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Community Health Systems Physical Therapist - Acute Care in TUCSON, Arizona

Description

$20,000 Sign on bonus for eligible Physical Therapist's!

This is a full time position.

Evaluating and assessing needs of patients and formulating treatment plans. Provides therapy services defined in treatment plans. Works cooperatively with physicians, case managers, and other healthcare staff. May supervise physical therapy assistants, aides, and athletic trainers. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. A certain degree of creativity and latitude is required. Typically reports to a manager. Requires a bachelors degree. Master's degree preferred. Certified as a physical therapist in state of practice. Familiar with standard concepts, practices, and procedures within a particular field.

Northwest Medical Center is comprised of a 300-bed hospital, four urgent care facilities, a freestanding emergency center and a large physician group, offering you a variety of settings in which to work. Every location is dedicated to providing safe, quality patient care, but more than that is the commitment to employees. It strives to provide a culture of teamwork, respect and appreciation for all staff, whether they care for patients directly or work in a support role. With employee appreciation celebrations throughout the year, opportunities for growth and the satisfaction that you are part of a hospital leading the way with accessible, convenient healthcare in Tucson, Northwest is a great place to work. NMC is accredited by The Joint Commission and is an equal opportunity employer: race, gender, disability and Veteran status, and VEVRAA Federal Contractor – priority referral Protected Veterans requested.

Qualifications

Education

Required

  • Bachelors or better in Physical Therapy

Licenses & Certifications

Required

  • C-AHA BLS Basic Cardiac

  • L-AZ-Physical Therapist

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)

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