order picker

registered nurse

health screener

screener

patient care technician

Methodist Health System

A typical day at work consisted of Radiology schedule, medication clearance and preparing patients for MRI'S, CTS AND MYELOGRAMS. I spent a lot of time with referring physicians and doing common administrative responsibilities including performing assessments, scheduling diagnostic procedures, obtaining preauthorization’s, reviewing medical records, and overseeing patient education. Among patient care and patient health, I also ran our weekly reports for all Hospital Diagnostic testing and sent out to our off site billing department. Throughout the day, I would register all diagnostic patients and screen all patients prior to appointments, whether it is over the phone of in person. Get patients ready for blood work (in accordance to myleogram protocol.) I was the liaison for all patients and all referring physicians in our hospital for the Radiology department. I was the face of Radiology department for Methodist Hospital.
As a Radiology Aide, I learned how to evaluate post and pre-procedure, assist with invasive procedures, and performing non-invasive fluoroscopy and similar procedures under the radiologist’s supervision. In addition to these tasks, I also evaluated diagnostic image quality, make image observations, and forward reports to supervisor and referring physicians.
My Radiology Manager was one of the most respectable managers I have had the opportunity to work with. He had enough confidence in me to manage my own schedule and my work. As a manager, he influenced me to utilize my skills and made my job as fulfilling as possible. At any point, if I needed him, he was always there to guide me and educated me on how to handle each situation in the future. He helped me tap into my nurturing side that much more and how to convey myself across the board among my coworkers, patients and doctors.
The hardest part of the job was working with the technicians. As part of my job duty, I was in charge of coming up with procedures and protocols on how to ensure patient health and patient care was always top priority. It was a battle to get them to follow instructions implemented by me. Seeing that I was new, it was always a constant battle explaining why and how this would help with patient care. I constantly felt like they were being lazy and in the end, it always came back on me to fix complaints/issues they had but would never help in rectifying them.
The most enjoyable part of my job was working side by side with the registration department. As part of my job descriptions, it was my job to register all Radiology patients prior to their appointments. At this point, I would clear all medications, surgeries and HNPS. In doing so, I was able to meet a great group of coworkers & patients. The basic human interaction that I was allowed with these amazing people helped me be that much more nurturing and understanding. I met a diverse group of people that brought so much joy to my days and months. It was a rarity that I had come across a patient that had a negative effect on my day. The staff that I was paired with exceeded all my expectations in a work place. Everyone from the billing department, the ER department and registration made the simple jokes, stories, and positive attitudes towards me.....a heartfelt memory.

Methodist Hospital System places more emphasis on "the ability to work in a fast-paced environment" than most hospitals, which suggests they are placing profits before patient safety. I found that to be the case, often feeling like I didn't have enough time to guarantee the work was safe and accurate. The daily workflow devolved simply into measurable units of work - metrics. This was reemphasized to me in multiple interactions, over and over. In my opinion, this will eventually lead to a crisis similar to other local facilities, when they fell under the microscope of the accreditation bodies such as CMS, the JCAHO, the Texas Dept of Health, and the Texas State Board of Pharmacy, to name just a few.

A typical day at work includes a pre-planned flow of clinical activities, to evaluate responses and potential adverse effects of various treatment regimens, an aggressive review of the patients' antibiotic regimens for opportunities to deescalate therapy, which is part and parcel of "antibiotic stewardship," something the JCAHO will soon be implementing as part of mandatory Medication Management standards. Much attention and time was invested in Pharmacokinetic Monitoring, appropriate dosing for renal and hepatic conditions, a firm investment of pharmaceutical resources in the solid organ transplant program, which is a large portion of this hospital's medical business, participation in providing the total parenteral nutrition needs of the patients, treatment of patients with cancer chemotherapy and appropriate coordination and provision of seamless care for patients transitioning back and forth from outpatient to inpatient, aggressive investment of resources into the Neurology/Neurosurgery needs of the patients, due to being a Level 1 Trauma Provider

As is usually the case, my coworkers were both the most enjoyable part of the job AND the hardest part of the job. Great relationships with coworkers can make a job so much better. We spend more hours of our day with them than we do with family members. Difficult coworkers simply make the job unpleasant, create polarization, are uncooperative, and make the tasks more complicated. During my time at this facility, I asked for interventions numerous times for "problem" workplace relationships, and never got a feeling that anything was going to be done to change the problem beyond lip service. Being bullied in the workplace is a very real, 21st century problem that employers will eventually have to address.

I learned a lot during my time at this facility, and believe that I increased my body of clinical knowledge many times over. The facility has a large Neonatal ICU, which provided an excellent opportunity for me to gain knowledge of this high-risk population, and best practices for providing pharmacy services. The provision of clinical services, and coordination of clinical services, is outstanding, but needs to be allowed to function appropriately.

A Typical Day at Work:
A typical day at Methodist Richardson as a pharmacy technician is marked by overwhelming workloads, insufficient support, and a palpable lack of motivation among staff. The understaffed environment often leaves you scrambling to keep up with tasks, with no room for error or reprieve.

What I Believe I Learned:
While my time here has taught me resilience and how to work under pressure, the overall learning experience has been hindered by the toxic work culture and lack of mentorship. Most learning is through trial and error, as management provides little to no guidance.

Management:
Management at Methodist Richardson is a major drawback. Favoritism is rampant, and there’s a lack of accountability. The director, in particular, is known for her cold demeanor and absence when her presence is most needed. She leaves the team to fend for themselves during busy times, contributing to a chaotic environment.

Workplace Culture:
The workplace culture is toxic. Gossip and backstabbing are commonplace, creating an environment of distrust and anxiety. Instead of fostering teamwork, employees are often pitted against one another, with many feeling that they’re walking on eggshells to avoid being the target of false accusations or punitive actions.

The Hardest Part of the Job:
The hardest part is dealing with the constant stress from unrealistic expectations and the toxic environment. The 7 on/7 off schedule with no PTO means there’s no safety net for illness or emergencies, making it nearly impossible to manage personal life crises without financial repercussions.

The Most Enjoyable Part of the Job:
The only redeeming aspect is the holiday pay, which provides a slight financial relief during festive seasons. However, this small benefit is not enough to outweigh the numerous downsides of the job.

In conclusion, Methodist Richardson offers little to no support for their pharmacy technicians, both professionally and personally. The lack of PTO, poor management, and toxic culture make it a challenging and disheartening place to work.

I worked for this hospital before Ohio Health acquired it.  It was a decent place to work but needed improvements.  I left this job as it became increasingly obvious that the current management is dedicated to having the least amount of staff as possible. This is obviously the priority.   They can't hire anyone because the reputation of the department is so unappetizing.  New grads don't want to work there because they see how badly new people are oriented, and they see that the lack of management allows for sloppy work ethics.  Experienced therapists don't stay long because they've worked at better places by far and any suggestions to improve the department are ignored.   Besides this, most of the therapists are burnt out, feel unappreciated, and feel little if any joy doing their jobs.  The therapists here are treated like knob turners and treatment jockeys.  
It's rare that an ICU nurse asks a therapist for their input.  To complicate things, the nursing staff is sub par when compared to big city hospitals where standards for performance are much higher.  Nurse practitioners side with the nurses even when respiratory treatments aren't indicated.  There is no Respiratory protocol driven therapy therefore treatments are given to patients for days and weeks without being reevaluated.  Staffing is kept at a "bare minimum" level so that when the ED has multiple traumas, there is an unsafe number of therapists to respond.  If someone calls off ill the work load is unmanageable because the staffing was so tight.  
When I left, I took a new job.  My stress level has decreased significantly!  I have time to spend with my patients.  I didn't realize how rushed I had been and how I'd become a machine.   I didn't have time to read charts, look at XRays and lab values at Mansfield.  I feel like a therapist again!

Be very cautious, ask the tough questions, and get everything in writing. If you are talented, Methodist Dalllas will lure you in with a nice-looking comp package and then try to curtail your actions so that they can try to justify their own corrupt actions.
They are failing miserably and are robbing Peter to pay Paul. They are only interested in appearing to be strong and competitive and have no chance of survival in this google-aware and quality-driven culture. They continue to make the same mistakes and are not serious about implementing permanent and proven solutions. They lead through intimidation and are not open to outsiders' suggestions. Most of those in leadership have only worked within this system (the Methodist way). They will use you to 'check' a regulatory box (so they can appear to be doing the right things). They expect you to go along and do what you are told and not question the very tainted leadership. You are suppose to go to the gatherings, eat, greet, smile, and keep your mouth closed.
What they don't tell you: not enough staff; no budget for continuing education or professional development; no budget to replace failing equipment; they are still using an outdated operating system; the wireless environment fails and most of the time you are prevented from doing your job.
The Dallas Methodist hosipital is connected to the DFW MHS, but is not connected with the other Methodist hospitals around the country. It gives other Methodist hospitals a bad name. If you are a newbee to healthcare, this is no place to begin your career. If you have solid work experience, you will be disappointed. If you are burned out and want to coast to retirement, this is just the place for you (if they last that long).
Do your homework. Then RUN, don't walk, away from this 'Good Ole Boy' sinking ship.

A Typical Day at Work
A typical day in a workplace grappling with issues of abuse and discrimination often involves navigating challenging dynamics. Employees may encounter microaggressions, biased behaviors, or systemic inequalities that can create a tense atmosphere.

What I Believe You Learned
Through these experiences, one can learn the importance of resilience, effective communication, and allyship. Recognizing the signs of abuse or discrimination can empower individuals to advocate for themselves and others.

Management
Management plays a crucial role in addressing these issues. Effective leaders should prioritize creating a safe environment by implementing clear policies, providing training, and encouraging open dialogue. However, if management is unresponsive or dismissive, it can exacerbate the problem.

Workplace Culture
A positive workplace culture fosters inclusivity and respect, while a toxic culture can perpetuate abuse and discrimination. It’s vital for organizations to actively promote diversity and create mechanisms for reporting and addressing misconduct.

The Hardest Part of the Job
The hardest part of the job often involves confronting uncomfortable truths about the workplace. Employees may feel isolated or unsupported when dealing with issues of discrimination or abuse, which can lead to burnout.

The Most Enjoyable Part of the Job
The most enjoyable part can be witnessing positive change and the development of a more inclusive environment. When colleagues support one another and stand up against discrimination, it can create a strong sense of community and shared purpose.

DATA ANALYST 3

Performed data entry, retrieval and archiving, report preparation and correspondence management relating to Physician’s PEER Review, Physician Reappointment for Credentialing and Patient Safety activities while ensuring each client’s (patient’s) privacy and confidentiality. 
	Fulfilled purchase requests cost effectively.
	Focused on the daily operations and special projects of the Division: Quality Services, Risk Management, Infection Preventionist and Employee Health Management for excellent customer service.
	Collected input, managed and evaluated data specific to Quality Improvement, Clinical Outcomes, Risk Management and Infection Prevention.
	Prepared meeting agendas, packets and meeting minutes.
	Researched, tracked, analyzed, monitored, prepared and closed transactions while ensuring data integrity.
	Collected and input risk occurrence reports and patient complaints into the Midas Information System.
	Generated follow-up correspondence as per facility policy.
 
METHODIST HEALTH SYSTEM - METHODIST RICHARDSON MC (CONTINUED)…
	Prepared post-discharge surveillance letters to Surgeons each period by utilizing the TheraDoc Information System or information received by the Infection Preventionist.
	Assisted with organizational compliance with all regulatory and accrediting agencies to assure continual readiness as specified by the Quality Manager, Risk Manager, Infection Preventionist and the Employee Health Manager.
	Coordinated repairs and work orders.
	Completed Annual Competencies including TST (TB) Employee Health Test.

I verified health insurance benefits from BCBS, Aetna, Humana and other multiple carriers to ensure each patient had access to the medical treatment that they needed along with medication allocations. Preparation for Joint Commission on the Accreditation of Healthcare Organizations evaluations was a brand new learning experience. Learning what requirements must be fulfilled along with understanding why those expectations are put into place to provide dignity healthcare for those in need. Utilizing Quadra Med Affinity programming and other interal programs for patient admissions, transfers, and discharges was eye-opening and quickly became apart of my daily routine. Electronic medical reporting helped to cut down on the paperwork and devote more time to the development of increasing the quality of direct patient care. Individual evaluations of performance indicators and outcome measurements were useful in supporting independent living upon discharge.

Methodist consistently works understaffed,,,Nursing, PCT;s, Respiratory, PT, EVS, Food Services, Lab etc. 

They have multiple layers in Finance, HR and other ridiculous titles I.e. Innovation, Wellness etc.The front line staff gets little to no help from the Admin Team and the structure is set up to do the minimum so long as they deliver a profit. Everyone Ancillary and Nursing) at Charlton says it is the hardest place they have ever worked. You have to do the work of more then one person.

They have goals under the 50th percentile for HCAHPS scores! Yet, they turn a considerable profit every year. They are not focused on patient centered care and excellence but on the bottom line.

Administration (Corporate) are not transparent with the staff. They preach performance but do not provide the support to accomplish the goals. The system operates on a productivity tool that requires them to perform at less than 25% staffing versus other like hospitals but do not account for the differences I.e. ER volumes, patient acuity etc. (main drivers/issues with staffing models). These issues make it more difficult to staff appropriately ( a sicker patient requires a lower staffing ratio 2:1 versus 7:1. They regularly staff at unsafe levels due to the constraints issued by finance/administration.

As an none medical staff, one would see the medical professional hard at work, no matter what teaks they were assigned.  despised of dissatisfaction of assignments, professionalism prevailed as always.  No matter how unreasonable the patient may be, the medical staff would always maintained their composure, and find resolution towards the issues.  Further more, the emergency department, and it staff would takes the crown in conflict resolution.  On one normal evening, a none breathing, none responsive overdosed patient was brought in by his friend, whom pleaded for medical assistance to save his dying friend.  The ED medical team work as in amazing unity, and bough the person back from the brinks of death.  Once the patient awaken, he begins to cursing at the ED staff to taking away his "high" and demanded to be release from the care.  As result, he left the facility against medical advise.  After the verbally abusive OD patient left AMA, the ED staff resumed their care to other patient in need as usual.  Since then, there has been many smaller memorable events that led me to believe that I am fortunate to be surrounded by such group of wonderful people with great ability, and kindness in their heart when providing care for people in their time of need.

Top Job Titles	Average Salary
Order picker 6 salaries reported	$33.51 per hour
Registered nurse 16 salaries reported	$43.81 per hour
Health screener 23 salaries reported	$34.72 per hour
Screener 3 salaries reported	$20.25 per hour
Patient care technician 4 salaries reported	$20.06 per hour

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