TRICK or TREAT!
Clive Behavioral Health
in the Community
We participated in the Clive Chamber of Commerce's first Trick or Treat event head at the Clive Aquatic Center on Oct. 20th. Special thanks to Bethany Vance (aka Zelda the Witch) for getting into costume, providing table decorations and assisting at our booth; to Jonathan Munoz (aka Mario) and Stephanie Hendersen (aka Cute Deer) for getting into costume and assisting at our booth; to Jenny Krause for helping to set-up; to Erin Larsen for ordering the fidget toys and candy; to the FUN COMMITTEE for organizing; and thanks to our Fargo friends Michelle, JoDee and Jeana for assisting at the booth as well.
| |
| |
|
Spooky Pumpkin Contest
We've completed our 2nd annual pumpkin decorating contest. Take a look at the entries this year! We have some very creative people! Thanks to all who participated and voted.
AND THE WINNER IS...................
1st Place: Pumpkin #2 (Dietary).
2nd Place: Pumpkin #5 (Intake).
3rd Place: Pumpkin #3 (Rec Therapy).
| |
UHS/Clive Behavioral Health Annual Benefits Enrollment
November 1 thru November 22 is our 2023 Annual Benefits Enrollment period at UHS/Clive Behavioral Health. Now is the time to review and sign-up for your 2023 employee benefits. Please use the link below to access our employee benefits web-based portal, or call the "855" help line, or contact our own HR department with your questions.
Employee Benefits Webpage
| |
Celebrating Various Recognition Weeks
for our departments
In honor of the various recognition weeks in the past month we want to share in one place and recognize the following departments for the great work they do on behalf of Clive Behavioral Health and our patients! (NOTE: Jeremy has joined our EVS team since EVS week. Welcome, Jeremy!)
| |
Promoting
Clive Behavioral Health
Your Clive Behavioral Health Business Development team of Charlotte Brown (western Iowa), Drew Zwack (eastern Iowa), and Jason Bridie (director) have been spending time this fall promoting Clive BH at the NAMI-Iowa Walk, Iowa Psychiatry Physicians Society, DSM North High School and National Association of Social Workers-Iowa Chapter (Misti Johnson, Dir. Clinical Services worked the social workers conference). The NASW conference also proved to be a nice recruitment event thanks to Misti's involvement.
| |
|
Intensive Outpatient Programming Growing | |
|
First Step Recovery Center...In April of this year Clive Behavioral Health took over the First Step Recovery program from MercyOne. This program is a substance use disorder outpatient program. As a new owner and separate entity, we needed to obtain our own license from the State of Iowa. After months of an application and review process, the State of Iowa approved our license for our own First Step Recovery program.
Gordy Anderson and Clark Johnson came to us from the MercyOne First Step program. To prepare for future growth and success of the program we have hired a third individual therapist to join the team. We anticipate our first patients in mere weeks.
Adolescent IOP...We launched a revamped adolescent intensive outpatient program for 13-17 year olds the last week of September. With nurse practitioner Sherilynn Rittgers and therapist Emilie Thompson leading the way, the Monday thru Friday morning program quickly reached a max of 15 students within the first two weeks. Plans are to double the size of the program within a week or two by adding a second section in the afternoons.
Pediatric Clinic to close...We've made the difficult decision to discontinue the pediatric/medication management program, effective November 18th. All providers and staff will take on roles within inpatient and outpatient programs.
| | |
|
Clive Behavioral Health Service Excellence Reminder...
Remember to practice our Service Excellence Standards
Treat Everyone as a Guest - Keep Promises to Earn Trust
- Follow through and follow up on all requests
- Make promises that can be kept
- Take responsibility for your words and actions
| |
Saving Lives Every 15 Minutes! |
There might not be a more important phrase that points to the critical responsibility we have for the safety of our patients. "Saving Lives Every 15 Minutes" is a campaign to emphasize just how important our 15-minute checks are to our daily patient safety and care routine. | |
November/December Birthdays | |
|
Your copy should address 3 key questions: Who am I writing for? (Audience) Why should they care? (Benefit) What do I want them to do here? (Call-to-Action)
Create a great offer by adding words like "free" "personalized" "complimentary" or "customized." A sense of urgency often helps readers take an action, so think about inserting phrases like "for a limited time only" or "only 7 remaining"!
| |
|
December
Faith Keter - 11th
Vivian Yon - 11th
Eli See - 12th
Peninah Yarish - 12th
Esther Lalruathlui - 12th
Allyson Dombrowski - 14th
Elizabeth Schroeder - 21st
Nina Barbleh - 22nd
Teresea Albaugh - 26th
Jeanette Davis - 29th
Emma Thomas - 31st
| |
Referral Bonus For ANY open position!
We need your help filling open positions!
$$ REFERRAL BONUS $$
AND
Retention Bonus!
| |
Earn extra $$$, work with people you know and help Clive Behavioral Health grow!
We intend to keep growing. To do this we need to fill open positions. Take advantage of incentives intended to benefit you and our organization. Whether it's student loan forgiveness, educational assistance, or earning a little extra for referring someone or for your continued commitment to working at Clive Behavioral Health, familiarize yourself with these opportunities.
*Contact HR with questions or review all policy criteria and parameters in PolicyStat, found on Clive BH's Sharepoint webpage.
| |
Referral Incentive
Referral Incentive for RN Recruitment*
$2,500 for recruiting a full-time
.8 to 1.0 RN
($1,250 after recruit completes 6 mos., $1,250 after completing 1-year; and averages 30 or more hours per week)
$1,500 for recruiting a part-time
.5 to .79 RN
($750 after recruit completes 6 mos., $750 at after completing 1-year; and averages 20 to 29 hours per week)
Referral Incentive for All other Employees*
$1,000 for recruiting a full-time
.8 to 1.0 employee
($500 after recruit completes 6 mos., $500 after completing 1-year; and averages 30 or more hours per week)
$500 for recruiting a part-time
.5 to .79 employee
($250 after recruit completes 6 mos., $250 after completing 1-year; and averages 20 to 29 hours per week)
| |  |
Retention Incentive
Retention Incentive for RN's*
9 months $2,500
12 months $2,500
2 years $5,000
3 years $6,000
4 years $7,000
5 years $8,000
(RN's who work less than 40 hours per week or reduce/change their FTE during the retention period will have their base retention bonus reduced accordingly. .6 FTE/24hrs per week = 60%, .8 FTE/32hrs per week = 80%, .9 FTE/36 hrs per week = 90%, 40 or more hours per week = 100%. RN's working less than .6 FTE/24 hrs/week are not eligible for this program.)
Retention Incentive for LPN's*
9 months $500
12 months $500
2 years $1,000
3 years $1,500
4 years $2,000
5 years $2,500
(LPN's who work less than 40 hours per week or reduce/change their FTE during the retention period will have their base retention bonus reduced accordingly. .6 FTE/24hrs per week = 60%, .8 FTE/32hrs per week = 80%, .9 FTE/36 hrs per week = 90%, 40 or more hours per week = 100%. LPN's working less than .6 FTE/24 hrs/week are not eligible for this program.)
| |
Mask Wearing Continues...Always Wear a Mask | |
|
REMINDER: We continue to follow CDC guidelines for healthcare workers. All employees working in patient areas must be wearing a surgical mask (not cloth) at all times. Review the policy #9153047 via the PolicyStat link (https://uhsinc.sharepoint.com/sites/CliveBH) available via work computer home screens.
Surgical masks are distributed through the Nursing Department and some break rooms. They can be used for up to 5 days unless mask has become soiled, damaged, or otherwise ineffective. Staff members should notify the Nursing Supervisor of a need to replace their surgical mask as soon as possible so timely replacement can be arranged.
Failure to comply to this policy may result in disciplinary action up to and including termination.
| |
With limited exceptions, physicians are not employees or agents of this hospital.
Model representations of real patients are shown. Actual patients cannot be divulged due to HIPAA regulations.
For language assistance, disability accommodations and the non-discrimination notice, visit our website.
| | | | | | |
