service coordinator

maintenance technician

licensed practical nurse

property manager

assistant property manager

National Church Residences

I have been a maintenance technician for NCR in the Kansas City, Blue Springs, MO area for over a year. This company is putting back millions in savings on labor by using maintenance personnel for housekeeping, HVAC (tech II work), snow removal, make ready preparations (under extreme conditions), grounds keeping, mold remediation. 

In a professionally operated property management company these duties are contracted out since they are specialties and in some cases requiring state licensing, and the maintenance technician is used primarily for repairs and work orders from residents.

In addition, NCR enjoys the monetary savings for their favorite investments and expansion projects by over working their entire staff. As a maintenance tech, I have been expected to service three buildings in two cities (25.0 miles apart) without mileage compensation. That adds up to about 180 units. I am spending about $300.00 dollars a month on fuel. My hourly wage is $12.50/hour and I haven't received a raise since my first day over a year ago. 

They claim that raises are connected with taking many hours of liability and fair housing courses. The courses help NCR receive discounts on their liability insurance premiums. According to managers and other maintenance personnel I have spoken with, passing over 100 hours of courses will amount to a 33 cent raise with a good review. Because I was over worked, I had to take the courses at home on weekends, in addition to being on call and responding to weekend and after hours emergencies. 

In one of the buildings, a new manager was hired. She was originally hired as a PT office file clerk. When the manager who hired her left, this clerk was shoved into the manager's seat. In her verbal communications with residents and staff, she displays a condescending and somewhat arrogant demeanor related to her absolute authority and control over the behavior of others. She uses passive/aggressive terminology to assure compliance with her very high expectations. 

In her first month, residents came to me with the complaint that they would sit in plain view of her office for up to 20 minutes, while she was on her cell phone having family arguments. Residents also expressed frustration with the manager's complacency and lack of response to their issues and concerns. 

I have received verbal complaints from health workers regarding empty antibacterial hand soap dispensers in the restrooms for weeks, after I had placed an order request with this manager in anticipation of the shortage. 

I have worked diligently to live up to the expectations of maintaining three buildings and several managers' expectations. I have been told by many residents on a regular basis that they like my work and respectful attitude. 

After I spoke with someone in upper management about the above issues with the new building manager, she began to critique the time and quality of my work and even criticized my polite demeanor with residents in her building. 

Since then I have received three disciplinary actions from this manager. As a result, I have been obliged to search for new employment under the fear of being fired prematurely, since I would have to vacate my apartment within 15 days of my employment termination.  

This manager has aggressively sought to force me to quit or walk out on my job after I have provided NCR with good and faithful service. I have suffered both physically and mentally, due to NCRs policy of unfair expectations and administrative abuse against me.

Frankly, I would obviously not recommend employment or placement of the elderly with this unprofessional company. 

I wouldn't be surprised if they have been sued.

Work expectations are unacceptable and upper management totally driven by numerical goals with oftentimes unrealistic performance expectations. Although once life balanced and customer oriented, however oftentimes the overall mission and goals take a back seat now even though this is totally denied with many efforts to shroud this reality or shift responsibility. They are more concerned with perception of being a good company to work for than actual performance, inadequately addressing the unrequited sound of many great employees' discontent and burnout out.  Many top company officials choose to ignore the challenges in regards to what those in the various positions actually have to do and work through to achieve established goals, which creates ineffective management decisions.  Employees are so stretched and burn out is inevitable, with no real ear to this from the company. Measurable goals are important, however when they create an atmosphere where employees in all arenas get more concerned about there individual goals and lose site of the overall team success and customers  served is disheartening for those who have chosen to join this company with a sense of mission. No work/life balance; No checks and balances that put personally perceived perspectives in check with reality when it comes to performance reviews.  While reviews are very un-subjective with very numerical measurable goals; environmental, market, and management challenges, even if recognized, bear little to no weight in determining the real picture of what is occurring and WHY.  Oftentimes focus is directed only to numerical significance, overlooking the often complex causes that must be addressed to correct the 'numerical indicators' of an existing problem. Therefore often leaving open-ended  problems with no real or long term solutions being searched for or realized. Oftentimes short term ineffective fixes are pushed to correct the numbers, when known long terms fixes are available but do not achieve numerical performance goals and the supervisory or support staff reside in an atmosphere that does not promote a voice to really challenge or speak this.

Visiting patients daily for assessment purposes, crisis management, medical evaluating, and to assess approaching death signs and symptoms. I learned a great deal from facility staff and from other staff on my team. My co-workers, including myself attempted to and did well at pulling strategies together to provide coverage and schedules to decrease the burnout we all had d/t decreased support, turn over of team members and failed attempts at on-call process and positions. The hardest part of my job was being a witness and a victim of unprofessional management communication techniques that were intimidating and the morale that resulted of the team, including nonnurses, without reason to be treated as such. I also did not care for the marketing department's  initial support and communicating that declined with time and led to unfounded inuendos about some team members that I unfortunately overheard through paper thin office walls. I was ashamed to hear such personal and unprofessional insults with my own ears. The most enjoyable part was the patient interaction, positive encouragement of all team members and outside support we sought from another to feel valued and inspired.  Working with the families and the entire team to work on support was a success I enjoyed seeing, despite feeling it may have not been enough help to provide, by my bosses. After the continuation of turnover, I decided I could do the same work in a healthier environment, did more homework on the company, and am glad I decided to move on.

It’s heartbreaking to see an organization that once stood for real impact and change lose sight of its mission. National Church Residences was originally founded with a clear purpose—to serve Seniors and the most vulnerable population in need of affordable housing and services, through meaningful programs and advocacy. However, under current leadership, its priorities have shifted dramatically.

Gone are the days when this organization put people first. Instead, the current leadership seems more focused on profit-driven decisions, self-congratulatory marketing, and maintaining a polished public image rather than addressing the real needs of seniors and the vulnerable populations in need.

There are still many good people working on the frontlines, trying their best to carry on the mission with all of the Core Values in mind. Unfortunately, with changes to structure, lack of solid leadership and continued budgetary restrictions, it is getting tougher and tougher.

What’s most disappointing is the loss of trust from those who truly believed in the organization’s mission. Long-time supporters, dedicated staff, and volunteers are no longer serving the mission. The heart and soul that once defined National Church Residences have been replaced by corporate-style management that prioritizes numbers over people.  

For those considering supporting this organization, please do your research. There are many non-profits out there that still operate with integrity and a genuine commitment to their cause.


I loved working with the residents, pretty much all good people. Co-workers were wonderful. On-site manager, not so much. Sadly, I've worked at several senior communities and found ALL of the on-site managers to lack (or even GROSSLY) lack compassion for seniors. (Why work there if you don't like seniors?!) NCR was no exception to this unfortunate rule. Additionally, upper management was ABSOLUTELY AWFUL during the pandemic. Most of them worked from home, and yet they just kept piling more and more work on top of those of us who were forced to be out in the pandemic (funny how the world cared about only HALF its occupants but nobody cared about the other half who were forced to work in it!). AND if you have a manager who literally hides from residents (which I did), then all that extra work piled on makes the job nearly impossible; the stress levels were off the charts (for those of us who didn't hide from residents). I was dealing with nearly all resident complaints and issues during the pandemic plus dealing with the extra amount of work. I really wanted to stay at that job - almost solely due to residents (though co-workers were very helpful) - but on-site management and upper management made it a horrible place to work. And the pay is low, considering the skeleton crews, government paperwork involved, and, of course, gross lack of support from management. 

Not many colleagues locally. No one to “bounce” things off. 
Corporate office is in Ohio, 3 hours difference. Hard to reach the administration. Mentor is located in different state and time zone. Questions go unanswered. I ‘figured’ out my work tasks from the job description given at interview, and list on new resident information sheet. Poor management-manager is not dealing with conflicts between colleague and I, is not objective despite only meeting me 5 times in last year. Pay not enough compensation for work expectations. Not a place for people with passion to make a difference. There are rules and applications for volunteers and preferred providers to complete. No one has answered my questions on how to do the vetting process. Frustrating!!! Training is on line/webinars. Require trainings for new employees is out dated. Forms on home site are not current, so if you use initiative and print out and use, you have to redo with correct form. No translation line for various languages such as Chinese, Japanese, Korean, Arabic or Spanish.  “Figure it out” mentality then chastisement for doing it wrong. Positives: Good mission, vision, values but not practiced by all employees. Excellent IT staff.

What is the best part of working at the company?
If you have a heart ❤️ for the seniors in your community this is a great job. I love the people. My boss is very nice and friendly office staff too. If any problems arise the team will support and respond appropriately. Good and strong team of effective people who love our elderly patients.

What is the most stressful part about working at the company?
Physically demanding. There’s lifting, transferring from bed to chair or other place. Housework, bending and doing many tasks. It’s enjoyable to help others, just takes a lot of energy and strength.

What is the work environment and culture like at the company?
Peaceful and safe and healthy and somewhat old fashioned around the office. It varies from client to client, but mostly the same thing happens. It’s pretty much routine and a lot of down to earth country folks who have a need of some care.

What is a typical day like for you at the company?
Office will be short time, speaking with supervisor and running copies, gathering supplies and such.
Out on the field usually some driving required. Each place is different. Typical care for a person. Some more than others.
But only work here if you have a good heart and love our senior citizens and love being a part of a team who shows it.

Started out great.  They just keep cutting budgets and staff. No appreciation for even their best employees. With less staff it is harder to meet your quotas and so no more bonuses. Leaving staff overworked, stressed and essentially getting a pay cut to with way more work. All workers were considered essential workers throughout covid for cleaning. They had us working when they could provide zero PPE. They have now cut leave pay if you get covid. My team is a great team. But are consistently short staffed. On site management are scrubbing, sanitizing, cleaning on top of all other duties.  I feel that upper management in Ohio do not know or simply do not care what there budget cuts have cost in human terms.  Residents see us working hard to keep up  the place and thank us all the time but the place is not up to par. Corporate have just sent out new information that heaped so much more on us but still expect us meet our quotas. Upper management have put impossible demands on us. I am on indeed looking for a new job when I loved the one I had. Most properties I have been in contact with are working short staffed and being asked to do impossible amounts of work. I love the residents and my co workers and would sad to leave them. 

Work at NCR a Property Manager was stressful. I was trained in HUD housing and databases. But I was expected to do 60 hours of work and supervision within 30 hours a week. Support was minimal from management. 

A typical day at work consists of collecting rent, enforcing lease policy, managing employees, and general management of a HUD apartment building. That was also coupled with a regional manager calling and being the least supportive person in the organization. 

Hardest part of the job was packing in all the work into 30 hours a week. You cannot "volunteer" your time. Also, you are at $15/hour. God forbid your former landlord not get good reviews...it will be costing you dearly come evaluation. 

Leave time was generous as well as holidays. Training is thorough and support after training is very good. The corporate office is great!

The culture in my Regional group was not great. Instead of being supportive; other property managers were encouraged to report back to the Regional Property Manager whenever another property manager even had a question. Baited open ended questions were asked and reported back as well. So watch your back!

Good company, Spread thin. Low pay. LOTS of Work you will be expected to do.

I truly enjoyed the traveling, and Regional Conferences however the stress level was ridiculous. My staff and I had to endure intense 3 to 4 hour meetings every week with ranting and foul language with lots of criticism and no help. We were promised bonuses that we never received. Couldn't pay our bills and vendors did not want to work with us. When I left the feeling of peace was overwhelming. I was salaried working 70 hours per Week, 140 hours per period, with a 80 hour check. Didn't mind as long as I had the company support. That changed and I mean the stress load became unbearable. One year I was off only four Saturday's out of the entire year! Ohh and the emails are crazy. You may see your Regional once or maybe twice a year, sounds good, NOT cause you get 50 emails a day from everybody in Corporate demanding immediate attention and you still need to get your daily work done! No Compassion! I promised myself I would never endure such abuse ever again no matter where I work. Before considering this company please get some insight as to who your Regionals are. Most of them are awesome, however there are a few that will make your life miserable. Real Talk!

Top Job Titles	Average Salary
Service coordinator 9 salaries reported	$21.17 per hour
Maintenance technician 5 salaries reported	$20.27 per hour
Licensed practical nurse 13 salaries reported	$29.27 per hour
Property manager 1 salary reported	$55,000 per year
Assistant property manager 3 salaries reported	$24.11 per hour

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