Winter Travel Healthcare Contracts

As the travel healthcare market heats up and full-time staff takeoff for holidays and vacations, our medical professionals look to travel around the world. Preparing for these lucrative and interesting assignments, there are a few details to consider. Where we are going is key, plus the weather, and of course the payrate details in the contracts.  

The destination: remote and high acuity facilities normally offer the higher paying positions, especially during the winter. The three to five days you do work can be extraneous, but knowing the facility and your job duties are vital in the interviewing process. Part of the interview is doing the homework on the facility and having the ability to ask the hiring manager about the details.

The weather: fun in the snow may be your thing, or it may be a weekly drive to a neighboring city. It is important to keep in mind in either case that climate plays a big factor in being able to get around.  As a traveler, one is hired to be on time, without delay or excuses. If there is a snowstorm or ice road slick, the facility still has patients who need care. Preparing for these unexpected consequences is part of being a traveling professional.

Pay rates: Yes, some recruiters are not clear about they determine their rates. It is important to get a clear picture of the guaranteed hours before signing off on a contract.  One thing to keep in mind is that overtime may be an option, if available, but it is not always a guaranteed part of the expected compensation. Ask questions about what happens during a low census period. Also GSA per diem travel numbers are a solid basis to help you know what you should be getting paid for hotel and meals if traveling more than 50 miles from your house.

The goal with any job or contract is to have fun doing what you love – taking care of people. It doesn’t hurt to make money as well. As we prepare the winter contracts, make sure to look at the destination, know the weather, and read the full contract as concerns the travel rates. Our winter contracts are available here as well our permanent positions:  UltraHealth Agency Jobs

by Dane Flanigan

ultraHealth Agency


Vacations Optimize Work

For hard working, ever charging Americans, the thought of vacation can be a daunting task at times. There are the schedules of the immediate family and other people to consider, the best days to take time off from work, and, of course, the cost. But let’s also consider that vacations help us be more productive at work and more in tune with the family after a break. Everyone’s personal and home life can benefit.

Vacations technically start when you get on the plane. But vacations really start when you begin thinking about where to go. The creative juices churn, as the mind begins to think outside the box. The limits are endless: why not go to Greenland and hang out in an ice castle hotel for two months…Yeah, we can do that when the kids are grown and married, and we are six months into retirement.

In business, we try to create, low cost, high impact plans. A Superbowl advertisement this year seems out of the question, so we look at other ways to reach the same audience of potential customers. We must think about taking time off in the same way: low cost – high impact. Let’s take a mental break and not dedicate a ton of time to fantasy budgets.

Vacations don’t have to be elaborate getaways to wherever United or American Airlines can take us. Yes, we all want two months of unfettered relaxation in an ice castle; but at times, the Saturday daytrip for a few hours to a local town can be quite fun.

For those mini-vacations and daytrips, we just have to change our mode transportation. Trains are exciting, and then there is biking, hiking, and even the bus. Try walking or hiking there and taking an Uber back. Thinking how to get there can be just as much fun as the journey itself because we are researching and learning about new neighborhoods.

Once we arrive, we can explore unique small shops, interesting restaurants, and parks or trails if we are love a challenge. It is all about leaving work behind. Focus mode on your iPhone works great. What if you can’t be reached for a few hours!

Vacations allow our minds to relax just by planning and being creative. At times, that way of thinkings allows us work out the encumbrances. Once we let our minds wander off, we can focus more on work as we come back a little more refreshed and ready for both our family and our jobs.

Recession –Accessing the Temporary Workforce

For Hire

With gasoline at an all-time high, warehousing stockpiling and inflation rising, hiring new employees may be needed yet could be risky long term. Let’s talk about accessing the temporary workforce.

Contract workers come in all forms and segments/niches of the markets; various levels of experience will dictate the range of pricing. Finding the correct person for the job means someone who will thrive in your company culture.

As ultraHealth Agency is a staffing and recruiting company, I am asked all the time about temporary workers: their cost, commitment, and quality. Although every business need is unique there are some basics to consider in assigning a contract:

Cost: about 1.5 their hourly salary. If that person is making $100 an hour as a temporary employee, you will be paying the agency $167 per hour on the contract. There may be overtime, shift differentials, as well as other costs. Weighing these costs against hiring a full-time employee is suggested. The true benefit of cost is most agencies are taking care of their insurance and benefits. If the work starts to slow down, you will let people go, often with compensation. There is also an emotional business cost to laying people off.

Term: The average contract is 13 weeks. Contracts for less than a month can be tough. Although contractors may not be looking for long-term stability, securing contracts in general can be a tedious task. Six months is normally the maximum timeframe for a temporary contract. The idea is to have the temporary person come in and accomplish the job. You will get a chance to see how they fit within the organization. If it is mutually beneficial to extend the terms, then it’s a good match. On the other hand, If things slow down and you don’t need the worker any longer, there is nothing wrong with letting the contract expire. The cost benefit analysis can be done before the contractor comes into work.

Quality: The way to get the most qualified talent is to think about the exact person needed for the job. It also pays to determine what the contractor needs to accomplish. It would help if the client gives the personality traits they desire such as an upbeat person or a quiet worker with a serious demeanor – whatever is the best culture fit. The key to finding quality is knowing what will make this particular person successful.

After the pandemic, companies went on a hiring spree as. They faced low unemployment and fewer candidates. It is always good to have options, and none of us can predict the future.

Working from Home isn’t for Everyone

ultrahealth agency

Elon Musk shocked the TESLA employees working remotely when he recently stated, “…The more senior you are, the more visible must be your presence.” He was requesting that employees come back to the office. COVID-19 had everyone rethinking work, health, and the work-life balance as they were forced to work remotely. Now that things are getting back to normal, the executive demand for employees to return in person has increased.

Musk decried that some people were “phoning it in” across the working remote spectrum, no doubt some people are. Let’s skip the fact that working remotely isn’t for everyone. Certain home environments are simply not conducive to it.

Not everyone can concentrate at home. Certain environments are distracting and bothersome. Some people lose focus on their tasks and have a difficult time with deadlines. Some need a manager looking over their shoulder.

There is also the question of leadership. Can a good work culture be established remotely? For every company is it different. There are organizations that strive for creativity and collaboration while other companies need autonomy and have heavy demands on deliverables.

The hybrid work remote culture is an asset for some organizations: it allows employees to have a proper work life balance and maximizes their capabilities. For others, it is a detriment when employees are not at their best and projects are not completed. Musk is the CEO of his organization; and if he wants employees in the office rather than home, it is his prerogative. It is also the choice of said employees to find positions in companies that match their life goals and meet their preferred work-life balance.


Dane Flanigan

ultraHeath Agency

Who Are the Best Employees?

Often, we miss out or error in misclassifying good workers; sometimes we let them leave or fail to recognize their true value. Employee retention is a company’s secondary goal.

They like their work. If people like their work, they are comfortable in their environment and willing to perform the necessary tasks to get things done. If they love their work, they will excel and take on challenges to improve their skill set.

They are responsible. Dependability is the number one asset. A good employee is responsible for their work and when asked to get something done, rest assured those tasks are accomplished. One could be the best computer programmer or top-notch surgeon, but if they are late for deadlines or surgeries, they quickly become categorized as bad apples.

They believe in the company.  It is the teenager who takes a job at the local movie theatre, just because it is their favorite place to watch a film. They believe in the theatre, the seating, the popcorn and they become a part of helping the business run. They are also there to help patrons and provide a pleasant movie going experience as well.

They grow. They learn, they give back, making the organization better; they enjoy their time, and they are compensated for their work. Work is a part of the journey. Successful companies are on that journey, and they cultivate, help and compensate good employees on their adventure.

By Dane Flanigan