Pros
Nursing Students: You receive tuition reimbursement for your RN, BSN, MSN licenses, and/or practitioner. Once you enter the program you have a 90% chance of being offered a PCA position. There are Cons to this though. The CEO Robert Braithwaite: began his career at Hoag cleaning equipment and delivering supplies, an honest start from the bottom. Since he started at an entry level position he gives his employees opportunities to grow by using leadership programs by Franklin Covey. He rose from a technician to CEO by educating himself and using consultants to keep up to date with candidates to stand apart from the rest. Hoag Newport offers the best benefits because of the size and resources from donors, start here and enjoy the spoils. Flexible schedule: Monthly schedule, Charge RN's or Directors make schedule and you can switch ask for days in a row and they realize nursing is #1 Hoag Irvine: is great if you want to learn to multi-task and work more often then you Newport beach counterparts. Hoag Newport: constantly expanding, pouring funds and resources into improvements and making the facilities above and beyond expectations.
Cons
Nursing Students: You are offered very low once you attain your RN because they have invested in you. (Ex. as a PCA you made 15 hourly, now when you become a RN you are offered 26-30 hourly). RN's with the same experience and education hired from the outside can receive 30-35 hourly. This is huge when annual reviews which are 3% (there is no wiggle room even if you are the hospitals top performer...3% set by compensation dept.) but you decide if the opportunity is worth the sacrifice. CEO: Has his RN license but does not openly share this at all. Flexible Schedule: People within the departments may not always play by the rules and take frequent vacations and leave the rest of the team demoralized by the added stress of their absence. On the other hand you can do the same and care less about others with no penalty. Hoag Irvine: A handful of Newport employees views Irvine as "Those who couldn't cut it at Newport". This may hold some truth, If you work at Irvine or float to Irvine you will eventually hear "We do things differently here at Hoag Irvine". Which they do, you decide if its more efficient. They work hard in each department and work with a skeleton crew a majority of the time. There are no directors, only managers. Directors, Vice Presidents, Managers, Executive Directors: There are a large number of directors and vice presidents. Does a director manage managers? not necessarily, you can have a director with 5-7 subordinates while at hoag Irvine you can have a managers who manages 30 employees and not have equal pay or title. Hoag Newport beach: The ER has held patients above the nurse to patient limit in the past, this is in place in California to protect patients, How? They will treat patients and enter the patient into the system later to make it appear as though that patient arrived later, why? Because the hospital could be audited and fined for placing patients at risk. Advice: Always document everything and note times, protect patients and your sanity and blow the whistle if you are asked to do this by your charge RN. Closed positions: Either due to death, quitting or termination positions are a struggle to fill or reopen leaving you with less help when either occurs. Sexual Harassment: Some transport staff and EVS can be inappropriate. If this occurs place a We Care onlinr and have that pervert removed. HOI: This is the Cash cow of Hoag. Anything the physicians want, Hoag will bend over backwards to get. They do not play by the same rules over there at HOI. Imagine Kaiser Permanente operating inside a non-profit using all its resources...this describes HOI best. Transparency: No way of knowing what is the starting, mid and top end of a position.