Bon Secours Mercy

Interviewed for a ICU position at Bon Secours Mercy and asked about float policy. Got the standard "only when needed" answer. For anyone there: how often is "needed"? Is it once a month, every shift, etc? And do they float you within the same service line or send cath lab nurses to L&D? Coming from a system that floated heavily and burned out hard; trying to vet this before signing.

Bon Secours Mercy reached out about their in-house travel program rather than going through a traditional agency. On paper the rate looks competitive ($60-70/hr) but no travel stipend obviously. For anyone who's done it: how does the assignment process work? Can you choose facilities? Length of contracts? Is it actually flexible or just staff RN with extra steps?

Considering a L&D position somewhere in the Bon Secours Mercy network. Multiple facilities and the postings all sound similar on paper. For anyone currently working in the system: which campus has the strongest culture for psych? Better ratios? Less burnout? Which to steer clear of? Not looking to drag anyone — just trying to land somewhere I can actually stay for a few years.

Looking at jobs and noticed Bon Secours Mercy advertises tuition assistance. The marketing is vague ("up to" some dollar number). If you're currently using it for an BSN or anything similar — what did the actual reimbursement / loan-repayment look like? Annual cap? Any service commitment after? Trying to figure out if it's actually a meaningful benefit or just a recruiting line.

Just signed an offer with Bon Secours Mercy for a L&D role and starting soon. What does new-grad orientation actually look like? Length, structure, preceptor pairing, how much classroom vs floor time? Heard the formal residency program is solid but want to hear from people who've been through it recently. Any units to specifically request (or avoid) as a brand new RN?

Got an offer from Bon Secours Mercy new grad and weighing it against staying put. For people who made a similar jump: what surprised you about working there? Charting system (Epic vs other), ratios on your specific unit, management quality, how PTO/scheduling actually works in practice. The big one: do they actually enforce ratios or is the staffing matrix a suggestion?