direct support professional

program manager

clinical support staff

home care nurse

licensed practical nurse

TURNING POINT INC

Upper management needs to be more proactive when it comes to other staffs input regarding improving the program. This does entail removing individuals from management positions as they are not equipped for them regardless of their credentials. It’s at a point in which Turning Point has  physical bodies in positions just to be in line with state regulations not qualifications. If Turning Point wants to improve the program then suggestions and feedback regarding each department and staff need to be taken seriously and not just heard. I’ve voiced myself for months on in and feel as if I wasted conversation and time doing so. Turning Point can be a great program. Clients are very unhappy along with staff in regard to the current state of the program. There is literally no structure and policies are not being followed from the top down. Also I hope the $500,000 grant that has been obtained makes its way to the staff as well as they deserve to be compensated more than what they are being paid as they are underpaid. You have counselors who do the same tasks as the next counselor with equal credentials or internship and the money is not equal. There are Withdrawal management counselors who are making $21 an hour and deserve to be at $24 an hour just as the counselors upstairs on residential. I’m speaking on what’s right versus what’s wrong here that is all. You have staff who are not being trained or guided and just thrown into the job in all departments. You have additional trainings going on for clinical staff all of a sudden but none for the operations staff in which the directors should be mandated to attend in order to appropriately fall in line and teach there staff the proper way of doing things. This in not to say all the operations staff are not doing there jobs right but the trainings should be across the board in all departments. Operations need trainings in de-escalation, documentation, crisis intervention, effective communication, healthy boundaries ect. My opinion. There needs to be information and in black and white with what clients are able to have during scheduled drop offs versus what is not allowed because no staff or management seems to be on the same page or have any idea as to what’s allowed to be dropped off versus what’s not. Clients should all be provided with a copy of items allowed for drop off form as well as all staff. You have directors or managers from all departments that do not respond to emails but are quick to send out emails and expect responses. I say this because this is well known and been ongoing for a while now. Also is the director of operations a part of the maintenance staff or the director or operations? Just wondering? The way staff also speaks to clients is very important. Medical, operations, clinical, all should be communicating to clients In a proper and compassionate way rather than being aggressive and nasty like there needs or wants are  so bothersome and call for a nasty response or attitude. That’s not what should be going on and this is another matter that’s been voiced time and time again and still not much of a change. Everything that I am saying here is known at Turning Point and amongst the staff and clients. I’m voicing myself in hopes of positive change for the clients sake and staff”s sake because enough is enough at this point. How long are we gonna a let this stuff continue to go on and expect staff to stay employed there and expect clients to be happy and feel as if they are getting quality treatment? 

I was introduced to the position with a good deal of animosity displayed towards clients by the training staff. I saw very little examples of compassion throughout each shift and constant reinforcement for being what i call firm but realistically what i witnessed was more bombastic. Rules were highlighted as needing reinforcement, clients who expressed discontent were verbally "realigned", and there was an overall vibe of "dont let them push you around". Then I was let go over an incident where i was pushed around and retaliated against for enforcing rules. Suddenly when there was an outside witness, we were there to "serve the clients". I was never given the feeling that we were working for the client but moreso that the clients were to work to earn their stay. I was actually lenient in comparison to what i witnessed in my training. And that's actually where i went wrong was wavering and treating the clients with the empathy id give to a peer. They smelled weakness and when two clients were in deeper trouble then they had been already (before i even started) because of what happened during my shift, the management let them wage a retaliation campaign - taking things that happened at other times and out of context and quilting together an attack against the poorly trained newbie. Why bother encouraging write ups of clients and so much rule reinforcement when the tune changes to staff serving clients and staff not being supported over clients breaking those rules? Why have staff reprimand during visitation when those visitors can come back with retaliation complaints? I literally could have looked the other way with at least five different rule breaks and kept my job? That makes no sense. At the end of the day i wouldn't want to continue with unsupprtive management when faced with sometimes aggressive clients and i certainly wouldn't want to be a client in such a dysfunctional atmosphere. 

*learned how to get ready real quick for last minute commitments with management and tge state of Mass. with little to no room for training from upper management 
*Hardest part of job was cleaning up previous managers mess in every aspect and coordinator getting all the credit
*most enjoyable part of the job was working with the clients
* Agency is being watched by the commonwealth of Mass.
* within last 2 years started adopting paperwork practices and  new protocols to shape up the agency following a huge staff promotions and hiring of younger staff.
* Favoritism is real at TPI
*no relief staff within company. Agency uses independent relief agencies.
* Fill in open managers position with non empathetic and no knowledge of boundaries with clients
*Family work together, conflict of interest. Management turn their cheeks. 
* Doesn’t matter how you get the job done in residential as long as you get it done.
* There are good staff that have been with TPI for quite a while
*With change of admin. seen staff who have worked with TPI over 20+ years quit or get fired


I worked for Turning Point, Inc. for ten years and am grateful for having the opportunity to do so. It was not always easy managing behaviors of individuals in the home and the turnover rate was too high but the freedom and flexibility it provided me was incredible. I was able to adjust my schedule as necessary while I attended the University of New Hampshire and management was very understanding when my schedule would not allow me to attend staff meetings. I was able to develop a better understanding of the developmentally disabled community, my skills in the home, my patience, and received certifications for CPR/First Aid as well as in medication administration. I was even able to learn a lot about the deaf community and participated in bi-weekly American Sign Language classes with an incredible instructor. Overall, A very positive work experience.

As a previous Turning Point employee,  I absolutely loved my job and the mission of the organization! Working with survivors is one of the most rewarding things I've ever done. However, management, specifically the Senior housing director is the most toxic corporate leadership Ive seen in a long time. The housing director is currently a danger to employees and survivor's participating in the program alike. Some of the tactics being used is misuse of data entry to record services offered to clients, gaslighting of employees and survivors, unresolved violence and grooming among clients in the housing program, and general mismanagement of employees in the department. Also, this organization does not pay a livable wage.    

The day can start off on an up beat, logging into your computer and gathering all the information you need to start the process of your case files or intake of an client. there is a lot of organizing to do, filings, faxing and making sure that your client seeks the best resources that they may need at that time. You'll love meeting and dealing with various people and learning about they're situations and will become adamant about giving your all to that client if its to make their life easier. To be able to interact with clients knowing what they have been through in their life seems to be the hard part because, you learn so much about them and sometimes it will be out of your control to save them especially when something tragic happens you'll feel like you didn't do your part which will stick with you for a little moment.

When hired thought TPI would be a good place to work at and grow. loved, loved my coordinator (supervisor). She got promoted and I got a new supervisor.
Poor management, the new director of nursing is upfront with “real” expectations from management and staff to make the agency better. Hope it’s working out cuz this company needs someone who knows a thing or two.  
If you are friends with the right people in TPI you’ll do good. Either your in or your out.  This job is best for basic direct support staff to gain experience. Management are older people who have been there for years hoping the younger newly promoted staff make this company better place.
I couldn’t stick around to find out without thinking TPI get bought out one day and I’d have no job at all. 

A typical work day would be about an 8 hour shift with one other coworker. Would help all individuals living in group home with their daily living skills, cooking, shopping and administer medication. There would always be a program manager on call 24/7 that was only a phone call away. The hardest part of the job was never having a superior present during shift to view job performance. There was hardly a manager present to truly evaluate an employees work. The most enjoyable part was being able to witness the progress made by all individuals being helped on a day by day basis.

The hours go by quickly because you are fully engaged in the processes of the day. We have a team approach and all Teams cooperate with one another.  The hardest part of the job is trying to convince a client that they need our help and to try and keep them safe from Covid. The most enjoyable part of the job is watching a client grow and became better because of the care he has received while here. 

Turning Point could be great if employees weren’t treated with the same abusive behaviors they are educating the clients and community about.  Good: 35 hour work week, paid holidays.  Bad: high turnover of employees, low morale.  Ugly:  Director dictates who you are allowed to converse with outside of work; threat of termination if you speak to former employees.  There needs to be a strong sense of unity to flourish and expand services; unfortunately that has steadily been crumbling in the last couple years.

Top Job Titles	Average Salary
Direct support professional 16 salaries reported	$19.75 per hour
Program manager 12 salaries reported	$21.88 per hour
Clinical support staff 5 salaries reported	$19.00 per hour
Home care nurse 17 salaries reported	$19.00 per hour
Licensed practical nurse 1 salary reported	$31.50 per hour

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