Pros
I feel they pay a decent salary (for my position), not the best, but decently competitive. The employees tend to be very caring, good, kind, and passionate about caring for patients. At a local level AH tends to be more understanding of the employees, but they are still required to follow corporate policy, and they still want to bring in revenue. Good CEU reimbursement benefit for providers.
Cons
However, for this "decent" salary (mentioned above) I was expected to see more patients than what is ethically appropriate for my position. In other words, regardless of burnout or national association standards for patient volume, there is a quota that must be met. This “decent” salary has been competitive only within the past 1.5 years; prior to that, I had not received a raise in 5 years because “there was not a mechanism” to provide me with a raise even though my salary was well below market standards. In my opinion, Adventist Health (AH) cares more about profits, which is evident from hearing the corporate CFO and one local CFO use the term “profit” repeatedly in a company meeting. AH claims to be a non-profit, but the reality is that they are all for profit, but not for taxes. Right now, AH is struggling financially because of poor decisions by “corporate” (all finances are controlled centrally), but the whole of AH is paying the price, especially the lower-level employees. The hospital administration lacks accountability for their decisions. AH corporate is known to modify employee benefits policies without informing the employees of the changes, and then creating a new policy to fit these modifications only after they have caught. For example, if you leave the company prior to the end of the year, they will not contribute to your retirement plan for the entire fiscal year. (I found out about this policy change two months prior to my separation). Previously, an employee could separate from the company and if they worked any part of their final month, they would be covered under the company insurance for the rest of the month; but this, too, has changed. A coworker who was a director did not know about this rule change and found out about this change 2 weeks prior to retirement but while he was on leave, he left thinking that I had insurance coverage until the end of the month but did not. Finally, I have first-hand knowledge that company CFOs choose not to bring the hospital up to standards or code after it was cited in a Joint Commission survey, and a Life Safety survey because it would "cost too much." I whole-heartedly support a company that wants to be fiscally responsible; however, I do not believe AH is responsible or responsive to their employees or patients. AH requires employees (and subsequently patients) to pay the price for corporate’s poor financial decisions. AH states that they are supportive of LGBT employees, but the AH insurance will not cover costs associated with care transgender care, and as a provider I was caught in the middle of such a battle trying where I was prevented from providing the standard of care