behavior technician

home visitor

youth worker

residential advisor

substance abuse counselor

Child Crisis Arizona

I came to Child Crisis Arizona almost four years ago. My boss took a chance on me because I didn't have all of the tangible skills for my role. Since then my supervisor and our CEO have taken the time provide me the skills and the resources to become successful in my role. Child Crisis Arizona has invested in my growth and my future by providing me with training, guidance and direction.

I have progressed here at Child Crisis Arizona because the leadership team believes in staff development and is willing to back that up by investing in the future of its employees.

The work culture here is one of the reasons I love my job. The successes are celebrated and the opportunities are abundant. Every employee is encouraged to give their best and they are rewarded appropriately. Team camaraderie is encouraged, team members support one another and want to see each other succeed. Our agency is working hard to ensure positive and open communication, which can be difficult with such a large organization, but each department is led by passionate, hard-working directors who want to ensure we are meeting the needs of the children and families we serve. We are all working together in the spirit of our mission and vision and recognize that we are here to keep ALL children safe.

In 20-plus years of working in the nonprofit sector I have seen a lot. I have seen examples of poor leadership and incredible leadership. In my time here at Child Crisis Arizona I have seen leadership that cares deeply for its employees and truly strives to be an employer of choice. We are in an exciting time, primed for growth and expansion to serve more children and families that need our services. 

I am proud to work for this organization. I am grateful for my supervisor and for the leadership team I have the opportunity to work with because of their heart and dedication to our mission. I am lucky to lead my team of hard-working, committed, enthusiastic individuals and I consider myself lucky to work with some brilliant individuals who I call colleagues. I plan to have a very long career here and I look forward to celebrating the successes and working through the obstacles that come our way.

I was hired and right away knew this was not the place for me. I was going to quit then but they said they needed me and would give me whatever I needed to make it work for me. I agreed to stay. All the promises were false. My boss treated me horribly and made every minute so uncomfortable for me because she was mad that I didn't automatically always agree with her and I have my honest input. I feel like that's what I was hired to do but she only wanted me to always agree with her and take her side on everything which I could not ethically do. Since that she has made doing my job nearly impossible. Lucky for me, I have other plans in the works that are taking me somewhere else but even if it weren't for those other plans I would still be leaving. I am disappointed by my experience here and feel I was treated very unfairly. I did speak up to those that I thought were the appropriate people but it made no difference because they only value certain employees who are the favorites.

Management needs to reevaluate who they value and how they show that value. There is a ton of talk among many staff about looking for new jobs solely based on how they are treated by those running the program and how disingenuous they are treated by upper management. I have personally witnessed a member of upper management come to "spend time" with staff because he thinks this is helpful even though it's not and him being there makes morale even worse and then he spends all that time bashing other staff and speaking bad about others in management. It makes a bad culture that people don't want to be involved in. The company has it's priorities wrong in my opinion and when the very top of leadership is fake, others who follow her also appear fake and  nobody wants any part of that.

Child crisis az could use a new administration leadership team. The workplace culture here is something I have never experienced before. I keep hanging in hoping it will improve and listening to the many promises from the top but it just gets even worse. Admin Leadership has said they are aware the negative perceptions and feelings that staff have but nothing gets fixed. Instead of addressing the core issue which is the top administration team, they do all kinds of other things like adding newsletters, sending disingenuous emails, creating new positions that are not helpful and create problems because you have too many people doing busy work that ends up cretaing more work and issues for the rest of us. Administration likes to talk about how great their team is and it is very tone deaf in appearance when they know very well that the other employees feel abused by this leadership administration team. Working at an agency that talks about creating safe environments, yet they refuse to hold themselves accountable for their abuse is horrible and puzzling. 

Why would so many continue to turn a blind eye to what is happening instead of being courageous and doing the hardwork of tackling it head on. The current leadership administration team will not fix it because they will not acknowledge there part in it. The board members will only listen to what is being fed to them by the administration and don't want to hear about anything other than bottom line dollars. 

I love working at Child Crisis Arizona. I have been fortunate to work for a wide variety of non-profit organizations in the course of my career. Child Crisis Arizona is the highlight of my career for a variety of reasons. There is a real sense of collaboration and team work that occurs in this organization. Collaboration across the agency is encouraged. I feel as comfortable speaking to any member of the Leadership team as I do with other staff members with whom I work alongside every day. The open door policy supports a true sense of solidarity in our common goal to strengthen families and keep children safe. Relationships and connection are key here at Child Crisis Arizona. 

A positive work culture is so important! I am proud to work for Child Crisis Arizona because I believe in the mission and the people! This feeling of trust and genuine care between management and employees is very apparent and a positive work culture is the result of this. 

I am very appreciative that I have a mutually respectful relationship with my Director and I genuinely believe that she is invested in my professional growth and well-being.  Additionally, I am so fortunate to work with folks who are wildly passionate about the children we are so fortunate to care for.  I have never worked with more passionate people as I have in our Shelter and Group Home .Staff have an unmatched drive and determination to meet our children! Proud to be part of this team!

Work environment was toxic, “leadership” was toxic. Priorities are solely based on profits and they view staff as expendable. You aren't properly trained for your job. Caseload are usually maxed out plus some. Constant tech/ computer issues. Unrealistic deadlines and expectations. Doing the work of multiple positions because people keep leaving. Sick leave can be questioned and denied. Little cultural diversity. Only recently started hiring people of color in supervisor positions. Poor management/supervisors. Often will use the 3 on 1 intimidation tactics when addressing issues. You will usually work straight through your breaks just to keep up with the work load. No pay raises. Management do not care if you have child care at and will try and force you to pick up other people's days. Supervisors do not have your back unless it makes them look good. Extremely high turn over rate. People usually stay one year or less. Constant work place gossiping. Morale is low because they take away more than give back to loyal workers. Executive leadership needs to be fired and the state needs to start over. This job is something you tolerate til you find your next.

This is an awesome place to work at if you are looking to learn about child development, grow professionally, team work, etc. I came to work here from CPS (now DCS) and I was only looking to work here for 2 years. All I have to say is that I have been working here for 8 years and don't see when I will be leavening! F.Y.I. I have never worked at a job for more than 2 years. 

The Early Head Start Team is about team building, learning, and most important of all supporting the whole family system. They constantly have trainings to support staff, team building, and have the best pre-service events that anyone has experienced. In the time that I have worked here I have seen some staff leave and return as they were not able to find a better place to work! There are many staff who have worked here for several years I would say the average is 5 years or more.

I have not only grown professionally but I have learned how to be a better parent for my own children! The EHS truly cares for their staff and are constantly looking for ways to improve services, support, and trainings for their staff. 

They offer benefits such as insurance, leave, life insurance, paid time off,  etc. for full time employees

I have years of experience working with children and families and wanted to work somewhere I could make a difference. I thought that would be CCA. The mission and vision sounded great. The website looked great. I started working here and things were not so great. The top management come in and tell us all these things but it is superficial talk and they treat us like they are better than us when they don't even really understand what happens at the program level. They think they know but they are so far from knowing. The ceo torrie cares about money over children. The guidestar site shows she pays herself over four hundred thousand a year. That's plain not right. And us on front lines are lucky to pay our monthly rent and mortgage and put food on our families mouth. It's a toxic culture, management partake in unkind gossip and making fun of others. There is a reason there is so much turnover even up to top management. I am holing to find a child agency that cares about the kids and has accountability for management all the way up to the ceo cause that isn't happening here 

if you’re looking for a toxic and hostile work environment this is your place! There is no proper training you’re just thrown into the unknown and expected to understand things. Supervisors are absolutely stupid and spend most of their work day on the phone having personal conversations, or gossiping around the office, unprofessional, rude, and also toxic. “Upper management “ is out of touch with employee issues nor do they care. There is a major divide between upper management and other employees, you’re made to feel like you’re the bottom of the barrel. They’re out of touch with the work environment, employees mental health due to the work environment, toxicity of supervisors. There is no one to turn too , there isn’t an “open door policy” as they claim, HR and management will smile in your face while stabbing you in the back and buying online re views . Definite favoritism and preferential treatment for long term employees and supervisors. Pay is absolutely awful and disgraceful. There is no way to live in this economy, so stressed out and under compensated. While management takes home a great salary for doing absolutely nothing all work week. If you’re looking to be stressed, unhappy and drained this organization is it !

First let me say that the children needing homes and care are so important. Child Crisis Arizona has an amazing written mission, but the services do not necessarily line up with the mission. 

I have worked here for quite awhile and understand the difficulties of serving the children who so badly need a loving home. It is not an easy job at all but one that is badly needed and worth it.  I would like to see a leadership team and management team that puts the children first and also values the staff doing this difficult but important work. It is frustrating trying to do what is best for the kids and not feel support from upper management or leadership.  It is hard when it appears image and donors are put before the kids. 

The work we do should be valued and the staff should be genuinely appreciated. Being a non profit is more than just a tax status. Is is symbolic for the work we do and why we do it.  Our staff should be the one getting appreciation on social media. Benefits and pay needs improvement and directorships need to be looked at in terms of reason for turnover and accountability. 

My experience at Child Crisis Arizona was mixed. The staff I worked alongside were genuinely caring people who showed a sincere commitment to helping children and families. Many employees went above and beyond because they truly believed in the mission and wanted positive outcomes for those they served.

However, I found the organization’s leadership and management structure frustrating. In my opinion, there was often a lack of understanding of operational systems, process improvement, and organizational efficiency, which made it difficult to advance programs beyond existing practices. I also observed situations that raised concerns for me regarding favoritism and the appearance of nepotism within certain departments. Additionally, I experienced pressure that I felt conflicted with transparency and compliance expectations. These issues negatively affected morale, trust, and the organization’s ability to improve processes and support staff effectively.

While I remain appreciative of the dedicated frontline employees and their commitment to children and families, my concerns about management practices significantly impacted my overall experience.

Top Job Titles	Average Salary
Behavior technician 26 salaries reported	$18.10 per hour
Home visitor 7 salaries reported	$19.13 per hour
Youth worker 5 salaries reported	$17.14 per hour
Residential advisor 5 salaries reported	$18.60 per hour
Substance abuse counselor 3 salaries reported	$55,000 per year

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