registered nurse

data entry clerk

administrative assistant

Amerigroup Corporation

Where to start,..As a 20+ year veteran in managed care leadership with new business start up experience, I found myself severely handicapped at every turn.  As a Director, I had no input in hiring clinical staff (RNs,Case Managers, etc). Instead, a contracted HR firm filled the positions and as a result, not ONE had ANY managed care experience which is Mission Critical when implementing a new managed care organization!  I was not able to hire a Business Analyst for reporting needs nor an Admin. Assistant, that I was assured was in my budget.  ALL other departments had these critical staff!  The IT staff assigned was also a vendor and not familiar with the data warehouse and added a new layer of complexity resulting in unreliable reports.  Reports that were State mandates and deliverables per the contract.  Because of my experience, I was also tasked with problem solving at every level including provider grievances, contracting, State inquiries and issue resolution most unrelated to my dept.  My leader failed to provide needed resources and support, reallocated funds from my budget to other areas without my input and often publicly cited to other executive leadership that the providers had no exposure to Managed Care.  However, that statement was completely false.  Managed Care has been alive and well in the provider community for well over 30 years.  The State Medicaid Government program however, was NOT previously managed with exception of the TANF population.  Despite my knowledge of current provider trends related to Managed Care practices already in place by other MCO's such as United Health Care, Wellmark Blue Cross/Blue Shield and others, my leader chose to micromanage me instead of allowing implementation of proven, successful managed care techniques already familiar to the provider community.  The result was unnecessary provider abrasion and a multitude of avoidable issues.  I could add volumes more, but suffice it to say that there was a severe lack of support, equitable resource allocation, staff training and experience.  While praised by my peers, both corporate and local executive leadership, members of the provider community and subordinates within the organization for my performance, I felt shackled by the constraints placed upon me by my direct leader. That being said, there were many exceptional performers within the organization with whom I had the honor to work.  Many have left the company, others have been reassigned or have chosen to accept positions at the corporate level.  I still believe in the Mission of AGP and acknowledge the many positive experiences I had.  However, if you are considering a position at the Iowa plan, be aware that your job satisfaction can be completely influenced by your leader, their leadership style, support and resources given and willingness to listen and collaborate.

Work at Amerigoup, was an amazing place, before being acquired by a larger company. The core values were present and everyone was happy with employment. However, management has changed and the core values do not shine as before. There is no room for advancement; managers keep leaving while encouraging associates to leave also. There is no way you are going to advance in the company. Several managers show blatant bias and favoritism; in addition, director of call center is rumored to employ several current employees signification others in her other businesses which lead to ethic complains being filed by other employees. Which is now causing agents to feel devalued with no want to change the negativity. 
A typical workday includes taken back-to-back calls, on a strict adherence schedule. You will encounter all different types of cultures, and ethnic groups from all over the United States, keep in mind you will be communicating with the general Medicaid population, which includes, but not limited to elderly, young soon to be mothers, individuals living with mental and emotional challenges. Depending on which position you are in will determine what information you will provided.
What I have learned working here, is you have to be knowledgeable about a little of everything, and make the personal effort to be better at your position without recognition. You have to have the personal drive to come and do your job, learned not to stand out. There are negative connotations to people who want to improve and do better. 
Management is a buddy, buddy system. If one manager does not care for you, all the managers will know. There are no leaders, among them; they actually sit around talking among themselves. The manager style has really changed, from being hands on and personal to unavailable and condescending.  
Co-workings can be nice, and very supportive, and good-natured, everyone wants to be the best and encouraging, and we all face the same adversity. Everyone is always ready for a potluck and eating seems to bring the agents together. 
The hardest part of my job is not being valued for the work we do, and not being appreciated. To expected to perform the task of my position with very little resources that actually work. The best part of my day is the end when I had completed my tasks and put fourth my best effort to complete my work.

I was at Amerigroup when the MCO's 1st rolled out managing Medicaid for the State.  Many of my co- workers & colleagues transitioned from another entity who had managed cases for the state previously,  so it could be difficult to "fit in" to previously established cliques & groups. Different treatment from managers on those they already knew,  and those of us who were new. It was a salary/exempt position,  but required working 8-5 with minimal flexibility on the hours. Anything  worked before 8 or after 5 was considered "on your own time." Staff & management did  care about clients, but also pushed to hit deadlines & established time frames,  following Medicaid rules & guidelines, sometimes at the  clients expense One manager did not like "working from home" concept (which was the agreed upon terms of employment upon hiring). If you missed a call, or they couldn't see you on-line thru their system (Lync?),  it was assumed you weren't working, and the Lync system periodically showed you as unavailable or randomly shut off, even if you were working on the computer! I didn't always catch when it shut off, especially if I was working with a client,  hospital,  provider, etc. My office was in my home,  so any filing, reading, etc where the computer /system was idle and they couldn't "see" you working,  they jumped to conclusions. They even stated,  being in the office where you could be "seen" made a difference on how you were viewed/judged/managed. Unable to go up the chain either,  because they all transitioned together,  so backed each other. It was easier to just leave. On a positive note, outside states helped train,  which was awesome,  & they had numerous options for researching info & accessing help.  Many different departments & areas,  provided opportunities to switch & advance your career. Continuous training & furthering education definitely a big plus!

Overworked! Case work included potentially 400 members an impossible job to fill. Management was very negative in its approach to supervision, training (actually we had none) and we were out and about all over NM and at times when involved in a crisis could not reach a supervisor. I learned how to endure a job I had been lied to about. I was told I would be working out of an office in down town Albuquerque and two months into the job we were required to move all of office equipment (despite how much we could carry) into our homes. If we did not have an office we had to work out of another bedroom or kitchen. We also had our vacation/sick time cut and were told we could no longer work overtime unless approved by a supervisor. Previously we were exempt empoyees and were expected to get the job done no matter how many hours it took. We were working 60 hours a week at times. Overtime was rarely approved and everyone behind. It was the norm and everyone got written up for not keeping up with expectations.

The Service Coordinators I worked with were some of the hardest working people I have ever worked with. The hardest part of the job was keeping up with bi yearly assessments of clients, following clients through hospitalizations and crises, answering to a number of non supervisory personnel as if they were supervisors and everyone did so with compassion and professionalism.

The most enjoyable part of the job was seeing people benefit from our services. Toward the end of my tenure there I could not continue to work and feel ethical about my job as our job was to cut services, not provide for our members.

Amerigroup use to be a awesome place to work before it became Anthem. I wouldn't advise my worst enemy if I had one to work there now. There is no advancement or room for you to grow at all now.. They have a bunch of morons in upper management that make rules but are clueless to what it takes to be successful in the department of the associates that actually do the work.. They have unrealistic goals for you and when you ask questions they duck and dodge around your question without ever giving you a straight answer. The majority of the staff is on PIP's or Corrective Actions. And these are associates who for years have worked for Amerigroup and were great modeled associates. Now all of a sudden they are not meeting the goals and are on write-ups. You don't get credit for all of your work. And according to upper management "its factored in".. Its just horrible there. You can feel the tension in the air because everyone is so stressed and unhappy. People who were "Off premises workers" for years , are now slowly but surely being dragged back in to the office to work because they are according to Anthem not meeting the standards and have to work in the office now. There is a over abundance of mandatory overtime every week. People are burnt out and are expected to complete 7-10 hours every week, and people have families and are just tired. Its awful.. There is no morale at all! Stay away!!!

Our Albuquerque office consists of our utilization department, our case specialists and provider relations. We also have our managers, Doctors and our CEO.  We are a very close group of people who work well together. We are very involved in the Community. The most enjoyable part of my job is that  I feel that we are doing something good and right for the population that we serve. I enjoy working with my providers and have established some great relationships with them.
The hardest part of my job is the fact that the claims department is in another State.  They are not familiar with the population here in New Mexico and the all the different cultures. This has been the biggest challenge.
I feel that I have learned a lot.  When I took this job almost three years ago, I felt that this position would be very easy since I had already been in provider relations for eight years prior.  I had to learn PCO and Long term care services and all the rules and regulations according to the State guidelines.  It has been a very rewarding experience.
I am involved with many of the work groups at Amerigroup such as our member satisfaction team and the Activities Committee.  Its good to be a part of making things better in our Community and it's good to make it a more positive work environment.

	Calculating, developing and organizing monthly end reports to the management team. 

	Assisting in special projects as assigned by manager.

	Managing my team to ensure all assigned job duties are followed on a regular basis: coordinating work schedules, lunch schedules, approving time off, and addressing any issues within the department. 

	Supervised 7agents on a daily basis, telephonically to ensure customer service etiquettes are being followed.

	Conducted monthly 1:1 meetings with employees to review monthly productivity addressing areas of improvement.

	Coordinated team events and projects, i.e…. Christmas function, Thanksgiving potluck, Birthdays, March of Dimes
 
	Performing the same duties as an outreach associate while maintaining the Team Lead role.

	Coordinating telephonic care to neonatal members and conducting surveys in the effort to ensure medical care.

	Making outbound calls to parents with members under age 21 to ensure yearly health exams under the THSteps program.
  
	Working and supervising the ESRD (End Stage Renal Disease) database in contacting members to enroll in Medicare for Dual benefit coverage in conjunction with their Medicaid benefits.

	Verifying Migrant Status through telephonic outreach.

	Assisting in special projects as assigned by manager

·  Territory manager for Anne Arundel, Calvert, and upper eastern shore counties in the state of MD 
·  Over 80% field work meeting and developing a relationship in knowing the ins and outs of clients/providers business
·  Educated and updated clients on procedural, technological, compliance and regulatory changes affecting workflow, pricing, technology and service
·  Recruited, contracted, credentialed, and negotiated Physicians, Hospitals, ASC and Ancillaries
·  Resolved client/provider issue requests, interacting with various departments to resolve client/provider issues when necessary
·  Conducted onsite orientations/training/education for new and existing clients/physicians, hospitals, ASC, and ancillaries
·  Partner with Health and Wellness and Outreach team to educate clients, providers, and members on the benefits of a comprehensive health and wellness program

*  I was recruited to Amerigroup through my formal manager. 
*  The hardiest part of the job was keeping up with the provider's demands due to lack of payment.
*  The Manager and staff was very supportive which made the job enjoyable.

Isn't it always the case that a manager can make or break a department, the job culture, the company.
In my case it began wonderful, great manager, great attitude, loved coming to work.  With Amerigroup/Wellpoint/Anthem (went through the name changes all in one year), changes did happen, people moving around, up, down, sideways.  Changes are good right? It means opportunities, growth.  Yet, how about young managers, inexperienced managers moving up to positions. They may be a know the company well, but do not know how to manage and don't talk about training,  There isn't any real training for associates, never mind the managers.  They try to do it through one on ones, which end up being more about smoke breaks, gossip, etc.
Next another reorg.  When is this going to stop?  Another shift in management.  It's the luck of the draw.  I've seen people reassigned to a new position, new work, without even asking you.  You are just an asset to move around. 
So you must be someone who can bend, yet stand strong, but most of all know when it's time to jump ship if you are unluckily reorg'd into   one of the few, but large, departments ruled by unscrupulous management.

The problem at Amerigroup Tennessee is that they let long-time managers/directors drive-out good talent.  When I was hired, I was sold a "Marketing Coordinator" position, but ended up serving as a administrative assistant in essence. I was relegated to making copies, ordering lunches, typing documents, reserving conference rooms, managing fleet car, etc. and had very little actual marketing-related tasks.  For the first few months I continually asked for more responsibilities and tasks, which ultimately was met with a threat of termination.  My department had a turnover rate of more than 50% because the Director had such a consistently negative attitude toward her staff and no one was doing the job that they were sold.  She also had a hard time executing on plans and would frequently change her mind without communicating to her staff.  Further, she would heavily scrutinize our schedules and calendars--would even call to ask where I was even though I had the appointments or meetings listed on my public calendar.  All of this created an extremely disorganized and hostile environment.

The health  insurance plans were also less than ideal.  Expensive premiums with high-deductible and minimal coverage.

Top Job Titles	Average Salary
Registered nurse 1 salary reported	$75,113 per year
Data entry clerk 1 salary reported	$17.50 per hour
Administrative assistant 1 salary reported	$33,000 per year

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