registered nurse

registered nurse - medical / surgical

registered nurse - emergency room

ct technologist

nurse manager

Yale New Haven Health

Great institution to work for, however the department is seriously lacking qualities that would make it the best place for therapists to work for. Yale New Haven Health employs the MOST respiratory therapists in the state of Connecticut. However, the management at the York St. campus that oversee Yale New Haven and St. Raphael’s believe in sleep deprivation as your sacrificial right of passage in obligatory rotation of 50/50 scheduling for the first year, scheduling on holidays off, scheduling on days specifically requested off, scheduling fake days so you come off a night shift at 7am then work a day shift the next day, and countless other manipulations to increase the already stressful understaffed environment they work in.
Although they have some of the brightest and experienced therapists as management and supervisors, they refuse to back therapists in events where therapists 150% did the correct thing. 

This department does not back the respiratory profession and would rather see ppd placement from their therapists rather than an intubation team, full time educators for the actual therapists, transport therapists for their pediatric population, or other progressive ideas they as a department have been asked to fill. 

Luckily the staff here all succumb to the same suffering and therefore create a family like bond. Some of the most intelligent people I know work in this department and I have gained a lot of knowledge through working beside them. Because of the phone system it is easy to call a friend on the other side of the hospital to brainstorm ideas for ventilator management, help setting up equipment or when you need a second body to push nitric while you transport a patient on a ventilator. Supervisors will typically sit upstairs while the person who already has a 3 person assignment offers to help a neighboring colleague. Working in a hospital with so many icu’s also has advantages if you’re looking for critical care experience and get bored with floor therapy. 

Our department is severely under staffed so shifts requiring 33-35 therapists have more like 20 working. Overtime is unlimited due to the therapists that have found different opportunities and have left their full time positions here. 

If you are a new grad and just need a job, there are good points:
-Because there should be so much staff on, you generally get your vacation picks. Get hired now before the next 21 open positions so you have more seniority. New hires if you start before July you can get 3 weeks! 
-The clinical ladder is beneficial because you will get raises every year unless you have tardies, too many call outs or other points against you. This is also beneficial if you want to move to any other hospital/state if you are classified as a level 2 therapist due to your neo/ped/adult and 2 year experience.
-The prestigious name alone of working at Yale will most likely assist in your likelihood of being hired at any other hospital in any other state.
-Unlimited overtime and benefits of working for such a major institution (look up tuition reimbursement for what you want to go back for as there are limited programs with 100% reimbursement however or have it included in your written offer letter/email so management cannot refuse approval of days/times off for scheduling).
-Experience working in multiple icu’s, emergency interventions, or with anomalies you wouldn’t typically see everyday. 


Make sure you know what your expectations/requirements are before signing onto any position!

My entire experience in YNHH spans over a decade. If you were a quiet person you were basically railroaded despite whether or not you did your job effectively. Required administrative work "to be done in your own time if your career is important to you" even after being expected to complete 12h days - this for just keeping your job...not advancement.
Management only clicks with those who brown-nosed. Ive observed bullying of mid-level providers, nurses and other associates -- what is the real answer for them? Nothing that keeps their jobs. Its all window-dressing as far as whether middle Management really CARES about you as a human being (employees).
They want square pegs for square holes, round pegs for round holes...and if you don't fit in...you get pushed out. Ive seen professionals try to stand their ground only to be set up, hunted down, overly-picked-on. For example, no one is perfect and we all make similar mistakes from time to time - if they want you out - they emphasize only your mistakes. By the time theyre are finished Ive seen people actually believe that they are sub-par. Ive had the advantage of providing references for a handful of these professionals and I am proud to have helped them recover.
No praise for a job well done. This applies to Middle Management only. Co-workers are fantastic. Great Nursing support hospital-wide. Great BA's. Great transporters, etc. Its the definite lack of respect from middle Management... its like they are keeping their job security in place.
Lastly, the clicky, gossiping, nit-picky individuals seem to always come out on top.
I had enough tenure to escape with my integrity and reputation, Ultimately these events are why I left. I wanted to leave many times over the years but didn't have the opportunity.
Starting out here is good, because they seem to give a lot of leniency to newby's - because they get long hours out of them. But by the time they begin to have family's and be a human being again -- it starts for them too.
Yale is ahead of most other institutions with EMR methods and how the institution works as a whole only because they were singled out - by CMS for infractions. They fixed the problems and its a smooth running institution for patient care. But that doesnt make them any BETTER than any other hospital. There was a time that I would NOT have recommended bringing my family or friends to YNHH. Now the hospital provides excellent care.
Over the last few years they have hired a large amount of young new graduates as MLP's. Its been difficult with the immature attitudes that are further contributing to the gossiping and bullying.
Go there for the experience, it's like no other. But once you have had it, you've had enough. My experience there was provided by the awesome colleagues, nurses and support staff. But it's the caring staff, not that they get any praise for it.

Yale is growing for sure. There are many opportunities for many health care professionals to choose from, the problem is the hiring process. You will first meet with the HR department and they will have you sit with the department manager. The department manager has your resume and letters of recommendation, with evidence of a great work ethic, a punctual status, complete detail of the personality and cross-trained in different specialties. The department manager is asking questions already spelled out on the reference letter and resume.  Some of these managers are asking a seasoned LPN if he/she knows how to take a blood pressure and asking about customer service. The position most likely being interview for is a float position. The manager states being in the float position requires someone who can transition from place to place. This is a great opportunity for the new hire, so what is the problem here? 

I have to wonder if the managers are being trained properly. Several questions the managers ask are simply amazing. Also, the training process is very undesirable. Yale will place you with someone he/she thinks will be a good trainer and then that person is on the phone with his/her mother, gossiping with co-workers, complaining about the weather and then goes back and tells the manager the person they sent her/him is not working out well. 

Try to get a log-on ID right away! Ha! you'll wait for about 2 months, cause someone in the management department is really not on top of your process nor does it really seem like he/she cares enough. 
It is such a disarray of problems and issues. The training process is very disorganized and Yale will have you go to many different offices with different people, and guess what, everyone has his or her own interpretation of how to fill out the EPIC screens or how to ask the patients regarding the history, medication taken and so on. 

It is an enigma Yale has not implemented a professional and direct approach with formal policies and procedures to ensure an universal work ethic. The hiring process should be uniform across the board and should not deviate. A training check-list should be implemented and a competent manager should ensure all new hires are being  trained efficiently. 

I shiver to think about the patient's chart and how disorganized and incomplete it can become, if not already. 

A company is only as good as the workers on board.

I love coming to work.  The Child Life Department, of which Arts for Healing is a part, prepares a list of eligible patients for me, both room-only and candidates for Storytime, my group program.  My dedicated volunteer and I prepare the playroom for the 10:30 a.m. gathering.  There is a different theme each week, of which there are 60-plus available to use.  Because of my years of experience with young children, this is always great fun, especially if there is a good crowd (not optimal, of course: we wish good health for all!!).  Before and after Group, we visit room-bound children, giving them books, toys and projects to help them pass the time.
     My two bosses are the two best I've ever had (really!).  They are flexible and willing to help whenever it's feasible.  Child Life is the field I might have gone into if it had been available in my day; they have knowledge and expertise for the hospital setting, a smart and select group.
     The hardest part of my job is putting what I do into identifiable goals during monthly supervision.  I am meant to have yearly goals, (and not just to organize my closet!).  It is a worthy idea since being static never leads to breakthroughs.  Still, I get enmeshed in DOING and am not as good as I would like at projecting/imagining.
      The most enjoyable part is the time I spend with the families and the sense of satisfaction I gain in easing at least a little of their sometimes terrible fears and struggles.  I only wish I could do this more often.  Families of younger children sometimes ask about this.

A day in the office requires both planning and flexibility, independence, professional skepticism, drive, persistence and ongoing face-to-face, written, and oral communication to provide support, recommendations, and feedback to team members, internal and external customers, and keep  management up-to-date on various mission critical and operational initiatives.  

Over the years, I've been given many opportunities to strengthen my expertise in MS Excel, MS Access, annual Audit Work planning and Report writing, becoming the go to employee for various consults, creating and providing guidance on various reporting analytics (SAP Business Objects and Epic) for end-users, leading audits and reviews independently, presenting to and collaborating with senior management on numerous initiatives.  I've learned if you are a self-starter and a team player, opportunities to challenge yourself and others will be handed to you on a silver platter.  Persistence pays off tremendously.

Management encourages each exempt employee to have an open door policy as well as weekly one-on-ones with our manager for formal and informal discussions.

I could not have asked for better co-workers.  The hardest part is navigating the culture and the most enjoyable part is seeing how each YNHHS employee makes a difference in the lives of its patients and employees to meet and exceed the needs of the local and international communities that YNHHS serves.

I am a hard working individual. Work as a team player or individual.
Hands on person, will take on any challenge and if I do not know the answers, I will get the answers in order to complete the job, project or give a response to someone. My resume clearly states my knowledge and skills. I love working with people and taking on new challenges. I am well organized and like to color code everything. I am a leader and very good as a coordinator. Strong computer skills, able to train staff, prioritize and assign work. Interact with people of all ages. I handled myself in a professional manner.

The hardest part of my job is not being used to my fullest potential. Not being able to take the job and run with it. Independence. Being in management is being able to do your job and those whom work for you. Being able to make the discussion as required. Always treat your employees with respect. No question is ever to small. Know when and what to keep confidential. If your treat your employees with respect, praise them for a job well done, you will fined that they are willing to work harder for you and will not get lazy on the job.

For know I can not reply on the most enjoyable part of my job. I was recently acquired by Yale and placed in a position that does not utilize my knowledge and skills to the fullest potential. It is very difficult to take a back set when you are used to always be in the front lines and a go getter.

typical day starts with"Huddle" where the managers meet in the hall with all staff, (RN and Technicians) to give updates of possible issues for the day, review of previous days issues, and staff issues (birthdays, death of a family member). I learned so much rotating through all the areas: Central Line placements, IVC filter placements, Nephrostomy tube placements, coiling bleeders in trauma patients while maintaining drips and blood transfusions, placement of Gastric tubes, de clot AV fistulas. Favorite room was Neuro radiology with a stroke code. Had to work quickly with the technician to set up equipment table. Patient arrives, quick neurological assessment, documentation, Neuroradiologist working quickly threading wires and catheters, shooting contrast, taking fluoroscopy pictures, find the clot or bleeder and remove or embolize. Best feeling to see the patient start to respond post procedure. The radiology technicians were amazing, I learned so much from them. Hardest part, earning the trust of the radiologists, one you did cases just flowed. Loved that we could play music in the rooms. Most patients were semi conscious and we would ask them if they wanted to listen to music and what was their choice. Some would sing, made for a wonderful bonding. Hardest part: being on call. Between PACU and IR I've done call for over 35 years

The only pros are the unlimited overtime due to all the therapists leaving and the experience you’ll get with critical care patients. 
If you apply here, plan on rotating 50/50 the first year. That means at least half of your schedule will be nights and the other half day shifts/evening. After that, it’s a free for all. You could work 3 different shifts in the same week with fake days off inbetween. They refuse to allow you to switch to permenant night shift as a new therapist so you must abide by this schedule. If it’s your holiday off, they still schedule you on at 11pm to avoid giving you the holiday off. There are only 40 hour positions available, so 2 12 hour shifts and 2 8 hours. You will also be rotating to St. Raphael’s. You could work 8 hours at one hospital then have to hop on a shuttle to finish the last 4 at another hospital. 
For work units, you’re looking at one hospital needing 30+ therapists for a day shift and only having a little over 20. Or night shift requiring 25 and only having 15. Management/supervisors stay upstairs ignoring the problem when therapists are doing the work of 3-4 people.

Management appeared far more focused on productivity numbers and cutting staffing costs than supporting bedside nurses or maintaining safe patient care. Nurses were routinely expected to take on heavier patient assignments with inadequate support, creating an exhausting and unsafe work environment. It often felt like the goal was to staff the unit with the fewest nurses possible while continuing to increase workloads, seemingly prioritizing budgets and end-of-year bonuses over both patient safety and staff well-being.

Favoritism and workplace cliques created a toxic culture where some employees were treated very differently than others. Management was frequently unavailable during difficult shifts and offered little hands-on support when the floor became overwhelmed. Communication between leadership, nurses, and providers was poor, morale was extremely low, and burnout was common. Oncology patients deserve compassionate, safe, and properly staffed care, but the conditions on this unit made it difficult for nurses to provide the quality of care they wanted to give.

You have to keep in mind that Yale New Haven Health Systems has over 20,000 employees, and therefore, although it has been recognized as one of the state's best places to work, it all depends on the department in which you work. The place is massive with many departments. It can't be all good. There are some departments that have a higher staff turnover than others: Environmental Services, Medical Records, Child Life Program, Care Management Department, etc. to name a few. This is a clear indication that those places are not great places to work. Also, in terms of advancement for those who are non-clinician, the picking are slim and competitive. Anyone who is not a clinician is not as valued as a nurse, doctor, physical therapist, etc. But again, it all depends on the individual department, but Yale New Haven over all is a great employer, with great benefits, job security, and awesome professionals to work among. Be very, very careful with the departments mentioned above though. There has to be a reason for the turn over. Good luck!

Top Job Titles	Average Salary
Registered nurse 5 salaries reported	$40.90 per hour
Registered nurse - medical / surgical 38 salaries reported	$56,100 per year
Registered nurse - emergency room 1 salary reported	$1,088 per week
Ct technologist 1 salary reported	$47.49 per hour
Nurse manager 1 salary reported	$34.50 per hour

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