analyst

manager

program analyst

community health worker

project manager

OCHIN

Complete disconnect between the executive leadership and the actual needs to properly run the company. If not a disconnect, then a complete disregard, and I’m not sure which is worse. There is high turnover in key positions in every corner of the organization. Two executive leaders left in the last 2 months. Self serving leaderships heads up the business development and the rest  appear to simply not care. I mean, how else do you translate the absence of action when the struggles, challenges and literally crying staff are blatant across the entire organization. The rate at which the business development Leader is bringing in business borders unethical, given the struggling resources/staff to manage the work that is currently present. But she is hitting her numbers. Good for her. 
These cries For help from middle management were  documented with real data from staff survey last spring but absolutely nothing was done. 
The leadership is in constant reactive mode. Every request is a panic and urgent. Which forces the staff and managers to follow. It’s an awful culture to live in. Stress at the highest level. The staff have remained loyal for so long, but little by little the best people are dropping, one by one. It’s too much for any one to handle. You can’t preach work life balance from one side of your mouth and ask people to work themselves to a pulp out of the other side of your mouth. Executive Leadership needs to listen to those who actually know what the needs are and know viable solutions. And leadership needs to realize and accept that ELT does not hold the answers. They are not capable. NONE of them. The CEO needs to surround herself with a competent team Or they will be her demise. The company will implode. 
The few sprinkles of actual
Competent leadership that lives in middle
Management across the organization do not have enough clout to influence Enough change to make a difference. The company is like a dam with millions of pieces of gum plugging the cracks. It won’t last. It can’t last. 
The worst part about it, is the company actually has a noble mission and purpose and the healthcare system needs ochin. Ochin is not its best Version. It’s not even close. Not by 1000 miles.

A typical day in this remote workplace involves back to back meetings and then starting to do your assigned work after dinner. The people doing the actual work at OCHIN are amazing people and so hard working and committed to the mission. Upper level management is exactly the opposite—toxic, incompetent, malicious, and unethical. The culture is one of fear of what random shift of course will come next from leadership. I was told repeatedly never to ask questions to better understand these mandates from above and I witnessed the public shaming of those who dared to ask questions. People ancro the company are randomly fired without explanation and then others around them are expected to assume their responsibilities, adding to their own workload. The best part of the job is the other incredibly dedicated people working in the trenches. The worst part is the autocratic CEO and her yes-men in the C suite. 

There's ambiguity and then there's OCHIN. NO ONE has a full understanding who does what, what their own job role is, what is expected of them, and what their succession ladder looks like. There are no known processes and we are suffering SEVERE staff shortage only amplified by the tone deaf executives' decision to go through with a poorly planned initiative that they didn't have the staff or resources to achieve. Nothing is thought out. Executives can't see past the end of their nose. Employees tell them and elevate (when they feel safe to) their concerns over and over again and no change happens. What was the definition of insanity again? Doing the same thing and hoping for a different outcome? Under that definition, employees either fall silent and complacent or become insane. 

A typical day involved managing a high volume of complex tasks with frequently shifting priorities. Much of the work required troubleshooting issues caused by unclear processes, role overlap, and lack of consistent ownership between teams. Communication from leadership varied day to day, so employees often had to self-direct, adapt quickly, and fill gaps without adequate guidance or support.

Providing medical billing services for a non profit company that allowed the medically underserved in the community to receive top quality healthcare was a very rewarding experience.  Team building was very important with many employee appreciation events.  OCHIN started as a medical IT company and expanded to provide billing services, but as an IT company at heart, I was able to learn so much about technologies I had never been exposed to before in this field.  My supervisory skills grew exponentially at OCHIN.

From the initiation of the onboarding process, a noticeable lack of engagement was observed. The entire system organization, particularly in terms of analytical maintenance involving Epic builds and deployments, exhibited a significant level of disorganization. Regrettably, there was minimal involvement or communication from the management team throughout this crucial phase. This dearth of interaction and oversight has resulted in an unfortunate scenario for our customers, exacerbating the challenges associated with the disorganized system structure.

OCHIN is a fast-paced and sometimes chaotic place to work.  However, I say that with love and care.  We are fast-growing due to our amazing Business Development team and the dedicated staff who support our members.  It's hard work and you have to be strong and dedicated to weather the changes and ongoing efforts of process improvement while moving at light speed, managing heavy workloads, and engaging directly with everyone in the Org.  I like OCHIN a lot.  It's very challenging but I feel that's what separates us from the rest.  We stick with it, weather the storm, learn as we go, and improve where and when we can.

OCHIN has a lot of perks to compensate for being on the lower end of the pay range. The mission is great, and everyone works hard to support each other. There are a lot of unrealistic expectations from management regarding workload/work life balance and often few rewards or recognition. Management is too busy to develop an on boarding plan and employees are under too heavy a workload to mentor. Career paths and expectations are not laid out, which means you are not set up for success.  The company is great at finding talented individuals, but it also constantly losing them to companies with a better work/life balance and more compensation.

The company is filled with mission-oriented, dedicated, skilled, and hard-working staff and leaders. This can be a great fit for like-minded individuals, but can be a poor fit for those more used to anonymous large corporations or those that do not work well with teams. The organization is closely focused on its primary mission supporting community health centers and the best potential employees are those that are excited to work on behalf of the customers and in meeting their needs - rather than those excited by technology for its own sake.

After I left the Army, I was about ready to go wherever they would have me. Luckily, a manager (now my favorite boss I ever had), decided to give me an interview and I haven't been happier since.

The people are extremely nice. Not in the Stepford wives kind of way either. It's like they treat you like family, jokes and all. I have yet to find a single person I really don't like here.

The pay is nice and the administration will go way out of their way to accommodate you by whatever means necessary.

Top Job Titles	Average Salary
Analyst 3 salaries reported	$125,667 per year
Manager 6 salaries reported	$137,833 per year
Program analyst 14 salaries reported	$20.00 per hour
Community health worker 6 salaries reported	$7,500 per month
Project manager 3 salaries reported	$109,333 per year

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