Current UC Davis Employee
Current UC Davis Health employee looking for perspective on my experience
I currently work per diem at UC Davis Health in a Supply Chain/Clinical Inventory position. I’m posting because I’d genuinely like perspective from current or former UCDH employees about my experience.
The views expressed here are my own and do not represent UC Davis Health or the University of California.
I manage an assigned inventory route that includes maintaining PAR levels and making sure necessary supplies are available. I’ve noticed that many of my more difficult shifts occur when I’m returning after being off.
On those days, I frequently encounter bins that are empty or significantly understocked. I then spend considerable time locating supplies from other areas, finding appropriate fillers or substitutions, and placing orders to replenish what is needed.
Interestingly, when I work consecutive days, I experience significantly less of this because I’ve already ordered what was needed during the previous shift. As a result, the person working the route after I’ve worked generally comes into a better-stocked route as well.
I’ve also spoken privately with both current and former employees who have shared that they experienced some similar workplace concerns. Some have told me that their experiences contributed to their decision to transfer to other departments or leave altogether. I’m not speaking on their behalf or identifying anyone, but hearing similar concerns from more than one person is part of what prompted me to ask whether others have had comparable experiences.
I’ve communicated when I’ve encountered operational barriers and have asked for assistance early enough in the shift when I believed it might be necessary to ensure everything was completed. There have even been times when I’ve shortened or skipped my last break because I wanted to make sure my responsibilities were completed before leaving.
Recently, however, I received feedback emphasizing that I’m expected to independently manage my route and complete my responsibilities with minimal supervisory assistance.
This has left me somewhat confused about the expectations.
I understand and agree that I should be able to work independently and resolve routine problems myself. At the same time, employees are expected to communicate when circumstances outside their control could interfere with completing their work.
I feel as though I’m in a difficult position where not asking for assistance could be viewed as failing to communicate or manage my workload appropriately, while asking for assistance may be viewed as requiring too much supervisory support.
There is another part of my experience that I’d especially like some perspective on.
I’m currently per diem, and I recently applied and interviewed for a career/full-time Clinical Inventory Assistant 3 position within the department. After interviewing, I was informed that I had not been selected to move forward and that the selection process had been very competitive.
I accepted that decision.
However, shortly afterward, another career HA3 shift opening involving PAR and inventory management responsibilities was announced within the department. The announced schedule is Sunday through Thursday, approximately 9:30 PM–6:00 AM.
That caught my attention because I’m already performing this type of work on a per diem basis, and I make myself available for that schedule.
To be clear, I’m not accusing anyone of discrimination, retaliation, or wrongdoing, nor am I assuming that the newly announced opening is the exact same requisition for which I interviewed. I don’t have enough information to make either claim.
I’m simply trying to understand the situation from an employee’s perspective and determine whether what I’m experiencing is unusual or something other employees have encountered as well.
For current or former UC Davis Health employees:
Have you ever worked in a position per diem, applied for a career position doing essentially the same type of work, not been selected, and then seen another career opening announced shortly afterward?
How would you navigate being expected to ask for assistance when there is a legitimate operational barrier while simultaneously being expected to require minimal supervisory assistance?
And for those familiar with UCDH hiring: Is it common for a current per diem employee who is already performing the job and available for the advertised shift to be passed over while the department continues recruiting for career positions?
I’m particularly interested in hearing from people familiar with UC Davis Health, Supply Chain, hospital operations, per diem-to-career transitions, or UC hiring practices.
I’m not posting internal emails or documents and won’t discuss patients, coworkers’ personal information, or confidential operational information. I’m simply sharing my own experience and trying to understand whether others have encountered something similar.