Community Reach Center reviews about "benefit"

Work Holidays, Short Staffed, Less Support On Overnight Shift.

-Voicing concerns will lead to adversarial relationships and/or may get you fired -Pay is not competitive with similar positions at other Community Behavioral Health Centers, and is inconsistent between staff. Newer staff are brought in at similar or higher rates than more experienced staff, there is no process for advocating for a raise, job responsibilities are added without increased compensation, higher levels of specialized training are not compensated proportionately (e.g. doctoral degrees, multiple licenses/certifications) -Many inefficient processes that cost a lot of time and stress -Problems are solved reactively, rather than proactively; concerns are raised to leadership in advance, but are not addressed until they actively become a problem instead of preventing them -Upper leadership feels out of touch with what is happening at the service provision level. An example of this is eliminating a director position when it was clear clinical directors were already working very hard to cover the needs of the program they oversaw and provide the support, guidance, and coaching that managers needed to effectively run their programs -Wait times for appointments is high -Decisions are made to meet minimum requirements for regulations, rather than in the interest of quality of care -Time is wasted on projects that don't go anywhere, initiatives fall off, having to explain needs/concerns multiple times to the same people. -Training and supervision are touted as a core value, but there is minimal investment in redeveloping the training and supervision infrastructure after key staff departed the agency years ago -No addiction services and very limited crisis services are offered -Competent, compassionate people are dragged into doing more work to keep things from falling apart, which leads to a choice between burnout or sacrificing client care

- Excessive staff turnover due to low pay, burn out, and concerns about unethical and gas-lighting practices by Leadership - Inequitable pay practices. Community Reach repeatedly loses staff to other local community mental health organizations for significantly higher pay. Staff have shown HR and Leadership their offer letters for 10-12K more at other agencies (mostly either licensed therapist jobs or supervisor/manager jobs) yet CRC maintains that their pay is fair and comparable to other agencies-- yet there is proof that this is not true. This is an injustice to staff but perhaps more importantly it is an injustice to clients who deserve to have experienced staff and consistent care! - CRC is not able to run programs to fidelity due to staff turnover and having some programs with zero clinical staff/therapists - CRC doesn't include staffs' years of experience, certifications/areas of clinical specialization, or related experience in salaries. - Because CRC cannot maintain staffing they have regularly cut programs and/or experienced a significant impact to the quality of care they can provide to clients. Clients are repeatedly moved between therapists due to turnover. Clients in crisis needing a higher level of care often have to wait for a licensed therapist to be called in from another location to do a hold-- or licensed therapists are pulled out of sessions with their own clients to help with a crisis - CRC has developed a narrative that "we are training ground" to make sense of and rationalize their inability to retain licensed, experienced staff. - HR is not helpful and actively dismissive of staffs' concerns and needs-- including when staff have asked questions about their benefits related to gender affirming care and infertility coverage. Staff will not meet with HR alone due to lack of trust. - CRC's responses to reviews on here are a perfect example of the gas-lighting they do to staff. Take these responses with a huge grain of salt. They write about having "feedback loops" and systems in place for staff to share concerns, yet anyone who goes to HR or Leadership with difficult questions, concerns, or feedback is either met with deaf ears or is actively retaliated against. - Incredibly inefficient systems in place across the agency that take time and energy away from giving quality care to clients - Leadership is reactive rather than proactive in addressing concerns and needs of staff

Upper management out of touch with the lower level employees. Supervision minimal. Some cliques in departments. Poor training. Not getting to know some staff.

Management played games instead of helping employees.

Terrible benefits. Horrible management. This is a soul crushing place to work.

There can be a large number of meetings. This is something that the organization is looking at and making changes to, which I appreciate.