The only way a nurse can make more money is if that nurse decides to give up all benefits and even then you will only get about 20% more of your base pay as an increase. Which for most of us is about $5 more. However, you have now given up PTO, health benefits, disability coverage, 401k and 403b. You have to give up everything for minimal compensation. It’s just so wrong! Please fellow RNs don’t go looking for a job at Erlanger, it’s not worth it!! 

I love my full-time, hands on, full throttled case management in a vibrant teaching hospital that never diverts the indigent, addicted or violent for lack of resources or self-neglect. Erlanger provided 92 million dollars in charity care that included this case manager who loves every minute of her efforts to assess, plan and implement a plan that educates physicians, nurses and families as well as whole communities in ways that meet patient needs yet have measurable outcomes for evaluation and opportunities to expand services by efficient utilization of resources in all scenarios presented.Every day, I utilize my longstanding and current knowledge base of:
Utilization of managed care practices, fluency with community resources as well as their associated leaders, regulatory and insurance reimbursement and coverage adept, CMS, InterQual level decision making. We are each other’s customers and my marketing background has led to success on so many levels. I am driven to pursue excellence and have worked hard to maintain working knowledge of admission criteria, CMS and fiscal intermediary’s coverage and regulations both for inpatient and discharge plan.

I am speaking only for the inpatient role. I agree with others who say that the role Is not valued  by the establishment.  For the most part, inpatient practitioners are barely more than scribes, not practicing  to their full scope.   While I do feel loved and appreciated by my  supervising physicians  and my direct manager, the upper management and physician leadership  is a whole different story . The practitioners used to have access to the physicians lounge, this is no longer available. I can only assume it is because being in the company of mid-level providers makes it difficult for them to enjoy their meal.   We were stripped of  designated parking privileges without notice and then punished for parking in the garage.   The very modest extra pay for overtime was stopped,  yet we are pressured to work extra days when they have a staffing shortage for no extra money.   I could go on and on.
The facility is extremely busy, nearly unmanageable  for the amount of staff. The salary is very low for the area,  at least for the inpatient practitioners.   There is no bonus structure, no holiday pay, no overtime for extra days worked.

I worked for Erlanger over two years. I started as PRN, but I never once worked "part-time hours." I worked full-time hours even when I became "regular part-time." I was only supposed to work about 30 and worked about 37-38 hours weekly. I was never given the benefits or pay labor laws require. I was constantly promised "full time," but after 2 years, my promised position was given to someone else. It was also never posted. 

If you have issues, don't bother seeking help from management or HR. Twice, I sought out assistance for issues and was told nothing was going to be done about it and that I needed to get over it. 

I was verbally harassed by co-workers and management. To the point I didn't even want to come to work. I dreaded waking up and knowing I had to go there. I don't even want to "review" what was said to or about me by co-workers. But it was enough for unemployment to deem it "hostile work environment." 

I was called for computer help on my lunch breaks (and asked to come back from breaks to fix issues) and even called after I no longer worked there for help. 

Don't bother following policy. You will be punished and if a patient complains loud enough and cusses you out enough, management will change codes so insurance will cover bills.

Top Job Titles	Average Salary
Registered nurse 4 salaries reported	$39.50 per hour
Patient care technician 6 salaries reported	$14.67 per hour
Licensed practical nurse 3 salaries reported	$24.67 per hour
Certified medical assistant 5 salaries reported	$17.60 per hour
Radiologic technologist 3 salaries reported	$21.93 per hour

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