Suggestions for improvement
- Make it possible for someone to use the PTO they've earned without having to pull extra shifts and trading schedules with co-workers. Give bonuses for the holidays to staff that have been there more than 6 months. (Preferably more than a $5 coffee card...not everyone drinks "designer coffee" and if can't be more let there be an option of what type of gift card.) Upper management should be more involved in overseeing how Program Directors are treating the staff. It would not be too difficult. Paying someone to fill out a questionnaire online for instance, it is not that hard to set up and employees are more likely to answer without fear of reprisals.
What I like about the company
I loved working with the clients, the individuals I helped care for.
What I dislike about the company
The clients should come first. The hiring process should cover more in depth (with visual aids if necessary) the not so "nice" details of providing care for individuals with special needs. Also, it should be strongly emphasized the consequences of "walking off the job" while still on the clock since, this would be considered abandonment. Oftentimes, because of the high demands placed on employees for a less than competitive wage, new-hires don't last even 6 months. So, this means the individuals that do stay with the company are often overworked, there is no one to cover sick days and using PTO is almost impossible. When I left, it had been the standard practice for over 2 years that in order to use your PTO you had to trade time off with a co-worker. Meaning, in order to use 3 days of PTO an employee would have to work not only their usual 4 days (12 hour shifts) but, also an additional 3 days for someone else. Think about that. Work 7 days/nights (12 hour shifts) in a row in order to get your 3 days off. My Program Director wouldn't even try to cover any sick days by calling other employees. If you wanted sick time you had to find your own coverage and if you couldn't you were expected to work. If you are really desperate for work and this is your best option, be prepared to be put through the ringer. The employee overturn is tremendous and many quit because they "eat their young" here. To clarify in case you don't know what that means: eat (one's) young. To neglect, betray, or harshly criticize members of a group that are of a lower status or position. Example sentence: "The more experienced staff has been accused of eating their young, treating trainees and new staff with sometimes intolerable contempt." If you have any other alternatives, I would suggest exploring those. The clients are great but, I didn't know even 2 people that worked for the company over 6 months that didn't develop health problems because they were unable to eat, etc. due to staffing.