registered nurse

licensed practical nurse

nurse practitioner

registered nurse - emergency room

certified medical assistant

MultiCare Health System

This facility operates with a turn-and-burn mentality, making it an incredibly high-pressure environment. I was hired as core staff, but one major issue is their preceptor program for new grads. If you're an experienced nurse, expect to be treated like a student rather than a colleague. Preceptors may lack the ability to differentiate between a new grad and an experienced hire, resulting in condescending and disrespectful behavior. You’ll likely be oriented by an ED nurse with only two years of experience, including their time as a licensed nurse—hardly sufficient to precept in a specialized area like the Emergency Department. These preceptors often have a rigid approach to nursing, believing there is only one correct way to do things, leading to unwarranted negative feedback to management. This creates a toxic learning environment, where mistakes are assumed rather than guidance provided, making it extremely difficult to learn the hospital's system without unnecessary obstacles.

Work Environment & Staffing Challenges
The staff consists of a mix of travelers (some who stayed on as core staff), active travelers, and new grads from their internal training program. However, experienced nurses have a hard time staying due to poor orientation practices and unrealistic expectations. If you are an experienced ED nurse considering a position here, expect a lack of clarity in orientation expectations. To succeed, you should already be highly proficient in EPIC, Telemedex, and Pyxis—even if you've never used them before. Management and staff will expect complete proficiency in all systems and internal processes from day one, with little patience for learning curves. There is also minimal assistance with patient care, despite having float and break nurses—who primarily help those they already know.

Workload Expectations & Reality
As an RN, you are expected to:

Pre-register patients (identify, bracelet, and room them).
Transport patients to imaging and other units yourself because every patient is placed on a monitor per policy.
Manage 3-5 patients (often more), despite being told during interviews that 3 would be the norm.
Handle critical 1:1 patients (e.g., blood transfusions, multiple pressor titrations, high-acuity geriatrics with bedrest orders).
Absorb incoming EMS patients immediately if one of your beds becomes available.
Essentially, ED nursing here feels more like an ED hold position, where critical patients remain under your care for extended periods, while additional critical but undiagnosed patients are brought in.

Departmental Inefficiencies & Frustrations
Emergency techs cannot start IVs (unusual in many states) and primarily focus on stocking supplies and assisting physicians. Expect difficulty finding one for patient care support.
Techs cannot transport monitored patients (and since all patients are on monitors, you're on your own for transport).
Supply organization is poor—items rarely where they should be, causing unnecessary delays.
Imaging does not transport patients due to understaffing.
Pyxis medications are stored in multiple locations—check the MAR carefully.
Pharmacy must review medication orders, leading to delays unless marked STAT.
Patient Volume & Census
The ED sees over 200 patients daily, serving a community of 1 million people with only a few hospitals in the area. The majority of the patient population consists of residents from nearby assisted living and convalescent facilities, meaning a high-acuity geriatric census.

Advice Before Accepting a Position
If you're considering this ED, do a travel assignment first before committing to core staff. This will give you insight into their expectations, workflow, and culture. Better yet—avoid travel assignments here altogether. The ED Director has openly expressed disdain for travelers and agency nurses.

Core staff only receive 9 days of orientation, with the first 4-5 days wasted trying to piece together their system while training nurses hinder you rather than help you due to their own patient load. While I understand why they lack patience to orient new hires, the expectation to function as a fully integrated team member from day one is completely unrealistic. This lack of structured onboarding makes it difficult for new experienced staff to succeed, leading to high turnover and staffing issues.

Final Thoughts
This review is not a disgruntled rant but an honest perspective from an experienced nurse who understands the difference between a challenging workplace and a system designed for failure. Poor management, inexperienced staff, burnout-level patient loads, and an unrealistic onboarding process make this facility a serious risk to your license and professional well-being.

If you’re looking for an extreme challenge and are already accustomed to chaotic, unsupported work environments, this might be for you. Otherwise, proceed with caution. You’ve been warned.

If you're looking for a place where you can only work 3 days a week for 12 hours a day and still have full-time benefits, this place is okay. Though, it's very likely that you'll get suckered/guilted into working an extra shift at the last minute (with no bonus aside from overtime pay) at least twice a month.

I would like to hope that things have gotten better but their is high turnover and it seems like this company barely stays afloat. Communication between departments, management, and employees is often very poor, with key information not making its way to people who need it until way too late. I've even had someone in one department tell me they don't bother sending emails about common issues due to the likelihood that the emails would go unread!

They may say they pay competitively, however staff at Multicare Indigo clinics start higher than most at Immediate Clinic. Breaks are almost non-existent because of the nature of urgent care, plus it's hard to take a break when the clinic is understaffed. With the policy of not being able to eat at the front desk (though this policy is often ignored), it is nigh impossible for the receptionist to eat any meals without scarfing them down quickly in the break room.

Management started out great: willing to listen to and accommodate employee concerns. Unfortunately, it quickly devolved into caring more about money and less about people. Also, they haven't been able to be consistent with requirements for raises/promotions, which is extremely frustrating.

Once in a blue moon the culture is good, productive, and positive, but most of the time people are complaining about having to do the work someone else should have done, or they're dragging their feet because they don't want to deal with x, y, or z condition/procedure. Also, patients are often super impatient and rude, especially if they thought their insurance was better than it actually is.

The hardest part of the receptionist job is dealing with/managing the volume of clients (especially when understaffed).

The best part of the job is getting to help people in a minor (and sometimes major) health crisis get the care they need.

During my tenure at GSH IR as an LPN I would say that it was by far the best opportunity I was ever offered before continuing on in my education. The most notable things I can remember there were these. The employees, leadership and physicians.  The teams that they had GSH ,during my time, specifically that are in the IR department or ancillary to imaging were incredible. Every day I arrived for my shift I can recall remembering “today I learned something new and it’s awesome!” The amount of knowledge that revolves around the nursing staff that I supported and the willingness of the physicians and nursing to provide “teachable moments” or pathophysiology of disease processes and what interventions are used and why, blew me away. The nurses there were amazing, they took me under their knowledgeable wings, mentored me, and pushed me to take the next steps from being an LPN.  The leadership. Wow. My direct supervisors were incredible. Both were former military and you could tell they lived the mission statement of GSH to their core. Both were extremely professional at all times. I respected them immensely as my leadership but felt comfortable enough to speak frankly about any issues that may have arisen. They solved or explained any issues in a clear, concise and respectful manor to which I was extremely grateful for. The physicians. Again I must reiterate the level of gratitude I had during my time there to work so closely and get to know them on a personal level. My knowledge level increased a hundredfold. Working in tandem, assisting and even scrubbing in for procedures was probably the highlight of my LPN, hospital time. The work was difficult at times however the people, the atmosphere, and leadership made it a place that I will always remember as more than worth it. Applying myself at a 150% level was easy to do because I genuinely enjoyed being a part of that team. To a prospective employee joining that team I would offer this, dive in head first, use all your critical thinking skills, try to plan 2 steps ahead of what is directly in front of you and never ever be afraid to ask questions. If you do these basics things, the skill set and knowledge base that you will earn? Trust me, is second to none.

Indigo offers three 12-hour shifts each week. These shifts tens to really be 13 to 14 hours long with rare breaks. The company is vastly under staffed yet continues to open new clinics. Every day for weeks they have had to close 1 to 3 urgent care locations due to not having enough medical assistants or providers. They refuse to reach out a day in advance when thwy are closibg your clinic, instead waiting until 7AM to notify you (you should be at work by 7:30). I have yet to work a day where the staff doesn't complain about the organizations lack of staff and disorganization.

They offer MAs an extra 300 dollars to work overtime which simply leads to higher rates of burn out. Management doesn't clarify expectations and has no backbone to get rid of those who call out regularly or don't follow through on responsibilities. They expect staff to do front and back office as it is the "Indigo way" and fake their door to door times by not checking patients in fully until thy2 are brought to the exam room. 

To top it off, they recently opened a new clinic in Aidway Heights that doesn't have internet capabilities needed for more than one person to be on the system at a time. They are on a cellular-type of wifi (questionable on security of data with this) and unable to work efficiently.

Additionally, you will be documenting the same info into multiple systems. For example, scheduling patients in SOLV and Epic, texting patients 2 days after their visit on SOLV and then going into a separate program to swarch flr the patisnt and remove them from call back manager for "points".

There is nothing efficient about this organization. It is run from the west side of WA state and communication isnt clear across the board. Their internal intranet is ghastly slow and makes even checking your email cumbersome and time consuming. 

Don't work here. Run the other way!

As a former manager at MHS, I can tell you the place grinds its managers into the dirt with tons of turnover (not just my impression).  The C-Suite tries to run the operations at the front-line level (wasn't I hired to take care of that?).  It was an endless pile-on of meaningless, and ever-increasing admin tasks, which took up so much time, I was more focused on these accessory functions rather than focusing on my team and assuring they had what they needed to do their jobs.
     Regional managers posses little formal education, or inappropriate education, to be in those roles.  My Regional Manager was a phony giggler-girl who was totally unauthentic.  She was such a micro-manager, she would literally dictate my e-mails for me when were together.  As a result of college and grad school...somehow I think I can handle my own e-mails. 
     Every quarter there was a "management engagement forum" at a local venue which was a system-wide meeting for all management.  It was very well done (good food and nice venues), but they were essentially little more than Ra-Ra pep rallies for the company introducing the next "flavor of the month" initiative. When I looked around during these events, 80% of the managers were on their laptops trying to get stuff done--the remainder had that glassy-eyed look obviously wishing they were elsewhere.  At some events, the wi-fi was turned off in an attempt to get people to pay attention to the dog and pony show, but people were then on their phones trying to get things done. The consensus of managers I spoke to was they, like me, found these events wastes of time. 
     Don't get me wrong as it wasn't all bad, but but as someone who's been in healthcare their entire career...I'd think twice about a management role with this organization--that is, unless you enjoy the feeling of drowning every day. Best of luck!

Integrity. Honor. Oath to do no harm. Well, folks if the above characteristics mean something to you, look elsewhere. MC as an overall company might be a great place to work, I can’t speak to the overall, I can however, speak to Behavioral Health. They’ve created a monopoly in the S. Sound and have implemented policies that negatively impact clients and clinicians in ways that create a “roll-em in and roll-em out” culture. Use of LifeSize as their platform for telemedicine, the unequal division between what licensed professionals can do (only what’s billable) VS those who are not licensed/paneled (& see clients with Medicaid). Pay is $25-$27 for licensed staff. Benefits are decent. Ironically, they closed the commercial (licensed clinicians) department & integrated them into other departments all the while, lowering their pay which resulted in the loss of 11 therapists, leaving 6...three of whom have left (all with NDA from the closing of the department- thankfully, at least 2 didn’t sign the agreement so the truth could be told). What a mess. Please do you research-look up lawsuits and other billing practices (hint, billing practices were a factor in why many licensed clinicians, left). Know that if you do telehealth from hone, every second is monitored & recorded-if you have a 60 min. Session, don’t go under and especially, over that time. Keep it simple and just do exactly 60. And, document everything you do. Keep all of your emails to management. Document EVERYTHING & save it separately from your work email. Trust us, it’s the best advice we were given by a well know attorney. Best wishes to you! 

I worked at MultiCare for two years as a CNA float, and my time there was both rewarding and challenging. During my first year, I was based at their smaller hospital and received excellent training that helped me develop my skills as a CNA. I am forever grateful for the experience I had in that position.

However, there were some issues that I encountered during my time at MultiCare that I believe need to be addressed. One of the main challenges I experienced was with management. Despite their promises, management often failed to follow through on necessary paperwork and bonuses, and HR was not helpful in resolving these issues. For example, I am still owed a $900 COVID-19 bonus that I was promised but never received. Despite my efforts to resolve this issue with my former manager and HR, I received no response or assistance.

In addition, when I transferred to TGH in the hope of better management, I was disappointed to find that the situation was even worse. I was often put on the schedule with little to no notice, and there was a lack of training for specialized units. This made it difficult for me to provide high-quality care to my patients, and it also contributed to a high turnover rate among CNAs at the facility.

Despite these challenges, I was able to make a positive impact in the lives of my patients and colleagues during my time at MultiCare. However, I believe that the organization could benefit from addressing these management and retention issues in order to improve the experience of their staff and the quality of care they provide.

How do I get resolution to this feeling of absolute betrayal by the hospital group I used to work for?! I offered my required four months notice clear back in August as I was burnt out on the hamster wheel of outpatient primary care. At that time I sent emails inquiring about how my resignation at the end of November would affect my quality bonus that I had worked so hard for. I took pains to complete extra documentation to meet their metrics. I spent extra time making sure that HCC measures were addressed with some of the highest rates of completion within the office. These efforts certainly contributed to my burnout. I maintained those measures in good faith in addition to providing the best primary care I could for the next 4 months assuming that I would be fairly compensated at the end of the 11 of the 12 months of the year I worked. I researched but was never able to find the issue addressed in the documentation I had initially received about the quality metric program. I never got answers to my email inquires and resubmitted them on multiple occasions. I have now been advised that because I was not employed on 12/31/21 I am not eligible for that bonus and there is no room for exceptions to their policy.  I want to scream from the room tops that I will never work for Multicare again and warn anyone from considering it but even that doesn’t feel like enough. Instead I just feel taken advantage of and betrayed.

The first thing you would do on a typical day would be restock your exchange carts as assigned per floor. 
After that, you work where you are needed.  Either working in the Pre-sort area sorting soiled linen or working in the linen department itself running dryers, ironers or folding linen by hand.  
If any floors within the hospital  called needing more par, you would count, then record that information then do the delivery. 
Management was dedicated to the customer service, which I felt was incredibly important and every now and then they would remind their crew they were appreciated with little things like Ice cream or potlucks. I t was good to see that kind of balance from the management team. My co-workers were great! We were a team working hard, yet enjoying each others company along the way.
The hardest part about the job, was when summer came, not only was it hot outside but really hot inside. At times your energy level suffered. The best part about the job was you worked within a group but also individually. I enjoyed that a lot. The one thing that I really enjoyed and at times was a great motivator was we could listen to music during our shift! It was one boom-box and one station, some days the music was loud and folks got silly while still being productive and some days we didn't necessarily listen to it all night, but everybody had a chance to listen to their choice of music out of sheer respect for one another.

Listen I loved my job it was great as a whole Multicare provides amazing heath benefits and 401k and other stuff but the department I worked for and Multicare as a whole has a terrible leadership problem. Almost every one has burn out and it’s truly just draining working in heath care in general. I worked in the pulmonary department and the mangers where horrible they where constantly passive aggressive treating you horribly if you called out or where a second late if you where have a general medical emergency and needed to leave work or wouldn’t be able to make it in they marked you down on your yearly review they never give raises and threaten to hold you for up to 6 months if you try to transfer departments (yes they can actually do that) the favoritism is actually insane people would go around yelling trash talking spreading drama about other coworkers and never get in trouble but the moment someone defended themself you got in trouble any department you work in you will get belittled for a “inclusive” and “welcoming” environment it it’s not any of those they dump more work on you then you can handle and then get mad when you don’t get it done literally everyone in my department was ready to quit and leave or try to attempt to transfer and just the pulmonary department was horrible I would never ever recommend someone to work there. Again being a PER was not bad I loved what I did as a whole just looking at the job but I hated who I worked for and it made me feel like I could never come back to work at Multicare 

Top Job Titles	Average Salary
Registered nurse 32 salaries reported	$57.35 per hour
Licensed practical nurse 30 salaries reported	$35.30 per hour
Nurse practitioner 50 salaries reported	$151,020 per year
Registered nurse - emergency room 8 salaries reported	$64.98 per hour
Certified medical assistant 36 salaries reported	$29.21 per hour

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