registered nurse

patient care technician

therapist

certified medical assistant

patient access representative

Community Health Network

On a typical day, I provide mental health services to 25-40 youth in a school based setting. Typical work schedule is school hours, plus time for administrative tasks before or after school. I have the freedom to make my own schedule in terms of how I structure my work day.

My direct supervisor is the best an employee could hope for. She is caring, helpful, dedicated, and genuinely loves her team members. Upper management (behavioral health) often makes decisions which suggest that they are deeply out-of-touch with what their employees actually do every day. Expectations are very high and, for many of my colleagues and I, are difficult to achieve. Staff receive corrective action for failure to maintain productivity, however have little to no incentive to work harder (other than to not be fired). Incentives are limited and most of the reward from the work is intrinsic. Only one financial incentive is available on an annual basis, and is very difficult to achieve. PTO is limited and the credits you earn must be applied to paid holidays. Entry-level staff accrue about 2 weeks paid leave per year, but it must be applied toward holidays if you wish to be paid for them (I feel this is unfair, but if you're fine with it, then kudos!).

Workplace culture in the department is excellent. Direct management is approachable and helpful. Most co-workers are warm and friendly people who genuinely care for their clients and teammates. However, it's important to note that in the school based setting, the culture of the school in which you are placed is just as significant, if not more significant, than the culture of the department itself (because that is where you spend most of your time).

The hardest part of the job is meeting the paperwork and productivity standards. The expectation is that you are billing for thousands of dollars-worth of services per week (about 6 hours of direct care per day). Detailed documentation of all the services you provide must be completed quickly, which can be difficult when the position does not lend itself to documenting while providing service, which means it must mostly be completed outside of time spent on direct care (particularly if your clients have high needs). Many capable and well-organized people struggle significantly to complete all the required paperwork. Each year, you're evaluated on how you've exhibited each of the companies 6 core values, in addition to your performance of the essential functions. The outcome of your review is weighted much more heavily on your scores in the essential functions than on your quality of care (one of my chief complaints). This can negatively impact your annual increase in compensation significantly.

The best part of the job is contributing directly to positive outcomes for the families and children with whom we work. I can say, with great confidence, that the work I do has greatly improved the quality of life for the clients and families to whom I provide services.

Longtime employee.  Started off great.  You knew the goals of projects and other tasks.  Timelines were manageable.  Over time every aspect about the IT department changed for the worst.  Project timelines were shortened exponentially, often IT was not brought in until close to the finish line.  IT was blamed for anything negative that happened on projects even when they had little to nothing to do with the issue.  Employees would go and complain to managers about minuscule problems instead of just being normal and talking to the person they had a "problem" with.  A nice hybrid and flexible schedule was given to employees after covid.  Every employee was required to be in office on Tuesdays which wasn't a big deal.  However, some managers and employees seemed to always be "sick" that day or just wouldn't bother showing up or wouldn't care if their employees weren't there.  It was unfair and disrespectful.  The department did not like change or suggestions for improvement.  A small suggestion could take months to years to be implemented.  There are a lot of people that work there that don't have real jobs but are there solely on personal relationships and nepotism.  Teams are eliminated and consolidated on what seemed like a yearly basis with no real reason given.  Employees that were kept were shuffled along to a department they had no working knowledge of.  Employees were given minimal bonuses whenever Community felt like it.  That could be 2x a year or 0x for several years.  There are many people in IT that get really honked off when you go to ask a simple question or will just say they will get back to you later, they don't, because you are interrupting them playing video games or watching movies.  Community IT seems to think they are some new age tech company which makes everything way more complicated than it needs to be.  They are a support group for the hospital and medical teams.  They are there to improve patient care through the field of IT.  

I worked at Community South for a year on the Transportation/Lift Team. This company was big on safety protocol but came up small on employee appreciation. 12hr shifts were mandatory with only a 45 min break and sometimes they would ask you to come in early or stay later on your shift.  Management would also constantly asked you to come in on your day off and if you couldn't they would make you feel like you weren't being a "team player". The lazy transporters would get away with being lazy and picking easy runs for themselves while the hard workers would just get more work. When short on employees, HR would be slow to hire more transporters and more work would fall on the current transporters. It would be months before they hired and when they did it would be 1-2 people. We were told if we needed a specific day off or use PTO we would have to have our shift covered by another transporter. If you couldn't they would still give you the day off and leave the other transporters to pick up the slack. The majority of the nurses were nice and understanding but the rest were rude and impractical.  The Good: 
The kitchen staff, and CAT SCAN/MRI/ULTRASOUND were the nicest and always greeted you with a smile. Hourly wage could be better but paid time off and benefits were good. The company offers to pay for your schooling if you decide to go to school while employed there. The cafeteria food is pretty decent. When it wasn't busy you could sit and chill without management giving you too much heat about it. Which is nice because some busy days you could stand/walk for 6-7 hours straight. Lastly, it was nice meeting most patients and you really felt like you were making a difference in peoples lives.

A typical day in KM is meetings, followed by emails coming in faster than you can respond, then a quick snack out of the vending machine because if you like actually getting work done, you never get to take a lunch. And if you do take a lunch you are in a rush to get back to get some work done before the next meeting.

I've learned executives will by anything and not hold vendors up to the dates they were promised. And even after missed deployment dates, the managers still take the word of the vendor over the developers. And that is how the vendors get their consultants in the door and you end up doing meaningless grunt work and sitting in meetings.

I feel bad everyday knowing I have to go here and I feel dishonest for interviewing people and not letting then know they should run as fast as they can. By five o'clock I am physically ill. 

The hardest part of the job is not getting to see your family because you work 60+ hours a week. 

The most enjoyable part of the job is seeing the occasional block of more than a couple hours open on your calendar.

For the record this review is about the Knowledge Management-Operations department. There are many other departments at Community Health that are probably just fine to work in.

I can't emphasize enough how wrong it is that leadership can't recognize poor performing leaders under them. There is a huge "Good OL Boys" club here. It's after six so I am going to leave so I can go home and work from home a few more hours.

I worked at Community Howard Hospital in PCU. I thought it was nice to be finally working in the hospital setting that accepted me going to school while I work. But it was until my 4th week, the UM had been bringing me into her office every. single. WEEK! Rather discussing the issue and hearing my side, I had been repeatedly written up for an “attitude” with coworkers (I get along with them just fine), not wearing the right color of scrubs (I wore the khaki ones every single day I had worked), not showing up to work on a custody court date (have told them this before & this was also a day that I was not scheduled to work & nobody had told me), not completing my orientation (nobody checked off my documents when I had repetitively told them each day I worked), even got wrote up for calling the scheduler to tell her about my days off when I ASKED the PCC AND UM if I could call to go over the schedule. I had been wrote up multiple times for some silly excuses they came up with. I was immediately fired for not having the call light close to the patient and other supposed excuses made to me.. Pay is like minimum wage.. not really as stated on Indeed and other job sites. Overworked and underpaid. They have 0 concern of their employees and are absolutely selfish. Don’t work here unless you want to be treated like a lab rat more than part of the work family!!!

The organization is so focused on be supportive and putting people first that they lack follow through, therefore supporting no one. They are constantly reacting to problems by not taking the time to properly plan out projects or implementations. There is a real lack of strategic planning. The organization is very silo'd in their thinking and end up having multiple areas working on similar, yet competing priorities. It is difficult to get people to make true decisions, especially difficult yet necessary decisions. They refuse to commit to a clear direction kicking the can down the line to someone else creating a lot of confusion and waste in the process. You will feel like you get project whiplash with the constant changing of priorities. When these changes occur, they don't take the time to think through the details and end up overloading teams and burning out good people. However, they truly believe in putting people and patients first. They want nothing more than to see people succeed, but they end up being their own hinderance for the same reason. 

Pros: 
Clinical environment, where one can learn a Lot.
   Workers are committed to do an excellent job. 
   Decent benefits ( not great, given the employer is a health       care provider)

Cons: 
Stressful job, high demands, they do not pay overtime, even if it is necessary, to complete the demands of the job. They do not reimburse expenses that a non exempt worker could encur due to  the position ( I.e. parking tickets, clients needs, etc). If a worker has to use their personal vehicle, the mileage is not reimbursed from the office to the office but only from client to client.
Direct management pushes constantly to have high productivity.  There is a constant feeling of “not being cared for”, among the workers, and that “they don’t care about us”. 
Meetings, staffings, phone contacts, etc, account for a good  50% of the job (not counted for productivity purposes). This leaves little time to complete activities that are counted toward productivity. 
Flexible schedule, which translated into working late in the evenings and, often, on weekends. All this is not clearly stated, upon hiring (remember...no overtime).

I've been with this company for almost a decade and am grateful daily for my leadership team. They are frequently checking in on  us to see how we're doing, what we need to make our jobs easier and our work-life balance better. No matter how you slice it, healthcare is a challenging and highly competitive environment and this organization is located in an area that's saturated with big competitors but Community is keeping up with the Big Guys by making their employees feel appreciated and with leadership working should-to-shoulder in the trenches.  The singular thing that would make me consider an opportunity elsewhere is a promotion.  I'm well-compensated for my work but opps for advancement are limited when you reach a certain level, like anywhere... someone has to retire for the position to vacate and my leadership isn't going anywhere (and thankfully so).

I was an infectious diseases pharmacist on the outpatient side working in the infectious diseases clinic. The infectious disease physicians each have their own needs, opinions and leaning on the ID pharmacist. Some are nicer than others, overall, I would rate their attitude and respect to pharmacy as a 5 out of 10. There are two PAs, one is great and a joy to work with while the other has a God complex.  MAs are very nice and work well with pharmacists. Pharmacist manager does not care about her employees and only cares about feedback from physicians and her pharmacy manager. Neither pharmacy manager listens to input from the ID pharmacist and are quick to put us on performance improvement plans without notice or constructive feedback. Past ID pharmacist left just after 1 year and I was let go at 1 year despite being an ID pharmacist for nearly 20 years and being well experienced and highly certified. I do NOT recommend this job to any ID pharmacist. Pay was good anf manager was nice until I was hired then flipped to being one of the worst managers I have had over my career. 

Management at Lutheran Child and Family Services is disorganized, inconsistent, and lacks transparency. The facility is constantly understaffed, which puts everyone at risk of injury. Requests for time off are not honored when management expects other staff to call off work, effectively giving the least reliable staff members priority over those who request time off in advance. Disciplinary procedures are enforced on a case-by-case basis, which leaves ample room for favoritism. The turnover rate is over 50% for the first 6 months. Training is mostly done by peers, which allows bad habits to pass down to every new recruit. Those who stay on the supervisors' good sides and do their job well will never have to worry about job security, but will be at risk of burnout.

The benefits offered by Community Health Network are fantastic. The larger network cares for its employees, and should provide more oversight for partnered facilities such as Lutherwood to ensure the work environment is consistent with CHNw standards.

Top Job Titles	Average Salary
Registered nurse 14 salaries reported	$48.43 per hour
Patient care technician 10 salaries reported	$18.80 per hour
Therapist 5 salaries reported	$54,000 per year
Certified medical assistant 3 salaries reported	$19.33 per hour
Patient access representative 3 salaries reported	$19.00 per hour

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