Pros
Extensive professional development, many lateral transfer opportunities allow experience in multiple areas, many opportunities for upward movement (if you know where to look for them), generally supportive administrators; Staff appreciation and support programs are robust if you take advantage of them (directors could be more on top of informing employees about them) - "Atria Cares" employee emergency fund, employee referral bonuses, corporate discounts, Paid time off, full time status starts at 30 hours, company-matched 401k, free meals, employee satisfaction surveys as part of building's overall performance ratings, Exceptional Service Award nominations quarterly and annual leadership summit, employee bonuses for quality/customer satisfaction (though somewhat mediocre). Company appears to be in high-growth stage.
Cons
Pay can be uncompetitive, turnover reduces employee morale & cohesion, care team understaffed and overworked, especially at peak hours; administrative turnover - at the community, regional, and divisional level - causes leadership issues; some buildings neglected while others get multi-million dollar rehabs - making it impossible to "sell" older buildings/compete with newer buildings; When census is low, employee hours are first to go - corporate does not seem to notice crux of issues - focused on expansion more than on maintaining current investments; When improvements do come, they are bandaids; While Quality Enhancement program is thorough, it is feared more than a visit from the Department of Health - and QE directors will walk through a rundown building, cite issues, but corporate will not support/fund repairs. In the end (and this is a shame), older buildings are "powerhouses/factories" in that they produce hardworking and dedicated staff, who will resign/transfer within 1-2 years for a better community or work environment. Recent pay increase for one department made rest of employees feeling neglected.