Hire more qualified people and PAY YOUR EMPLOYEES BETTERPLEASE GO BACK TO UNIT BASED.

A.) Yearly wage/merit increases for employees that have been with the company in over a year. B.) Face to Face management reviews with employees on how they are doing and what they can improve on their work performance on the floor C.) During the yearly review process, make employees create goals for themselves for the review so they can share with management. (This will create a bridge of communication with the team that creates our policy’s and floor rules to get feedback back and make/update policies for employee violence & safety and NOT just patients safety & care). D.) Offering growth(more pay, higher positions (with pay increases incentive) opportunities for long-term employees to assist in keeping staff longer on payroll. We lose employees fast due to no growth and pay increase opportunities. (Even if it’s 0.30-0.95 cents increase a year). As long as there is consistent increase in pay for different positions, we can keep seasoned employees longer to grow with the company as it gets larger. It will increase less employee turnover over. It’s so annoying when seasoned staff have to redundantly re-train a new employee every week because we can’t keep staff on payroll. It makes it to where floor staff can not give adequate care to patients because floor staff have to train green employees while attempting to do our parts on the floor for patients. I hope someone actually reads and implements a few of my few cents here. Thank you for taking the time to read. Over and out -Peace-Patient safety can increase by having enough team mates to depend on when patient’s become physically violent and verbally aggressive and combative over their needs not being met. Patient’s recognize when staff census are low and take advantage of the low employee census by purposely demanding more of our teammates and purposely act out to gain one on one attention on a shift when a patient’s needs are not being met.

Higher up need to listen to employees and do something about decisions being made that hinder their employees, especially regarding to time and energyThe stamp card has cause a lot of problems, wasting time for the therapists and staff conducting the groups. Clear instructions one where to find the stamp cards and how they are going to be tracked. It’s have been losing and stealing stamp cards cause issues on the unit and the “stamper”.

Updated computers and enough desktop and or laptops for those that use the computers daily to accomplish their job duties in a timely manner. Many of my coworkers need to use computers to complete their job tasks but either don't stay cha4ged long enough or the computers are so old.Need more communication among all departments.

Pay employees more. Hire more staff.Smokey Point often seems reactive to problems than proactive. Because of lack of staffing, during times of high patient traffic some paperwork might be missed or mistakes might be made. It seems Smokey Point typically responds to this by creating more policies than ensuring adequate staffing.There is often a push to have high numbers of admits each day while remaining minimally viable or less-than-minimally-viable nursing and tech staff on the units. This creates stress among the staffing on the units that is typically passed over to my department via criticisms for bringing patients in to the units or refusal to accept patients who are brought to the units.It seems that staff would benefit from more education about how psychosis and trauma effect how patients engage with staff. I often hear staff respond to patients as if they're bad children "misbehaving," or otherwise mentally stable adults who are simply refusing to do what they should obviously do. There isn't enough understanding about how mechanisms of defense prohibit or prevent a rational orientation toward self, others, and reality; relationships of acknowledged dependence and need; communications of anger rather than destructive expressions of anger; and lack of motivation deriving from hopelessness. My thought is one absolute distinction between a regular ED and a psychiatric hospital is that the psychiatric hospital staff has a basic understanding of the dynamics of psychopathology and how these can be responded to in a way that confers basic human dignity. The lack of this in staff often manifests in the use of coping mechanisms (such as laughing about what patients do, treating patients as children, scolding, etc.) to manage the confusion, stress, and frustration deriving from interactions with more acute patients. Along the same lines I think the staff should have more training on how to contain and understand their emotional experiences with patients that prevent lack of containment and understanding from manifesting in critical and judgmental attitudes toward other staff.Staff could spend more times with patients if there were more staff. Staff could also spend more time with patients if the essential software we used communicated with each other better and data could be transferred easier. There is so much repetition of data entry that at least 20% or 30% of the time my job is about re-typing information already stated elsewhere.

I seen gender and sexual orientation discrimination but I could only select one on the previous

Start in person IOP/PHP and expand services-TMS and KetamineProvider orders being sent to wrong providers for signature by nurses.

Above question did not allow select all that apply - I have seen racial discrimination where Caucasian individuals MUST be very careful with discrimination where as all others can make comments about Caucasian individual which are derogatory. Also there are many "ageist" comments made towards seasoned employees.Incident reports should be made simpler and quicker to complete.

A ceo that the staff take seriously. She’s a joke and all the staff can’t believe she’s made it this long

Updated computer system to streamline and allow for more efficient practices. Ability to communicate with Epic users to view ER information such as admin/discharge dates and times, as well as insurance information. Updated EMR practices for scanning and locating documents.N/A