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maybe we should do a strike? its a revolving door anywaysi always need to inform the nurses on horrible patients and pray for the best

management needs to be trainned in learning hoe to actually manage or hire soneonei reported a mht for pulling on a patients hair, nothing was resolved.

we need more pay for this environment. this environment is toxic and starts with the director of nurseing. neli tells u ‘i had a heart attack that means u can come into work’. or she says ‘ do u not have common semse!’ neli and patty let this one mht get away with everything. they let the mht sit in her office and let her tale the hour break sitting in her office everydqylately these patients are horrible. we had a riot a couple weeks ago EVEN THOUGH MANAGMENT WAS NOTIFIED THR PATIENTS WERE PLANNING SOMETHING.

neli needs to stop favoring the wrong people. patti needs tomstop following neli in favoring the wrong people. neli needs to stop telling people who the reports are. neli and patti and limda need to learn that THEY are rhe reasons on why we have so many codes since they ARE the aoc or they approve these horrible patients to get admittedstop admitting these horrible payients so u dont complain about the staff getting hurtneli stop asking people “ what the fawk is wrong with yiu”neli and patti stop letting stupid people that everyone complains about control uu need to pay us better if u want us to deal with

Staff the unit based on acuity, not numbers.Staff the acute unit with nurses and MHT that can handle it. There are nurses and MHTs that cannot handle the acute units. There are MHTs that are scared to redirect the patients, so they avoid doing it.Nurses and MHT that do not do their jobs should have consequences, rather than having other people do double the work. There are nurses and MHT that are lazy, that don't want to help, or refuse to help, and the people that they are working with has to pick up their slack. That is extremely unfair.People are afraid to report because they don't want to be labeled as a "snitch" by their coworkers. When somebody reports something to management, everybody ends up finding out. People gossip.There is no teamwork on the units. Nurses don't want to help each other, MHTs don't want to help each other, and nurses and MHTs don't want to help each other.Power struggle between nurses and MHTs is a big issue, especially on the acute units. MHTs want to make the decision regarding patients receiving IM PRN medications and patients being put in seclusion/restraints. MHTs want patient to receive IM PRN because the patient is being annoying, they want patients put in seclusion because they're not listening. If the nurse doesn't do something the MHTs wants, the MHTs say that we're being "lazy" and we "just don't wanna do the paperwork." At the same time, MHTs are standing around and talking to each other rather than doing groups and talking to the patients. I've seen MHTs that are too lazy to get up to get something for a patient, simple as getting a piece of fruit or making a phone call, patients become upset and escalate, rather than the MHT getting the piece of fruit or making a phone call, the MHT will yell at them back and resulting in a code.

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Question 36 states "select all that apply" however, you are only able to select one option...let's not kid ourselves and act as though any of the above occur exclusivelyCBH's motto is "we provide hope," however, there is little to no hope to be found within this facility. Corporate and upper management's primary concern are numbers and money. The more patients we can shove into a tiny dayroom the better. The more beds we can fill the better. The less food we provide the better. There is minimal concern for providing meaningful patient care or safety. I have seen, on a daily basis, patients punished and sent to higher acuity level units for simply expressing emotion, something nurses and nurse managers seem to see as negative. Despite the "importance" placed upon groups, there is zero respect given to group leaders or their time. The only time group leaders, or any employee underneath upper management for that matter, are recognized is when they are called out for something they've done wrong. There is zero positive feedback provided within this hospital. The only way employees are ever recognized are during weeks like hospital week or wellness week; even then, minimal time, effort, planning or money are put into these events. Additionally, the way in which employees are required to input PTO time in order to reach their hours for the week is unethical. If I do not reach my 80 hours for the week, what does it matter to the hospital? If anything, they should be glad I don't reach my hours, as it results in me not getting paid and them not needing to lose money. There are so many issues with this hospital, and I am highly doubtful any of these surveys will result in any changes made, but one can always hope.

Make offices more vibrantSeperate office from patientRenovate make more spaceFood and smell is awful.

1.) the UM office needs office upgrades: the window sills are broken and taped up, the walls need to be repainted, consistent issues with computers2.) HCS is consistently down and not effective for work in UM — it’s consistent enough to add hours to the workday that aren’t necessary3.) there should be a clock in area closer to each units andN/A