registered nurse - medical / surgical

administrative assistant

policy analyst

registered nurse

program supervisor

State of Wisconsin

It depends heavily on which location you work for the DNR and whether if it's full time or seasonal. The state relies heavily on the majority of work to be done by LTE's - who are then treated by most as second class citizens. They have no job security, no guarantee of advancement, low pay, no vacation, no sick pay, and only 6 months of work. Sometimes they let you work 2 LTE jobs at once so you can work year round, but they can avoid paying you a decent wage/benefits. People take the jobs because natural resources are their passion and they hope to advance. But many people spend years as LTE instead. I've known people who spent 10-20 years doing LTE work. It's sad.
In particular, Peninsula State Park is a horrible place to work. Besides just the basic fact that it is a very busy property in a heavily touristed area, there are issues with the internal environment. This is probably why they have an immense turnover rate and are usually short staffed. There is no communication or organization from management - and it's been run this way for years. Tensions are always high among the full time staff and the general vibe is toxic. Every LTE hates their job (understandably) but this makes it difficult if you take an LTE position yourself or a FTE. Many LTEs expressed to me being lied to about their duties when they interviewed, and then becoming rather disappointed at the fact 80% of their job was cleaning bathrooms. Office work has become very boring since campers are no longer required to check in. The people that come in are only there to quick buy a sticker. The person at the window seat gets bombarded and the folks standing in the office have nothing to do.
If you want to have a really stressful summer in a beautiful location with housing provided, and have something to add to your resume, then do it. But if you value the work you do and the people you surround yourself with, I wouldn't recommend it.
I took a full time position here, hoping conditions had improved since my time as an LTE. It's very hard to secure a FTE position in the DNR, so I took it and planned to transfer one day. This has been the biggest career lesson to me that it is not worth it. It is not worth your peace. Wait for something else to come up. Unless you're already hardened. If you have a cold heart and just want to secure that position, you may be at home. I hope the best for anyone who takes a job here, I really do. And I wish for someone to come in to make it better - but it's a big job.

Are you extremely average in every way? Are you someone who lives by the saying "ignorance is bliss?" Do you secretly harbor a distrust of the general public and relish the chance to stick it to ordinary people for the slightest mistake? Then working as a Disability Determination Specialist (also more generally known as a disability examiner) might be right for you!

Enjoy staying on the good side of woefully inexperienced managers who will likely be gone in a couple years as they hound you over the slightest problem with your case processing statistics but do nothing to provide any real support. Take inappropriate shortcuts and deny claims for the most arbitrary reasons, and send claimants to unnecessary physical and psychological evaluations at government expense if you ever feel unsure about what to do next. Whatever you do, don't actually make an effort to understand what you're doing; it will make you crazy and almost no one will believe you anyway. This is the ideal work environment for the banal type who just likes following orders.

Compensation is about 60% of the equivalent federal classification, keeping costs low by having state employees perform a federal agency's work with federal funds. By being a state agency, many decisions will also be second-guessed by one of a number of regional offices around the country, and there is a climate of fear around these reviews.

The positive aspects of working here is that working hours and vacation time are handled very liberally. The hours are fairly flexible, and you can almost always get approval to use paid leave with little notice. Also, the dress code is something close to whatever you feel like. However, it's probably not worth it to get sucked into this miserable abomination of an office just for these. If you're thinking about working here, run away as fast as you can.

•	Designing, Developing and Deploying web based multi-tiered interfaces including user     
•	account and payment screens using Java, J2EE, Struts,  Hibernate, and Spring.
•	Interacting with business users and SME's to understand requirements, analyze and translate 
•	them into technical specification.
•	Developed several javascript functions for event handling, response handling and error handling.
•	Developed Spring configuration to connect several user interfaces using Spring dependency injection and Wiring.
•	Consumed web services and streamed the data to JSON data for faster processing and development of product models.
•	Automated unit test and screen flow tests to speed up testing of various screens and validate business rules.
•	Lead the effort of building a Rich User Interface using HTML 5.
•	Middle layer for data access components in Java, JSP and Servlet classes.
•	Used Remoting, Proxy services and Data management services in Payroll Management.
•	Worked extensively in doing mock up screens development for Business users.
•	Used Maven to build the application and used Subversion for version control.
•	Developed the application in Flash Builder and deployed it on Tomcat application server proxied through secured http web server.
•	Worked closely with technical support team to resolve technical problems raised by help desk in an effective and timely manner.
•	Solved many Front end and business layer production issues and performance bottlenecks.
•	Documented Implementation and troubleshooting guides, user manuals and design documents.
•	Followed, Scrum Agile Software Development methodology for the implementation which is based on “Develop quickly, deliver often”

The nature of the work (reviewing taxpayer returns for routine compliance using a web application) allowed us to perform all of our job duties easily via WFH policies.  So for a while, this was paradise, from a work environment and work/life balance point of view.  On a typical day at work, I would hook up my podcast and coffee each morning in my pajamas, complete the first 50 returns of the day before noon, take a shower and change into my day outfit, and complete the last 50 returns by 4:30. 

I learned some basics about how Form 1040 works, but a typical day involved doing the same tasks, over and over.  That was the hardest part of the job for me, but control over my own workplace environment allowed me to make it into an enjoyable routine.  For me, not having to stress about my personal appearance during work was a huge benefit. 

Unfortunately, the company policy will require 18 months of in-office probation for new hires in the future, which takes away the most enjoyable part of this job for me.  I was still interested in working in a permanent position here, but I wasn't selected for any of the four positions for which I interviewed, which is reflected in my job advancement score. In terms of job security, I have worked here for two years as a limited-term employee, which includes no sick leave, vacation, or health benefits.  On my first year, my coworkers and I were laid off a month early because we ran out of work to do.  This year, I've felt that management is competent in administering changes, but I am not looking to continue this arrangement in the future.

At first, I really enjoyed working at the Wisconsin Historical Society. Though there was virtually no formal training, the job itself is incredibly easy if you can memorize a script and do basic historical research. A lot of the job is just being able to be on your feet for long periods and get an audience engaged in what you're talking about.  Because I was so good at it, and such a quick learner, my supervisor kept wanting to give me more responsibilities and duties that my peers weren't, which I was receptive to because it was hinted that this was the way to advance and gain further opportunities year-round. 

So I began learning how to open and close, work register, carry access keys, do bus tours, and conduct in-depth historical research with the expectation that this would advance my career (which my supervisor kept outright reminding me of, unprompted, for months). Eventually, a higher position opened up, I interviewed, and was passed over for an outside candidate with "more experience". Still, I was told that there would be "more opportunities". Later I discovered that another employee who was hired after me and who I helped train was promoted to a higher position. That job was never advertised and no interviews were conducted, she was simply handed the position. 

Though I loved the site and most of my coworkers, I resigned, as the writing on the wall was clear. Hard work, initiative and determination aren't rewarded here. Given their incredibly important mission, it's unfortunate that there appears to be a lot of toxic behavior and poor leadership within the Wisconsin Historical Society.

When I first starting working with the State (specifically with Medicaid), I absolutely loved it. I had a great team, fantastic leadership, and really interesting work that I was very passionate about. The workload was intense and stressful, but it was all worth it because we knew we were making a difference and we knew we were all in it together. A few months into my time there, the division did a "re-org" in order to make things "less-siloed," however the re-org seemed to cause more separation than ever before. The idea was that they would organize the bureaus by "functional area," but in the end, all this did was make it so that no bureau knew enough about any other bureau to know what was going on. With my leaving, my team had experienced a 100% turnover rate over a matter of months. There is an absurd amount of infighting that happens, especially when it relates to the higher leadership that was brought on as a result of the re-org. Additionally, the leadership doesn't seem to respect the people who they refer to as their "subject matter experts" to truly be subject matter experts. The subject matter experts will provide input on areas for which they are, again, supposed to be the expert on. Leadership will consistently disagree with what the subject matter expert has stated and will then require the individual to pivot and accommodate for whatever the leader feels is the correct, despite the leader not understanding the area that is being discussed. The subject matter experts simply became transcriptionists for leadership to use to push their own agendas on their own timeline, regardless of what it does to members actually receiving the services. 

Jefferson County has great programming and the structure is in place to have positive results. However, leadership is focused on the tiniest details of the work that are completed unrelated to the services provided. Jefferson county should not have more jobs open than any other county in the state and no, these aren’t new positions, these are turnover. They drive out those passionate and dedicated to the work due to hypocritical policies and all performance review standards being related to the paperwork with no focus on clinical skills. Incredibly high turnover leads to burn out. Leadership often defers blame to each other and have no accountability for follow up with staff needed for the ongoing functioning of the work but are readily available for disciplinary meetings that will often involve multiple levels of leadership to tell you what you did wrong with the support you needed. A half dozen AMAZING clinicians have left in the last year. Things seemed to be getting better with new hires - now there seems to have been a huge step back in what the priorities should be. Some things you can’t teach. Keeping those people is key- Jefferson does not. Everyone is always scared of being the next target and nothing is ever clear. Imagine working in advocacy where everyone feels they need to keep their head down to survive. Ask anyone when you start- no one has plans to stay here long term (except leadership). Everyone is stuck for one reason or another and they’ll tell you immediately to never report anything to leadership or be honest about your thoughts. That’s never a good sign. 

This is a rewarding position helping people with disabilities. Expect a huge learning curve at the start and throughout the first few years.. You first have to learn the documentation system. Then you have to learn the extensive process for consumers applying and you determining eligibility and rating their application. Then the process of entering all the fields for employment plan, regular monthly calls and notes. Expect to document everything. I mean everything... Then expect constant monitoring and them correcting your entries everyday until you meet the expectations. Lastly expect extensive learning and documentation needed to input authorizations for providers who are to work with the clients, monitoring progress, reports, finally paying and insuring the next type of service is authorized. The pay is 25-27 an hour and good benefits. Expect great training and supervisory support and a willingness to understand and support you. But the expectations don't budge. Expect that you will be challenged in your ability to manage about 87 ciients at a time will multiple things to complete each and every day. You will stay busy with documentation, calls, and client meetings. You can get caught up but expect playing catch up if you take time off. The system helps you keep track of everything you need to do and what are priorities. So bottom line you will earn your pay..

Dept. of Health Services is a very unhealthy and stressful work environment - Managers get away with blaming their employees for their own failures and these same managers are protected by their most senior level management. Little hope of improvement in this closed communications loop. DHS's lack of concern for their employees should be troubling to the Governor and all residents of Wisconsin. Very unhealthy work environment to an employee's morale and health.

Managers are critical, even hostile to most innovation or anything new. Managers despise and hold it against any employee for pointing out errors or offering new/better ways to do things.

Managers manage using outdated methods like fear and intimidation. They get away with yelling and screaming at employees for doing work as assigned. Employees are expected to accept such abusive behavior.

Employees are left with a crippled HR department that answers exclusively to and protects management.

Few raises if any and small 1-2% if they happen. Every year one works there they actually take a pay cut as everything costs more.

I strongly recommend prospective employees to stay away from this unhealthy and hostile work environment if they can. They will live longer, make more money and hopefully receive encouragement and support from their better employer. DHS, in my opinion, is a dismal failure on many levels where it concerns employee health and well being and this employer doesn't care.

Look elsewhere for employment. It will be the best decision you'll ever make. Working for the state was a good idea in the past.When working for the state in the past you knew that you would never get rich but at that time you did it for your family. Since then things have changed. Health insurance now is just like anywhere else. For many years state employees excepted less pay in exchange for better if not the best health insurance for your family. Now current employees wages are at the compromised level and the insurance they compromised for is diminished significantly and in many cases less than other careers. I use the word career lightly because it really isn't being considered a career by the majority of employees. This is why there is such a crisis in the department of Corrections employee retention. 
  An example of just how bad the state is being a professional truck driver. Please look into to it @ wi.jobs and compare with other private companies. 
The public citizens are not educated about  the benefits state employees receive which leads to them  despising civil servants in all areas of employment of city,country, state and federal employment. 
    Working for the state now is a good stepping stone but no longer should it be considered long term employment.

Top Job Titles	Average Salary
Registered nurse - medical / surgical 3 salaries reported	$77.17 per hour
Administrative assistant 2 salaries reported	$21.47 per hour
Policy analyst 3 salaries reported	$62,667 per year
Registered nurse 1 salary reported	$44.89 per hour
Program supervisor 3 salaries reported	$72,255 per year

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