family support specialist ii

senior project manager

education specialist

family support specialist

specialist

Urban Strategies Inc

An opportunity clouded by the ideal of working in the community to provide resources for self sufficiency and stability is actually a mechanism of gentrification attempting to frame itself as being able to be a pillar in the community for support. In reality, a pillar it was not. I can only speak to my experience and it seemed as though in the time that it has existed in Louisville, it appeared no closer to achieving its mission than from its inception, something disheartening for people with a genuine passion for social services. A results and data driven organization, “accountability” takes precedence over affecting positive change i.e. finding ways to show the impact in the community to seemingly justify its existence. Emphasizing documentation over human interactions, suggesting overcoming generational trauma in a short period of time, creating goals and benchmarks for communities organizationally without the input of communities themselves and then holding direct support workers, e.g. case managers and outreach directly responsible for goals not created with and for the community in mind. Using a results based approach, only these direct support workers are held “accountable” for their work, and the notion that not being able to achieve results was a reflection of poor job performance or an excuse not to reach goals was common and repeatedly suggested (which again because these are the individuals intimately working with the community, it is a frustrating environment). Direct leadership spoke to creating partnerships in the community that should have been pre-established but went nonexistent as it appeared that “accountability” had its limits, i.e. did not apply to leadership and those that were cultivated are one dimensional. If there was any difference in opinion or thinking, there was not a culture for open dialogue, but hostility, retaliation, respectability politics, and with no avenue to voice these concerns other than through the leadership chain, which itself was involved in creating an unpleasant workplace or HR, which only investigates the upper leadership of its organization to the extent that leadership would allow, there was no accountability for an organization that is its own barrier to helping communities and seemed disingenuous to its mission. Management seems to think their extremely high turnover rate can be countered by the decent pay rate, but after a certain point, (and again speaking only to my experience), one realizes that the pay does not supersede or justify maltreatment, a whole other manner of things, or sacrificing peace of mind. Unless an outside force sees fit to look at Urban Strategies’ intimately, its impact, and the legacy it’s created from a community and workforce/workplace perspective, then they will continue to be a vehicle for the very things they profess to want to eradicate.

I feel compelled to share my honest perspective on my experience with this job, as it has been one of the most toxic environments I've ever encountered. I truly empathize with those who are still working there, as the atmosphere feels more like a prison than a workplace. The way management treats employees is not only discouraging but traumatic. There is a complete disregard for mental health and well-being, which is deeply concerning.

In my opinion, this organization is in dire need of change. The management team, particularly the Director and the APMs, are unfit for leadership roles. They have no regard for employees or the residents, and their approach is more about control than care. I’ve reached a point where I’ve broken down multiple times, feeling trapped in a situation with no way out. Employees are overworked, undervalued, and constantly made to feel like they're failing, which is incredibly demoralizing.

The culture of micromanagement is pervasive—everything from clocking in and out for lunch, home visits, and even leaving the building makes it difficult to stay motivated or do the job effectively. The lack of trust and constant scrutiny creates an environment where employees are drained and disheartened.

If this organization wants to survive and improve, significant changes need to be made at the leadership level. New supervisors and a more supportive, understanding approach to management are essential. Otherwise, this project will continue to struggle to retain good people, and the workplace will remain a toxic environment.

It’s unfortunate to witness, and I truly hope that something changes before it gets worse. The current situation is simply unacceptable.
I wish is could be truly honest with the city of Norfolk but  that we are not to speak to them. 

My job tiltle is a Recreation Specialist, but unfortunatley, I have a lot more job titles I carry.  So a typical day in the office is paperwork, creating a lesson plan for after school, plan trips for the year, drive clients to view apartments, help clients with creating resumes and search for employment.  While Security Guards go on break, I take over their postion.  By 3:00, the children begin to file into the Recreation Room, then homework and fun begins.

While working here, I've learned not to judge anyone because you never know what they've been through in their lives.


Management is ok as far as the individuals.  Everyone's personalty is very nice.  As far as moving up the ladder, there really isn't any growth within the agency.  I've been working with Urban Strategies for 9 years, and I've never received a raise.  The company also doesn't offer an 401K plan or a pension.

My co-workers are like my family.  It's only 8 of us and were all a very close knit group. 

The hardest part of my job is listening to some of the childhood stories of the adult and children clients.  It can be mentally challenging, but where ever I can help I'm there.

I love my job because I work with children ages 0-18 who resides in a NYC Shelter.  The children I work with have been through terrible and traumatic ordeals in their lives and I'm that listening hear they usually come to vent to.  I feel like I have changed a lot of their lives with the love and support I show them and vice versa.

Urban Strategies presents itself as a mission-driven organization, but the internal culture tells a very different story. From the start, it became clear that the organization struggles with micromanagement at every level. Rather than empowering employees, leadership tends to be overbearing, often disregarding the expertise and on-the-ground experience of staff in favor of rigid top-down directives.

The pressure to overperform is constant, creating a high-stress environment where unrealistic expectations are the norm. There’s little regard for work-life balance, and success is often measured more by volume and optics than by genuine impact.

What’s particularly disheartening is the organization’s disconnect from the communities it claims to serve. Decisions are frequently made by individuals who have limited to no firsthand understanding of the clientele, resulting in policies and practices that miss the mark and create more challenges than solutions for both staff and families.

Additionally, the benefits package is underwhelming, especially for a nonprofit of its size. Health coverage is limited, and professional development opportunities are minimal or inconsistently delivered.

If you’re looking for a collaborative, empowering workplace with meaningful support and development, I would recommend not working here.

When it sounds too good, it usually is.  Lack of training, inconsistent messaging and no support from management make it difficult to succeed in role.  USI seems to be more in line with their corporate partner than the residents and community they serve.  Work environment can quickly become toxic if you ask too many questions.  No assistance from leadership in managing partner relationships.  Strict hierarchical organizational structure. Very high turnover, major staff changes every other year.  PTO could be better, does not meet industry standards.

What is the best part of working at the company?
Just knowing that what we do makes our community better and stronger makes me so happy.

What is the most stressful part about working at the company?
Knowing that some  people in the community will not get the benefits of these programs because of limitations 

What is the work environment and culture like at the company?
Everyone is welcome and treated with respect.
We were like family.

What is a typical day like for you at the company?
Speaking to hundreds of people in person and over the phone. Sending emails and driving. learning about accounting and non profit organizations. This company really makes a great experience for the whole family.

A typical day at work would be coordinating and bringing programs to the community, partner with organizations to provide services to low income families in the south east sector of the city. 

I learn how to be cultural sensitive and I also learned how to work under pressure.

Management is direct and straight to the point 
Co- workers leaned on me to much because they no I would help.

Working in the community were I grew up in and working for a non- profit   

The most enjoyable part of the job is working with a good team and a team that has grown to be family

The work is very meaningful but I quickly learned there is poor training and leadership. Many aspects were undisclosed about the work environment. Poor communication from manager and was uninformed about key policies months into my role. Also I had 3 different bosses within my first 2 months and the training was all remote and hard to follow. They expect you to manage a large case load without any support or strategy which is a serious red flag considering the demographic we work with. 

What is the best part of working at the company?
Working with people from all different backgrounds and cultures and serving the people of NYC

What is the most stressful part about working at the company?
The shared spaces and nowhere for staff to take a break. 

What is the work environment and culture like at the company?
The environment does not cater to the well being of staff. Staff is constantly attacked by clients and nothing is being done about it . 

What is a typical day like for you at the company?
Taking care of the matters relating to clients and staff. Answering the telephone and setting up meetings.

What is the best part of working at the company?
Being able to impact the community while working, the US gave me this opportunity. Being able to bridge the gap between parents, caregivers, and their children through curriculum. It's a unique experience.

What is the most stressful part about working at the company?
I don't think there's a lot of stress involved. You just train yourself, prepare yourself, and facilitate the learning process.

What is the work environment and culture like at the company?
It requires commitment and a love of serving others. Knowing that you are doing it can change lives.

Top Job Titles	Average Salary
Family support specialist ii 37 salaries reported	$58,799 per year
Senior project manager 16 salaries reported	$79,969 per year
Education specialist 13 salaries reported	$58,586 per year
Family support specialist 7 salaries reported	$64,551 per year
Specialist 4 salaries reported	$58,323 per year

Working at Urban Strategies Inc: Company Overview and Reviews

Urban Strategies Inc

Urban Strategies Inc Ratings

Popular jobs at Urban Strategies Inc

Salary Satisfaction

Job Seeker Tools

Employer Tools

Browse

Stay Connected