direct support professional

licensed practical nurse

group manager

nurse manager

qualified professional

RHA Health Services

Mobile Crisis Mamnagment (MCM) provides crisis intervention for those suffering with mental health or substance abuse issues and then helps to get them linked to long-term services that can help them. It can be a difficult and tiring position both physically and emotionally because you are dealing with people in crisis who are going through some of the worst times of their lives but knowing that you helped someone on their road to recovery or even saved someones life is worth every tiring, frustrating moment. As a MCM responder I feel like I am helping my community and the people that live there, which makes my job feel very fulfilling. The hardest part is dealing with a lack of resource in NC for mental health and substance abuse but that has nothing to do with RHA as a company. RHA as a company is just like any other company. They have their good points and bad points. The corporate side of RHA is all about the numbers, which isn't a bad thing because it is a business after all. But it makes it difficult when we ask for things that we feel could help or make our job easier and the responce is it's not in the budget. Since we are mobile we often work alone so even if there is a co-worker you don't get along with, you really don't have to interact with them much. Although, I do love my co-workers. They feel more like friends and we often communicate with each other to throw around ideas that could benefit us and our clientel. There have been many changes to the mobile crisis program recently and I think they have been good changes. The management team really seems to care about the health and well-being of the responders. My manager is always calling and checking in with me to see how I am doing or if there is anything she can do to assist me. Compensation for the position is good; it pays better than most for this type of position. I have been very happy with this job and I hope to see the mobile crisis management program grow so we can help more people in our community. 

A typical day is spent communicating with provider's offices to schedule or follow up on appointments or address concerns regarding individuals we serve. Communicating via email, telephone or attend meetings with circle of supports and conservators regarding individuals needs and update on status. Ensuring medications are ordered and delivered from our regular pharmacy or sent to a local backup pharmacy to make available to individuals so as not to have medications missed and new doses/ meds started in a timely manor. I have learned a lot about DIDD and what it means to care for individuals with intellectual and developmental disabilities and mental illness. I have learned prioritization and crisis management. I have learned the importance of team communication to achieve a  successful outcome. Local management is very supportive and available to assist in any number of situations. The culture is individual centered and we work to provide the best environment possible for all individuals supported. The hardest part of the job is being on call and frequent disruptions to the day based on situational crisis and the extreme staffing shortage creating a need for additional hours worked most weeks. The most enjoyable part of the job is working with a team of incredibly dedicated people to provide the best care for our individuals and seeing and getting to know the individuals we serve and being able to facilitate a small part of their ability to attain a great quality of life and seeing that in their happiness, health and experiences. .

RHA is a wonderful place to work WHEN they have the full complement of staff. However since they do not pay their teachers similar to the NCDPI salary schedule, and they do not contribute to retirement funds and working there on your best day you are doing the job and paperwork for 2 caseloads between NCDPI and ICF/IDD, they rarely have the full complement of teachers so you end up doing the work of 3 teachers which is actually the  work of 6 people.

There is a lot of "old fashioned" monickers that occur at this facility such as people thinking that severe and profound individuals cannot learn and calling them the "R" word.  They hire a lot of men for behavioral units that have issues with women managers and are often verbally abusive...sometimes physically abusive with the kids...which eventually gets caught on camera and then thank god they get fired.

Administration is very hands off and will try to turn things around on you if you do your due diligence and mandated reporting,

Do not expect to ever get a raise like you do in a school district and you work year round with only 10 paid days off per year. Even full year schools get 6 weeks off per year in addition to paid days off...but not at RHA.

Lots of safety issues due to staff turnovers...if you get hurt they will attempt to screw you on your workman's comp and a lot of people go there get hurt and sue them for workmans comp and you never see them again which increases the workload. They will try to make you drive yourself to the hospital when you have a concussion or are bleeding.


The kids are really great! I miss them tremendously! 
But I will never go back!

Here is what you can expect based on my experience in the Talent Acquisition (TA) department:
• Lack of Professional Boundaries: I struggled to get the guidance I needed. My direct manager frequently used our 1-on-1 time to discuss personal matters rather than explaining my work expectations or providing onboarding support.
• Issues with Confidentiality and Support: When I escalated my concerns regarding the lack of training and professionalism to upper leadership, I was explicitly told the conversation would remain confidential. Unfortunately, that trust was broken. The leader immediately shared the conversation with my direct supervisor, which created a highly uncomfortable dynamic and, I believe, ultimately led to my dismissal.
• High-Stress Environment: The atmosphere within the TA team was highly strenuous and anxiety-inducing. Management relies heavily on intimidating approaches to drive performance, resulting in noticeably low morale across the team.
• Unclear Compensation: Do not bank on expected rewards; bonuses that were heavily implied or promised during the hiring process never materialized for me.
• Discouraged Use of Benefits: I felt strongly discouraged from utilizing company benefits. In my experience, attempting to take advantage of the tuition reimbursement program was viewed negatively by leadership and seemed to be a factor in my termination.

Do not work for this company if you value your license and mental health. This has been the most stressful, messy, unorganized job I have ever worked. Management does not care about the nursing staff at all. Managers tell personal business to employees. There is no reason employees should know who is getting wrote up or fired before the actual person knows. Management also never has the back of their nursing staff and will literally throw their staff under the bus at any given moment. Do not feel that you can trust management because they will take what you say, talk about you, and spread your business. Nothing is confidential at this job. You can very well be put under investigation and taken off work at any given moment without being told a single thing. Some of management likes to chastise and degrade you in front of other employees and then apologize privately. Favoritism is very obvious at this job.  If you are not a favorite, you will not get the same overtime opportunities as the favorites. The turnover rate for nurses is very high at this facility due to poor management. The primary doctor for the facility does not care about the clients. The doctor barely responds to messages about the needs of clients and oftentimes has an attitude about being bothered. It has also been said that the doctor complains about how stupid the nurses are at this facility to other coworkers. The clients will be the only reason you smile at this job. Some of them look forward to seeing the nurse and that will be the only thing that brightens your day.

The "job culture" consists of toxicity and does not effectively train workers but wants you to do the job a very specific way (how are you going to do your job "correctly" if you aren't effectively trained?). The "leaders" do not know how to effectively do their jobs either because they are relatively new in their positions, and they also weren't effectively trained. Those same "leaders" micromanage and are very passive aggressive because you are not doing things a certain way...but again how can you do that if you aren't specifically trained to their company's & program's guidelines?  So, it is a loop of people being lost, passive aggressive, and toxic. Which is exhausting! Would be a better place to work if the company got the program together and was more organized! Also, since the position is "remote", if you cannot get in contact with your supervisor for a particular situation (because you weren't effectively trained), you are screwed! And still responsible for how the situation plays out even if you were awaiting approval. Also, everyone is overworked because of the lack of workers, and not being effectively trained. I'm sure if the company got effective leaders to run the organization in NC, everything would run smoother and would probably be a good job. The job itself is supposed to be about helping others and their systems with everything else going on it is not worth it spreading yourself thin.

I started working in a smaller agency. Then, RHA absorbed our agency. In the course of a year after the merger, staff turnover was somewhere around 30-40 employees. Nearly everyone from director to clinicians to support staff left. Corporate management made no efforts to retain staff.

Staff struggled because they stayed continually overwhelmed. Productivity expectations were unrealistic for clinicians, and many would work 10+ hours a day and then come in on weekends or take paperwork home with them just to get everything done. Even then, they could not get caught up. There were never enough support staff, so medical records was in complete disorder, and the support staff there stayed overwhelmed trying to stay afloat at an impossible job.

Counseling and support staff repeatedly expressed that they had no work-life balance and could not provide good client care. These concerns went unheard my management in Atlanta who seemed most concerned with the "bottom line."

Several staff suffered serious medical and mental health issues as a result.

Clients expressed frustration that they were constantly seeing turnover in their counselors. They also frequently stated it was hard to get in touch with anyone.

This corporation is top-heavy with several layers of management whose large salaries it can not support. I would not recommend working at RHA unless you are desperate.

Management consistently dismisses or minimizes serious issues until staff are already in crisis. There have been situations where boundaries and professionalism were compromised, creating a hostile and unsafe work environment for staff. Basic operational needs are frequently neglected, including maintaining essential supplies, which further disrupts workflow and care delivery.
Leadership often lacks the knowledge or capacity to support staff effectively, especially during high-volume or high-acuity periods. When staff are overwhelmed, support is minimal, and leadership presence is noticeably absent. There is also ongoing pressure to prioritize billing over appropriate clinical judgment, including encouraging the enrollment of individuals into services regardless of clinical necessity.
The organization is chronically understaffed and experiences high turnover, which has at times led to service closures. During these periods, staff have been instructed to provide inaccurate information to individuals seeking care, even when services were actually available. Preferential treatment is extended in certain situations, while others with urgent needs are routinely turned away.
Overall, these practices have contributed to ethical concerns, staff burnout, and a significant decline in trust, morale, and quality of care

There is a lot of favoritism at this job. If you are not in a click or circle you will not advance. Or if you aren't telling on somebody you are not advancing. This company does not believe in confidentiality.They say they do it's company policy but they do not abide by this. They make up their own rules as they go so what you see in the handbook can change if that's what they choose to do. Don't confide to your supervisor about something personal because nine times out of ten everyone at the office will know... Don't apply to be a House Assistant they will work the heck out of you. The supervisors feel as though this job should be your total life. We have lives, families, other jobs outside of this company. They don't like the word "No". You might as well be blacklisted for saying NO because what comes after that is your hours will be cut.   The higher ups treat the employees like they are nothing and will talk to you any type of way. The turnover rate is so darn high I don't know how they are still up and running. If you want to get written up for bull and worked like a dog this is the job for you....Vets whom have been here for at least 3 to 15 years don't mean anything to this company. They would rather get someone new to do the job that's not gonna stay(they rarely ever do) than, treat the old people with respect and give them raises so that they will stay. So ask yourself this Would you want to Work for a Company Like this?

Honestly, run. Overworked, underpaid. The training is extensive, or better, exhaustive; but most of it lacks serious relevance when you're in the field, doing the work day to day. Generally, non-clinical management only cares about the bottom line: money. They don't care about you, the employee. QPs applying for QP positions: don't make the mistake of being talked into being in leadership. It's a formality title and a pay cut for the hours. You'll work much more for much less money. "Consumers" (not a fan of that verbiage) are seen as "units" or "liabilities" by staff that aren't in the field. If you don't meet units, you lose your bonus (which is pretty minimal). Clients no-show and cancel last minute all of the time. If you're already in the field, doing community based work especially, you know how it is. I can't tell you how many weeks I worked 40+ hours, but had to put in for less time to "match" my direct service hours for the week. No 401k option, no PTO for 6 months, no bereavement time, *no raises*, insurance is expensive and terrible. Little room to grow, unless you're admin. If you're clinical and you enjoy working with clients, you're stuck at the same rate of pay until you leave. It's too bad. The turn over is insane and they've lost some good people. I can't imagine how low their retention percentages are. Avoid, if you can. They'll promise extra money, but there's a lot in the fine print that they don't tell you until after you've been working there and wonder why it was never mentioned again.

Top Job Titles	Average Salary
Direct support professional 15 salaries reported	$17.64 per hour
Licensed practical nurse 2 salaries reported	$31.50 per hour
Group manager 1 salary reported	$44,000 per year
Nurse manager 5 salaries reported	$22.50 per hour
Qualified professional 17 salaries reported	$46,428 per year

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