- Lindamood-Bell Learning Processes17.Sep. 2018
Suggestions for improvement
- Increase pay by at least $5 for all positions below regional director level, hold consistent periods for staff review and staff development, create more positions for instructional support based on region or specifically to address challenge student needs and/or behavioral challenges. Create more localized positions for center-based support (IT, for one - if we're going to host so many online sessions, we need reasonable access to technology support). Review the Academy program for reasonable progress for each student, and provide the promised level of instructional attention. Create instructor rolls in each center so these students have a team they can access consistently, rather than trying to split up the sensory cognitive instructors and creating confusion for the office managers that have to manage/plan time.
What I like about the company
Local staff in my office were mostly kind and flexible. Families we worked with are incredible, and genuinely want to see positive changes so they are receptive to feedback and usually work hard to encourage use of skills at home or in the classroom. Connecting with local teachers was also rewarding, as we could see how our clinical services could be used in a variety of classrooms. The kids we worked with were usually well behaved and were willing to do challenging work to be successful when they returned to school. Behavior challenges were frequent, but most could be managed with appropriate and reasonable intervention. The actual work that we did was very special and fulfilling. The company culture is incredibly toxic though.
What I dislike about the company
Upper management, refusal to treat specific challenge students individually (requesting support often got you more critical feedback for your own methods/attempts than actual feedback on how to help your student), meetings that took up too much time and were not consistently relevant to challenges you were facing in your own center. Mismanagement of time throughout the company. Refusal by upper management to confront interpersonal issues within an office (specifically, sexual harassment and physical threats), micromanaging instead of providing appropriate resources to complete overwhelming quantity of tasks. Generally sour attitude towards lower-level staff in individual centers - as if we were replaceable if we made too many requests for assistance or resources. Pay was incredibly low as well, with only two merit-based raises in six years, and one cost of living adjustment (that the company then tried to pass off as a general raise). My (white, female) predecessor made almost $2/hour more than I did when I was promoted to her position, and when she put in a request for me to get a raise, she was told to tell me they weren't offering raises - and she was given a .50/hour raise.
The following benefits were offered to me
- CompanyLindamood-Bell Learning Processes
- CitySan Luis Obispo
- Are you a Current or Former Employee?n/a