grounds maintenance worker

behavioral health counselor

police officer

social worker

youth specialist

Salt River Pima-Maricopa Indian Community

•	Provide case management, follow up and support services to individuals and their families. Refers clients to other resource agencies and programs such as, but not limited to Behavioral Health, Magellen, Parenting Program and Health Services. Coordinates with other agencies to provide emergency assistance and resources involving food, clothing, crisis intervention and/or medical services. 
•	Make home visits or visits to other settings to provide direct casework and case management services to individual and families. Provide ongoing assessment of families and is responsible for attending court hearings and writing court reports that reflect the progress of the families. Ensures court orders are being followed. 
•	Input data in the Management Accountability Information System (MAISE) and maintains accurate statistical data using the computerized database for easy retrieval. Maintain current and comprehensive case files that include assessments, case plans, and other case file documentation. Prepares periodic reports from records as required.
•	Plan and schedule activities such as medical appointments, counseling and parenting for children and families. Intervene in crisis emergencies, including providing “On Call” crisis intervention assistance. Maintain regular scheduled office hours in order to be available to clients and other Community members. 
•	Participate in training opportunities that will enhance knowledge of tribal case management, child abuse and neglect.
•	Investigate referrals of child abuse and neglect. Works closely with law enforcement and court personnel to keep them informed of family's progress and legal status. Conducts collaborative interviews and contacts all interested parties to gather information. Participates in CPS on-call rotation, once a month.
•	Participate in weekly staff meetings. Discuss issues or cases that require additional input and planning. Provide alternative solutions to issues to ensure the greatest benefit for the clients in accomplishing the program objectives.  
•	Attend professional development meetings/training as directed by immediate supervisor. Keep professionally current with the field of social work. 
•	Help to maintain an environment within the Social Services Department that encourages teamwork, interdependence and ethical behavior.
•	Perform other job-related duties as assigned to maintain and enhance departmental and program operations.

This employer is biased against employees not members of their organization. Members is defined as registered members of their tribe, per cap employees.  Unfortunately, as an employee in management, I have to follow this policy. It is designed to ensure that the local population has every opportunity to gain local employment. In reality, their employees consists of mainly inept performance with a high rate of tardiness. Usually, they are overall very pleasant employees. Just don’t expect them to do very much or on time or the correct way. Most importantly, you will be forced to eventually correct their many errors, realistically, doing their job. At first, it is funny to watch. Eventually, it becomes very aggravating, frustrating. They do have free parking but is very far from the office and unprotected from the heat, rain, etc. They also have additional holidays, not available in most organizations. The drive to the office is very sad. Lots of poverty, mobile homes in dilapidated condition. Lots of employees quit within their first year. Many before that. The HR Wellness program often shortens employees wellness points. This is important because it translates to a loss of money for employees. The prominent organizational frenzied drama is fun to watch until it comes your way. Their pay and benefits are similar to most other organizations. But, their games are much more vicious.

During a typical day at work, you will notice two distinct factions. One - the community members which are local resident Indians. Right or wrong, everything is done with them in mind. That is the purpose of your position. Two - everyone else. Everything is done on a very slow pace, slow reaction. The office is located on an extremely poor part of Maricopa County. Management is friendly but usually acts like a nice, pleasant 15 year-old child. You never argue with them. You never dare to make any jokes. They never plan very well. Case in point - Talking Stick Resort-Casino. During a rain storm last weekend all of the electricity went out. Thousands of dollars walked out the front door. 5 days later, they are still closed. They never planned for such a situation. They will soon realize the financial  impact of this and the deficit caused for the per capital funds to 10,000 community members. Their most likely delayed reaction will be a cut in full-time staff consisting of non-Pima-Maricopa Indians. This was also done in 2013 when 30% of their entire workforce was fired. No notice, just get out of here type of situation. I've never seen anything like it. After that, I'll never trust them. Many quality level employees left and the survivors left to fend for themselves.

Regular days include talk of what goes on with you and your family. Main focus: the certified tribal members of the Community.  I learned the overall workforce is more pleasant than other company's you'll work at. The overall workforce is also much more obtuse. Good and bad. At first, this organization is a great pleasure. After they attack you, and they will attack you, this company will no doubt be your worst nightmare. For the average non- certified tribal community member, this happens within 18 months.Very high turn over rate. I've seen at least 300 good employees leave.The management is similar to the common employee. The overall workplace culture is based on their tribal community. Good and bad again.  Many celebrations, more holidays than most company's. You get your birthday off and local tribal holidays most people have never heard of before. In my opinion, the hardest part of the job is working in an area ravished by the worst poverty in Arizona.  The south Phoenix area is more developed than here. The most enjoyable part of the job is the learning portion of the job. I never knew these people existed until I got this job. They have much more and larger problems than other communities. But, they still smile and celebrate their culture.

Job site wide, the average workday is started with the non per cap employees arriving on time and beginning their tasks. Approximately 15 to 30 minutes late, the per cap employees arrive, settle down and then they take a break. I have learned this organization while usually friendly and slow paced, is like working at the Twilight Zone. It is a fantastic place to work if you are born on the reservation, just a great job for them. Everyone else, you better get used to doing your job and at least one other employee's job. Management supports the per cap employee before anyone else. And, they should. The workplace culture is slow paced and good until they need your position for a per cap employee. Then you are a target and will be terminated. They are not mean people, only if they target you. The hardest part of the job is acting like you like it there. You know you drink the Kool-Aid. Especially, when, you have the above facts right in your face every day, all day long. Another hard part of the job is the drive to work and seeing the outright poverty. The trash all over, the mobile homes, etc. It is a shame. The most enjoyable part of the job for me is smiling and laughing and actively seeking new employment. 

Very, very interesting place to work. Typical day: Usually, the non-community member workers arrive on time at 755 AM. And, they start their work. Then, the community member employees arrive at 815AM, 830AM, some 845AM. Then, the community members discuss what happened last night with their family, on TV, plans for the weekend, etc. Then, the community members go get breakfast. Most of the community members are very friendly, very caring, nice people. Many celebrations, birthday party's, etc. Normally, the community member workers use all of their sick time as soon as they get it.  So they might have 2 or 3 hours of sick time in their account. Because of this situation, the management has no choice but to put pressure on the non-community members to do the community members work. Hence, the constant turnover, dissatisfaction, etc.  I never worked at an Indian Reservation before. My guess is, other Indian Reservations are similar to this. It's good to see that the community members are taken care of in this fashion. After the history of what happened to them, they should be.  Many of the SRPMIC employee programs are a good idea but some flop. My well ness points are constantly shortened.

Any job here is a great job for the local native community members. I've never worked at a place where a typical day consisted of most employees coming to work on time and getting started work, then another specially treated group (local tribal members) show up 20 to 30 minutes late and leave 20 to 30 minutes early. I learned that the organization "as an entirety" moves at approximately 55% productivity. The management reports up to an elected local community based council with a President. The workplace and culture is one of great bias. As an employee, you really don't count unless you are from the local reservation. The hardest part of the job is holding back on my productivity as an employee. I certainly don't want to draw any attention to myself to how much of a hard worker I am. It would certainly backfire. I would either be given much, much more work or eventually be terminated on some unfounded grounds. I have personally witnessed hundreds of employees leave in outright disgust and frustration.   The most enjoyable part of the job is the drive home at the end of the day, seeing the place in my rear view window.

I was very surprised to experience the continued bombardment of bully management and negative reinforcement at this place. Daily, I work at the Two Waters building. The walk from the uncovered parking lot to the office is one mile in distance. It is a terrible walk in the heat. It is a genuine nightmare during the monsoon rain. I have the learned the community employees are hired because of favoritism/nepotism. It is a very strange situation because most of these employees are very friendly,kind but at the same time, completely inept.  I think nobody has ever written a book about this place, because nobody would believe it. Primarily, the management uses bully management and negative reinforcement.  The workplace culture follows the tribes culture. You never want to work too hard. The hardest part of the job is watching highly qualified employees leave so quickly, right after being hired. They do this after realizing their mistake. It is a revolving door. Sometimes, it is funny to watch. Other times it is very sad. Actual work time is 10 hours per week. Actual frustration time is 80 hours per week. The most enjoyable part of the job is getting my birthday off with no charge against by vacation time.   

Overwhelming amount of daily phony baloney political games. Micro managing, bullying and negative reinforcement are the core philsophys of this workplace.  Worse than that, on a daily basis, is the extremely high employee turn-over rate. You know, a new employees first day is Monday and by the very next day, Tuesday, they quit.  I've learned, as an organization, they demand you respect them, but it fails to go both ways. The workplace culture is primarily one of playing games with other employees. And, I do not mean "fun" games. I mean your survival as an employee depends on how well you play their games. Also, I was lied to and told they have a pension program. They have nothing even close to that. Their 401 program is a really bad joke. The per cap employees (community members registered with the local tribe), come to work whenever they please and leave early whenever they please. But don't you try that.  The hardest part of the job is smiling when they are sticking it to you. For example, because my co employee cannot do their job, I have to pick up the slack. The most enjoyable part of the job is looking for new employment. 

What is a typical day like for you at the company? Very stressful. Don’t do it. Just don’t go work there. No, no and no ...SRPMIC is not a good company to work for. Workloads are too large because there is constant turnover. Good benefits, just not worth the negative toxic environment. No management support or follow through. Benefits do not equal the 6-9 meetings each day. Management is two faced and will stab you in the back. No support from management. Constantly told “that’s not my problem” figure it out” no training, terrible procedures, everyone just wants to save their own butts, wrong people in wrong positions, favoritism is rampant. Demands/requests asked on departments/ Leaders by leaders in the community are very unreasonable at times. Does not operate like any other organization. Very toxic. There are a lot of unreasonable demands made. Any change is hard to make. If staff do not like what is being asked, they complain to tribal leaders and the executive team cave. If you want an agency who takes employee errors personally, doesn’t support their staff, gives advancement opportunities to their buddies, and burns you at the stake for minor errors this is the agency for you.


Top Job Titles	Average Salary
Grounds maintenance worker 16 salaries reported	$57,067 per year
Behavioral health counselor 19 salaries reported	$76,927 per year
Police officer 18 salaries reported	$93,315 per year
Social worker 13 salaries reported	$75,689 per year
Youth specialist 20 salaries reported	$56,458 per year

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