data warehouse architect

customer service representative

claims examiner ii

senior project manager

data engineer

CareOregon

CareOregon was a fantastic place to work until a new person took over the helm in 2017. Everyone respected the previous Leader, and staff members went above and beyond for this person. Many of the issues within the CareOregon operation can be attributed to this person's lack of ability to inspire staff members in the same way as the previous Leader.

My manager did not have any regard for the team’s opinions, even if those opinions are coming from personnel with over fifteen (15) years of experience in health insurance audit experience.  Moreover, he does not consider anyone else’s professional judgement if it leads to an opinion that differs from his.  This one person has negatively changed my perception of everything that I enjoyed and appreciated in my Internal Audit position and working at CareOregon.  
During my tenure at CareOregon, and specifically within the past ten years, colleagues and I noticed a pattern where CareOregon’s actions conflict with its stated values of being good stewards of federal and state taxpayer funds.

Why does operating a health insurance require an excessive number of management positions relative to other commercial and non-commercial health insurance plans. CareOregon has Seven (7) Chief Officers; Four (4) Senior Vice Presidents; Ten (10+) Medical Directors; Fifty-two (52) Vice Presidents, and Eighty-five (85+) plus Directors for a staff of 1,500 employees with 840 position descriptions. (This compares to 2015, when CareOregon’s Leadership consisted of four (4) Chief Officers, two (2) Executive Directors, and nine (9) Directors).

The organization has empty values which are worse than no values.  Disgruntled and unhappy employees, confused members, lack of management credibility, a poisoned culture, and an out-of-control environment.  Employees are hired with the mentality of "throwing bodies at problems" for management and staff roles, rather than making sure operational procedures were as effective and efficient as possible. The organizations does not hold onto talented workers. Skilled workers are either "forced out" or quit on their own volition. Promotions to higher positions are rare for employees who are successful in their current roles; on the other hand, the company has no problem elevating staff members who have performed poorly in every role they have held. Employees know what this means……..

Since CareOregon is a nonprofit organization that receives all of its funding from the government, it ought to be held to even higher standards of financial responsibility. Furthermore, if the problems are related to the "Culture of CareOregon" and "Tone from the Top," the internal audit and compliance function has very little power to address inadequacies that are found.


Very disappointing experience. I am not entry level when it comes to the non profit world but took a position here which I came to learn was entry level. They are not up front in trainings or interviewing about any customer service positions.  They sell it as just assisting members or providers with questions and sell the perk of working from home.  Last day of training they tell you how everything you do is monitored. Past couple of hiring rounds half the new hires left on this day. They can remotely real time watch you as you work and they do.  They QA calls multiple times a month/ week and rate you. It seems like leads main job to do this. These roles are extremely scripted and awkward. If you do not hit key points you lose points on calls . While leads are very supportive and the best part of the experience dealing with the calls coming in is very draining.  It is non stop and aside from breaks you get 6 minutes a day to be off the phones and use the bathroom.  Working from home became more of a nightmare having to adhere to these time expectations versus being on site and just going to the bathroom when needed.  If you enjoy feeling and sounding robotic or do not mind working in a call center then this may be for you.  For the most part these positions for the amount of knowledge they want you to have with a training period that only highlights cliff notes of the full job it leaves you feeling very unprepared and constantly under scrutiny. Half my training class left and the ones that remained mentioned multiple times how draining it was.  As well as morale killing from the metrics they only care about hitting.  

My typical day at CareOregon consisted primarily of processing pharmacy prior authorization requests for Medicare and Medicaid, taking phone calls from members, providers, and pharmacies; calling Medicare members to verbally notify them of coverage determinations, and assisting with Medicare compliance audits. I learned a lot about Medicaid, specifically Oregon Medicaid in this job.

I enjoyed my co-workers at this job, they helped make the work enjoyable. I also enjoyed getting to be more hands on with some of the Medicare compliance auditing and being able to provide feedback to leadership about potential areas of risk and offer suggestions on how to mitigate the risk. 

Often the hardest part of the job was the work environment I had to work in. The department was heavily micromanaged and leadership was not usually receptive to new ideas. There was also an extreme amount of office gossip and many co-workers seemed to spend an inordinate amount of time complaining about each other which created a hostile and toxic work atmosphere most of time.

CareOregon provides amazing benefits and better than average pay in an effort to lure talent and keep them. There is an excellent work/life balance with this company and upper level management is approachable and keeps a positive relationship with employees.

A typical day at CareOregon would be enrolling Dual Medicare/OHP member into the CareOregon system.  I would receive enrollment forms in the mail and reviewed them for completeness.  If the form was completed correctly by the agent, I would enroll the member.  If the application was not complete, I would contact the agent to have it corrected.  I answered phone calls from Case Workers and members answering questions regarding a members enrollment status.  I process premium payments from direct Medicare membership.

I wrote policies and procedures for my team.  I trained new employees and audited their work.

My team environment was not healthy and the supervisor did not seem to have control over it.  There was a lot of bickering between senior employees who eventually either left the company or moved to a new departments.

Overall, I would say that CareOregon is a wonderful company.  They have excellent benefits for their employees and an awesome 401K program.

I was proud to join the CareOregon team. Onboarding and training were great. Staff and coworkers were committed, friendly and welcoming. As a customer service rep of course there were service goals to be met. However, about a year ago, new management of of the customer service department began implementing new standards. New policies went in to effect without any feedback from agents. The department became horribly regimented. I suddenly felt micromanaged. A bureaucracy replaced interpersonal communication and positive feedback. Monthly reviews became a whirl of spreadsheets. The announcement of a new attendance policy required viewing a 15 minute Powerpoint presentation followed by a quiz. Auto answer replaced an agent's action to answer a call. Perhaps some of this is common to call centers, but it sure changed the atmosphere of what was a collaborative service center. Its a shame.

when i first started at careoregon, i was so proud to tell people i worked for them. i felt like i was making a difference, even doing my clerical position. however, early on in my career with them, i was placed on a performance improvement plan that followed me throughout my employment. i never felt like i could get ahead of it and like i always had management breathing down my neck rather than supporting me towards actually improving my performance. my accessibility requests for my disability were denied. ultimately, i was fired, despite my best efforts and advocating for myself over and over again.

even though they are a non-profit organization, it's still incredibly money and cost driven, which is to be expected, but still incredibly disheartening in today's climate with the population they serve.

A typical day at work consists of answering incoming phone calls and assisting the callers with questions and concerns about their health insurance.  I learned a lot about Medicaid and Medicare. The People are very nice and friendly, but you have to watch you p's and q's they are very strict on their policies, call times and, documentation.  I feel like there could have been a little more training to make room for advancement.  The best thing about this job is that you get a feeling of accomplishment, especially when you are able to help those that are in need.  Last but not least you can join the pool matches in the lunch room, or if not maybe playing the Wii, or a game of ping pong, while you eat some free popcorn, will help take your mind off a sometimes stressful day.

Both the company and management are disorganized, leading to miscommunication and changes in policies that aren’t relayed to the workers every time. 

You will deal with constant back to back calls and little support, as well as no way to provide feedback (besides a yearly “employee engagement survey”)
on what could be done better. The systems you utilize will be slow, if they decide to work, and you will be treated like a robot rather than human. 

Don’t forget to not get sick unless you’ve accrued enough sick time! 
I developed a panic disorder from this job, and I urge you to look into other places for employment.  I was previously ecstatic when I got this job, and that quickly developed into burn out. 


They treat contingent staff with lack of appreciation and support. Otherwise Management is too focused on their personal relationships with employees rather than providing constructive feedback or allowing new ideas for improvement. It takes several employees to complain several times before they act, and even actions are very minimal. 
The compensation, benefits and company values are worth staying if you are fine with going unappreciated (no reviews just 1:1 check ins that dont tough base on any performance) and dont mind dealing with things the way they are because they know someone who knows someone who made it that way and they dont want that person to feel bad.

The company is going through layoffs, and a lot of good people are being let go while mediocre people are staying. Management is disorganized and petty. A lot of decisions are made without using data, consulting the employees,  
or having basic professional experience. There is a lot of cronyism--if a person socializes with upper management, they will be promoted regardless of ability. When I was hired, I expected kindness and supportiveness within a nonprofit culture, but I found the opposite at this organization.

On the plus side, working from home was great, and I found most non-managers to be really great people. The mission to provide healthcare to underserved populations is great--too bad managers lose sight of this.

Top Job Titles	Average Salary
Data warehouse architect 145 salaries reported	$133,811 per year
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