Leadership has little if any regard for the core values and often they are more interested in the advancement of their own careers than the mission.
As a recent example which prompted this review, but is honestly just par for the course within this organization:
We have been under-staffed for two years. My management just cancelled the job postings that had finally gone public because they wanted to move us to 12 hour shifts and those postings had been for 8 hour shifts.
Note that they are moving us to 12 hour shifts by 'posting' 12 hour jobs for us to apply to internally because they have rebid our department too many times recently and need to avoid doing so again.
The result is that one of my crew has had a mandatory double shift three weeks in a row now. In fact we just had three mandatory double shifts back to back, which violates the union contract.
This was a completely obvious and avoidable problem. We warned them it would happen, but management didn't care.
The well being of the patients and / or staff was of zero concern to them. Absolutely zero.
The 'work around' they proposed was so obviously never going to work it can't even be considered a genuine effort.
The leader that decided to do this can be anticipated to face zero negative consequences, because employee morale and quality of patient care are as important to her bosses as they are to her.
I realize this SOUNDS like its just the Tacoma General Telemetry Suite that has problems: it's not. My work history has taken me through multiple Multicare facilities in multiple roles. This is par for the course. I am certain Susan Hensley is doing precisely what the leaders of the company would want her to do. It is exactly the type of behavior I would expect from a MHS director.
