3x12 Rotating, 04:00:00-16:00:00, 12.00-3
Hourly Salary Range:$17.47 - $19.81 / HourCovid Pay: $2.35 extra25% Perm Placement FeeOvertime incentives include additional 4 hours at regular rate of pay for each additional 4 hour block that is picked up (double time), plus time and a half.No block scheduling no garuanteedMeadow Brook Medical Care Facility provides skilled long term and short term care to residents in a beautiful household environment.Certified Nurse AidRequirements:Follow established performance standards and perform duties according to nursing service policies and procedures.Provide direct resident care including: bathing, grooming and toileting.Responsible to give tub baths, showers or bed baths to assigned residents.Turn and reposition all residents per plan of care. Maintain range of motion on all assigned residents.Obtain resident vital signs including temperature, Blood Pressure and Pulse at the direction of the licensed nurse.Transport residents to dining area and assist in feeding residents.Use proper body mechanics when transferring and transporting residents. Proper use of transfer belts are required. Mechanical lifts as indicated on the resident s plan of care.Maintain the cleanliness of resident's rooms, tables and nightstands. Changes bed linen as needed and on bath days.Responsible to conduct resident rounds, as indicated on Resident s plan of care, and before each shift change and as needed.Responsible to respond to all call lights, and porch egresses alarm on the assigned nursing unit.Participate in the care planning process and perform nurse-assisted duties as documented on the resident plan of care.Report resident problems, condition changes or incidents to the Charge Nurse.Document incidents and/or unusual problems according to facility procedures.Maintain resident confidentiality; treat residents with kindness, dignity and respect; know and comply with all Resident's Rights rules; and promptly report all resident accidents and injuries to charge nurse.Document in the nursing assistant electronic charting the care and treatment provided to the resident and the resident's response or lack of response to care provided.Responsible to observe and follow infection control and safety policies and procedures.Attend and complete scheduled in-service, Relias training courses, classes and ward conferences as required.Maintain all certification requirements for the state of Michigan, must be current on the state registry for CNA's.Be available for hours of work beyond their normally scheduled shift.Must have regularly and timely attendance.All other duties as assigned.Our building can house 173 residents. We are county owned. We are divided into 7 households, with no more than 21 residents in a household. ( a household is a unit within the building.)Each of our households during the day are staffed with 3 CNA's, 1 LPN/RN, a cook, housekeeper, etc. The day shift staffing to resident ratio is 3:21 (CNA) and 1:21 (LPN/RN) The night shift staffing to resident ratio is 2:21 (CNA) and 1:21 or 2:42 (LPN/RN). Benefits included: HealthOpticalDentalShort-term disability, optional AFLAC and union membership, along with other GREAT employee incentives.Eligible for benefits after 90 calendar day probationary period is completed Submission requirements: By submitting your applicant to this need you are acknowledging that you have checked and have no inclination that your candidate has applied directly to this position. Any candidate that has applied directly is not eligible to be onboarded through an agency.High School Diploma or equivalentCertified Nurse Aide Certification RequiredCovid Vaccination not required - exemptions accepted.Experience in a long-term care setting and computer experience are a plus, but not required. WeekendDescription:Including a $1.00 shift differential with a .50 cent weekend differential Certifications:BLS
QC Job ID: 43309
Don't Trust this Agency! (yes, this one)
Was there really a rate drop the week after you signed your extension? Did the high paying job you just applied for actually close, or was it another bait and switch? Of course, clinicians are skeptical. We are trained to look for the evidence, so what are we supposed to do when the only evidence we have access to is the word of our recruiter, who undeniably has a conflict of interest. Where are the primary sources? Oh, sorry they aren't allowed to show that.
As a clinician, I understand and support the need to review the evidence for yourself, which is why our agency will not withhold information from our clinicians. We are willing to show you everything we see. You shouldn't have to take our word for it.
Hi, I'm Kirsten Hixon, a travel nurse and an owner of the healthcare staffing company Quality Clinicians. My teammates and I have been working hard to build a different kind of staffing firm as you can see listed in the below outline.
If you want a different kind of agency, stop working with the same ones and come help us build a better one.
1.Same Deal
All healthcare worker pay packages are calculated in the following manner, and we're happy to prove it:
Bill Rate (100% of revenue)
-QC Cost of Operations (16.18% of rev)
-QC Profit (3.8% of rev)
-Burden on Taxable Earnings (usually 1%-5% of rev depending on the state)
-MSP Fees (between 4%-11% of rev depending on MSP)
Clinician Pay (typically 70%-80% of rev)
We offer all clinicians this same deal with transparency. When all clinicians get the same cut and see everyone else's piece of the pie, we find the reasonable clinicians are satisfied with their pay package.
2.Transparency
When you complete your profile to work with us, your assigned relationship manager (recruiter) can show you the bill rates, our cut, your cut, the terms of our agreements, etc. for any of our jobs that you are qualified for to prove the above calculation is being used. Additionally, we will do this at any point before or during your assignment for any rate changes, time keeping issues, guaranteed pay issues, etc.
3.Aligned Interests
While our competition pits recruiters and clinicians against each other, we align their incentives with each other and the rest of our stakeholders, in order to remove conflicts of interests.

• Our competition pays their recruiters more money if they can get their clinicians to accept lower pay packages that are more profitable for the company. Eww.

• Since there is nothing for clinicians to negotiate with our recruiters, they can behave like players on the same team instead of parties on opposite sides of a negotiation.
• Instead of cash incentives for individual performance for internal staff we pay quarterly companywide profit share bonuses. Everyone gets the same percentage of their salary, because regardless of who scores the game winning point the whole team won, and every member of a winning team deserves to be rewarded fairly for their contribution.
• We only make more if you make more or if we operate more efficiently, since our slice is always 19.98% (3.8% and 16.18%)
• We only get more jobs if we get more facilities, and the best way to get more is to provide facilities with strong clinicians who are adaptable and dependable, so we are incentivized to be very picky with which clinicians we work with.

4.No Greedy Leaders
All our leaders have agreed to be paid a salary less than the US President. We just figure this will keep the greedy ones from wanting to work with us and surely none of our jobs are as hard as the President's haha
5.Stay Playful
Hopefully you can see in point 4 we don't take ourselves too seriously, but this is one we'd really appreciate more help finding practical ways to make working together more fun, so we can all laugh and smile a bit more frequently!
If you believe this is a better way of doing business we need your help. Try it for yourself. Complete your profile so we can help you find a better job. Share this post with your network. We are not a large agency with a marketing team so we need your help spreading the word. Otherwise, how will anyone know a different kind of agency even exists? I am just a person with a dream for how staffing could be better for everyone involved and I need your help to make this way of doing business an option for more people.