support coordinator

intervention specialist

case manager

service coordinator

registered nurse

CENTER FOR COMMUNITY RESOURCES

Looking back, my time at CCR has been marked by substantial organizational change and ongoing operational challenges.  Over the course of my employment, many aspects of my role changed, often repeatedly, to the point that my position looks considerably different from what was originally outlined at the time of hire.

A typical day consists of answering crisis calls, dispatching to community settings to complete assessments, and facilitating placement of clients.  The daily tasks are deeply complicated by organizational challenges, which is arguably the most persistent challenge of the job.

One of the most persistent challenges involves intrusive contact and inconsistent scheduling expectations.  Staff are regularly contacted via calls and text messages outside of scheduled hours, which, at times, includes during approved PTO, and are often asked to come in on short notice.  Conversely, administrators will gripe about being contacted for consults and encourage staff to practice “problem-solving skills,” but will later be disciplined for making choices not aligned to administration’s unclear expectations.  On the topic of the schedule, at the same time, overtime authorization is highly unpredictable.  There are periods in which employees will work upward of 60 hours per week for extended stretches, followed by abrupt shifts in which all time beyond 40 hours is discouraged or retroactively restricted.  This creates financial uncertainty and undermines any meaningful ability to plan personal or professional obligations.  In my experience, unpredictable schedules and boundary violations are associated with higher burnout and lower job satisfaction.

Scheduling more broadly has been a recurring issue.  Since the time of hire, the schedule has changed repeatedly, often with limited explanation or advance notice.  Expectations are frequently revised, staffing targets shift without clear rationale or explanation, and information is often communicated in vague or incomplete ways.  This pattern has created a work environment that feels confusing by design rather than supportive.

Management support is another area of concern.  Despite stated commitments to preventing burnout, there is limited recognition of sustained effort or adaptability.  High workloads are normalized, yet structural support remains minimal at best.  Innovation and employee-driven improvement are not meaningfully encouraged.  There is a clear disconnect between stated values and daily practice which is akin to “double speak,” in which aspirational language masks misaligned systems and expectations.

Additionally, new hires are required to complete 120 hours of internal training, which is a requirement that is not mandated by OMHSAS.  While training is essential, presenting this expectation as necessary, while simultaneously promoting work–life balance, creates a direct conflict.  Similarly, staff are expected to navigate trainings using an outdated SharePoint system, where it is more common than not to be unable to locate the trainings the organization requires.  When paired with unstable schedules and frequent off-hours contact, this burden is significant.  Excessive onboarding demands without corresponding structural support are well documented contributors to early-stage burnout and disengagement.

It is also worth noting that gas stations (namely, Sheetz) offer more competitive tuition benefits as CCR recently changed the cap to $4,000 in a calendar year.  This is yet another example of where this organization lags behind others.  

While the mission-facing language may appear employee-centered, the internal systems and management practices do not align.  I would’ve chosen to work elsewhere if I had known prior of the high ambiguity, shifting expectations, and limited work–life boundaries before accepting a position here.  However, client interaction does provide a positive aspect for learning and is easily the most rewarding aspect of the role. 

We spent over a month in training sessions leading to opening the facility, many of which were helpful, but during this time we were told explicitly that we would not be performing certain functions, such as mobile interventions, which we were later told would be required of us, and the first to question this change was publicly threatened with termination.


We had good staff, indeed it was said during orientation that we were intended to be an eclectic team and this was a strength, but as we opened, we were constantly given either misinformation or change of direction from management who simultaneously refused all responsibility but to attempt to penalize workers they disliked, notably one of the more reliable full time employees. Policing use of downtime and office space spawned petty grievances that led to write-ups that served no purpose.


As a supervisor, my time was spent attempting to maintain morale while keeping us available and responsive to crises, usually with regard to workplace conditions and dynamics, and later it became inevitable to address even massive pay disparities between experienced workers, and when compared to other similar organizations. We were also promised a pay differential for overnight shifts that was mishandled, not paid for some periods, then actually deducted when they accidentally overpaid us.


It took just less than a month to become a hostile work environment, and management at multiple levels was prepared to evade questions about these concerns when addressed, and then proceeded to exaggerate and even fabricate grievances towards those calling it out. Many employees were hired while I worked there that left immediately upon seeing conditions and encountering pay disputes. We once had five employees quit within a week, and this did nothing to change management's level of involvement or policy.


For positives, I was delighted to meet other professionals and share perspectives. The work itself was also rewarding and challenging. I grew in this job, I do not regret my time here.

Somebody’s experience very well could be better for a different location. It all depends on the management and the environment they foster. 

The work itself isn’t too bad. Lots of paperwork and you have to be very organized. It can get busy here and there, but it has its slow moments. Slow moments are frowned upon here though. You have to be billing all the time. So find something to do because those units matter too much. They offer a decent amount of PTO and have decent benefits. Taking one day off equals getting behind on those billable units and they make sure to remind you of that. 

There is a very limited sense of team or knowing your coworkers here. The turnover is so high that almost as soon as you see the email announcing a new staff member, you see the email announcing their departure. You have your long-time staff and they’re all pretty tight knit. But there is almost no communication with them or anybody else unless you’re on meeting once a month or picking up work for someone. No region chats so that you could talk to your staff members and get to know one another/help one another with small questions. You just have to keep messaging your supervisor. 

If you are looking for diversity in the workplace, you won’t be likely to find it here.

Management can be difficult. Things are ok with them until they aren’t. Rules that aren’t in writing or reviewed with you throughout your time there are suddenly enforced if you cause any waves. 

Work life balance is hard. Make sure you know that you’re expected to be flexible to meet the needs of your participants. Expect some long days.

A typical workday varied based on demand and company needs. Shifts were long, often exceeding 10 hours, with little to no opportunity for breaks. I quickly learned that this role was not the right fit for me.

Management faced the same challenges as many companies, including staffing and organizational issues. However, favoritism was evident, and HR was not always easy to communicate with. Workplace culture suffered due to a lack of effective oversight, and there were frequent instances where management was uncertain about how to proceed in the field.

One of the biggest challenges was maintaining a work-life balance. Due to high job demands, staying past scheduled shifts was common, and on-call responsibilities made it even more difficult. While the on-call incentive was reasonable, the unpredictable nature of the work made it exhausting.

Additionally, the job required extensive groundwork for decisions that were ultimately made by an external entity, which could be frustrating. The company’s structure also made staffing coverage difficult—if someone was sick, it significantly impacted the entire team. This, combined with workplace tensions, created a challenging environment.

Overall, I appreciate the experience, but I would not recommend this job to someone looking for a healthy work-life balance. It requires a commitment to long hours, on-call duties, and a high tolerance for workplace inefficiencies.

Be ready for anything. Overall CCR is a great place to work and I liked my time there for the majority of the time until the ID management showed their real way of handling challenges. Note: My manager was new to her role and seemed to care more about the bottom line as there is a lot of pressure in the role. 
If don’t need support and don’t function like a typical human being this is the role for you. I continued to ask for help as I was struggling and feeling burnt out, so I was kindly provided with more work. You might get asked how you can be supported and then encouraged to pull yourself up and work harder. If you want to work for a team who only provides lip service with your mental health and wellbeing get your resume ready. 
It should be public record I observed a conversation between two manager complaining about an employee in front of me.So if that’s what you want, please proceed. 
HR backs management 100%. Benefits are great and you can flex your schedule. Benefits were taken away immediately as I was “not working” on the first of the month, should have worked before or after my surgery I already had approved.
You have generous PTO but can hardly use it because of the workload.

Truly and sincerely, if CCR wants to continue to be a “Top Work Place” they have some adjustments to make with management. 

Proceed with caution. 


I was a Co-Responder for the companies Pottsville location assisting the Pottsville police department. 

I left a state law enforcement job as this was in my back yard. I was Informed this was for a 24 month grant of which 6 months had elapsed by my hire date. 

Three months into the position I found out the grant had  already been close to 12 months over by my hire date. I was not given any job security by the company, apologized to for being mislead in my interviews, or informed they had received grants for the same position in neighboring towns I  could have slotted into if my own ended without renewal. 

Despite my intention to build the program into a success, and willingness to stay on despite the issue at hand with the grant length, I resigned after chasing a commitment from company management for several months that I would have a job. I was offered to stay on as a crisis intervention specialist but this was a 6 dollar an hour pay cut. 

After my two week notice was placed they gave pay raises and bonuses to their crisis intervention staff to nearly what I  had been making and posted for a new co-responder for a new grant a month after I left. 

Awful experience and one in which I feel I was led on from the get go. 

I thoroughly enjoyed the job I had with CCR. I made several visits in the home throughout the child's time in the program typically during therapy sessions. I had many years of positive experiences with my families,co-workers and other agencies, The benefits provided were very good. A vehicle was provided for use for the visits in the homes;reimbursement was given when my own vehicle was used. I especially enjoyed the personal touch I could bring to this job and the satisfaction the families had with me. I disliked how I and my co-workers were constantly scrutinized and criticized by our supervisor and how the importance was on billing and not the individual's satisfaction and happiness with their service coordinator. However,the last three years and their commitment and belief in that supervisor as opposed to the many years of my dedicated employment has caused me to lose faith in their company.

Working as an SC has been a rewarding experience in itself, and working as an SC for CCR has been a blessing. The company has such a strong culture and values that allow employees to have a true work/life balance while also allowing opportunity for growth in your career. The strong relationships and collaboration amongst the team is impressive especially considering we are spread across the state, work hybrid remote, and rarely (if ever) see each other in person depending on what county we work out of. All levels of management are supportive, approachable,  and easy to communicate with- and always making us feel appreciated as employees of the company and making sure we know that we are making a difference in the lives of the individuals we work with. Schedules are flexible (within reason) so that days/weeks can be planned to fit your life. It’s a great balance of working remotely and having in-person meetings to interact with the individuals you serve. 

What is the best part of working at the company?
Good coworkers. Can’t add anything else. Management has no respect for men.

What is the most stressful part about working at the company?
Females are treated better than men. New female employees were given the schedule they wanted but I had to work evenings despite having 14 years experience and a Masters degree.

What is the work environment and culture like at the company?
If management wants “supervision” with you it is not on a regular schedule. It is guerilla style and you are blind sided regarding the situation that you are being disciplined for.

What is a typical day like for you at the company?
Report to the office and find out what is needed: a bed search, mobile crisis, follow up, etc

Horrible place to work. HR was awesome in the hiring process. Management has alot to be desired in this location.  
Training was less then subpar and when I asked for some guidance I was treated terribly and reprimanded in amongst my peers as a new hire.
The other employees were helpful, but as a crisis center as they are trying to help you , they are answering calls.
Overall don't in all my years of being employed and it is many only job I walked in and handed my laptop and keys back. 
Overall. They need a new supervisor someone who will train and show some compassion to new hires. 
Suggestion maybe have staff train at a satellite location before putting them to the wolves and ridiculing them in front of peers.
Funny thing it's crisis intervention and they create the crisis and drama in the environment. 

Top Job Titles	Average Salary
Support coordinator 5 salaries reported	$21.54 per hour
Intervention specialist 11 salaries reported	$22.98 per hour
Case manager 2 salaries reported	$24.00 per hour
Service coordinator 1 salary reported	$41,738 per year
Registered nurse 15 salaries reported	$40.07 per hour

Working at CENTER FOR COMMUNITY RESOURCES: Company Overview and Reviews

CENTER FOR COMMUNITY RESOURCES

CENTER FOR COMMUNITY RESOURCES Ratings

Popular jobs at CENTER FOR COMMUNITY RESOURCES

Salary Satisfaction

Job Seeker Tools

Employer Tools

Browse

Stay Connected