ComPsych reviews

-Horrific pay for Master’s, truly despicable - Make sure you have a bottle and a bucket nearby..if you’re inclined to need frequent bio breaks. In training it’s said “unlike other call centers, you aren’t chained to your computer here at ComPsych.” The lie detector test determined..that was a lie! - You are always being tracked, watched and monitored. Any deviation from call metrics and adherence requirements will add up against you and can be used in terminating you.. despite this being a mental health clinical role that requires a Master’s and supposedly not a call center job…supposedly… -95% of the time different rules and expectations depending on which manager talks to you. (Know that you will most likely not be doing your job functions “right” or in adherence to supposed standard procedures written in training guide. Literally, following the written guide step by step is usually flagged as somehow wrong..but then back to being “right” the next time you do it the other non-standard way the manager told you you should have magically known all along how to do. This is for endless practices and “policies”. Sound insane? It is. ) -They don’t care about any of this..they’re fine with hiring and firing..their business model values high turn over..”churn ‘em and burn ‘em”. 20 people quit in one month? Not a concern. They have the next class of 20 trainees on the way in. They will continue their way for the next 50+ years.

If you want to be a cog in a machine that honestly does not care about you, for terrible pay and expensive benefits, please, come work at ComPsych. This is not limited to any one department. (For example, in 2014, FMLA worked weeks upon weeks of mandatory overtime, while GuidanceConsultants with advanced degrees are treated like call center robots and paid accordingly.) Employees are micro-managed and in general distrusted, which creates a culture of resentment. Employees are expected to keep their heads down and not rock the boat, because higher-ups are so terrified of change that they would rather cling to actively harmful policies and protocols than embrace better ways of doing things. Raises are capped at 3% each year, and you are ONLY eligible for a raise once each year, on your anniversary. Considering the cost of living increases by about 2% each year, if you don't get the maximum possible raise on your anniversary, you are effectively getting a pay cut. Due to a departmental pay bump immediately after my hire that was not retroactive, after two years and two raises I was unaware that I was one of the lowest-paid people on my team, literally training brand new hires that were already making more than I was. (Note: Dignity not included in benefits package.) At that time, the higher-ups and HR had the opportunity to review my salary and correct the discrepancy, and declined to review. Unless you're in upper management, there are no bonuses. Actually, as a fun bonus, I once caught bed bugs from the office, as they discovered bed bugs near my cubicle, then waited to tell the employees, and when they did tell us, did not actually give us any information on how to go about not contracting bed bugs. They brought in exterminators but at no time did they evacuate or close the office. And I was on the hook for all of my expenses, since they refused my polite request for compensation on the grounds that I couldn't prove that the bed bugs had been contracted from the office, the place where I had actually been exposed to them. In my department proper, nepotism runs rampant, while talented team members are chased out the door by often incompetent and petty management. Favorite employees get special treatment by the Department Director while the rest of the department is mostly ignored. The Department Director spends a great deal of time shopping online and/or "working from home" while harshly criticizing the (excellent, I might add) work being done by her employees, their motivation, their time management, etc. Favorite employees are allowed to skirt by without meeting quotas or quality standards, leaving the rest of the team to pick up the slack. Positive reinforcement only ever comes from the (outstanding) Team Lead, who is then, of course, criticized for "coddling" her employees. There is almost no opportunity for growth within the department, especially considering that favoritism, not tenure, skill, or leadership potential have been often used to fill the precious few senior positions. However, the promise of a promotion in the vague future will be dangled in front of you like a carrot to placate you, until you wise up. Take all of these reviews with a grain of salt. Employees are generally aware that most of the positive reviews are written by HR.