Training manuals , standard process for work to be executed properly, weekly updates with changes , bonuses and or stipends. Tuition reimbursement , work from home or hybrid work for certain positions .

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I feel like the MHTs and nurses should work together as far being on the same page and no staff dividing. If a staff doesn't know the correct answer they should say to the patient let me check with my colleague I will get back to you and make sure you do.I feel like we should be able to work OT in moderation and don't have to fear about being canceled.

Stop accepting/taking in patients that are not either medically or behaviorally appropriate for the facility. These patients require more staff and resources than management is willing to provide, which increases the safety risk for not only the staff but all of the patients in the hospitalStaff the units based on acuity instead of using antiquated grids that only look at raw numbersWe don’t want pizza parties and snacks, we want adequate/safer staffing ratios and additional resources to provide better and safer care for our patientsUnless some sort of cost-benefit analysis was performed that determined taking as many patients as possible regardless of their status or condition is the best way to make the most money (which from an outside perspective would not seem to be the case), it seems like being more discerning with accepting patients would make more sense financially as well as safety-wise. Taking a patient with significantly increased behavioral or medical concerns would necessitate more staff (1:1, LOS, etc…) during their stay as well as possible unavoidable room blocks (despite management’s insistence on removing them despite negative safety outcomes). This all would seem to cost much more in the long run than simply passing on these patients and waiting for less complex patient referrals that would not require extra staff or blocked rooms. Again, this is just an outside perspective without knowing any of the actual numbers behind any of these additional costs; however, based on how aggressively management tries to remove 1:1’s, LOS’s and room blocks one would assume these additional costs are most likely substantial.

Hi! I am a therapist on the adolescent unit and it sounds silly but I think it would make a difference if the unit was painted and had more decor to make it a more therapeutic space. Also the kids need more outdoor space!! Can the courtyard be expanded?? Thank you!

There are so many things I would suggest in improving our facility.For starters, we need to increase patient and staff safety by increasing staff ratios. We also need to boost morale for those already working. We have learned that recently, the CEO bought pizza and only gave it to day shift and only the second floor. I feel like if this is done that it needs to be provided to all units and all shifts. Years ago, admin would randomly buy us food or even provide energy drinks to staff “just because” it was such a game changer.A lot of unit staff believe that admin is just here to write people up and fire them. There needs to be a bridge between admin and unit staffs. The way admin talks to unit staff makes admin unapproachable. There is a definite line between those who work in the office and those who work the unit. Let’s be honest, without our unit staff, there will be no office jobs. The unit staff keep the place running, so it’s important to show appreciation and boost their morale.I have worked at Silver Oaks for many years now. I have gone through plenty of administration changes, new rules, new charting and all sorts of patients but every year this survey comes out and I feel as if nothing changes. I almost think why even fill this out but maybe this will be the year.One of the biggest issues I feel like is the divide from unit to administration staff. The staff on the unit feels as if admin is only here to write us up and get rid of us. We even overheard admin staff that they wanted to cancel full-timers because they will go one hour into overtime even though there was no staff to replace them. What kind of positive morale is that? We are told that if we need help to reach out but when we do, we are left with no answers or changes. Something as simple as buying lunch can change attitudes of staff.I understand that silver oaks is a business but housing extra patients in intake or the quiet room is completely unfair. They are taking up a space that may be needed for a violent patient! How is that safe?! And it takes up a staff that may be needed elsewhere. Plus if you don’t want to give overtime, why add a patient who needs an extra staff?I also think that it would be nice to have admin come work the units. Let them see how it goes and understand our daily struggle. I’m talking about taking a full shift with no cheating on working the shift. Run the groups, talk down the patients when needed, etc.I also don’t find it fair that supervisors are getting canceled over unit staff. I feel as if cancels should be rotated. For example, David the supervisor has been cancelled the last two shifts even without a request. It’s nice he is giving the hours to unit staffs but I feel that he shouldn’t get twice in a row. If he got it yesterday, someone else can get it the next day. People are starting to notice favoritism. This doesn’t just happen with supervisors, it has occurred with unit staff too.

Need more space, need more computers to do the work, updated tech PCs audio visual that's reliable.I enjoy the job and hope that my schedule and job duties remain the same and stable.

More and better communication.New ideas to help run floors smoothly.

Appropriate staff for acute patients, more different variety of foods on menu

Prevention of workplace harassment seminars. Free meals for unpaid interns/staff.N/A