registered nurse - emergency room

registered nurse

respiratory therapist

registered nurse - icu

registered nurse - medical / surgical

Medical-City-Healthcare

Good pay! Great benefits! Terrible management with a lot of “playing favorites” while one person does the brunt of the work with no leeway the rest can do as they please. People can take multiple vacations but yet when I need emergency time off it’s a no. Below is my letter to management Good afternoon,
I hope all is well! As you know by now I have resigned/quit. First and foremost, I wanted to thank you for the opportunity to have worked at Medical City Green Oaks! 

 I wanted to take the time to address my reasons for why I resigned. The first major reason is that I was not treated the same as everyone else. There were people who could go on multiple vacations yet if I needed a week off or day off or so “my job was in jeopardy. Other people had no problem when their kids were sick or they were sick yet I had to leave my wife IN the hospital to come to work. I had to leave my sick child. I had to come in sick! Or my job was in jeopardy! Yet anyone else can take frivolous vacations and days off. 

The next reason is I did things no one else would do and nobody wanted to do! While our shift lead etc  sat down constantly or others just didn’t do their  job! So I had to take over! All for a 0.10 raise! And little to no recognition! I don’t think it’s a secret that I did the dishes, the trays, the trash,  breaking down the boxes and the trucks, cooking , communicated with the units when that wasn’t my job and more! Way beyond my job description with whatever needed help without question… I was never recognized! In all honesty, . Also I took the blame for others mistakes! Every time Our shift lead would mess up she blamed me! I was the scapegoat! Well I got tired of that. 


The working conditions were not great and not even sanitary from leaks and floods to damaged broken equipment and stoves. And most of the time I was the one to try to fix it and clean it up! Again not in my job description yet I was never recognized. When tornado warnings were in the area and we had to take shelter again I was the one to let the units know beforehand. Not my job.. but I did it anyhow. With no recognition or appreciation. It’s not the fact that I had to do these things.. it’s that I literally received no recognition! 

When I needed a day off I had to find someone to cover my shift yet I can be told to take someone else’s shift last minute! Not asked.. just told! Again, double standards. 

The last straw was when I found out too little too late that there were multiple Covid patients on the unit I was going IN to to deliver trays ! No chance to don PPE as I wasn’t told. Patients do not wear masks and there were multiple active cases yet I wasn’t told! Patients without masks walking around just coughing!  And I was told too late by a nurse! Things like this should be communicated by a supervisor or a boss! I shouldn’t find out last minute! Especially with putting my wife and kids at risk!  When I talked about my concerns for my wife and kids I was told they don’t matter at the job! That was the last straw! 








This is a stressful place to work. Mostly because the pharmacy is understaffed. over the last two years I've seen people with 4-8 years of time in service just up and quit, along with people who've worked there for 6-8 months. Some quit because of the culture, others for personal reasons, but regardless of the reason, we are perpetually 4-6 technicians short. So much so, that they created a new shift, just to augment the duties assigned to each remaining technician. It is so bad that pharmacists are doing technician work daily, and even coming in for technician shifts, regularly. The worst part is that the addition of the cancer bldg added 3 new floors (an additional 40-50 beds) and no new techs were hired. In fact, more techs quit. So maybe without the addition, it would have been manageable, but as it is now, you can't finish your shift on time if you have to go number 2 at any point other than your 30min lunch break. Any bathroom need longer than 5 minutes (including washing and drying), then you had better hustle to make up for time lost. There will be STAT doses, and tube stations going down, which means someone in the pharmacy is going to have to drop everything they're doing to save a patient... which means the remaining 3 technicians have to figure out a way to do your work for you, or you stay late. There's usually no sympathy for why you're behind. Techs will scoff and prod you for details about why you can't do your job.  Obviously it would be a better place to work if they had full staff. Apparently they've hired 2 technicians at the time of this post, and 1 was hired 2-3 months ago, but because of all the changes to accommodate the shortage, it's hard to tell how many we actually need to be running at full steam. They've removed the narcotics technician position, added a second mid-day tech, and are still at least 1 IV tech short, but probably 2 (since pharmacists are having to cover in the IV room for tech work).

I had no illusions going to work for a for-profit healthcare organization, so none of what I write here came as a surprise. Medical City Healthcare is the DFW branding of the HCA medical system. Pay at medical City Plano is above par for the entire nation and the DFW area, especially considering the lower cost of living and lack of income taxes in North Texas as compared to other areas with comparable pay. Staffing is regularly short; in the ICU, you will be tripled about once per week. That said the short staffing allows for ample opportunity to pick up bonus shifts, for which the bonus pay is typically $20 to $30 per hour. 

Senior management, as can be expected in such a behemoth organization with its only responsibility being to shareholders, leaves much to be desired. For example, a major transformation was recently foisted upon the CVICU staff, which completely changed the department to a medical ICU, despite numerous individuals having accepted contracts specifically for CV experience and many being thoroughly trained in that specialization.  This happened after a year of denials that this was the plan, despite evidence to the contrary. The hospital does not merit consideration from U.S. News and World Report in its annual rankings. Patient reviews are also lacking. However, my unit manager has always been willing to help with scheduling, and is more than willing to send us to whatever paid professional development is available to us through the education department. 

The best part about working at medical City Plano, without question, has been my nursing and allied professional colleagues and most of the medical provider staff. The atmosphere is collegial and friendly, and nearly everyone is willing to help out when needed. Some charge nurses could stand to do a bit more to help, but that's the case everywhere.

Overall, the experience has been pleasant, despite being somewhat overworked at the beginning of my time there. Things are improving, but just make sure that you don't have unrealistic expectations regarding any loyalty of the corporation towards its rank and file employees. As the summary said, exactly what one would expect.

This position has been one of the most emotionally draining roles I’ve held as a pharmacy technician, largely because the pharmacy is chronically short staffed and leadership has not shown concern for how that impacts front-line staff. On most days, employees are expected to do the work of multiple people, which leads to burnout, mistakes feeling more likely, and constant pressure to “do more with less” instead of being given the resources to safely care for patients. Management at this company tends to make decisions based on complaints from employees rather than objective facts or performance. There is little to no accountability from leadership, and good workers often end up facing consequences for issues they had no part in. Instead of addressing the real problems, management listens to frequent complainers and makes changes that hurt team morale and productivity. This creates a toxic environment where hard work goes unrecognized, and favoritism is rewarded. Unfortunately, this kind of culture makes it difficult to stay motivated or feel valued. Discouraging to see what takes place on a daily basis in the pharmacy setting affecting patient care and safety. 
The interim pharmacy director has created a work environment where several of us have been brought to tears on more than one occasion due to the way we are spoken to and treated in front of others. Rather than offering support, coaching, or appreciation, her style often feels demeaning and dismissive, which makes it difficult to feel valued or even safe bringing up concerns. It is clear she does not prioritize employee well‑being, and this kind of toxic leadership is known to increase stress, reduce morale, and drive people to consider leaving their jobs.

it is discouraging to feel that leadership does not extend that same level of care to the staff providing that care every day. Until staffing levels are addressed and a permanent director who values fairness, respect, and genuine support for employees is in place, I would not recommend this pharmacy as a healthy workplace.

•	Communicates with patient, family, treatment team, physician and payers to coordinate patient care plans.
•	Manages the utilization of services through concurrent reviews with payers and/or through internal reviews.
•	Coordinates discharge planning activities and follow up out patient services for both ER and In Patient discharges.
•	Meets with new patients to complete the psychosocial assessment, evaluate for diagnostic criteria and determine appropriate plan of care.
•	Develops a treatment plan and update with specific goals delineating clinical intervention unique to the patient.
•	Communicate and document all relevant information to treatment team.
•	Collect insurance and referral information, perform Interqual assessments for Medicaid patients to determine eligibility and need inpatient services.
•	Triage both voluntary and involuntary patients to determine level of care. 
•	Coordinate, implement and complete admission process while communicating plans to multidisciplinary team members. 
•	Facilitate and process psycho educational groups and interventions on inpatient units for patients and families.
•	Obtain collateral on both ER and clients on In Patient units at list 24hrs from arrival date.
•	Complete Interqual Admission Review on all Medicare patients who admitted to in patient units within 24 hours.
•	Communicate all discharges to connections department to keep bed placements and assignments current.
•	Review the North Star Value Options Authorization Schedules and let Onsite NSVO Rep know of any patients on who are not discharging as planned.
•	Complete intake assessments on voluntary patients to determine level of care in connections department.

A typical day for me is helping out in any department of the food & Nutrition with no extra pay and no raise and barely any thank you.
I learned every position in that department and they offered me a lead position that would conclude a change in my hours without any raise. BUT they offered same position to someone else after I declined and gave them a raise. Management changes every 2 years seems like and people come and go including supervisors. The culture diversity is GREAT they do not discriminate on racist. I've met so many different people from around the world and out of this country. The hardest part of the job is communication most of the time, like if I send you an email I expect an email back saying you got it or we'll talk in person SOMETHING, it's like I have to physically go find them and talk to them and they'll respond with oh yeah I got your email..there's constant changes in policy and rules and they don't hold enough meeting or huddles to provide everyone with the same information. If you weren't there you'll have to hear it when you don't end up doing it because you don't know or word of mouth from someone else. There's no room for growth I've applied to other departments outside of FNS and HR declines my application when the manger of another department told me to apply so they have to contact HR and then they'll open my application again  and again they won't give a pay raise but I'll hear they hired someone new with a better pay raise ..just strange stuff.

Green Oaks has a great team of people working together to take care of a large number of mentally ill patients. Management is very difficult and does little to meet the needs of patients and staff and if any suggestions are made to better the facility you almost get in trouble for saying anything. Most of the nurses are working there for a pay check and show no real care toward the patients leaving the Mental Health Techs to deal with irritated patients. 
While working at Green Oaks I have learned even more about caring for psych patients and also some skills that a CNA does since Techs are often left to do this job. I have learned a lot about what patients need to get better and their views of what they need like fresh air and time outside, since Green Oaks gives almost none of this to their patients.
The hardest part about working at Green Oaks is coming in and seeing these patients walk in circles and go even more crazy in this facility. Like i said above, they are given no time outside and it almost seems like they are trapped and tested on like rats. I am saddened by the filth of the units and the restrooms that the patients have to use and embarrassed by the behavior and carelessness of some of the nursing staff. 
The most enjoyable part of Green Oaks is caring for my patients and giving them all I have to make their stay at this hospital the best I can make it and working with my fellow techs who also do all they can to make the patients feel they are actually being cared for instead of trapped. I love getting to know the patients in groups and assisting them in advancing in their health. 
If the CEO had any clue he would be very upset.

This is a great place to learn and get experience as a new grad. This is a very busy hospital and you get the ability to see all body systems. Unfortunately, the turnover rate is extremely high and the units are chronically understaffed. The grid is set for Med/Surg type units to consistently have 6:1 patient ratio and at times, charge nurses are taking full patient loads. As soon as nurses are hired, the ones who have been there a while are quitting due to burnout. Management does try to better the situation and is willing to help out on the unit, but this problem is systemic. HCA as a whole is more concerned about the bottom line and making a profit than it is patient care or its employees. The hospital is frequently short on phlebotomists, meaning that on top of taking care of 6 patients, the nurses are expected to draw all of the labs as well. There is a shortage on Patient Care Techs so you often are responsible for doing vital signs as well as all other care for your 6 patients. It has become a safety issue because there is simply not enough people to do what is necessary to keep patients safe. On a positive note, since employee turnover is so high, it is easy to move up if you stick around. It is very hard to change specialties or move departments at this hospital. Once you start on a unit, you are pretty much stuck. To end on a positive note, the teamwork here is great and everyone tries to help one another. 

I worked in the ICU at Medical City Plano as a travel RN. Their main goal is appearances to make it look to patients and families that they are in a nice facility getting the best care. As an ICU nurse with almost 6 years of experience who has worked in 3 different facilities, I would never send a loved one to Medical City Plano if they had serious medical needs.

From a nurses prospective, the collaboration and coordination between specialty care teams (ex. nephrology, infectious disease, cardiology etc.) is awful. While multiple doctors are assigned to a case, there is no communication between them and they expect the nurses to be their main line of communication rather than discussing patient cases with each other. From my experience, the lack of accountability is truly disturbing. 

Management priorities are focused more on computer statistics rather than actual patient care provided by nurses. While I agree it is very important to scan patients and scan medications, realistically there are many times barcodes are not available on all ointments and lotions bringing a nurses scan code down to 95% which gets them in trouble. In the meantime, we are providing life-saving measures and multi-tasking from minute to minute while comforting patients and their loved ones which gets overlooked by management. 

This is a for-profit hospital that looks more like a hotel for its customers and that reflects on where their priorities land. Don’t let the looks fool you.

HCA Medical City Dallas and Medical City Children's Hospital is one of the most profitable hospitals for a reason. They pay their employees very poorly and have a "do more with less" philosophy. With that said, they often stay understaffed for ancillary departments other than nursing but still expect the work to be done and patients to be seen without providing time for projects, research, or extra staff coverage for precepting interns. Management is lacking in true care for employees and often plays favorites. Despite all of this, you can build amazing relationships with co-workers. The worker bees in each department are some of the hardest working hospital employees around. They become your work family and make even low paying high stress jobs, enjoyable. Since Medical City Dallas is a trauma center, the acuity is some of the highest in the metroplex. This can be challenging, frustrating, and also incredibly rewarding when you're able to help heal the sickest of the sick patients. All in all, I'd recommend this place to work, just know you're going to be underpaid and if you're not a favorite of management you will likely be overlooked for promotions even if you're one of the hardest working employees in the unit.

Top Job Titles	Average Salary
Registered nurse - emergency room 86 salaries reported	$60.83 per hour
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Respiratory therapist 132 salaries reported	$51.57 per hour
Registered nurse - icu 149 salaries reported	$60.66 per hour
Registered nurse - medical / surgical 30 salaries reported	$48.50 per hour

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