YesCare reviews

We appreciate your feedback and wanted to provide some insight as to how staffing levels are determined. During the RFP process with our clients, certain staffing plans are created and submitted with our bid. We rely on our 30+ years of industry knowledge to reach the most suitable staffing levels, based on a variety of matrices - including complexity of facility, acuity of patient population, average daily population in the site, etc. If anything changes at a site level, say, a transfer of a couple hundred inmates, we have an opportunity to go back to the client and suggest increased staffing. If the client is in support, an addendum to the contract is done at which time we can start recruiting and hiring for additional employees. Outside of situations like that, we don’t have much ability to flex staffing as it is part of a government contract. That said, as you mentioned, turnover has a major impact on the day-to-day operations of any medical unit, corrections or otherwise. We have an aggressive initiative in place (started mid-year 2015, and is currently being rolled out, company-wide), to address best practices in recruiting, selection, and on-boarding of all new employees. We’ve started seeing the positive results of the initiative already, and look forward to even further decreases in turnover, in the months to come. Our greatest assets are our employees, and we want to make a conscious effort to make sure they feel that, from day one. Courtney Penning

We are happy to hear that you learned so much while employed with Corizon Health and that you were able to use a variety of your valuable skills during the course of your employment. We are sorry to hear of your feedback regarding our doctors. Doctors do go through multiple interviews and a rigorous credentialing process before they are brought on board. We do support all of our employees and want them engaged in their work, however all employees, physician or otherwise, are expected to perform the duties and responsibilities of their position in a satisfactory manner. Should they be suspected of any “wrongdoing” a thorough investigation is conducted and appropriate remedial action is taken. Due to confidentiality, should corrective action be taken, this would not be shared with others but we do address performance deficiencies and work with the employee in an attempt to make them successful. Heather Dale, Employee Relations Specialist