case coordinator

certified peer specialist

specialist

registered nurse

social worker

Center-For-Alternative-Sentencing-&-Employment-Services

CASES has a mission that many staff members genuinely believe in. The organization serves people impacted by the justice system, and the work itself is meaningful. Many frontline staff care deeply about the clients and want to make a difference.

However, the internal leadership structure and workplace culture can make it difficult for staff to succeed. Communication is often indirect, and expectations are not always clearly explained or reinforced through proper training or supervision. Staff may be asked if they understand a process, but there is often little follow-up to ensure that people have actually been shown how to do the work. This can lead to situations where employees are held accountable for things that were never fully explained or modeled.

Supervision quality varies widely. Some supervisors appear disengaged or overwhelmed, which leaves staff without the guidance needed to perform their roles confidently. Feedback can sometimes feel passive-aggressive or reactive rather than supportive and developmental. Instead of structured coaching, employees may feel they are expected to figure things out on their own.

There also appears to be a leadership culture where individuals remain in the organization for many years and move into higher-level roles without consistent standards for leadership training, education, or management readiness. While institutional knowledge is valuable, leadership positions should also reflect strong qualifications and the ability to guide teams effectively.

Another challenge is accountability. When problems arise, there is often confusion about who is responsible, and issues are not always addressed transparently. Workplace dynamics can sometimes feel political, with favoritism and internal relationships influencing decision-making. In some cases, employees feel that termination decisions may be influenced by personal dynamics rather than strictly by job performance.

CASES does important work and has the potential to be an even stronger organization. Many staff members are passionate and committed to the mission, and the clients deserve a workplace where employees are supported and leadership is clear and accountable.


Advice to management
Invest in stronger leadership development and clearer standards for supervision and training. Ensure that leadership and director-level roles are filled by individuals with the appropriate qualifications, experience, and management skills. When qualified directors are hired, the organization should prioritize supporting and retaining them rather than allowing internal politics or personal dynamics to undermine their work. Improving transparency, communication, and accountability across teams would help create a healthier workplace for staff and ultimately improve outcomes for the clients the organization serves.

What is the best part of working at the company?
Since I’ve been working for Cases, they have shown me that they really understand the role of appear, and they give us total respect and treat us like we are part of the team

What is the most stressful part about working at the company?
Where can IMT the clients have high recidivism,, and they are difficult to work with when it comes to guiding them to a better quality of life

What is the work environment and culture like at the company?
Very friendly and respectful i’ve been working with Cases for 7 1/2 years. I have not had any problems and management has not interfered with my workflow and also they understand me and give me total respect and allow me to come up with ideas to help the agency connect with the clients

What is a typical day like for you at the company?
The location in the Pay is good

The workplace environment is highly toxic and discouraging. There is a pervasive sense of negativity and jealousy among staff, with little focus on productivity. Instead of collaborating professionally, many engage in gossip—often speaking disrespectfully about both clients and colleagues. Leadership is particularly problematic, appearing more concerned with their titles and authority than with providing meaningful guidance or support. Overall, this environment does not foster professional growth or success for anyone.

There are significant leadership concerns within the Harlem Supervised Release program. The current Program Director, Asa Scott, and Associate Director, Patrick Mollison, have contributed to ongoing issues within the workplace. Their leadership approach has been ineffective, and many believe that a change in management is necessary for the program to improve and move forward successfully.

i did a lot of field work out seeing client's 6hr's out of a 8hr day's work. I learned how to become a good listening an how to meet the client's where they are at Client centered. management was good they worked with me on issues that I couldn't understand  and assist with arising problems I may have engaging a client when needed. I work very well with my c/o worker's we worked as a team an I am a team player. the hardest part of my job was when client's passed away or gotten re-arrested. I enjoy all of the work I have done. if I can help at least one or two of the client's reach their goals that was a grateful an inspiring feeling for me. I enjoy seeing smiles on their faces, due to the hard work they put forward in reaching set goals.

Mission statement is great. Wish they cared more for the wellbeing of the workers. The Nathaniel ACT team provides non-traditional community based 
mental health treatment to promote the recovery and community 
integration of individuals with serious mental illnesses and co-occurring 
Substance use disorders who have been charged with a felony. The 
Registered Nurse is an integral part of the ACT Team, providing health 
assessment, counseling, and medication management to promote 
recovery, wellness, and optimal health.  The nurse provides services in 
the community and in the ACT team office, within the framework of core 
ACT operating principles, professional nursing ethics, and regulatory 
guidelines. This is a field-based position and requires 80% of services to 
be provided in the community.

They have had wonderful people come through the threshold. The inability to grow out the functional areas as well as the programmatic staff is going to become problematic. The performance review process and any subsequent monetary increases are inconsistently administered and awarded.
The Leadership needs to change and they have spent thousands to tell them the same story and they still don't like it so they don't change the make up of that team.
They need to be more reflective of the Diversity of the city they serve.

Shame because all the good ingredients are usually in house but they play favorites and it is unfortunate that more individuals don't get rewarded. The strategy and innovation as well as the culture need a face-lift.

What great potential this organization has to provide excellent services, but under terrible management this organization has become an environment of poor work ethics, extremely unprofessional behavior, and an environment that does not hold workers accountable for their low quality of work. Although this place claims to care for the people in the community, many of their workers do not exemplify a commitment to the organization's mission. The turn over rate is incredibly high, there is little to no job training, and women are subject to harassment from both staff and clients. For people who truly want to do good for the community with care and intention, I suggest you look elsewhere.

My coworkers and I are passionate toward our clients. There is a fulfillment in meeting the client where they at and watching them grow. A typical day at work is outreach and completing orientation/assessment mandated to our program. Each day two groups are offered, Men's and Women's group. The group strategy is seeking safety, interactive journaling, or prosocial. I've learned that participant may have one or more co-occurring factors affecting their lives. The workplace culture is attending to the client's needs seamlessly, everyone is on board to fulfill its mission statement. The hardest part is outreaching clients who are street homeless. However, the most enjoyable part of the job is when the client and I agree on a plan that best fits his or her needs.

This was a great internship experience. Very flexible and a lot of autonomy. After the team meeting every morning, a typical day consisted of meeting clients in the office and/or in the community to provide services, completing written tasks (progress notes, assessments, intakes, etc.). The team works collaboratively to provide services to the clients in the areas of mental health, substance use, employment, education, housing, family life, entitlements and medical. After meeting with the client(s) in the office or mostly in the community, the visit needs to be documented.

Good mission in theory, but very punitive and you end up feeling like a PO. srp/pacc leadership is very unprofessional. Once theyve decide they don't like you, they will look for any reason to terminate you, and will gossip to the whole department. They are big on having a clinical focus, but don't hire licensed staff, so its setting people up to fail. There are some good, client centered people here, but unfortunately management only cares about showing certain things for the funders. I think the bones of the program work, but personally I think the way things are run sets both clients and staff up to fail. Many of your team mates will likely be good, but this is not a place to build a long term career and you will see that when you see how long people typically stay.....

Top Job Titles	Average Salary
Case coordinator 71 salaries reported	$64,135 per year
Certified peer specialist 41 salaries reported	$51,619 per year
Specialist 24 salaries reported	$61,264 per year
Registered nurse 11 salaries reported	$100,673 per year
Social worker 4 salaries reported	$68,490 per year

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