outpatient therapist

nurse manager

psychiatric nurse practitioner

therapist

case manager

PATH Integrated Healthcare

Interning here has been a good experience. My clinical supervisor is amazing, my coworkers are lovely, and I love the independence I get. There is no micromanaging. Most interns don't get paid, so I was happy to get a small hourly amount while still being able to make my own schedule. Upper management isn't my favorite. I don't see them much, but it's clear they place their value in profit over people (whether that be clients or providers, it's obvious). I'm not saying that's their fault; they have goals to meet as well. The structural decisions lead to high turnover rates for all staff. The pay structure should be adjusted & administrative hours should be granted for at least 15 hours a week to account for communication, coordination, research, etc. Finding a way to protect providers against no-shows would be beneficial to turnover as well. 
Unfortunately, turnover affects current staff. If someone leaves, our caseloads get bumped up, we work more hours, we have more intake assessments, and burn out is right around the corner. If upper management refuses to change their pay structure, at least implement a waitlist. Many providers do this. It's unfortunate, but overloading people then being shocked they're behind only increases likelihood of their searching for a new job. Providers for mental healthcare are in high demand; not to mention, many can go into other fields. There needs to be incentive to stay or people will continue to leave and clients will continue to get frustrated. 
Clients are also negatively affected by turnover. This is a given. I've met many people who have had numerous providers &, of course, struggle to open up to a new person in fear of their abrupt abandonment.

Workplace culture is very independent. I am surprised how many times I saw it is "toxic", I don't feel this way in the slightest. I'm grateful that the location I'm at is filled with wonderful people. I have learned so much from every person in my office & I value their knowledge and experience. 

The hardest part of the job is the turnover & workload. The most enjoyable part is the ability to work independently & the clients. It's a great day to hear someone is able to smile again or go to the grocery store and feel relaxed; they do all of the work themselves, we just help give them the proper tools.

Being micromanaged is a creativity killer, so I'm happy to say that has never been my case. Everything I need is finished on time & I feel I get accurate feedback, timely conversations, help when needed, and I can ask questions to any coworkers. The "care" side of Path is great; the business side just needs a little work.

All in all, it's a good place if you can manage yourself and build strong relationships with clients. I would tell other students to take this internship, but only if they're pretty independent and willing to work hard. If you need a lot of support & reassurance, it may not be the best fit. I've learned a ton working here & have enjoyed most of the experience, especially my co-workers & clients. 

The few extra dollars an hour ain't worth it when you barely scrape enough hours to get by due to the constant no shows and Path doesn't provide any comp for that.  I work a lot of hours,  but I don't get paid for it. FFS doesn't work here.  Flexible schedule are for those that can afford being a FT employee getting less than 20 hours a week. 

On top of that Management is shady & they don't care about employees. Im staying until I finish my independent licensure and then getting another job. Corporate promised change but it has only gotten worst. Now they micro manage. Management tells you one thing, but it never happens. They ask me to drive 2 hours but only got paid the 60 minutes I spent with the client.  

Ask some questions. Pay is higher but it doesn't help if they cut into it with policies. 

1. Ask to see the health benefits packet up front. They are low quality.

2. Ask the few providers that make Fee for Service work how they do it. Then decide for yourself if what they say makes sense and if you're willing to do it.  

3. Ask about how much driving case managers are doing because you will want to DEDUCT that time from the hours you work since you don't get paid for that.

4. DEDUCT your own gas and car maintenance, this isn't covered.

5. DEDUCT the time spent trying to contact clients who end up being no-shows, you don't get paid for that.

6. DEDUCT the time spent on emails or messaging other providers to discuss clients, this isn't paid either.

7. Be cautious with what you're promised in the interview. Make sure you get everything confirmed in writing.

8. You need to schedule back to back appointments to try to accommodate the no shows that is prevalent with Medicaid clients. 

9. Ask about paid holidays and what happens when you fail at being a salesperson to get your clients to opt into services or unwilling to manipulate your time. No shows hours are not taken into consideration when they determine if you get holiday pay. So if you get less than full time hours in a given week they take that out of your holiday pay. This is especially tough around Christmas because clients cancel a lot during this time.

10. They offer 40 hours of sick time and 80 hours of vacation, which is less than other places.

11. You can earn an extra 10 minutes of pay for every hour you bill, as long as your boss signs off on your notes on time. If they are late, the consequence is all your own because then we don't get paid the bonus. 

12. They pay $125 per year for CEUs. That barely covers a course. 

The pay looks good on paper, but there's a lot they don't tell you. They pay only for client time, meaning all the behind the scenes work emailing, driving, even trying to get in touch with clients doesn't count. And, let me tell you, there's a lot of that. It's led to weeks where I barely scrape together 20 hours, but I'm working so hard going above and beyond for my clients.

A lot of decisions are rushed and poorly thought out, leaving us to deal with the consequences. Roles are not defined. Micro managing by the Utah team. Employees are not valued. Only $125 a year for CEUs. That wouldn't cover a course.  

So if you're thinking about coming over just make sure you're asking all the questions and getting the real info. 

1. Ask to see the health benefits packet up front. They are low quality.

2. Tour an office and ask staff why so many people leave.

3. Ask about how much driving case managers are doing because you will want to DEDUCT that time from the hours you work since you don't get paid for that.

4. DEDUCT your own gas and car maintenance, this isn't covered.

5. DEDUCT the time spent trying to contact clients who end up being no-shows, you don't get paid for that.

6. DEDUCT the time spent on emails or messaging in office providers to discuss clients, this isn't paid either.

7. Be cautious with what you're promised in the interview. Make sure you get everything confirmed in writing.

8. You need to schedule back to back appointments to try to accommodate the no shows that is prevalent with Medicaid clients. Take work-personal life balance right out the door.

9. Ask about paid holidays and what happens when you fail at being a salesperson to get your clients to opt into services or unwilling to manipulate your time. No show hours are not accounted for in billable time so if you get less than full time hours they take that out of your holiday pay. This is especially tough around Christmas because clients cancel a lot during this time.

10. They offer 40 hours of sick time and 80 hours of vacation, which is less than other places.

11. You can earn an extra 10 minutes of pay for every hour you bill, as long as your supervisor signs off on your notes on time. If they are late, the consequence is all your own because then we don't get paid the bonus.

Training is for just one week and then boom  fee for service the very next Monday. Day one, I had 4 clients cancel on me 'cause they didn't know until the day of their appointment that they were getting yet another new provider. And don't get me started on management – they're all up in the clinical stuff they really don't get. No communication. And you do not get paid for all the work you're doing like emails,  talking to other providers, driving. 

$125 a year for CEUs. What a joke.  

Ask for the benefit summary before you start. Awful benefits that cost 800/ month for just me.  

Pay is higher because you barely get the hours. Before you come over ask some questions 

1. Ask to see the health benefits packet up front. They are low quality.

2. Tour an office and ask staff why so many people leave.

3. Ask about how much driving case managers are doing because you will want to DEDUCT that time from the hours you work since you don't get paid for that.

4. DEDUCT your own gas and car maintenance, this isn't covered.

5. DEDUCT the time spent trying to contact clients who end up being no-shows, you don't get paid for that.

6. DEDUCT the time spent on emails or messaging other providers to discuss clients, this isn't paid either.

7. Be cautious with what you're promised in the interview. Make sure you get everything confirmed in writing.

8. You need to schedule back to back appointments to try to accommodate the no shows that is prevalent with Medicaid clients. Take work-personal life balance right out the door.

9. Ask about paid holidays and what happens when you fail at being a salesperson to get your clients to opt into services or unwilling to manipulate your time. No show hours are not accounted for in billable time so if you get less than full time hours they take that out of your holiday pay. This is especially tough around Christmas because clients cancel a lot during this time.

10. They offer 40 hours of sick time and 80 hours of vacation, which is less than other places.

11. You can earn an extra 10 minutes of pay for every hour you bill, as long as your boss signs off on your notes on time. If they are late, the consequence is all your own because we don't get paid that time. 

I started at PATH after leaving a very toxic work place prior and was immediately reassured that there are good, genuine people out there and in this field. The clinical and program director are genuinely caring supervisors  who want the staff to succeed and also care about maintaining a work life balance. I always felt supported by the team whether it was through a personal, needing time off to take care of something that life threw my way or needing extra support with group or individual therapy ideas. There were a few times it felt a little corporate-y from the higher ups where billing seemed more important which is hard to do at a day treatment set up - at no fault of the Utah team. Everyone on the team cares about the clients and meeting them where they’re at and open to integrating new ideas that others have. As general outpatient went, compensation was higher than other places which balanced out when clients would no-show or cancel last minute sometimes, but not always. I also only did this role temporarily so can’t say it wouldn’t have improved with more time in the position. Overall, it was an enjoyable work experience and leaving was bittersweet. I hope to cross paths with this team again in the future and cannot say enough good things about the Utah group. 

I was asked to post a positive review. The management style is a critical drawback, characterized by poor communication and abrupt, profit-driven decisions without considering their impact on employees. Day to day is unpredictable, toxic, and stressful work environment. The culture is poor due to management's priorities—emphasizing profits over people keeps the turnover High. The work environment is marred by the unpredictability of management decisions, lack of communication and a clear disregard for the well-being of the staff.

Despite the promise of higher pay, the company's compensation structure is heavily skewed towards billable services. This means a significant amount of essential, yet non-billable work (such as email communication, team collaboration on shared clients, gas, and mileage) is not compensated. This severely impacts the actual earnings. The benefits package, although presented as a major perk, falls short in reality. The premiums are high $1900/ month for family, while the coverage and quality of benefits are below average. I Request a detailed benefits summary to fully understand what you're signing up for.



Flexible scheduling and $3 more an hour only works if everyone shows up to their appointments and if you were paid for ALL tasks required of you. Otherwise, you schedule is back to back appointments to make up for cancelled appointments. So stressful. 

A typical day at work - It is hit and miss. I've come into work on pay day and see that I wasn't paid holiday pay because I didn't bill enough. That wasn't fun.  Especially since they do not take into consideration the canceled appointments. I have no control over a client canceling, yet I'm penalized for it.  Also all the other hours I put in,  but don't get paid for because it isn't billable to Medicaid. Back and forth emails, the plethora of errors Carelogic has and I have to call IT, paperwork, all things I do but the hours don't count. 

What you believe you learned - I have learned that Operations should have a background in mental health or not be allowed to make clinical changes. People lack backbone, me included and I hate that. 

Workplace culture - Extremely toxic. 

The hardest part of the job - Not having our HR director anymore. 

The most enjoyable part of the job - My coworkers supporting each other against poor management. Coming together to help people make an informed decision about coming here.  

The management style is a critical drawback, characterized by poor communication and abrupt, profit-driven decisions without considering their impact on employees. Day to day is unpredictable, toxic, and stressful work environment. The culture is poor due to management's priorities—emphasizing profits over people keeps the turnover High. The work environment is marred by the unpredictability of management decisions, lack of communication and a clear disregard for the well-being of the staff. 

Despite the promise of higher pay, the company's compensation structure is heavily skewed towards billable services. This means a significant amount of essential, yet non-billable work (such as email communication, team collaboration on shared clients, gas, and mileage) is not compensated. This severely impacts the actual earnings. The benefits package, although presented as a major perk, falls short in reality. The premiums are  high $1900/ month for family, while the coverage and quality of benefits are below average. I Request a detailed benefits summary to fully understand what you're signing up for. 

I’ve been a case manager for several years at a few companies and PATH was one I couldn’t be happier to leave in the rear view mirror.

Other companies who have case managers out in the community will reimburse or pay for mileage on our car or drive time from client to client, here it doesn’t matter if I’m going from Springfield to Wilmington to see a client, that’s all on me. Had they mentioned it during my interview or even orientation it wouldn’t bother me as much but naturally they didn’t. 

Honestly it’s probably because the hiring manager has zero experience as a case manager and is strictly office bases for “business development” and that’s also our role. While not working with clients, they want us to be door knocking for new clients and passing out flyers….we aren’t salespeople, we’re case managers. Oh fun fact we don’t get paid for it because we cannot bill for it. 

The office higher ups claim they have a clue about how things go but if it’s not an excel spreadsheet or a bottle of wine they don’t even almost care. I don’t know if they’re oblivious to the issues or just don’t care but it’s one or the other and i didn’t stick around to find out. 

If you have a pulse, don’t mind getting lied to from the start, and hate yourself in some way shape or form come on in. They’re hurting for people. 


When I got hired, I did not do my due diligence with this company.  It was after my first day in the office when several clients yelled at me because of the high turnover of Office Managers that I realized I had made a huge mistake.  I figured that I had experience in the mental health field, so I could absolutely stick it out.  I figured wrong.  The culture was so toxic and morale was so rock-bottom that I left after 3 months.  This was all due to leadership.  Weekly, monthly & quarterly meetings were held where increases in business & numbers were mentioned briefly and then the focus was on publicly pointing out errors each person made in their job.  This went as far as to mention typos & the number of times a phone went unanswered - even if you were on the other line.  There was 0 positivity.  If you were sick and in the ER, you were threatened with being fired - while you were sitting in the ER (HR was not present for that phone call).  

All of that being said, the group of people I worked with was amazing.  They checked in on each other regularly and were willing to help out anywhere they could.  You could tell that they all genuinely cared about the clients and were in it to help others.  

Top Job Titles	Average Salary
Outpatient therapist 40 salaries reported	$41.63 per hour
Nurse manager 8 salaries reported	$22.31 per hour
Psychiatric nurse practitioner 1 salary reported	$60.00 per hour
Therapist 11 salaries reported	$41.09 per hour
Case manager 4 salaries reported	$23.38 per hour

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