Pay was not competitive for case managers—just to earn the market average, one would have to earn an incentive which is difficult.
The job is complicated and a lot more paperwork than most would think. The supervisors are spread so thinly that they can’t adequately support case managers’ keeping their head above water let alone professional growth. Most case managers leave in the first year or so, so there’s a lot of coverage happening and that also keeps supervisors focused on training new hires…but still spread too thinly to do it effectively.
The company has not reinvested in the case managers and supervisors by increasing wages, lowering ratios, investing in positions that would ease the increasingly administrative nature of the job over the last couple years when the state increases their reimbursement rate…not sure where all the increases in reimbursement have gone (I think 12% over the last two years or so!)…someone should look into that!
There is a striking lack of diversity within the upper management, particularly among program managers, senior leaders, and the executive leadership team. They’ve created a committee to work on diversity issues but haven’t actually accomplished any meaningful change. Feels like lip service to me; people of color are still being mistreated by clients and even supervisors at times and nothing is getting better.
I’ve heard from senior leaders who have left that the CEO is sometimes verbally abusive and makes anyone that openly disagrees with him miserable until they leave, then trash talks about them after they leave. As a case manager, we wouldn’t see that side of him, but it would explain the high turnover among senior leaders.
Having been with the company for a while, I can say it’s not at all the same place as it was several years ago. The culture used to mirror the core values of person centeredness, advocacy, creative solutions, but those things don’t seem important anymore.
