Community Health Plan of Washington

  www.chpw.com
  www.chpw.com

Community Health Plan of Washington Reviews

21 Reviews
2.9
21 Reviews
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Lance Hunsinger
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3 Employee Reviews Back to all reviews

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  1. 1 person found this helpful  

    Worst of the worst when it comes to health plans - stay away!

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    I have been working at Community Health Plan of Washington full-time (more than 3 years)

    Pros

    Benefits are average, transportation subsidy makes it easier for staff who are not provided parking to commute to work.

    Cons

    There are no leaders amongst the executive team in this organization. All of the executives care more about their own corporate turf then about either the stated mission, or customer experience. The executives in charge of operations are particularly notorious for not wanting to address the real operational problems that exist; both have a long history with other health plans where their reputation was also reflective of their incompetence. Proof of this is in their downgraded NCQA rating which can be viewed online. The original NCQA effort was done to get it done; not to improve quality for customers. This approach to business does not work in the long term.

    The lack of planning for major projects like a new payroll/time keeping system and new employee benefits result in ongoing problems and glitches that could have been mitigated with appropriate project management and planning.

    This community-based health plan should have the most comprehensive and cost-effective option on the new Washington Health Plan exchange but they do not.

    Staff turnover is extraordinarily high, and for good reason. Once hired, it is pretty clear this organization is chaotic and mismanaged.

    Mid-level managers struggle daily under the weight of their incompetent executive leadership team.

    Salaries are less than average which they justify by their not-for-profit, mission-oriented corporate culture.

    The CEO is blind-by-design to what is going around him; he refuses to engage with anyone below his executive team who are all doing an excellent job of hiding the real operational problems in this organization.

    Advice to ManagementAdvice

    This organization needs a clean sweep from the CEO down through each Director. Hire leaders who have demonstrated success in changing stagnant and dying corporations.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
  2. 1 person found this helpful  

    Just don't go there.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at Community Health Plan of Washington full-time (more than 3 years)

    Pros

    Paycheck? But not an overly large one. Decent benefits.

    Cons

    Poor senior leadership, poor mid level management, no long term plan or strategic direction. Fiscal mismanagement. Very poor communication. Secrecy. Snap decisions. Chaos reigns. Just don't go there.

    Advice to ManagementAdvice

    If you know how, show some leadership ability. Do some long term planning. Get some leadership training. Change your business model to one that will actually allow you to control your operation and generate profit, instead of letting the board and the CHC's eat your lunch.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
  3.  

    Only if you're desperate

    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at Community Health Plan of Washington full-time (more than 3 years)

    Pros

    Transportation subsidy is good and location near bus and train hubs make a commute manageable. Health benefits are good as is 401K match.

    Cons

    The business model of this organization is one that is set up to fail. The health plan is owned by 19 community health centers (CHC) that are also the Board of Directors. Set up in 1992, to this day there is nothing but infighting amongst the Board that trickles down to impact health plan morale and performance. For example, one CHC was recently encouraging their patients – Community Health Plan of WA members - to switch to the competition!

    The majority of the executives running the health plan are marginally competent; I cannot use the word ‘leader’ to describe any one of them. The culture is one that supports mediocre performance.

    The current CEO is very out of touch with what is going on in the rest of the company. Since he’s been there for over three years, there is simply no excuse for tolerating the incredible dysfunction within the health plan, much less amongst the plan’s Board of Directors.

    There is no commitment to creating a culture where staff is engaged and enthusiastic. Customer Service struggles not because of the manager, but because there is no emphasis or support of excellent service to members within the culture of the organization.

    The departments are built like silos. A territorial attitude by Directors and Managers is swept under the carpet. Other employees who benefit from the status quo target anyone who tries to change things.

    The Marketing Department lost a key executive when the former Director finally gave up and moved on. The Community Development Manager is a passive/aggressive young woman who you can count on to do whatever it takes to climb the corporate ladder. Her aggressive style and abusive interaction with staff is tolerated because she knows how to play the corporate political game.

    The new HR director has brought a breath of fresh air to the organization but she has obviously become ingrained and won’t support staff that bring issues with Directors and other ‘leaders’ to her attention.

    All of the Directors and above lack the courage to challenge the overall dysfunction that permeates the organization.

    The IT department is under funded and under-staffed. Hardware and software are antiquated. There appears to be no commitment to bringing the organization into the 21st century of technology.

    The Quality department did an astounding job of achieving NCQA accreditation – kudos to the Director for her incredible achievement. The challenge now is to maintain that accreditation in this terribly dysfunctional organization.

    All other departments struggle with under-paid and over-worked staff.

    All in all, if you’re desperate for a job, this organization should be nothing more than a stepping-stone to something better.

    Advice to ManagementAdvice

    Eliminate the dysfunction with the Board of Directors. Focus on creating a culture of operational excellence with an emphasis on providing a positive member and provider experience and you may have a shot at competing with the national carriers that won a contract during the recent state RFP. Empower managers to do their job and quit micromanaging. The way the organization is structured creates silos between functional areas. Examine the structure of other successful commercial health plans and mimic that. Pay for demonstrated success and experience at every level of the organization, especially managers and customer service. Learn that your employees are your most valuable asset and start treating them that way. Do the employee engagement survey twice a year; create a culture where listening deeply to your staff when they provide feedback is a priority, and then empower managers to make the necessary changes.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

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