Are you a CNA, MA, LPN, or RN who is passionate about preventative care? Are you looking to change things up while still maintaining those clinical skills within scope? PCHC is looking for a Medicare Annual Wellness Visit Specialist to serve patients at Helen Hunt Health Center in Old Town! As a MAWV Specialist, you’ll function as a direct-care clinician and collaborate within integrated care teams to identify and outreach patients who are eligible for wellness visits and/or have fallen behind on recommended care and screenings. If communication, quality assurance, and advocacy are your superpowers, this position is for you! Apply today!
This position may work in a Designated Healthcare Facility which is subject to the State of Maine’s immunization requirements for healthcare workers. If hired, you will be required to show a Certificate of Immunization, or Proof of Immunity, against: 1.) Rubeola (measles); Mumps; Rubella (German measles); Varicella; Hepatitis B; and Influenza.
Schedule: Full-Time, Monday-Friday, 8am-4:30pm (NOTE: Requires in-person presence on a daily basis)
Salary: The salary will be determined based on the credentials and experience of the final candidate. If the finalist is a CNA, MA, or LPN, the salary ranges from $19.50-$27/hour depending on relevant skills, qualifications, and experience. If the finalist is an RN, the salary ranges from $29.50-$42/hour depending on relevant skills, qualifications, and experience.
Highlights of the position:
Join PCHC's nationally recognized non-profit organization:
Education and Experience:
Curious, or interested to learn more? Apply today! You can request a full copy of the detailed job description by emailing recruitment@pchc.com.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, or any other characteristic protected by law.
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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)