Empowering Filipino Nurses: Navigating Opportunities and Overcoming Challenges with Powerhouse America
Harnessing Strength and Resilience in the Healthcare Arena
Welcome to this exclusive member spotlight featuring Arlene Painagan of Powerhouse America LLC, a pioneering agency dedicated to supporting Filipino nurses as they embark on their journey to the U.S. This interview showcases the unique recruitment process that Powerhouse America has developed, highlighting how their model not only facilitates a smoother transition for nurses but also prioritizes their well-being and professional growth. From personalized support to ethical recruitment practices, Powerhouse America leads the way in ensuring a positive experience for Filipino nurses. Join us as we delve into their mission, vision, and the unwavering commitment they have towards enhancing the lives of nurses and their families.
Profile Questions:
1. Can you describe the nurse recruitment process at Powerhouse America and how it benefits Filipino nurses seeking employment in the U.S.?
ANSWER: The process denotes a strong collaboration between the stakeholders involved namely the Agency (Powerhouse)as the recruiter /liaison; the Hospital/Facility as the Petitioner /Employer; and the Law Firm to take care of the legal aspects of the recruitment. The close coordination between the 3 parties makes the Employment-based Immigration process smooth and successful consistent with Powerhouse's Legal and Ethical recruitment Advocacy. The agency (Powerhouse) creates the recruitment model which basically lays down both the Recruitment and Employment benefits asked and to be afforded to each Filipino Nurse migrating to the US with his/her family. Once the list of benefits is approved by the hospital/and facility, the latter will set the professional qualifications and requisites both experience and documentary for presentation during recruitment marketing activities. When an Applicant is granted and has accepted a Job offer from the hospital employer, Powerhouse connects with the law firm for legal processes and procedures.
This recruitment process entails a Direct Hire by the hospital, with Powerhouse being outsourced to perform the Recruitment, Pre-arrival, and Post- arrival services ensuring that each fellow Filipino Nurse is well guided, protected, and supported and that the hospital partner also gets a Fair Return on Investment (hiring well equipped Filipino RNs and the arrival of the RNs to the US to work in their facility), thus a Win-Win situation for both parties. This unique and non-conventional recruitment agency model is highly beneficial to Filipino Nurses specifically being a direct employee of the hospital to enjoy all the employment benefits enjoyed by their future American colleagues; with a bundle of recruitment benefits such as the "All expenses paid " by the employer during the petition and immigration process including the pre-qualification requirements (NCLEX, English, Visa Screen and License Endorsement) plus the airfare, housing assistance, and other pre-boarding and on-boarding support. This somehow provides Filipino nurses an opportunity for safe and secured immigration and employment to the US with less financial burden and an easy transition process. Moreover, the model ensures that Filipino nurses will not be subjected to recruitment exploitation, work discrimination, or unfair labor practice, and be spared from the contributing factors causing hardships in life and work transitions.
2. What specific challenges do Filipino nurses face when migrating to the U.S., and how does Powerhouse America help them navigate these hurdles?
ANSWER: Generally, nurses would struggle with basic needs such as shelter, food, transportation, and also the compliance of necessary documents, identifications,and requirements necessary for their on-boarding to their hospital. Collaterally, they also would face some challenges to adjust the culture of the workplace. Powerhouse has provided support to address all aspects above-mentioned.
For shelter, Powerhouse arranges the housing accommodation prior to the nurse and family's arrival with free 3 months of rental (shared between Powerhouse and the Hospital) and without asking for any deposit or advance payment from the nurse. For more convenience, the nurses and their families are placed in a fully furnished brand-new house. For food, a grocery good for 3-5 days is provided plus gift cards by the Hospital and Powerhouse which could initially sustain their needs. As regards transportation, Powerhouse provides free rides/transport for the first 2 weeks when the nurses complies the onboarding requirements and start with their orientation. Powerhouse also provides a 31- day unlimited bus pass, assists the nurse in downloading an Uber app, and within a month's time, the nurse has the option of getting a car even without a credit score, with or without deposit, and with lowest APR. This is part of Powerhouse's initiative to link with car dealerships for an international nurse's car program.
The expected challenges are addressed through the most personalized services provided by Powerhouse. Generally, the greatest challenge faced by nurses relative to their immigration application is the financial burden of paying the lawyer, the immigration fees, the visa, the green card, the pre-qualification examination requisites, the medical exam and airfare to the US. However, the said financial burden is reduced through the "All Expenses paid " recruitment model designed by Powerhouse as the primordial responsibility of the petitioning hospital.
As to the RN's compliance with documents and other requirements, Powerhouse assists the RN in applying/making follow- up for SSN and Green Card, Texas ID or Driver's license, opening a direct deposit bank accounts and credit cards at their option, applying in the Post Office, compliance of health and medical exam requirements including drug screen, free scrub suit by Powerhouse prior to their first day of work.
Another challenge that the RN may face is the adjustment of workplace culture. This is addressed through Powerhouse' Cultural and Clinical Assimilation program where approximately 3-5 days of orientation/education is offered to the nurse focusing on the culture of the workplace and its clinical set-up and practices. This program is in collaboration with the local nursing organization which is the Philippine Nurses Association of San Antonio (PNASA) which provides an Orientation Packet together with Powerhouse Welcome Packet enabling the nurses to access the necessary information, addresses, and contact numbers of the offices that they may need to communicate in the future. It is worth mentioning that Powerhouse sponsors the first year of the nurses' membership registration in PNASA and in the PNA in America (national level).
3. What sets Powerhouse America apart from other agencies in providing personalized support to Filipino nurses throughout the hiring and placement process?
ANSWER: Powerhouse provides the services required in the business (professional and technical expertise) and it is coupled with care and compassion guiding and supporting the Nurses from the beginning of the recruitment; when the recruitment process is ongoing; and the RN and family's arrival in the US especially during the first months of critical adjustment. All the services provided are FREE to the nurses since Powerhouse is remunerated a recruitment fee by the hospital -employer and does not require any agency or processing fee from the applicant. Extending beyond the conventional services of an agency which is mainly to recruit and endorse the nurse to the hospital, Powerhouse does more and even spends a part of its recruitment fee for the nurses' post-arrival services. The business acumen is coupled with care and compassion. It is not all about having monetary gain but the success of every Filipino nurse in achieving their American Dream with an almost seamless transition and a work- life balance.
4. How does Powerhouse America assist Filipino nurses with the legal aspects of migration, such as visa processing and compliance with U.S. immigration and employment laws?
ANSWER: Powerhouse closely collaborates with the Law Firm engaged by the hospital to represent on its behalf and who will prepare, submit, and represent the nurse- applicants to the USCIS and National Visa Center. With Powerhouse' CEO being a Philippine Lawyer herself, the nurses are basically oriented with the immigration steps and requirements that the US-based Law firm may require. For a speedy process, Powerhouse relays the requirement checklist to the applicant, collects the documents, facilitates the submission to the law firm, follow-up the status of the application to the law firm, and provides guidance to the nurses in case of deficiencies and additional documents are required to be secured in the Philippines and upon legal advice of the US law firm and representing attorneys. Powerhouse, in collaboration with the US Law Firm, is keeping abreast with the immigration laws, rules, and regulations and is duly updating the nurses. As regards employment laws, Powerhouse ensures that the nurse applicant is offered appropriate employment wage and benefits by the hospital petitioner. This is ensured through a Memorandum of Agreement signed between Powerhouse and the Hospital Facility. The legal advice and/or lawyer's fee is provided for FREE by the hospital while the relevant guidance and assistance provided by Powerhouse is also for FREE.It is important to note that Powerhouse is always at the nurses' back in each step of the recruitment process making sure that the legal formalities are complied with.
5. What kind of relationships or partnerships do you have with U.S. healthcare institutions, and how do these partnerships enhance the placement experience for Filipino nurses?
ANSWER: As mentioned, Powerhouse relationship with US Healthcare Institutions is professional and collaborative in nature. This means that the Powerhouse recruitment team is in constant contact (meetings and communications) with the hospital's counterpart recruitment team. Both Powerhouse and the Hospital's recruitment teams are all hands-on, always putting the welfare of the applicant as the number one agenda in every meeting. Moreover, the recruitment program's partnership is solidified by the hands-on engagement of the law firm making sure that all parties are on the same page. Apart from the regular and on-call meetings with the Hospital Recruitment Team, a meeting with the Law firm is also called to be attended by the 3 stakeholders. Relatively, a Town Hall meeting with the nurse-applicants is also facilitated by Powerhouse to enable the nurse applicants to meet the hospital management and law firm attorneys and staff. It is not just professional and collaborative but the relationship is also open and transparent.
6. How does Powerhouse America ensure that the nurses it recruits from the Philippines are well-matched to the healthcare facilities they are placed in?
ANSWER: For a well-matched placement of nurses, Powerhouse basically inquires what kind of nurses the hospital needs in terms of specialization and years of experience. A clear definition of academic and experience requirements, job description, benefits ,and privileges are written through a job order secured by Powerhouse before the recruitment and screening of nurses are conducted. In addition, since the nurses have to wait for years before the approval of their visa, once their visa are approved and are ready to migrate, the nurses will have a meet and greet with the hospital's unit managers who are the prospective bosses in order to discuss the available positions which will be matched with the nurse' specialization and experience. It is the nurse who will finally decide which unit he/she wants to be assigned including the specific shift assignment (AM or PM shift). Put simply, the nurse' experience and specialization are the primordial considerations in the placement and unit assignment.
7. How does Powerhouse America prioritize the needs and well-being of Filipino nurses throughout the recruitment and placement process, ensuring they feel supported both professionally and personally during their transition to the U.S.?
ANSWER: To ensure the promotion of the Filipino Nurse' well-being, Powerhouse America made it into an advocacy. that no Filipino Nurse should be suffering from unfair labor practices or feel alone in their transition stage. The agency is basically pro-nurses, and nurse recruits are taken care of by nurses themselves (like the CEO and staff) as its tagline says "For Nurses, by Nurses". For their personal growth to be enhanced, Powerhouse not only takes care of the nurses but also their respective families. Powerhouse takes away the barriers that the family may encounter such as financial, social, and mental challenges. Powerhouse assists the nurses' spouses inseeking for a job possibly in the hospital where the nurses are working; helps the nurses to enroll their children in school; sponsors the nurses' membership in the local and national nursing organizations; invites and exposes the nurses to Filipino-American organizations' activities. In the same vein, Powerhouse initiates family outings and get-togethers all geared towards the financial, social, and mental health and well-being of the nurses and their families. In short, Powerhouse ensures that each nurse' sense of belongingness is promoted.
8. How does Powerhouse America ensure ethical recruitment practices, and what measures do you have in place to protect the rights and welfare of the Filipino nurses you recruit?
ANSWER: Ethical recruitment is ensured by making sure that the nurses are given what is due to them. A listing of nurses' benefits to be given by the hospital employer is primarily negotiated at the inception of the program and partnership. Powerhouse lobbied for the all-expenses-paid program by the hospital; with a complete package of nurse benefits; and has campaigned against salary cuts by any party involved including Powerhouse as the recruitment agency. This is concretized by observing and upholding transparency to the nurse applicants and facilitating their access to the hospital petitioner and even to the representing attorneys. Further, Powerhouse even negotiates for a higher hourly rate when deemed necessary and ensures that the nurses' rights and welfare are upheld through a Memorandum of Agreement duly executed between Powerhouse and the Hospital/Facility specifically providing for the benefits, privileges, and other just, fair, and equitable employment conditions. It is necessary to mention that Powerhouse recruitment principle is NEVER to make the Nurse a milking cow.
9. As the demand for healthcare professionals in the U.S. continues to grow, how is Powerhouse America scaling its recruitment of Filipino nurses while maintaining high-quality placements?
ANSWER: Powerhouse America started with the first Cohort of 20 nurses and through "word of mouth" and intensive recruitment activities, Powerhouse has rapidly and swiftly grown with a Job order of more or less 500 Nurse positions awarded and accepted by more than 450 nurses as to date. As the need for nurses continues and with the expansion projects of Powerhouse America, proactive strategic planning is regularly held. With the growth of the company, it called for more hands, hearts, and minds to work, hence, Powerhouse has tapped the services of more employees (within and outside the US) including interested newly arrived nurses who wanted to work as part-time admin staff who themselves have experienced and are familiar with the process. Having a clear and well-defined system in place and with the help of the Powerhouse Advisory Board, high-quality placements are maintained and ensured. Moreover, Powerhouse also believes that social linkage and networking with other business organizations and chambers of commerce provide access to relevant business information, advice, and support to further its quality-oriented business perspectives.
10. What is your long-term vision for Powerhouse America in contributing to the U.S. healthcare system and supporting the careers of Filipino nurses?
ANSWERS:
1. Powerhouse envisions that in the future, a progressive Real Estate project or the establishment of a Housing Community for Powerhouse Recruit Filipino Nurses will be realized, affording the nurses and families the option of getting their own houses at the cost they can afford possibly with the financial backing and support from both government and non-government organizations. This does not only promote stabilization on the part of the nurses and their respective families but also ensures the retention of nurses in the hospitals/facilities; and their continuous residency in San Antonio Metropolitan areas or at least in the state of Texas. For the nurses' career advancement, Powerhouse has already started forging partnerships with educational and training institutions and lobbied for scholarships and discounts if they decide to take professional certifications and advancement degrees. This opportunity is also offered by the current hospital partners as part of the listed privileges for nurses.
2. Also, in the future, when understaffing is already addressed and international recruitment is no longer badly needed, Powerhouse will venture into Local Staffing and Placement services affording the nurses with easy access to employment in the local community and other healthcare facilities that need them. This makes Powerhouse America a local and international recruitment and placement agency bridging the hundreds and thousands of nurses to different hospitals within the state, into other states of the US, while sustaining its international recruitment programs and services projecting a considerable number of nurse retirees in the next decade.
3. Other expansion projects are also envisioned such as the Opening of either a Powerhouse Home Health program or a Nursing Home Facility whichever is needed and relevant. This opens for more options and opportunities for nurses to earn more especially when the demand for nurses slows down or for nurses who want to venture into a new work environment. This plan does not only support the nurses' careers but also generates more job opportunities for their families. With 500 or more RNs available, the opening of other nursing-related facilities is always feasible and relevant.
4. On a personal note, the CEO / owner of Powerhouse America envisions forming a Non-profit Organization of Powerhouse Nurses as a venue for them to support each other, further share aspirations and plans both personal and career-related, and learn more opportunities for them and their families. The most ambitious vision of the CEO would be for Powerhouse America to establish a foundation with these nurses to take part in rendering nursing care, free health services and education; support to health-related missions; outreach and charity programs in the USA and in the Philippines for a more meaningful and relevant Nursing Recruitment Program meaningfully expanding its advocacy of protection for the rights and welfare of the nurses with their families, and at the end to the people of the local, national and global communities.