physical therapist

registered nurse

screener

health screener

advanced practice provider

Intermountain Health

The department I worked for at Intermountain was the Professional Coding and Reimbursement Department. A typical work day allowed each employee to utilize and develop their individual strengths and talents which made work tremendously fulfilling. No one had to be the same. We all worked together as a team to develop the best results in every project we were involved in to the highest level of accuracy.The typical work day included performing audits, live or online consulting to physicians and all medical staff addressing any and all concerns they had in reference to coding guidelines and documentation. Each consultant managed multiple specialties and other miscellaneous projects, attended seminars and conferences,provided internal team training sessions to their specialty teams, created teaching tools, and would report to our manager on a monthly basis.  All of the employees I worked with trusted and encouraged each other so that everyone could succeed in their desired goals. An environment of personal and professional growth was developed in our department. Our department felt like a family to me as we worked so closely together and supported each other so well. Our department also had consistent training sessions and meetings to continue to develop our individual skill sets as well as how to work together as a team. We also kept us up-to-date on the latest medical advancements, coding and reimbursement principles and guidelines, and worked together to improve our leadership and communications skills. Our management did not micromanage us. We would work independently on managing our own responsibilities and report to them on a monthly basis or as often as we needed them. Management trusted us and kept us well informed of their expectations and requirements. They also provided individual training sessions to develop team and individual consultant competencies. Because of the culture and environment they fostered we all wanted to worker harder for them to show our gratitude. The hardest part of the job was having the time to provide the individual training sessions to physicians and other medical staff  while working on several time consuming corporate Intermountain projects at the same. This did not happen frequently but at the times when it did occur getting to all of the needs of each individual person became more difficult to meet but we always got through it by helping each other out. The most enjoyable part of the job I would say was the job culture which fostered such great personal and professional growth. Also, developing great friendships with your colleagues I consider to be  a priceless gift. I was privileged to have this job.

This has been MY experience, and I can’t speak for anyone else……
The most enjoyable part of my job is the joy, and knowledge that I bring to the patient and their family regarding their healthcare.
As for work culture, it’s just like this world… SEGREGATED. There is definitely favoritism, and if you’re not in their crew, or have a difference in opinion, you will be defamed, ridiculed, and flat out lied about, and they WILL find a reason to get you gone, it just can’t look like retaliation. 
It feels like high school “mean girls” everyday. Most of my co-workers can be available to step in and assist another co-worker running behind, but due to this selfish mindset, only a very limited few will actually step in and help… and even at that, it’s another super busy co-worker. Never the ones that actually ARE available to help. 
The duties of each individual, varies so drastically. One caregiver can be with the most busy provider, and another caregiver’s provider can be out for the entire week, and they’re both still expected to do everything else on their list. 
Instead of distributing work equally, the caregiver with no provider, sitting on their phone half the day, gets praised for “finishing so fast”, while the one that’s been running around all day gets in trouble for not being “quick enough”. 
I won’t even bother getting into the real reason these “fast” workers make it look like their work is done “SO quick ALL the time”….
I have witnessed extremely biased behavior from management, and that’s why this happens at certain clinics. 
Team work TRULY makes the dream work when you have a team… but when you have a clique, and then a select few not in the clique, there will never be team work…. Only the clique help each other. 
I have had several instances where patient’s praise my work, and are so grateful for the time I take to answer their questions, saying things such as, “I’ve never had anyone put in this much effort to explain my health, and help me understand, the way you do…. ” 
But I don’t expect any recognition from my peers, or higher ups because of this messed up system. 
I can have 200 compliments, to one complaint, and none of the compliments are recognized, but that one complaint will get you into a position of “the perfect reasoning for retaliation.” 
Some Management treat you less-than, and speak at you, instead of to you. HR, and upper management don’t even care to listen to your concerns, and instead, go directly to the person you have concerns with, and I somehow always end up in trouble, without even being talked to first. 
They preach teamwork, but NO ONE works as a team. 
I can’t come up with a better process of doing things, without someone else taking the credit, just so I can never be seen as an asset, and only be seen as THE problem. 

The hospital work is rewarding work. As a Rehabilitation Aide I was in a unique position where I were required to be of assistance to anyone in the office. In the mornings I was responsible for opening the department which consisted of getting new patients on the log and removing discharged patients. I was responsible to assist the secretaries in answering the phones and continually updating the patient log the course of the day. Also, I was responsible for helping out the therapist with patients. This ranged from assisting the Physical Therapists with a walking program or assisting a Speech Therapist with a video swallow study. In any of my daily roles I was always kept busy.

I learned that working a full time was a great responsibility. I learned a good work ethic and how to get along with people even if you had a difference in opinion. I learned that the patient is the most important part of the job and their comfort is our main priority.

The management was a difficult situation. They were out of touch with what the people were doing on a daily basis and it was two different worlds. Upper management became very controlling on what we were doing and how we were doing it. This made the working environment was difficult to work in because it was the workers that were feeling the effects.

There were difficult co-workers that made a day very difficult at times but then there were co-workers that would take the time to help you out and teach you exactly what their expectations of you were and how you would be able to change that. The co-workers were the people that encouraged me to grow as a rehabilitation aide. This growth as a Rehabilitation aide has made me the person I am today as an Athletic Trainer.

The most difficult part of working was dealing with being micromanaged and learning how to deal with that and still be productive and helpful when you are working with patients or other therapist. Another difficult part of work was learning how to deal with difficult therapist and even though you had different viewpoints working past that and being able to help the patient in the best way possible.

I enjoyed working with the patients and helping them out. There are many patients that I have worked with that I will never forget. Some of these patients have encouraged me in being the healthcare professional I want to be. If it had not been for this job I would not be as effective as an Athletic Trainer that I am today.

The current manager of the claims department has free reign to fire & harass her employees & she often is working on or actively practicing one or both. The only employees who are not depressed & worried all the time are the employees she has known from previous places of employment. I have personally witnessed not only her cursing & harassing myself, but also saying the most cruel things imaginable to her other employees, She is often so insulting & degrading she brings her employees to tears. This behavior occurs often. Many have complained to the HR dept.which has only made the problem worse after this manager finds out about the complaint. HR is "pro management" & complaining about her behavior to them always magnifies the problem(s). She has fired everyone who has FMLA or/& has medical issues. She has fired atleast 20 people for this reason.Unfortunately, FMLA provides no protection contrary to popular belief. She also fires anyone who makes a complaint about her to HR & she has been known to fire employees whom she was told by hearsay that they had said something negative about her or one of the employees that she knows from a previous job to one of their coworkers. I have heard horror stories about workplaces before but this is the first time I ever had to be part of one. The treatment I endured by the manager and HR dept. had large negative effects on both my physical & emotional health.

Typical day at work
•Maintain up to 5 patient load per shift
•Medication administration
•Provide care for  Medical/Oncology patients
•Provide care for Geriatric/Alzheimer/Dementia patients
•Provide care Hospice patients and their families
•Could do any of the following on a given shift
o	Blood administration
o	IV starts
o	IV therapy patients
o	Assist MD with any of the following at bedside: conscious sedation, colonoscopy, placement of chest tube, removal of ascites fluid
o	Come in contact with active chemo therapy 
o	Possible care of surgical patients
o	Fetal Demise


                                   What I learned
•To give extraordinary care for patients using The Nurses Practice Act and abiding to ethics and codes of facility. 
•Gained vast amounts of knowledge
•Sharpen my assessment skills and critical thinking
•Practice Healing commitments

                         Management and Co-workers
•My manager has always been there. A compassionate person who strives to have the staff better themselves and always willing to provide guidance. This manager has made me growth personally and professionally
•My co-workers utilized teamwork to its finest. Always supportive and united to make sure quality care was provide for each and every person and family member through practicing healing commitments

                                The hardest part of my job
•Comforting patients and families through the grieving process for a death. Though each and every case was different, they all touched me and I was grateful that I could be a supportive individual during this process/transition.

                             The most enjoyable part of my job
•Meeting new people
•Learning of new disease processes and implementing care 
•Being in an upbeat environment

Since the new supervisor took over, the working environment had become quite challenging. We had experienced instances where two employees walked off the job without notice, and several long-standing team members had chosen to resign. Additionally, a number of new hires who were enthusiastic when they first started their positions found themselves compelled to leave very early on due to the difficulties they encountered. As a result, the workload had become increasingly overwhelming.

The primary issue lies in the current supervisor's lack of professionalism in managing the team. There is a distinct lack of cohesion within the group, exacerbated by the fact that the most senior phlebotomist there is allowed to mistreat and bully other team members which further contributes to the negative atmosphere. Securing time off from management is often a challenging endeavor and it is rarely if ever approved. 

The new supervisor's tenure (and they have only been here for little over a year) has brought about a staggering level of chaos. Particularly in this recent month, the team has witnessed a revolving door of 3 to 4 new hires, who join only to depart almost immediately. The demeanor exhibited by the supervisor is consistently harsh, resulting in negative interactions with every encounter. What's more, they seem to have a tendency to call out individuals in front of others.

My experience at this hospital has been marred by the unprofessional conduct of our supervisor, lack of intervention from higher management, drama within the team and the allowance of the most senior phlebotomist to be mean to others has led to an undesirable and unsustainable work atmosphere. 

The work day would begin with getting an update on the patient's condition and what they were going to need through the day, then me and another CNA would go visit the patients and introduce our selves and ask if they needed anything, then go through our daily routine which involved making beds cleaning and organizing the unit and answering call lights of patients passing out meals and helping the patients with mobility, I would also answer phones chart patient information and make phones calls. I learned skills that helped me move patients safely, I learned skills that the medical field required me to learn to do my job correctly and efficiently. Management could have been better, when I first started working at St.Mary's the management was great they help answer questions I had and would help keep us on track with what was happening on the unit and would even help out on the floor if needed, then my first manager left for another job and we went through two different managers in the process each would help us out less and less and would acquire favorite employees and shut out other employees, with my co-workers it would very, some days would be great the team work was great and we'd get what we needed to done, other days would be unorganized and half the time you'd not even seen your co-worker until the end of the day. the hardest part of my job was not having enough staff for the work load we were given, some days I would work and a full unit with no help. The most enjoyable part of this job was helping the patients get better and watching them walk out of the unit better.

A typical day involved monitoring hospital activity, assisting patients and staff, and ensuring safety. I gained valuable experience applying my public safety background in a healthcare setting. The most enjoyable part was interacting with patients and certain staff who appreciated Security’s presence. However, I encountered serious challenges with management and HR.

Support from leadership was inconsistent. HR often refused to engage, instead redirecting concerns back to the very leader involved. Once you raise a concern, you risk becoming a target. Leadership may then work closely with their preferred HR contact to scrutinize you over minor infractions. There is little employee advocacy—HR and management prioritize the organization's interests, not fairness or accountability. The employee surveys are not truly anonymous in small departments, leading to concerns about retaliation.

As a retired law enforcement officer with 20+ years of service, I initially saw this as a great post-retirement opportunity. Pay was decent with differentials, but benefits were underwhelming—especially considering Intermountain is also the insurer. Some staff were respectful, but Security and former law enforcement were often dismissed or talked about negatively behind the scenes.

The hardest part of the job wasn’t the duties themselves—it was trying to do your job professionally while navigating politics, lack of support, and selective enforcement of policy.

Bottom line: If you are desperate for a job, this could work out if you don’t mind micromanagement and can keep your head down. But it doesn’t take much to get on their bad side—so make sure you have an exit plan.

Incoming calls could be monotonous with micro-management of statistics.  It seemed that the quantity of work was the most important while quality was being touted by the upper management...if you took the time for a quality phone call, you were frowned upon by direct supervisors.  That conflict could be stressful.   However, actually being able to interact with members and providers was very rewarding, it would be rated absolutely awesome if only the time could be spent to really do the digging to help someone. .Too, the compensation and benefits, annual bonuses and healthy living support the company provided were incomparable and brought associates to work every day.  Yet, turn over in specific departments was high due to the conflict listed above. 

Another issue that frustrated most employees in the customer service departments was the newly added Workforce Management Program. At that time, our quality department, known for it's personal approach and quick turn-around time for medication management became a call-center environment with stats, stats and stats.  I, being a veteran in this field of business did have a hard time turning my career of customer service and quality of work into numbers and making sure phone calls only lasted 6 minutes and callbacks were scheduled to 20 total minutes of your 8 hour shift.  I could not research calls as needed.  I had to take a break on time to not affect phone levels (which were a customer service issue, I realize)  but quality just couldn't be there.

After working in this facility for over a year one theme keeps reoccurring. That is the fact that upper management does not look out for its employees. 

Keep in mind the job duties are fantastic and you do earn a sense of purpose working with the clients. You also can enjoy various problem solving opportunities that make you feel successful.

When I mention that employment does not look out for their employees is all over the company. 

First of all pay. Starting rate is 15$. And rather you are a BHPP or a BHT you will be making $15. The company also owns community partners and a lot of their employees make $18 for the same exact responsibilities or less.  There is no bonus structure. So all the money the company makes with its clients is not passed on to the employees.m in any form or way.

Often you are supposed to be paired with a partner. Though if people quit then often times management takes their time or hardly sends dedicated support. 

Another key point is with upper management. They do not take anything of you as a individual when making their decisions. Especially with pto or sick time. They will constantly tell you what they can not do and not what they can do. 

If you try to formally resign the policy says you have to give 45 day notice to be eligible for 70% or your PTO. Though if you decide to just quit it makes no difference. Or you can use your PTO time and just quit as long as you do not let the company know you intend to quit after using PTO time. 

When you are paired with another employee that does not put in work effort. You can talk with them, talk to your supervisor, and they still won’t do anything. 

Top Job Titles	Average Salary
Physical therapist 938 salaries reported	$54.25 per hour
Registered nurse 131 salaries reported	$44.25 per hour
Screener 52 salaries reported	$38.83 per hour
Health screener 175 salaries reported	$44.84 per hour
Advanced practice provider 81 salaries reported	$72.71 per hour

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