care manager

clinician

administrative assistant

behavior technician

licensed practical nurse

Daymark Recovery Service

Pay is not adjusted for cost of living.
The contract for associate professionals is predatory taking advantage of the poor employment laws of the state and recent graduates desperate for a job and experience. This is a right to work state and the contract clearly states you can be let go with little notice but if you want to put in a notice even one day before your year anniversary of full licensure you will pay $2000 plus other credentialing costs essentially working for free for a month or more. Pay for your own supervision and have a lawyer review the contract before you sign.
The benefits are expensive and cover very little.
HR and upper management does not care about clinical staff even though the clinical staff are the only ones capable of billing for services. 
Favoritism is rampant and clinicians with poor work ethic and poor client ethic are never held accountable. Clinicians that work hard and have good ethics are taken advantage of and exploited. Most clinicians try to dump difficult clients and some even refuse to see clients they don't like but there is no repercussion for this behavior. 
Some clinical directors are amazing but others are terrible. 
Administrative staff should not be making clinical decisions as they usually only have a high school diploma but they are often doing clinical work and boss the clinicians. This isn't appropriate or ethical. 
There is so much passive aggressive behavior it is toxic. 
Clinicians have no control over their own schedule and often see clients for 8-9 hours a day and are expected to also complete documentation within 24 hours but are only paid 40 hrs a week. No employment laws protect salaried employees who work overtime so think before you sign on the dotted line. 
There are raises but they are poor, usually only $1000/yr increments if at all. 
Male clinicians on average are paid $6-$10 grand more than female clinician regardless of productivity or experience. I probably should not know this but after clinicians are let go they keep in touch so we do find out eventually what coworker were paid. I have worked here long enough to have a good deal of information on this subject. HR should take a closer look at this disparity as they probably aren't even aware how often it happens. HR isn't aware of much. 
The upper management has poor insight and has not planned appropriately for the changes in Medicaid. The MCOs don't do the case management they are contracted to do leaving clinicians to complete this time consuming work that we do not get paid for but upper management refuses to address this problem with the agencies. 
The upper management only sees clients as income not as human beings. They treat clinical staff in the same manner; you are only worth your billable time. Client care takes a back seat. Remember your ethical duty is to do no harm first and foremost so this places all clinical staff in awkward ethical conundrums regularly. And this is the most important thing to consider as a clinical counselor because you will be answering to the board for your decisions not upper management. 
The billing department has had significant trouble adjusting to the new EHR system. Productivity is not being credited appropriately and  good clinicians are being let go because of this. 
The accreditation process is questionable. Clinical staff have submitted complaints to accreditation boards that are valid but when reviewed the programs are found in good standing. I don't know what is going on here but I have serious ethical questions that no one is capable or willing to answer. And no, I did not submit any complaints myself, I have only observed the process. So it is possible I am lacking important information. However I am aware of one such program review wherein the lead clinician lacked appropriate licensure to lead the service per service definition. Nothing was done. No correction was made. 
I know that the services provided by this organization are essential to communities and that there are a great many staff that are doing their very best to ethically serve the population but at the end of the day something is rotten in daymark.

When my previous employer, New River Behavioral Healthcare suddenly went bankrupt, Daymark took over the mental health and substance abuse services for eight North Carolina counties with only a fourteen-day notice.  I was the Medical Records Custodian for the Iredell County clinic.  In fourteen days, I closed down the records department of the old clinic, and opened up as Daymark Recovery Services with no disruption to client services.

Due to the complexity of the change-over, it was impossible for each of the clinics to be immediately supplied with computers or even in-depth training.  In addition, Daymark was in the middle of converting from paper to electronic records and wanted the new counties to operate solely electronically.  I had to maintain paper records with an eye towards converting these quickly to electronic records in the future.

Since those first few weeks, I have worked closely with the Office Manager and Unit Director to initiate procedures to streamline the work-flow and to coordinate administrative and clinical functions. I have learned both the administrative and certain clinical aspects of the computer system.  I have also devised checklists to assist clinicians as well as simplified existing training manuals and operational flow-charts.

I was provided an assistant a little over a year ago and with her help, the medical records department in the Iredell clinic has become a model for the other clinics. Upper management often refers questions to me regarding day-to-day operations and procedures.  In anticipation of my leaving, I am writing a Medical Records Manual and have been asked to provide a copy to the Director of Medical Records.  A typical day sees charts being reviewed in detail and documents being scanned and uploaded daily.  Our clinic is now functioning completely electronically.  Our Peer Review and Semi-annual Monitoring Reviews routinely receive high scores.

Many of the employees were with New River and we have worked together for years.  I feel as if I am part of a family. My co-workers are upset that I am relocating to South Carolina, and leaving them will be the hardest part of my job.  I’m proud of the job I’ve done and the way that we have all worked together to make our clinic a positive example for the entire company.

There are alot of locations, & opportunities for advancement.
The onboarding process is A BEAST! Tons of documentation, often times other departments asking for the same things you have already provided.  100+ hours of training before you see your first client.
Also 90 days is a long time to wait for PTO.
They provide supervision, working towards dual licensure this saves me close to 10K a year.
*If you do not stay for one year after getting fully licensed you will have to pay them back for supervision.
They have free trainings like motivational interviewing, dialectal behavioral therapy, EMDR.
If your open to seeing as many different types of clients as you want SO many opportunities. In just a couple months I have seen, Substance Use, DSS, Children, teens, couples, families, OCD clients, Trauma Clients & you get to create what type of groups you would like to lead.
one thing...PRODUCTIVITY. Very reasonable expectations but despite being a non-profit very corporate approach when it comes to hitting those numbers.
Also if you take time off you still have to hit those numbers for the month.
The credential process is SLOW, not b/c of Daymark but the MCO's.
Get crackin' on that DAY ONE b/c it determines which clients you are able to see, which impacts productivity.
I love the Davie Center, we just got a new director & she is on point!
Staff supervisor is genuine, kind & doesn't micro-manage. I feel supported all around.
Coworkers are GREAT. Admin staff take SO MUCH stress off me & they truly care about the clients. Our culture is one of mutual respect, we are a team, no attitudes or snobbery. We are a small center but there are a lot of benefits to that. I chose it for that reason & am glad I did. Would DEFINATELY recommend the Davie Center.
I got a sign on bonus, That plus supervision plus productivity makes for a competitive salary.

The best part of the job is working with the clients but at times it can be overwhelming as the caseloads are heavy.  This was very difficult to navigate because as a therapist you want to help people and at times what is available is inadequate and out of your control.  Productivity expectations are high and at times this can lead to difficulty in getting documentation completed.  New counselors are thrust into the job with little to no training or support so you have to be prepared to hit the ground running from day one. There are some great co-workers  that I learned a lot from and were very supportive, but most are seeking other jobs.  Pay is on  the low end for all staff in comparison to other non profits.  Time off is reasonable and the benefits are expensive and do not cover much.  Support staff have been working multiple jobs for months on end with no incentive.  HR is company oriented rather that human oriented so there is little support.  Leadership is very much lacking.  One manager is very micromanaging while the other is simply clueless.  Together they create a very negative, non supportive work environment that has led to high staff turn over.  Staff is viewed as bodies in chairs to churn out numbers rather than valued staff working hard to help the people who come in.  Working here I learned that not everything that is gold has value.  I still have the sound of an empty bing ringing in my ears to remind me of exactly how toxic this job was. People are quitting almost every week and this has resulted in the multiple job openings you see online.  The BHUC unit should be avoided at all costs.  Save yourself the association with the place and keep looking...  If you want to feel valued as an employee this is NOT the place for you.  


Leadership is reprehensible.  They treat staff as if they have no value and use demeaning tactics to enforce fear of job loss to gain compliance with highly questionable practices.  Good employees are targeted especially if you have a voice.  Slack work is rewarded and the less ethical you are the more respect you gain from managers.   HR Director is deplorable and fails to identify the "human" in human resources and regularly allows grievances to go unaddressed and supports maltreatment of staff.  The Director has no idea what's going on including what is considered professional, age appropriate attire for work.  Professionalism is lacking on all levels and clients are pushed through services much like an assembly line.  Productivity expectations are high and are achieved through the promoted questionable practices.  Case loads are huge.  Staff turn over is extremely high.  The regional controls everything and is focused on self rather than staff and client care.  Pay is poor.  Benefits are terrible.  New staff are thrown into their jobs with little to no training.  This can be very scary for new therapists in particular.  BHUC ... there are no words except STAY AWAY!  Toxic work environment. The hardest part of the job is lack of leadership and always feeling pressured to do things that you do not feel is right for you or those served.  The best part of the job is the clients, but it is difficult to manage around all of the other problematic issues at this place.  It is known as the trash dump of providers for a reason.  There are some really good staff there but they don't stay long as people are fleeing the building weekly.  I would not recommend this place to my worst enemy.  I'm so thankful that I never have to go in there again.  It's a nightmare.  

I currently work at the Union County office in Monroe, NC and I can tell you this is the worst place I have ever worked. The agency  is extremely disorganized, management is completely unsupportive, unprofessional, and lacks knowledge about mental health. The agency does not pay livable wages.   Management regularly takes clinicians documentation time and forces them to complete CCA’s during that block times. What this means is Clinicians have no time to complete their documentation. Management does this because billable hours, such as completing a CCA, is more important then clinicians are getting their documentation  management does this because billable hours, such as completing a CCA, is more important then clinicians are getting their documentation done.  The union center has a huge problem with favoritism and staff being  divided by race. 98% of the current staff is looking for other employment, as no one is happy working in this environment. The agency has very high turnover due to poor management, low wages, and  lack of support. I could go on, but I am sure I have provided enough information. Management often changes rules by the moment, as nothing is  written out in policy all rules are made up verbally in the moment.  What this looks like in real-time is management will give you a directive at 9 AM and by 3 PM they are chastising you for doing something they told you to do b/c they know have changed the rules. I don’t care how  desperate you are this is not the agency you would like to work for. I wish I had read the reviews before I left me job.

What is the best part of working at the company?
Positive aspect is working with the clients.   

What is the most stressful part about working at the company?
Underappreciated, overworked, underpaid, not a therapeutic program. You’re treated like a robot from corporate/upper management. There are no perks to this job. No flex time with hours, no opportunity for overtime, not allowed to catch up on notes at home, and you’re expected to work to the bone to bill for the company, but no incentives, thank you, or positive feedback. You grind out shorter sessions just to check boxes. This is the most unfulfilling and soul draining role I’ve ever had. 

What is the work environment and culture like at the company?
Toxic and demoralizing. Morale stays at an all time low. No one is happy. Upper management only approach you when there’s yet *another* change in your role and you’re never doing good enough. Therapeutic work is never discussed, just billing. There are better companies out there who treat you so much better; personally, professionally, and financially. 

What is a typical day like for you at the company?
No breaks, you’re lucky if you get a chance to grab a small snack and eat it at a normal pace. For a long time I had to set a daily goal to allow myself time to take a bathroom break. It’s non-stop and so draining. Everything that is asked of you cannot fit in an 8 hour day, but that’s what is expected of you. So don’t ever plan on being caught up or fully prepared for sessions or groups.

I have seen or heard of five clinicians leaving for various reasons and I haven't been here long. Management throws newbies into performing assessments w/o proper training and they expect precision and speed!! Not much time is allotted for group/individual progress notes due to overemphasis on helping the Advanced Access department to assess crisis clients or hospital discharges. However, coworkers really do support one another and work as a team. Plus, Daymark gets billable hours through face-to-face interactions, so you've to to find time for writing progress notes. Time scheduled  for their completion is really not honored. Clinicians often have to work through lunch or skip it altogether to complete all work. Burn out is probable; thus, the high turnover rate. Provisionals are given free supervision, but they are also overworked and somewhat exploited by management. Great place to learn, and you'll be exposed to everything, but provisionally licensed clinicians need to move on as soon as they are fully licensed, despite having to pay back $2000.

Daymark's Urgent Care is little more than a dumping ground for hospitals and law enforcement to drop off people they don't want to deal with, regardless of how unsuited they are for the facility. There is no security onsite as some genius stated security intimidates the clients and makes them uncomfortable. Stupidity of this type is common on that unit and if you choose to work there you will certainly lose IQ points! Upper level leadership seems to think that having a Master's degree in counseling or social work equates to having medical training as a doctor or nurse and show their ignorance on all things medical proving they have no understanding of Scope of Practice. If you are a nurse...STAY AWAY!!! You will not only lose your skills but you will be risking a hard earned licensure because policies care written in pencil and can literally be changed daily....sometimes twice a day!! Not to mention the low wages and MONTHLY pay period!!!

There are good employees there who want to do the right thing but are really just spinning their wheels with an agency who is only concerned with making things look good on paper. Go to their website and see all the openings, there is a reason why turnover is so high!

I joined Daymark Recovery Services hoping for a fresh start after being laid off, but my experience was disappointing. The onboarding process was disorganized, with minimal training, leaving employees feeling unprepared. Workplace culture was concerning, as inappropriate comments and unprofessional behavior were tolerated despite concerns being raised. Leadership provided conflicting information about licensure requirements, creating confusion and uncertainty among staff. Additionally, there was a lack of accountability for toxic behavior, making it difficult to maintain morale.

On a positive note, I worked alongside dedicated counselors and clients who were truly committed to making a difference. However, the lack of support and leadership overshadowed the rewarding aspects of the job. For the company to improve, significant changes in structure, leadership, and workplace culture are necessary. Based on my experience, I would not recommend Daymark as a workplace.

Top Job Titles	Average Salary
Care manager 172 salaries reported	$20.26 per hour
Clinician 158 salaries reported	$56,937 per year
Administrative assistant 134 salaries reported	$16.75 per hour
Behavior technician 212 salaries reported	$21.02 per hour
Licensed practical nurse 61 salaries reported	$25.27 per hour

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