registered nurse

clinical research coordinator

healthcare partner

medical assistant

senior clinical research coordinator

Mass General Brigham

I worked at Martinos center at MGH but my review applies to all Harvard affiliated hospitals. 

As a PhD graduate, MGH or any Harvard affiliated hospital is great if you spend 2 years for postdoc there. You will meet with a lot of smart people and learn about great projects. But I don't recommend staying there too long since you will have to work very hard and your compensation is very poor. This is very bad in an expensive city like Boston. You will earn more by working as a driver for Uber. 

Don't be fooled by the name of MGH. It's good for networking and if you don't use that, there is not much else you can get. Maybe you'll publish a great paper and you can get an academic job after that, which is nice. But don't let it take too long. I see people working for Harvard affiliated hospitals for years and once they leave, they wish they had left much earlier. In general, it's a bad idea to live on soft money.

So you think being promoted to assistant professor at Harvard affiliated hospital is a prestigious thing and you work very hard to get it? You should think twice since there are thousands of professors at Harvard. This is the view you may have if you're a fresh PhD. Name and position title is the only thing that Harvard offers for your hard work. Again, MGH is great to work for, but not for too long.

You will be working there for your supervisor and he/she will get the grant and all the credit. There are many professors there who are not knowledgeable and only take advantage of their postdocs. Don't think that everybody at Harvard is smart. A lot of them are businessman. Sometimes you see professors with thousands of citations but when you talk to them they don't know what they have published. But they know how to do this business. Their job is to submit the grant proposals their posdocs or instructors have prepared. I would say at least 20% of the professors are like that. So you think science is all about research and innovation? You'll at least learn that science is also a kind of business. 

Don't be afraid of going to industry. Don't think that people at academia are smarter than those in industry. You just need to find a good position in industry and you'll learn that smart people are everywhere. Counting your citations in Google scholar in the only thing you enjoy when you're in academic institution like MGH. But you'll have more things to enjoy once you're out.

•	Continued as administrator to set-up and maintain the ICU Leadership Committee SharePoint Site 
•	Staffed ICU Leaders Committee: attend meetings, set-up agenda, material preparation, minutes, follow-up meetings related to action plans, set-up special meetings as requested by CEO and CNO. I also have a special follow-up plan for items that need to be addressed on a regular basis or brought back to the committee at a later date. 
•	I have taken on added responsibilities this year with the CCE hire of Medical Director for Care Transitions and Assistant Medical Director Quality and Safety.  I continued support Associate Chief Quality Officer, Medical Director of Ambulatory Safety and Director of Quality Programs, and ad hoc assignments for all BWH Safety/Quality Fellows.  
•	Continued to do heavy scheduling, including set-up of multiple high-profile/large attendee committee meetings for.
•	Assisted in hospital-wide Quality Rounds.
•	Networked with assistants and Executive Assistants of BWH Senior Leadership and outside leadership sources, including more contacts with Partners Healthcare, Harvard Medical School and Harvard School of Public Health.
•	Regularly attend the Executive Assistants for Professional Development Series.  (Topics can be provided if necessary)
•	Directed all patient letters/emails/phone calls concerning their care/complaints to Patient/Family Relations.  Reading through letters and faxing to PFR if urgent.
•	Handle patient dissatisfaction calls and letters (due to out-patient survey letters) and referring them to our BWH Patient/Family Services Department.
•	Set-up weekly LOS/High Risk Rounds Meetings at the request of the CMO/CNO & Joanne Hogan, Director of Care Coordination.  
•	Continued ongoing work with the Press Ganey Patient Satisfaction reports (since 2002) and distribution lists for our BWH hospital-wide audience. Sent out monthly BWH Inpatient Comments to hospital-wide audiences as well as individual Pod and Section reports for nursing. (Over 85 reports go out hospital-wide monthly)
•	Helped with various add-hoc requests from various CCE personnel throughout 2012-2013.

Partners Healthcare was the first healthcare/medical billing company I had ever worked.  Upon interviewing for the position, I asked the supervisor if any medical billing experience was needed to do this job.  I was led by the supervisor to believe that one could learn the position easily without previous medical billing knowledge.  Sadly, this was not the case.  The training was absolutely abysmal, making the work nearly impossible to understand.  The job felt like rocket science without the rocket science wage.  The person whom trained me would constantly change the process of doing things making it impossible to get a real feel for anything.  If that wasn't bad enough, the person training me did not speak clear English and my team lead and supervisor did not want to assist with anything.  If I asked the team lead, supervisor or manager for assistance with something, they always sent me back to the person who trained me, the person who was the problem to begin with.  If the person training me could not make me understand, they had me refer to a 200 page binder full of medical gibberish with no real examples to try and work from.  On top of that, there is a sheet with 100s of denial codes, a lot of them being redundant.  Good luck picking the right one.  When I was faced with an invoice that was a certain type, there was no way of knowing it was that type.  Upon confronting the person training me about this, they told me that, "I'd learn it over time," instead of giving me a clear explanation as to why it was what it was and why I was processing it a certain way. The employees were often barky/mouthy, taking up nasty tones with other employees over the smallest and most inconvenient of things. This created a rather hostile work environment.   Also, the parking situation at the Schraff Center is terrible, good luck finding a spot.  The only good things about this job were the benefits, time off and pay.  Do not work here without medical history.

Don't let the MGH name fool you no chance for minority employees. Shouldn't so proudly announce the #1 title when ops managers, directors, and HR go against hospital mission and core values they brag about. Many departments in the hospital support a segregation system grouping people by race rather than skill. As big as MGH is in any department you will find minorities are front line or support services (low on the pole) or hidden behind the scenes either way doing the grunt work and always grouped together, they never get promoted and do not have freedom to move laterally or progress as if suppressed to "STAY IN THEIR PLACE." They do not promote growth for minorities or if management is bias (they mostly are towards races) towards you HR listens to them rather instead the law or your skills for position, should have a standardize way of overriding suppressive management. HR should have more power than dirty management in hiring and force/promote growth, instead HR is a department to cover management tracks. Internal employees ESPECIALLY minorities do not even get considered for transfers and have less chances of getting a job than an external no experience applicant even though they apply and have more experience and are familiar with the systems. As if we should just be so lucky to work there. Most of the time jobs vacancies are kept hidden from minorities within their very own department. HR/Management will weed through 1000s of external or other applicants to find someone so they don't have to promote minority growth or even lateral moves, Its like they don't want minorities to work there so they give them little to no hope, but its so big they need them there but will keep them in place until they quit due to lack of EQUAL OPPORTUNITIES or unfair treatment within and hire the next one they need and the dirty cycle continues. All the diversity advertisement was a cover (not actually practiced) what goes on inside the walls; dirty protected management doing dirty things working with HR to suppress internal minority employees.

Partners is a large entity which has lost sight on care. Employees are not valued what so ever. I worked there for almost 3 years and left less than a month before my anniversary. The benefits were decent but not enough to have me jeopardize me licensure. As a case manager you would sometimes have 10+ patients on your schedule and then they would still try to give you an admission. We could barely manage the patients on service but still they accepted several admissions per day. They have an "Always yes" policy. If you don't have the staff to take care of these people how can you always say yes? If a case manager has 35+ people on their case load who are seen 2+ times/week how can they be effectively case managed? The clinicians bring work home and get paid for 40 hours when in truth they are working 80+ hours. They then complain about paying out overtime if you try to bill for it. If documentation is not complete then your written. There is no middle ground. Your overworked, under paid and unappreciated. Managers are left to do what they want where staff is concerned. I had a manager who a totally different discipline who didn't know head from tails about the job but would criticize everyone when she felt. She was a poor clinical leader and the killed the team moral. Even when these issues were brought to management they did nothing. We were spoken to in a demeaning way and told if we don't like our jobs we can leave. And so the turn over rate sky rocketed. Management still didn't care and also had the 'if you don't like it leave' mentality. How can an entity with ANY vision statement and i the line of business to take care of people abuse their staff?
I learned a valuable lesson from Partners Health Care and one I will never forget.
Look at the amount of openings and use of contracts/travelers and this will tell you a lot about a company.
Beware of this corporation.

On normal days of work we would check to make sure that all of our food was stocked, and depending where we worked we would prepare and cook food for the customers as well as handle. We were also in charge of making sure that we stored food properly to ensure safe use for the next day as well as making sure that refrigerators and other food storage equipment were in working order by taking temperatures regularly.

I learned many things while working there.  I learned how to manage my time and organize my duties in a way that I would be able to get everything finished when I needed to. Also I learned a lot when it came to customer services, I learned how to deal with the variety of customers that we would receive and any problems that may have arised. 

Unfortunately management wasn't that great in my department in terms of meeting an employee's needs. They would often take advantage of an employees hours by not giving an employee a day off or scheduling for too many hours in one day or work week even if hired employee was only a part time employee. Unfair treatment of employees, sometimes showing favoritism to some. Vacations weren't always granted even if an exceedingly amount of vacation hours were accumulated. Also they would continuously add more tasks to your job often times making it impossible to finish everything that you had to do during workday. In some cases some of the workers would punch out and stay later to finish the extra tasks so they were basically working for free.

Many of the co-workers were great to deal.  They were very helpful and many were team players and would go out of their to make sure that we each were able to complete the task at hand.

The hardest part of my job was getting to many tasks and not being able to complete them all because there weren't enough hours in my shift to do so.  It added an extreme amount of stress.

The best part of the job was the amount of money that I was making and the annual raises that we would get. Also I was able to learn many useful skills that I will be able to carry over in any future jobs that I might have.

It sounds great on paper and they can make it sound amazing in the interview, for the first month you learn through indirect contact through transcriptions and if you are desperate for a great resume booster and can muster through hours and hours and hours of just typing exactly what you hear with no brain power exerted for credentials then this is the place for you. If you are looking for data entry, data analysis, mentorship and career guidance, structure and feedback or at least a healthy work environment this is not the place for you. I want to explicitly state that this was one of the worst professional experience of my life and I wouldn’t wish this on my worst enemy;  I thought I would be able to be given work that was reflective of my research background however that was not the case and the work that I was doing, honestly a trained monkey could do it.  I felt as if I accepted this co-op under different terms than what was offered during the interview. However, I am not the only one that felt there were large gaps and discrepancies within the systematic infrastructure that surpassed the normal learning bumps of a start-up into a basic disrespect and taking advantage of intern as a workforce. This experience has taught me about clinical research and academia through the lens of qualitative methods of how research can be truly reflective of the community it serves and increasing the motivation and efficient dissemination of that research. It has taught me about what I can deal with and what I can’t deal with, and for this 6 months there was significantly more experiences that I couldn’t deal with resulting in me questioning my career path and honestly  that could be more valuable than the alternative of having a great co-op that confirms your beliefs rather than challenges that.

A typical day at work consisted of uploading basic science manuscripts for the Stroke Basic Science Editorial Office, MA General Hospital, Boston, MA.  Illustrations were entered separately from writting manuscript and them uploaded onto a reviewing database.  Editor assigned Assistant Editors who recommended reviewers to begin the peer review process. Ad hoc reviews were then requested. Once reviews were returned, they were sent to authors with suggestions for improvement, though some were rejected outright.  Eighty percent of all submissions were eventually rejected, ie., not published. I also maintained and set-up the office equipment and called for repairs. The Editor also required constant updating of his CV as his manuscripts were published in various medical journals. There were two different formats, one being a Harvard CV. 

I learned to read budget reports and prepare excel sheets for a quarterly financial report. This was my first management postion and I learned how to hire and manage personnel.  My co-workers were hardworking and goals oriented. I learned to deal with authors (research scientists) effectively, resolve problems and answer questions intelligently. I received manuscripts from an international community so this was a big achievement. I also learned two scientific peer-reviewing database: Rapid Review and Bench Press. I set-up a start-up office and ran it own my own for one year.  Although I had support, the success of this office was up to me. I learned to use Medline, a database of published medical research.

The hardest part of my job was dealing with authors. I learned to ask what they wanted, let them express themselves and then did my best to resolve their issue.  

A typical day at work started by checking the patients diet at Meditech, and print it out the patient list according to the 36 beds at USEN 6. Checked in with the Charge Nurse for any immediate needs. Print out patients orders for out of the floor day tests and checked with the transport department. Checked with appropriate RN on patients list of admission and discharge. 

At NWH I learned to work as a team in a fast paced environment. I learned compassion and support. I enjoyed learning about healthcare and be resourceful to patients and their families as needed.

The hardest part of the my job as a Unit Coordinator was when I felt I could not be of help to the healthcare team. English is my second language, and when healthcare providers are very busy with critical cases it was hard for them to understand me. I did not know how to make it better at that time. That is the reason I am applying only for the second/evening shifts which is much more calm.

The most enjoyable part of the job was to feel part of the healthcare team, to hear a thank you note from my co-workers, and learn how to contribute for their success in taking care of their patients. 

Newton-Wellesley Hospital is a place to learn and work well giving back to the community. The staff, co-workers, managers, physicians, and surgeons are supportive and understandable of the entire NWH employee community.

I appreciate the working team, and I am thankful for the seven years I worked at USEN 6.

MGH is a very busy, fast based facility.It has been a wonderful hospital to me personally as a patient and professionally as an employee. I worked my way up in the company beginning as a secretary to the Surgical Nursing Department Head. I had other jobs climbing the ladder at MGH. I  worked in the News and Public Affairs office. My favorite job there. It was a different job each day, depending on what was breaking in the news. I had to locate particular doctors or researchers to speak to all forms of media. I left that job to get married and then decided to stay home to raise my child. I later found a part-time evening job at the MGH Revere facility. I worked 20 hours a week on evenings and weekends.I was able to stay home during the day with my daughter and work evenings and weekends receiving differentials ontop of my usual hourly salary. I found most managers were very accomodating and helpful. Usually they listened to what you had to say. My co-workers were all pretty much good, honest workers all ready to help each other when it got too busy for one person to handle. The most enjoyable part of the job was making a difference and seeing a happy outcome with each different situation. The hardest part of the job was working the very best you could and still, there were not enough hours in the shift. (I love to clean up loose ends by the end of the day). That way, you don't have to worry tomorrow because there will always be more newer situations to deal with.  I am a very dedicated person with a strong work ethic. 

I would be a good asset for any company. I have the experience,
fortitude and personality to work with the public.

Top Job Titles	Average Salary
Registered nurse 52 salaries reported	$63.13 per hour
Clinical research coordinator 88 salaries reported	$24.44 per hour
Healthcare partner 289 salaries reported	$35.23 per hour
Medical assistant 74 salaries reported	$22.29 per hour
Senior clinical research coordinator 20 salaries reported	$30.78 per hour

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