registered nurse

registered nurse - acute care

nursing assistant

physician

primary care physician

Geisinger

Overview of the job

As EVS you are responsible for everything, from dirt and dust, to how loud things are, there have been several instances of the press ganey (a little questionare given to patients after their stay) changing in areas that had nothing to do with us but upper management told us we need to do something to fix it, how can we EVS the housekeepers supposed to solve nurses being loud or broken heaters in rooms it has nothing to do with us, in EVS you will be in charge of certain areas and cleaning them, mopping, dusting, wipping down toilets, etc. This does include cleaning up vomit, blood, urine, and feces. Normal occurrences for the department.

Coworkers

The people you will be referring to as coworkers are about as capable as a wheelchair without any wheels, there have been several instances in my 3 years of working in the department of people not doing their job and not doing anything all night following around someone they like to talk to and not doing their own work till the final hour or 2 of the night, do not under any circumstances expect anyone to help you, there is no teamwork in this entire department, everyone is out to get their own stuff done and tell you "I'll be up to help you once I finish up this or that" and never show up, most of the workers will be condescending or mean for no apparent reason to you, and if you report it nothing will happen, not to mention some individuals get excessive special treatment (taking longer breaks, skipping most of their work most nights of the week and not a word being said to them).

Management 

Since I've started I've seen 5 supervisors and 2 managers, and between all of them only 1 has been a capable worker thinking ahead for the entirety of the department and individuals in it, and this individual was just a supervisor that was ignored by the building manager regional manager and other supervisor, said supervisor has decided it's in their best interest to leave due to the constant bombardment of changes to employees assigned to them and lack of effort by other management to fix the growing problems. The other supervisor and manager can be sumed up very simply, manager is way to nice and refuses to correct individuals that don't do their job as well as give certain individuals special treatment that I will not later on, the supervisor is a control freak and micro manages everyone while never leaving the office to do anything even if the shift they are responsible for is severe short.

Union
SEIU is the union for EVS, the only issue is the fact that SEIU is non existent, the coordinator is never avaliable to show up to GLH not to mention has been caught several times saying something had occurred and she would not be in to the building and she still showed up not telling anyone, if you want in contact with the union YOU have to reach out to see when they will be arriving for anything, not to mention during the last contract signing we were promised retention bonuses for staying with geisinger through the hight of covid and when it came to the actual contract we were told by the union rep "I guarantee you we will get retention for all employees I refuse to let that go" and first thing that was dropped was the retention bonuses. Passed that the only thing said rep did in the contract was change wording to be more gender neutral for everyone in the union.

Stories

Starting off with favoritism, there's an individual that had called off several times, including a time when the MANAGER knew they called off to go to a concert as well as told this individual to call off another time saying they had covid because they were going on vacation and didn't have enough PTO to use to have the time off, this individual was also given an area to clean and had been reported several times by several other people being seen 3+ floors away from any of the areas they were responsible for cleaning, eventually it came time for said area to be inspected and they straight up told the manager I'm gonna need a couple of people's help to clean this all, and so me and every worker on that night was told to do basic coverage (trash bathrooms and dust mop) and then go to this area to clean, when I arrived there there were 8 other people there including the supervisor cleaning the inch layer if dust and food crumbs that had been collecting for god knows how long. I went in and helped for a few minutes and realize how absolutely terrible it was and decided I wasn't gonna waste my time cleaning up this person's mess and went back to clean my area better.

An individual that previously worked in the department had an ongoing fight with management due to the fact they had given him enough work for 3 people, he was in charge of cleaning endoscopy and gastro which are very large areas that do operations and need every inch mopped daily otherwise you can see the fuzz from the linens on the floor, he was also in charge of all the patient that leave the emergency room and cleaning up after them, this was on 3rd shift and at this time there were 2 people on that shift working most nights, the nights I was in I did my best to help him and get through it, he kept bringing up breaking it up across others on different shifts and we kept being told no, then he quit because it wasn't work the stress and someone else took it over and was given special treatment to work 12hr days even though no one else is allow to do that

Due to lack of staffing no stripping or waxing had been happening since prior to covid, then upper management wanted it done so they threw together a team, at first it worked, they listened to the only people trained on floor care and put the 2 working on it together due to the fact it takes several hours to do it, then put of nowhere they took the one guy off and tried it with one guy stripping and waxing and he wasn't able to do as much and management complained, then they further made it worse by giving the guy doing floor care an area to clean and try and do stripping and waxing, no one knew who's bright idea it was but we all said it was stupid and the guys doing floor care said if you do this again we will quit, and management thought it was a joke until the 2 quit

This job did not end up being what I signed up for. I stayed a few months because I really wanted to give it a shot. I paid decent, offered decent benefits and wasn't too far from home. I was told it would be a set schedule of 4 regular days and 1 later day which I would have to close. But it's not a set schedule and you don't get your own desk. You may be at one entrance one day and another entrance the next. You may come in at 7:30 one day, 8:30 the next, you just never know. They make up a new schedule every week. 

Every so many months you have to work weekend clinic over at Gray's Woods. They send you over there your first time with NO training, no familiarizing you with where things are, who the people are, how they do things differently there. You are literally just told it's your weekend over there and that you are to show up. And you are not showing up for training over there you are expected to sit down and start working. So be prepared because you will be lost your first time and are just supposed to figure it out on your own (I'm not kidding or exaggerating).

You will be given side jobs, a lot of calls to patients to remind them of their upcoming appointments as well as things like sorting and labeling endless piles of faxes,  sorting and sending mail, and tons of other things. This is a very busy office and you are expected to squeeze in your side duties between checking in patients which is supposed to be your main focus. They are always putting more on you during the check in process and they system tracks and grades you based on whether you get every piece of information on insurance or signatures for documents etc and it tracks how long it takes you to do that and then you get in trouble for what you miss. Sounds simple, like, ok just get everything. Well it's not always possible and when you have lines of people out the door people get very angry at you because they have to wait so long. 

If you need off the day that you close or if you are taking vacation, it is your responsibility not managements to make sure your side jobs are covered and to have someone close for you or switch with you, even if you plan in advance. There were also other times that they didn't have someone to work and they will ask for volunteers but if no one volunteers, instead of it falling on management to work they will draw a name and you will be expected to work even on a weekend and even if you already had plans.

There are no breaks except for lunch and sometimes you don't even get that because they often spring upon you what they call working lunches where you don't get a break you take your lunch and go to a meeting or call. So it is a very real possibility that you could go in at 8:00 and work straight through till 4:30.

If you are a PAR, you do not have your own spot. There are no lockers or drawers that are yours and yours alone so be prepared to carry the big binder they give you and any other things you might have like note books etc back and forth with you home and back to work every day.

You also have goals trainings you must figure out how to squeeze in between patients because you have to keep up with them but you don't get quiet time to do them you just have to figure out how to squeeze it in. And be prepared for multiple emails daily full of criticism. You will feel like you do more things wrong than right.

There are a lot of things you have to learn on the fly, that's not their fault really because you can't prepare for every situation until it comes up but you better hope someone is near who knows what to do because you usually have a line that you need to keep moving and you don't have time to get hung up on something you don't know how to do but you will have to figure it out.

This job is not easy. This job is very, very high stress. You will always be expected to do more than you possibly can in one day unless you work full speed ahead from the minute you walk through the door until the time you leave and you still won't be current.


There is a lot of turnover of the position. As I said, they pay decent and have pretty good benefits and common sense tells you people don't give up those things without a good reason. 

In a nutshell, it's a hard job. You have to learn a lot, you have to know a lot, you have to do a lot, be ready to work at a high speed from the time you come in until you leave and if you can't handle a high stress environment you should probably look for something else. I am intelligent, I am determined and I am a hard worker but this was just too much. I only made it a few months before I realized this wasn't the kind of work life I wanted to experience day after day.

Geisinger is a large corporate heathcare organization with about 30,000 employees.  Geisinger emphasizes business management with an ambiguous administrative chain of command, if not redundant.  There are upper, mid, lower, and regional level VP’s, managers, directors, supervisors, heads, and leads.  Clinicians and providers are transformed into managers without any managerial experience. There are endless managerial meetings throughout the day with little to no communication with employees.  As a result, problems are never solved.  Employee work is measured with respect to time.  The faster the worker, the more patients seen, and the more revenue generated.  Employee productivity determines job security.  There are arbitrary yearly evaluations of employees from management and similarly, there are evaluations of supervisors from their respective employees.  All these metrics and evaluations are essentially a paper trail which ends up in an employee’s file in human resources (HR).  HR is not your friend.  HR is not only involved in the hiring process, but to a larger degree, behavior modification, if possible, and the firing process.  Poor productivity and negative evaluations means a weaker employment commitment between you and Geisinger.  Once the red flag is initiated, it is difficult to reverse.  The HR termination process is completely arbitrary.  Geisinger is not fair and will not mediate disagreements between employee and management.

Lewistown is a small rural community.  Before the Geisinger acquisition, Lewistown Hospital was the major employer and gave the community good health care.  Now with Geisinger, employees provide health care under the watchful eyes of the corporation.  Patient care is led by multiple layers of leadership and management.  This corporate business model does not fit a small rural community like Lewistown.  The small town warm hospitality that once embraced Lewistown no longer exists.  Disgruntled employees and morale are at its lowest.  Geisinger Lewistown Hospital is now part of a large healthcare organization with corporate values.  Geisinger promotes Caring for patients, but ironically does not provide the same level of care for its employees.  

Geisinger’s published purpose and values:  Everything we do is about Caring — for our patients, our members, our Geisinger family of physicians and employees, and our communities. Kindness — We strive to treat everyone as we would hope to be treated ourselves.

Geisinger’s Caring philosophy is definitely lacking.

     Almost everything was truly a 4 or 5 out of 5. The upper levels of the central region management made me feel valued as an employee. 
    During COVID I personally felt that Geisinger went above and beyond to take care of their employees. We did not lack PPE, testing, and we were given  paid time off when and if we were infected (that didn’t come out of your bank). They were always very quick to bring in agency nurses to fill any holes in staffing so we did not work short handed. I also felt like they took seriously and truly cared about their employees mental health during this time. There were 24/7 crisis lines set up that you could call any time (anonymously if u wanted even). They also offered free of charge counseling to all employees. 
     They have nursing committees anyone can join that I found truly empower nursing with a voice and a say. You very regularly interact with the top tier of administration for the entire central region via these committees.  
    They offer ways to advance your career and education through tuition reimbursement for schooling, leadership opportunities, CEP program, and they happily pay for any certification you may seek.  
     The benefits were great and especially in regard to the medical insurance. You can’t find better in this area.       
      My one and only complaint is the abhorrent middle management. If it was not for the abhorrent middle management I would absolutely still be there. My advice (if this is ever read by anyone within Geisinger) is that you don’t solely base the credentials for middle mgt positions on the number of degrees or alphabet soup after their RN.  You need ppl in that position that have RECENTish clinical experience in the department they will be managing. Otherwise, you get ppl that are completely out of touch or sometime clueless about the jobs the very ppl they manage actually DO. They also can’t truly comprehend the multitude of issues the department and staff regularly face. Sometimes promoting the slightly less formally educated nurse with 20 years of experience In that department is way smarter then giving the position to someone from outside the network because they have DNP or something similar behind their name…. but haven’t touched a patient their entire career in some cases.  

Worse company ever. Looking to leave there. They treat their employees like we are replaceable. They only value the money they bring in. They put profit over everything else. They claim they are non-profit when really they are not. They don't care how their decisions effect their employees. They make threats to get employees to comply and this was well before the vaccine mandate. They have made threats for loss of license to practice if you feel what they want you to do is not right. They threaten some of their doctors with loss of pay for not completing certain things when they feel it should be completed. They limit the amount of time doctors are able to spend with their patients and when they spend more then geisinger feels they should they told about and have their pay threatened. It's not the place I would ever recommend to work. The doctors and nurses are wonderful. It's the corporate end that is absolutely horrible. They only care about what will benefit them. The company should be ashamed of themselves for putting profit over their employees or patients. They have taken so much from their employees that now they have to try to get staff to stay. They don't even have enough staff to ruin their places now. When employees have questions they need addressed they don't get the answers because geisinger is too afraid that if it is in writing it will be used against them. Alot of the time they don't have any answers for any of us. Since I have been here the last 4 years it has only gotten worse and the threats from them have only gotten more severe. I feel sorry for the employees because a lot of them don;t have a way out to another career path. There have been plenty of employees that have resigned and geisinger has black balled them that trying to get work other health care places is hard. You almost have to leave health care all together. 
Geisinger needs to straighten out themselves. They are getting too big for their own pants so to speak. This is what corporate medicine looks like. And it is disgusting. The greed from this company is awful. They don;t care about patient care or quality. They only care about how fast they can get the patient in and out to receive the max amount of monwey from them. It's disgraceful and one of many reasons I will looking for a different job. I beg anyone to please not ruin your life or career by joining this company. The way they are towards their staff will make you hate healthcare. 

I have worked within the GHS system for 10 years.  Some experiences are good.  However,  the experiences I have had out way the good.   When it comes to patient advocacy it's hard to maintain.   I am one that stands up for my patients right quite loudly.   Upper management doesn't like the fuss,  especially when it interferes with the budget.   I have personally seen a charge nurse give a patient morphine when it wasn't even in their MAR.  Then called physician for a one time dose to cover her error.   Then give the correct patient the correct medication.   When brought to the attention of supervisor was covered up,  then when above her her head to nursing supervisor she covered for the manager.   Why is this happening and why can't we advocate for our patients when our pleas are being ignored.   After this incident in soon transfered to another department which was not any better.  We never were able to take breaks,  we had to tell HR that we did take breaks.   Even worked from home to get work done and was never compensated.   Management was horrible.. When you went to them about issues they refused to help you,  then you were black balled.   I always went the extra mile to make sure I took care of my patients well.   They would not train us properly,  and the manager would state that we didn't need it,  and would find ways to get us out if it.   This is not fair to the employee when you need the proper training to do your job.   When dealing with medications and dealing with certain possible liabilities they denied us for the proper training to perform our duties safely and properly.   So many things thst were being done were unethical.   HIPPA was an issue because we were stuck in a hole in a wall of a clinic and patients could hear all that was being said.   When brought to mngt attention we were told oh well!   Also on a last note....  HR is not there to support the employee they are only there for the employer.   You can't go to them with issues because it doesn't get taken care of.   The more you try to fix the wrong and speak up for what's right and fair the more they try to get you out of there.   I loved my patients and the actual work I did.   However, they never support or help out employees.   I will never want to go back,  or recommend this place of employment to anyone.

Typical Day:
• Responsible for overseeing wellness programs for multiple employer groups which operate simultaneously. Coordinate and schedule staff to support wellness events (screenings, seminars, health fairs, etc.) at employer locations in a manner that maximizes productivity.  Supervises staff during on-site wellness events and evaluates performance.  Delivers presentations to employer group leadership to summarize outcomes of wellness program, highlight areas of concerns and offer recommendations for the upcoming year.
• Customize and design wellness plans for employer groups that subscribe to Geisinger Health Plan. Require implementation of effective, innovative and scalable wellness programs that drive outcomes. Work closely with sales team, brokers, and employer group leadership when providing programming.
• Effective project manager focused on optimizing medical expense ratios, enhancing satisfaction and quality for employer group population management. Works inter-departmentally with Health Management, Case Management, Pharmacy and C-suite leadership to ensure high risk members are managed appropriately while focusing on containing cost.
• Analyze and interpret claims data to formulate a group-specific strategy that will target chronic conditions that are most prevalent within employer groups that subscribe to Geisinger Health Plan in an attempt to contain costs for the client and the health plan. 
• Maintain a close relationship with Business Operations team in order to assist in the formulation and implementation of business plans while also creatively solving product design, financial, marketing or administrative problems.

What I learned:
• People are more important than the bottom line.  The safety and well-being of my subordinates is my highest priority.  My position exists to create more leaders, not followers.

Management:
• The person who leads our entire department is the least educated person in the entire department and does not have an effective leadership style.  She creates an atmosphere that is not conducive for others nor is it productive.

I worked here for 6 years. In that time i had 4 managers i never really spoke to any of them. I did my job without any problems and was employee of the month. Then i went to buckhorn to try a new position it was horrible employees talking about all kinds of inappropriate things for work environment.manager changed my schedule several times because she was unaware of what her new employee was doing. Was trained by someone who never trained before and was not really sure of what the best way to train a new person was. i would show up on time every day never call off and do my job while others would fling rubber bands at one another chat on a messenger and stand at someones cubicle chatting with no repercussions. There main problem with me was that i did not talk enough with fellows employees although it had nothing to do with my job just wanted me to socialize instead of work. I did not want to participate in office picnic. I would hear people talking about me and once had the manager show off an email i sent to her and make jokes about it with other employees. It was embarrassing at the main hospital where they are actually busy and watched with real concerns it was ok they had to do some things together to get it done and some were cranky but it can be a hectic environment in a hospital. This was an air conditioned spoiled office with a bunch of people that wanted to gossip, socialize and be girl friends. DO NOT WORK AT BUCKHORN. Yes geisinger also acts like they are special but pay and benefits are the same around the area any more the only difference they have a lot of jobs open and a lot of turn around why do you think that is?  The main hospital wilkes and lewiburg, milton clinics were all very nice though and some of the clinics really do give a friendly personal vibe but that is not management or the hospital it is the staff from front office, nurses, phlebotomist to the doctors.

The workplace culture at Specialty Pharmacy onsite in Wilkes-Barre is challenging  to navigate and often characterized by high levels of conflict and interpersonal drama. The culture favors established relationships, which can unintentionally limit inclusion and equitable collaboration. Informal social dynamics appear to play a significant role in communication and influence. Success and support often depend on alignment with certain internal groups rather than clearly defined processes. New or independent voices may find it challenging to integrate into the existing team structure. Opportunities and feedback are not always distributed consistently across the team.
Management practices lack consistency and transparency, with perceived favoritism impacting team morale. The physical workspace is very limited and tasks are repetitive, which contributes to stress and reduces productivity. Decision-making by management and peers often feels reactive rather than guided by clear processes or practical considerations.
Employee burnout is common, with frequent turnover and unplanned departures. Many employees report using sick leave to recover from stress rather than for actual illness, leaving little time for true rest or vacation. This environment may be challenging for individuals seeking a healthy, collaborative, and sustainable workplace. The organizational culture presents significant obstacles to long-term employee well-being and engagement. This role is best suited for those who can navigate high stress, unclear expectations, and complex interpersonal dynamics. Due to ongoing cultural and leadership challenges, this organization may not be a good fit for most professionals. Based on my experience, I would not recommend this workplace to others.

The job is very stressful and demanding, but it is due to the organizations unwillingness to hire competent employees. The day to day is not to fix technical issues, but more to fix issues of other departments mistakes/being an emotional punching bag. For example, the organization had one of the worst transitions from working in office to at home. As a result, the load of unpreparedness was met with the IT Service Desk and we were only given a simple thank you and "limp hand shake" for the grueling hours it took to transition 30,000 employees to work from home. In addition, there was an influx of calls, for patient services, and their need to access their MyGeisinger(MyChart). The organization was once again unprepared for another drastic situation and patient care was hugely affected for days/weeks, but it was another task for the IT Service Desk to face as usual. Lastly, I would like to state that the incompetency's of the medical/office staff and their inability/lack of wanting to educate themselves on IT equipment/programs. It is mind boggling the amount of ignorance that these employees spew out of their mouths and how much they will refrain from trying to resolve their simple issues. For example, it is known task to have to reset passwords every Monday, because the staff will forget them over a simple 2 - 3 day weekend. It is also the most difficult to retrieve a tag numbers for a computer, because that task is "not their job..". Overall, there are many more examples that can be provided to shine light on this poorly created hospital, but I for one do not want to be a part of its mistakes any longer. I encourage you to look else where for IT employment and to refrain from assisting such a poorly managed company.

Top Job Titles	Average Salary
Registered nurse 6 salaries reported	$40.62 per hour
Registered nurse - acute care 2 salaries reported	$40.98 per hour
Nursing assistant 3 salaries reported	$17.00 per hour
Physician 7 salaries reported	$176,643 per year
Primary care physician 18 salaries reported	$347,500 per year

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