Learning that I can train my DH’s

Teach communication skills to those in charge of training and scheduling. I am actually no longer there as I went 2 days and nobody was there to train me

Orientation could have been more informative in order to get your job done in example where/how to do relias, where/how to keys and tablets will be located. What floor/section is AL, memory care was a no brainer. I honestly didn’t start training because someone else who I referred and got hired was left high and dry for training. On top of that the person that we were supposed to communicate with is very unprofessional and rude. It seems like it could be a great facility but changes do have to made in order to retain employees to give exceptional care.

I wasn’t paid correctly on my hours I worked. I didn’t speak to ED because at the time everyone checks were messed up and nothing was fixed. Then my hours were cut so I started looking for a new job.

I had been employed for a total of 12 days, including 7 days onsite and 5 days working on required offsite training. I had not yet assumed full operational responsibilities of the Executive Director role. I was terminated by Serina on Tuesday. Termination during a training period is typically limited to extreme situations involving serious misconduct. No evidence was presented in my case. I was not counseled, warned, or provided any notice of performance or conduct concerns prior to termination.Given the limited duration of my employment and the absence of any documented misconduct, there was no reasonable basis to conclude that I was terminated for cause. As such, I respectfully request that unemployment benefits be granted.

Cris has been amazing throughout the entire training process. She is approachable, supportive, and always available to help. The materials are clear and well-organized, and her interactive teaching style makes learning engaging and enjoyable without added pressure.

Hire more people to work in Memory because the residents ratio doesn't match at all with the caregivers. The ratio is too high per caregivers therefore giving the caregivers burnouts everything. Making the caregivers to be so frustrated and even after asking for more help severally there hasn't been any action taken. And also,having not honored what some of us were promised while being hired that after 90 days there would be a pay rise which never happened even after working for months.

I love our residents and the families that we serve. I love the new direction sales & marketing is going, especial with Brandi supporting/leading external business development. Billy and Charlie are extremely supportive in our efforts to succeed using guidance, critique, and encouragement. I believe that corporate support could be more readily available to staff if there is a conflict in the building and no resolve with the ED or Regional. Many have expressed that they feel like their voices aren't heard, nor are they supported. Everyone should be comfortable following the chains of command, without judgement, and know that they will receive a response/feedback when desired. We could improve on the pay scale for our area. It's hard to keep staff with our current rates. I love the community that I serve!

The culture needs to improve. We are here to care for the residents, not just take home a paycheck. If someone doesn’t genuinely care about the elderly and have a passion for serving them, they shouldn’t work here.

Give employees raises..