Senior Leadership hasn't met an idea from 2005 or newer that they got along with. Even if they agree on a semi-modern solution the amount of in-fighting and political horse-trading that occurs means that very few projects are ever actually completed. That's OK though because the amount of intentional silo-ization at TUHS means that any project that requires more than a single area-of-expertise is functionally DOA. There is no interest or engagement from Senior Leadership in having multi-functional employees as that would encroach upon everyone's respective fiefdom. Seriously the ratio of management, director, avp, C-level and whoever-supervises-the-c-levels to actual administrators/engineers is about 1:2.
There is very little if any room for actual career advancement and merit-based raises cap out at almost half of inflation. More than one CTH candidate has actually had their job title reduced upon conversion - think Systems Administrator III contractor being converted at a Systems Administrator II level. The job roles and descriptions haven't been adjusted since the mid 1990s and nothing there is ever put into writing.
The RTO requires IT employees to work in/around Kensington in a half-repurposed building that has no amenities (not even free coffee).
Compensation is generally not-competitive and immediately ceases being almost-competitive after more than a year or two of 3% raises.
Talent has been walking out the door since the initial RTO - backfill has generally not occurred and the expectation is that the remaining employees will just do more work for free (salary, no OT or compensation for on-call or afterhours work).
All in all, if you want to work on anything interesting or modern, you want to be paid for your efforts, and you want that pay to actually reflect the value you bring to an organization, TUHS is not the place for you.
