registered nurse

psychologist

care associate

licensed practical nurse

radiologic technologist

Glens Falls Hospital

Help cannot be retained in any department and no one cares. Lets say I feel bad for patients and leave it at that. Everyone is extremely overworked due to a constant shortage of people. 

Management doesn't acknowledge employees. It takes six months to a year to hire one person say nothing about train them. They do away with more benefits years after year. 

They took away Reserve Time (and never reimbursed the majority of us), RT time was used for hospital bills and prescriptions,...etc We also used to get a fifty percent discount. Now we are being told we are 75 hour a pay period employees which isn't anything I ever agreed to. I agreed to being paid full times hours which were defined as 80 hours a pay period when I started. If you miss a day or have vacation you get paid for 7.5 hours if your lucky. I'm trying to figure out how I take a break on a day I'm not there? These are just some of the additional ways they are slowly destroying employee benefits. 

Policies are only enforced on a person to person basis.  I had Some real "concerns" regarding the Job I did which I expressed to more than one manager. Of course, I received no response to anything (As Always) I can't elaborate on that but be advised this job and others there involves work in MANY "Gray Areas" that never seem to get any clearer. You definitely work in "fear" of losing your job.

Management should inquire as to why EVERY SINGLE DEPARTMENT has a mass exodus. I think they even quit doing Exit Interviews. The last five people I know that have left in various departments haven't even had their resignation acknowledged. No one asked any of them why they left nor do they even care. The real issue is consistent through the yearly surveys. Every Single year It is management. 

Then they hired a management company for a couple departments and they are worse than the original managers as they just rehire the same people that work for the new company. It is really a disaster management wise and the turnover rate is unbelievable. It is really too bad they have so much potential and some really good people who are being overwhelmed. Management need to start hiring based on qualifications not by who is related or knows who. 

This problem has Plagued GFH for years and will probably never change. Favoritism is rampant. Either your in the "click" or your not. Qualifications are rarely considered if at all.

I am not going to elaborate any further.

•Coordinate Hospitalist physician and PA recruitment and HR activities working directly with Physician Recruiter, Credentialing Department, Insurance Credentialing and Human Resources. Obtain and maintain credentialing, insurance credentialing, licensing documentation, IT network accesses and equipment.
•Prepare data for physician/PA annual performance evaluations; maintain personnel files and payroll functions. Track and maintain via automated system, current clinical staff licenses/certificates, CME/Learning Network transcripts, dept/division meeting/committee tracking in accordance with Glens Falls Hospital Medical Staff Bylaws.
•Create/publish monthly Hospitalist physician/PA and ECC Call Schedules to wide distribution of departments and outpatient offices (including HHHN) and assure proper staffing levels.
•Serve as liaison between Hospitalist providers and all management levels to resolve patient and procedure issues as they arise (i.e., VPMA, case management, medical records, coding, transcription, AMS, quality management, pharmacy, patients, etc.).
•Coordination and administrative support for Hospitalist Department, GCMI Committee and Department of Medicine meetings (i.e., agenda, minutes, maintenance of required records, tracking of tasks assigned from meeting to closure). Recommend and implement meeting process improvements.
•Collaborate with Clinical Director in preparing annual budget, including compiling data; monitoring and tracking expenditures and ensuring department remains within approved budget allocations. Forecasting and risk management assistance; track annual individual physician allowable expenditures; preparation/tracking of AP invoices and physician reimbursements.
•Solely responsible for the coordination of student guests at the House over the Hill. Oversee housekeeping, facilities, security and property expenditures.
•Initiate and share in problem solving with peers to make modifications of office procedures consulting with Clinical Director when appropriate.
•Maintain inventory levels, order supplies as appropriate.
•Insure provider billing is accurately completed on timely basis. Resolve outstanding billing issues and discrepancies.

I have worked in many different areas of the hospital, over a long time.  Some departments are very warm and welcoming and promote training and a positive experience.
Most are not, unless you have an advanced degree, or are friends of someone in administration, in which case the atmosphere can feel cold and clique -y.  Seniority counts for nothing, supervisors focus on things done incorrectly, while hard word and dedication are often disregarded (almost seems like it's automatically expected because you're doing what you are paid to, so why should you get praise?)  There is not any focus on individual contribution (unless as previously mentioned, you have an advanced degree, or are friends with administration) I've seen people bend over backwards and the only result was the expectation that they would have to work at this strained level or could simply be replaced.  Every year benefits/perks are gradually fading away, while they can justify remodeling projects.  The emphasis is what the worker should do for their job, but they aren't willing to do anything to help/acknowledge you.  
Bottom line, if you are an RN, MD, PA, RPA, etc GFH is probably the place for you to work.  If you are a nurse aide, unit secretary, housekeeper, dietary worker, etc. you may not like it there.  Or, you might get lucky enough to find a nicer unit to be a part of.  Also, you maybe moved to work at another department without any training or warning.  It simply depend on where they need you.

Typically there is a schedule that is already made a week before you come into work and you are assigned at certain places through our department. You would do your job until you were done at certain areas then move on to a job that is the go to job when there is nothing else to be done or not a lot of people around to help with cleaning tools and putting instruments together for the surgeries. I learned many different ways on how to do this particular job which was called Central Sterile Processing where after surgeries were done all the instruments from the cases were brought down or we went to the OR floor in the dirty rooms and brought them down ourselves and cleaned and processed them and sterilized them in an Autoclave which was steam based. Between Saratoga Hospital and Glens Falls Hospital there were ways on how to clean certain tools or just simply checking them to make sure they were working properly. I enjoy most of the co-workers and management type based like supervisors. There were times where you are with these people more than you are your own family so we got to be a close family that not on each other's nerves from time to time being together consistently. The hardest part of the job was just learning new ways as to what I was used to at Saratoga Hospital. I enjoyed every aspect of my job especially cleaning scopes such as radiation oncology or ECC scopes.

A typical day for me consists of coming into work and determining the rate and rhythm for all patients currently on the floor. Throughout the rest of the day I monitor theses patients for any significant changes and alert the proper personnel. I also had out and troubleshoot any minor issues that have to do with the telemetry equipment. 
     I have learned how to read cardiac rhythm strips and the protocols that surround significant hospital events. The management is in general lacking. I have never even meet my direct supervisor and almost all performance reviews are either late or not completed at all. The hospital is struggling right now with the impending implementation of the new health care laws. There has also been a recent CEO change so there is all of the requisite proceedings that come along with that.
     My co-workers are mostly nurses and without them the hospital would not be able to run. I find that most are helpful and competent. The hardest part of my job is trying to stay busy I regularly finish all of my work early and in general am not challenged by executing my duties. The most enjoyable part of the job is the satisfaction that comes with being in the health care field. The simple knowledge that by being at your job you have helped someone start on their rode of recovery and wellness.

The environment at GFH has been the same for many years,patient care is not a priority money is! Departments are chronically overworked and understaffed, the term "Mass Exodus" seems to fit the current state for many employees. Housekeeping,Bio med, are only the beginning of departments being outsourced, this seems to be Senior Managements answer to their financial problems.Leadership throughout the organization is lackluster,and devoid of any connection to the staff,you can literally walk past anyone of them without so much as a smile let alone a kind word. Loyalty is a foreign concept to most of Senior Leadership,speak out or disagree with the constant changing atmosphere and your gone! Staff is hardworking and dedicated to providing great patient care; however the good employees get burnt out and the bad employees get rewarded for tattle tailing on others.This culture promotes conflict between employees not team work. Too many people are deceptive,including HR. back stabbing is done daily,integrity is an          unknown commodity. It is sad that this Hospital has alienated so many good people in our community.......go to Saratoga I will !!!!

The majority of employees in our department took pride in their work. The working relations between departments was very friendly. For the past few years since the current administration took over the turn over rate was at a record high. The administration shows no respect whatsoever for their employees. This adds to the constant employee turn over rate. Some housekeepers were assigned two and sometimes three different areas to clean during their shift rather than one area. This extra burden along with the low pay rate and lack of appreciation has taken it's tole resulting on many more to leave. There use to be job stability at GFH. Now every employee there is nothing more than a number and if you question the administration your number is up and you're out of a job. Just a few months ago all of the housekeeping supervisor jobs were outsourced. Six supervisors with a combined 140 years of service lost their jobs at GFH with no apology of any sort.

Work in the BHU/CSU is intense, often violent, and undervalued. Technicians and Nurses are short-staffed, under-supported, and HORRIBLY paid. There is no hospital-driven initiative to support and empower employees. It still operates under the antiquated belief that employees should be grateful for the chance to even step foot on campus. ED and BHU/CSU Technicians are at an incredibly higher risk of accident and injury, and receive no additional hazard pay. Management is quick to judge, condemn, and then ask questions later. If you cannot stand up for yourself or advocate for yourself, your peers, and your patients, don't join the team. It's a shame because there are tons of amazing and committed professionals just trying to provide quality care and they are ignored. 

When I went for the interview, I thought wow, this would be a great career. My first day on the job made me sick to my stomach. Everyone was catty and talking about each other. Training is a joke. Don’t ask questions because no one wants to help you. Don’t worry, at 90 days they will say they’ve given you the resources to do your job, but you don’t meet their standards. Basically, if you stick to yourself and don’t gossip, you won’t last.They wonder why they can’t keep help.... The negativity is toxic and the hours suck. Oh and watch where you park, even though they don’t tell you where you can and cannot park unless it’s an opportunity to scream at you. I get every department has their “top” people. But those “top” people are exactly why they are constantly short staffed. It costs $0 to be nice and remember,at one time, you were new too. But they don’t want competition, so as soon as they see growth, they will cut you down.

GFH offers more than a job.  It offers a caring culture, and one where you matter.  You walk around and people say hello, smile, and are inclusive.  It ends up feeling like family and a team in which you work together to provide exceptional care.  They even have a self care room for patient care providers.  I know when nurses get tired from travelling, they will be excited to find GFH is home and GFH continues to support us as we continue to raise the bar in nursing excellence.  We certainly went through a lot during COVID across US, and I couldn't have continued as a nurse without my family at GFH.  Grateful for this community.  Come join us in making a difference together.

Top Job Titles	Average Salary
Registered nurse 13 salaries reported	$47.20 per hour
Psychologist 10 salaries reported	$104,500 per year
Care associate 7 salaries reported	$21.55 per hour
Licensed practical nurse 1 salary reported	$31.53 per hour
Radiologic technologist 1 salary reported	$38.25 per hour

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