health screener

order picker

screener

registered nurse

social worker

NYC Health + Hospitals

I need to inform the reception the schedule for each day. When the patient comes, I am informed about that. I make preparations for the patient by making the bed, accetioning the patient, entering the information in the patient register and in the ultrasound imaging system. The patient is called in, explained about the test and test performed. 
The patients being children, sometimes need more time to understand the test is not invasive and to settle down.  If any abnormalities are detected, the physician is to be informed and made arrangements for the physician to talk to the parents.

After the physician reads, the report is printed and uploaded into the respective patient's chart by scanning.

There are some phone calls for appointments, rescheduling and some orders through the computer for pediatric and fetal echocardiograms. They have to be given according to the availability and urgency.

The soiled linen is brought to the linen chute by the next corridor.

Supplies are to be requested by phone or e mail.

Preventive maintenance for the machines have to be arranged.

During the Fall Semester and the Spring Semester, students come from the SUNY Brooklyn Ultrasound school. They have to be trained.
The co-workers are very nice and cooperative.  We work as a team and help each other.  

Sometimes, some toddlers take a lot of time to settle down. That is probably the hardest part of the job.

The enjoyable part is when they come back after the corrective surgeries. When some students come back and tell me that their examination was very easy because they learned a lot from here, it is very enjoyable.

Typical Day:

Daily management of the facility's risk management activities, which include managing claims against the facility, interfacing with defense legal counsel, administering the risk program daily, managing and analyzing risk management data, conducting risk management educational programs, and complying with TJC risk management-related standards such as environment of care and life safety, with the objective of controlling and minimizing loss to protect the assets of the facility.

Triage  events for severity/ sensitive, priority, and reportable status. 
Investigates incidents/accidents/events that could lead to financial loss, including professional and general liability for the facility.
Assists in reporting of patient care-related incidents to the Department of Health as required by law, direct investigations and development of corrective plans, submit required reports to Regulatory agencies  including City, State and Federal.

Assume responsibility for scheduled 24-hour on-call duty to provide direction and counsel to physicians, nursing and administrative staff on medical/legal issues.

Conduct staff education: training staff on reducing liability exposure. Staff are encourage to submit incidents, be aware of their role and responsibilities in reporting. TEAMSTEPP  model used

Workplace Culture must have: 
 - staff buy-in
- support from leadership
- having fortitude
- empowered staff

Hardest part of the job: 
- Managing resources
- Bureaucracy impedes progress


Most enjoyable part job:
Being a change agent: successful  implementation of new/revised polices/procedure/protocols and /or tools that facilitate a safer environment for all

Instructed  a 6 hr a week exercises for individuals with chronic diseases.
Participants were categorized by three groups A,B, aand C
A B low risk participants -there condition was controlled. These two groups were able to be challenged with modification of exercises.
Instructed an hour 3 times week for A/B.
Group C high risk  their conditions ranged from COPD,diabetes, stroke  survivors, amputees, I had to monitor this group, before, during and after exercising.
I had to be creative and use their body weight. Interval training, chair aerobics, and core strength were instructed by chair. By the end of the program , they were able to do a modified plank, and a push up.
I learned how to work under pressure. 
I was multitask. I had to make calls, prepare for the exercises, take out the equipment, give metro cards and snacks, and document their progress with the weekly meeting with the Program Director and Health professionals.
I conducted myself professionally and gave my colleagues respect. It was challenging but at the end of the day, my goal is to give quality service to the participants. I work for them. The positive attitude and respect motivated the participants to succeed.
The love what I do therefore, because I looked forward to coming to work, I over looked the negativity.
I learned to be creative, work under pressure and compromise.
The most enjoyable was to see the participants improve. e.g. In weight , confidence, chronic diseases were under controlled.
Exercise is a task, we worked together as a family and the results were priceless.

Pros: 
1. My former colleagues were patient and very knowledgeable. It was an honor to have worked with them.
2. Work itself is very easy due to the troubleshooting steps and one's basic understanding of IT.
3. Offers 4 day shifts.
4. Not constantly being under the microscope as long as one follows proper procedures and/or ask senior techs if needed.

Cons:
1. Work culture is very bad. Primarily focuses on keeping call queue to zero, does not seem to focus resolving caller's issue when calls are high thus callers will call back wanting progress update often.
2. Training needs to be longer than 2 weeks. As an analyst, we are in charge of determining trends, learning software functions/infrastructure installed, knowledge of IT in general, policies/procedures that vary for each hospital and so forth.
3. Constant reminders that calls are in queue and should be addressed. This will disrupt our trying to work down the queue.
4. This position was more Customer Service. Callers often will request for a request, complaint, and/or training. This would be fine for a call center if it was organized as such. But we IT techs are to handle these calls regardless unfortunately.

Conclusion:
This is not the worst place but a bit misleading. Please categorize this position as Customer Service and organize call center better.

Please give contractors a reason to stay. This place was designed to burn people out with short lunches and no breaks. Along with how convoluted a technicians job is with non-IT related duties. I would recommend having regular team meetings in regards to changes/updates to create an inclusive environment more often and a feeling of collaboration. Feels like I'm just there for the sake of being there when I'm working.

Pros: 
- 9 to 5; work/life balance
- Decent benefits (medical/dental, sick time, vacation time)
- Any unused time rolls over to the following year
- Pension (although, not so good for new hires)
- Occasional cost of living increases

Cons:
- A few good people carry the weight of many bad ones
- Generally, there are no raises, just cost of living increases, unless you change roles (there's no transparency about this)
- Cost of living increases do not happen every year
- There is no corporate culture that is upheld
- HR pushes paper, and does not partner with departments to strategize, add value, or enforce a level of professionalism and corporate culture
- If you are lucky enough to have a manger that will do your employee performance evaluation, it is not tied to anything like compensation or merit increases, so it seems pointless (what it is really used for is to document problem employees)
- There are no 360 performance evaluations to help uphold certain standards of professionalism and weed out bad managers
- High performers are generally not rewarded in any way, except with more work
- There is no standard/consistent approach to salary increases (some managers ask for them for their employees, some don't)
- It used to be you felt safe working in a government job (unless you do something unethical), but that is no longer the case
- There is poor moral
- Employees feel unsupported, unappreciated, unrewarded
- There are many people in leadership positions, that have no business being in those roles 
- There are no real career paths for non clinical staff
- There is no real interest in supporting professional development of staff
- Its a highly charged political environment
- Decisions by senior leadership are often made in a vacuum

Open, close and batch visits for appropriate billing. Report daily census and ensure that all CVR visits are closed appropriately. Schedule and cancel appointments on a daily basis as instructed. Notify patients when a provider is not in the office practice department (OPD) and reschedule them. Answer phone in the OPD and handle calls appropriately. Conduct reminder calls for patient’s upcoming appointments on a daily basis and collect necessary updated demographic and insurance information. Update all patient information in WEBTERM/Unity System. Treat patients in a courteous and respectful manner, placing special regard to confidentiality. Obtain general consent and scan into QMED. Educate our customers by explaining to expectant mothers the benefits of the Prenatal Care Services. Enroll all uninsured and underinsured expectant mothers into Prenatal Care Services. Closely monitor appointments for the purpose of enrolling patients into Prenatal Care Services. Knowledgeable about the different HMOs we have contracted with. Develop monthly statistics on all Prenatal Care Services applications. Cover clerical responsibilities in the clinic setting, as necessary.  (Schedule appointments, cancel appointments, open and close visits, etc.) Access and utilize the electronic medical record (Soarian, QMed, as needed). Cover other OPD clinic areas under the Department of Women and Children’s Health, which include flexible hours and evening coverage. Prepare Medicaid Insurance Applications for pregnant women.

This place is horrible! I would never recommend anyone not even my enemy to work here!  Full of incompetent people from the top to the bottom and all in between.  The culture is very tribal and full of nepotism!  They dont pay for continuing education, the educators are a joke literally! They are 30 plus years out of practice. Theres no accountability.  The RNs act like they bought they license from behind a dump truck.   Transfering to another department takes forever especially if your a good worker they hold you in one spot to make u suffer.  No team work, no one to back you up in situations.  They staff is very split and brown nose to the poor management.  The doctors are extremely inexperienced and arrogant.   They lack proper training and assessment skills.  You definitely will know more than them as a provider and you will have to constantly double check the orders because they will order night time in the day and order meds that clients are allergic to.  I have been tryimg to leave for ages but because i have worked her so lomg and havent really advanced my skills I have limited options.  I took this job cuz I needed security for my family. But i am determined to leave. Smh i could go on and on about the negatives but the positive side is if you manage to work there for 25 years without being fired, or driven to insanity, you will get a nice pension.  Oh one more thing...the pay is poor and extremely low, its just above receiving public assistance.

I will start by saying that I do believe that neither party was a good fit for the other. Overall, I would describe my experience with Gotham Health as an unpleasant one. In my experience, the administration as well as many employees cultivated an environment that thrived on toxicity, pettiness, and gossip that was not conducive to success. There was consistently a lack of direction and inability to articulate in a clear and succinct manner policy changes, procedures as well as overall goals by the administration. There was a high level of disorganization and lack of transparency – information was repeatedly shared via gossip instead of a formal message from the administration or managerial staff. Questioning inconsistencies and requesting clarification was frequently met with defensiveness. When concerns were raised or requests for assistance made when feeling overwhelmed to administration, managerial staff, coworkers, and even executive suite staff, they occasionally went unanswered or consistently were inadequately addressed. Again, from my experience, Gotham Health is not a welcoming place for early career professionals. There was no desire to nurture young professionals, and furthermore, employees including managerial staff degraded and disrespected instead of constructively criticizing when appropriate.

NOTHING, and I mean NOTHING is great about working for NYC Health and Hospitals besides the BENEFITS. Management is extremely poor at communicating and overall how they treat their staff. (Kings County is the WORST employer) HR conducts an orientation praising how great working for Kings is, how you can talk to HR about anything etc etc pure BS !! HR is NOT on your side, HR is for the company and will 100% take your manager’s side, if you can speak to your UNION with any work related issues, HR will ACT as if they’re investigating the situation and next TERMINATE you. Work environments become extremely hostile and everyday you’ll feel like quitting, it’s beyond me how EVERYONE at a workplace can complain and hate it every single day. NO RAISES. No matter how hard you show you work, you will not get a raise. They will have you doing a million duties THAT IS NOT IN YOUR JOB DESCRIPTION for little to no pay. Save yourself the stress and headache, because working here especially at Kings took a toll on my mental health. Stay here ONLY for the experience, to say you worked at a hospital on a resume but you’re better off working for a private practice that values their employees and the pay matches your work duties, NYU, NYP, Mount Sinai etc. 

The New York City Health and Hospitals Corporation (HHC) is a public benefit corporation with $6.7 billion in annual revenues.  It operates 11 hospitals, four nursing homes, six diagnostic and treatment centers, and more than 70 community-based primary care sites, serving primarily the poor and working class.
HHC is the largest municipal healthcare system in the United States with roughly 4,500 acute care beds.  It has a vast ambulatory care network that encompasses 5 million outpatient visits annually.  Nearly two million of those are primary care visits.   Each year HHC's facilities provide about 225,000 hospital admissions, and more than 1 million emergency department encounters.  Through its wholly owned subsidiary, MetroPlus, HHC operates a Health Plan which enrolls more than 400,000 members in Medicaid, Medicare, Child Health Plus and Family Health Plus health insurance programs.  HHC Health and Home Care also provides in-home services for New Yorkers.   HHC facilities treat nearly one-fifth of all general hospital discharges and more than one third of emergency room and hospital-based clinic visits in New York City

Top Job Titles	Average Salary
Health screener 1980 salaries reported	$40.81 per hour
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Registered nurse 36 salaries reported	$96,677 per year
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