Grand Canyon University Reviews

Updated August 26, 2015
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Grand Canyon University CEO Brian Mueller
Brian Mueller
21 Ratings

Pros
  • Free tuition and medical benefits (in 14 reviews)

  • There are great benefits, salary, and people to work with (in 12 reviews)

Cons
  • From the enrollment counselors to instructors, customer service trumps all (in 11 reviews)

  • All upper management is from UoP (in 8 reviews)

More Pros and Cons

50 Employee Reviews

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  1. Great University. Horrible Employer, Horrible Pay, and Horrible Middle Management.

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Enrollement Counselor in Peoria, AZ
    Former Employee - Enrollement Counselor in Peoria, AZ
    Doesn't Recommend
    Positive Outlook
    No opinion of CEO

    I worked at Grand Canyon University full-time (More than a year)

    Pros

    Free Tuition and good Benefit Pricing. Shifts aren't bad. Random half days off is nice.

    Cons

    Managers are horrible. Mine was the worst micro manager I've ever seen. Zero quality leads yet they expect high performance and upon not performing make you feel like your job is on the line everyday...,again...everyday you feel like you could lose your job. Very stressful atmosphere, glad I left.

    Advice to Management

    Trust your employees, you hired them for a reason right? Train them, set proper expectations at the beginning of the month and then trust them that they'll perform, all the while keeping track of numbers in private and work with those individuals not performing. Weekly meetings are fine but 4-5 off the cuff round table meetings a week about how each person is performing only causes stress and anxiety and produces ZERO results and unhappy people dredging back to their cubes. My manager would be at my desk once or twice a day....A DAY in my face asking me if I enrolled another student and I was a consistent performer. I felt untrusted and stressed everyday. My whole team were very unhappy people and always looking for a way out. Management should do an anonymous poll about how people feel about their job security and on a scale of 1-10 how much are they micro managed. I'm sure it'll be consistent 7-10's. Management 101, micromanaging NEVER works ever. They'll never get it though, the pressure is way too high on them to perform so they can build their Titanic campus while not spending any money on employee compensation so crap rolls downhill. Eventually their talent will leave like I did and they'll end up with the same unhappy employees but this time they won't be performing, which will be the iceberg that sinks Mueller's Titanic.


  2. Helpful (1)

    Enrollment Counselor

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I have been working at Grand Canyon University full-time

    Pros

    GCU has great benefits and that is really the only pro.

    Cons

    Management is awful. Turn over is incredibly high because of use of intimidation factors and just overall ignorant management. They can't keep people for more than a year or two, if you decide you want to put up with it for that long. For all the good they preach, they sure do a lot of shady things.

    Advice to Management

    Check the expectations you are giving. Obviously something is not working. You can sugar coat and pretend your employees are happy, but the only reason people put up with the emotional torment is to get a degree.


  3. Helpful (4)

    Military Enrollment Counselor

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Military Division Enrollment Counselor in Phoenix, AZ
    Current Employee - Military Division Enrollment Counselor in Phoenix, AZ
    Neutral Outlook
    No opinion of CEO

    I have been working at Grand Canyon University full-time (More than a year)

    Pros

    The ability to interact with veterans and help them find a way ahead, even if it means another school with a program better suited for them. Pay is reasonable. Education benefits are good to a point.

    Cons

    Policies are inconsistent with enforcement. Not all managers meet the same requirements levied on front line counselors. Some managers encourage violation of policies to include do not call list to get numbers. Favoritism runs a muck. One location is a transplant of former University of Phoenix personnel from the military division, one of which violated established policy to get her position. Number requirements are quantifiable, not based on quality. It's an unfortunate situation given the talent and guidance designed to protect the integrity of the institution. Sadly, a great school may be compromised because of the sales mentality coming from University of Phoenix to the enrollment sections.

    Advice to Management

    Any advice to management offered has fallen on deaf ears. The phrase "toxic leadership" best describes the unfortunate environment.


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  5. Helpful (5)

    enrollment counselor

    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    Pros

    Huge impact on the ground campus environment. Good community outreach and positive impact on the surrounding neighborhoods.

    Cons

    The online division is suffering tremendously. Management is scrambling to meet unrealistic growth projections. Ethical decisions are no longer being made. A tremendous amount of pressure for online counselors to enroll students, even at the risk of knowing the students will not be successful. This is a sales job and you are graded on the amount of enrollments you make each month. The inquiries provided to enrollment counselors are bad. Most inquiries didn't request info but are applying for jobs. We are still calling inquiries from 7 years ago. The culture is hit or miss. They try to be upbeat but there is definitely a hidden high pressure to the job. Turnover is high.

    Advice to Management

    Quit promoting managers and directors with little people skills and huge egos. Listen to the vision of the CEO and align business practices to support the vision, not revert back to ways of universities that have gone under due to bad business practices.


  6. Helpful (4)

    Enrollment Counselor

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Enrollment Counselor in Phoenix, AZ
    Current Employee - Enrollment Counselor in Phoenix, AZ
    Doesn't Recommend
    Negative Outlook

    Pros

    Great benefits, lots of days off a year, 401k, lots of half days, free tickets to basketball games.

    Cons

    If you weren't at the University of Phoenix with someone then you will most likely not move up. Working in the Peoria and Tempe offices is almost like not working for GCU. The management doesn't have a realistic view on enrollments. Enrollment has dipped throughout the whole university and the Enrollment Counselor jobs are the first to feel the pinch.

    Advice to Management

    Before firing your Enrollment Counselors the management needs to look at the Enrollment Manager role. They are basically babysitters. They aren't very important to Enrollments. They basically just hire and fire. I think GCU would benefit from cutting down the ECM position and focusing on creating more opportunities for the EC's. '


  7. Helpful (9)

    Manipulative Management

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Enrollment Counselor in Tempe, AZ
    Current Employee - Enrollment Counselor in Tempe, AZ
    Doesn't Recommend
    Positive Outlook
    Approves of CEO

    I have been working at Grand Canyon University full-time (More than 5 years)

    Pros

    Good benefits, 401k, Opportunity for work life balance, great pay for people new in the field.

    Cons

    Every quarter the staff are lied to (the carrot is dangled) about upcoming opportunities or benefits that never materialize. False deadlines are given only to have such benefits vanish and a new incentive is promoted for the next 90 days. There is a definite unevenness about the distribution of wealth and you are NOT paid based on your performance. Some of the lower earners are some of the highest performers here. ALL EMPLOYEES ARE NOT TREATED EQUAL.The pretense that tenured employees are paid higher stops after the 2 year mark then there is NO incentive to stay on board any further.

    Advice to Management

    Stop lying to your employees. The longer tenured employees have heard the same cycle of financial promises year in and year out about how you would LOVE to give them a significant raise but weren't able to, how you are working on it VERY hard this time and it just might happen. It is in poor taste to string people along with the thought of a significant increase only to disappoint them a week before it is supposed to be implemented....EVERY YEAR!!!


  8. Helpful (5)

    A few bad apples...

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in Phoenix, AZ
    Former Employee - Anonymous Employee in Phoenix, AZ
    Doesn't Recommend
    Approves of CEO

    I worked at Grand Canyon University full-time (More than a year)

    Pros

    Overall there are a lot of solid, talented and dedicated people working to help grow the school and service the students. Some reviews suggest that it's all about the profit and less about the education - that's not the impression I got. Most people were wonderful and the school really tries to get everyone - student, faculty and employees - involved in the day-to-day success of the school and students.

    Cons

    The marketing department is in chaos. Morale is bad and many are champing at the bit to get out - in both traditional and digital marketing. Most staff is treated like replaceable parts and it's simply not a good place to work right now. At best it's a stepping stone on a career path, but little more.

    Advice to Management

    Upper leadership HAS to know the issues with the so-called management within marketing and why nothing is being done about it is surprising. Listen to those in the trenches and fix the problems. Otherwise, attrition and turnover will continue to be the norm.


  9. Helpful (1)

    Leadership Lacking

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in Phoenix, AZ
    Former Employee - Anonymous Employee in Phoenix, AZ
    Doesn't Recommend
    Positive Outlook
    Approves of CEO

    I worked at Grand Canyon University full-time (More than 5 years)

    Pros

    CEO very business minded. Colleges strive to provide best product and experience to students Most of the employees are friendly and hardworking Not a Christian mindset at the top -- lip service at best

    Cons

    People in charge not good in leading people (need leadership training bad) Silo and click mentality (who you are friends with determines your destiny and longevity) New idea not welcomed -- only the ones that were transferred/mimicked from UOP Unfortunately, the drive is shareholder happiness

    Advice to Management

    No leader wants to be bad at it -- provide leadership training. Remember that you lead people and manage things. Lots of managers only the CEO was seen as a leader to me.


  10. Helpful (5)

    Struggling to find purpose

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Enrollment Counselor in Phoenix, AZ
    Current Employee - Enrollment Counselor in Phoenix, AZ
    Doesn't Recommend
    Negative Outlook
    Approves of CEO

    I have been working at Grand Canyon University full-time (More than 3 years)

    Pros

    Decent salaries, good benefits, tuition reimbursement, and lots of opportunity for growth and advancement are all good reasons for working at Grand Canyon University.

    Cons

    The biggest challenges of working at Grand Canyon University (GCU) involve the publicly-traded, for-profit nature of Grand Canyon Education, Inc. (LOPE), and the inevitable difficulty of trying to juggle 1. student demands for academic quality with 2. employee demands for job-of-choice careers and 3. shareholder demands for ever-increasing revenues, new student enrollments, and market share.

    Advice to Management

    Abandon the recent trend towards GAP report micromanagement and instead focus on the reasons why the corporate culture at GCU continues to deteriorate. Why is it that outside of learning about it in training or maybe seeing it on occasional posters in the break room, that the vision, mission, and purpose of the University is never discussed?


  11. Helpful (7)

    Rat in a wheel job

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Enrollment Counselor in Phoenix, AZ
    Former Employee - Enrollment Counselor in Phoenix, AZ
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I worked at Grand Canyon University full-time (More than 5 years)

    Pros

    The people working for GCU create a unique culture because a lot of us are former employees of a different school. Education benefits are huge; however it is the ONLY benefit limited to your overall performance numbers.

    Cons

    This role has become a cold-calling routine. QC gets the initial chance to contact newest potential students before EC's are able to get their fair chance. By this time it is a cold calling scheme. Work incentives are based on department directors discretion and will always be based around number of students recruited to the university. EC's are paid hourly while managers are salary; managers often come in later than EC's but will write EC's up for being late for work. This is a common. EC's are measured on soft-skills such as dials, talk-time (together called activity), quality assurance grades, and retention when it comes to an annual review. Some EC's have significantly less activity than other EC's but are compensated for more work completed. If you wonder why it is because of the unfairness and favoritism. Some EC's are handed students on a regular basis so their workday consist of managing their inflow of students while MOST EC's are ending their day with heavy activity but no students. It's a real life rat-in-a-wheel situation. OH - even if you put in years with the company, try and give a two weeks notice and they will immediately walk you out.

    Advice to Management

    Counselors My deepest concern is how counselors will be able to consistently reach goals, adapt to sudden change, and stay within departmental limitations each and every month. Managers can coach all they want but they're not in control of a student's situation or inquiry's frustration with our phone calls. In perspective, here is a 2015 Enrollment Counselor job description: - Call leads QC cannot reach after x-amount of time - Cold Call an automated database aka MANAGE A DATABASE THAT MANAGES ITSELF - Use the work-que as a strategic cold calling method (because QC has likely called them plenty of times) - Click to dial is mandatory, not written. Dial as many as you possibly can. No gaps on the gap report. - Serve as middleman between SSA and Student on non-EC related topics - Expected to reach goal no matter the circumstance: ○ Bereavement, holiday's, vacations If you're like me and have spend the better have of a decade with GCU, there will come a time where you do not want to worry about the "job" in exchange for a real peace of mind. It's become an impossible work-life balance for online EC's. We do not get any credit for our efforts unless a student COMPLETES two classes. WE DO NOT GET CREDIT FOR OUR JOB UNTIL TWO PASSING GRADES ARE POSTED AFTER 16 WEEKS. Pay Believe it or not we are held accountable for generating roughly $200k per year (4 starts per month, 3 completing second course each month) - please do your math because the numbers are scary. Pay raises are said to be up to 4% but it seems like our pay is usually raised by <4%...not even the 'or equal to' part applies. Since incentives are based on current averages and evaluations are based on annual performance, what on earth does loyalty get us? No matter how long we've been here putting in hard work, we're only as good as our three month average. AZ Reps have the same expectations as non-AZ Reps; however BIZ ONLY counselors have the same expectations as those who can enroll for every program. THIS IS NOT FAIR TO YOUR MOST LOYAL EMPLOYEES. Ethical Issue With tuition being "frozen" at the Title IV aggregate limit for undergraduate student's (even those with fewer than 60 credits) I began to feel financially sorry for some of our students seeking an honest chance. We are either ripping people off who really want their education or we are ripping those off who do not belong in college. Structure Tenured employees are treated the same as new employees out of training, only with one exception: PTO accrual. All I am saying is there is already enough misleading directions on how we should work …we could at least be housed in a more modern-day office setting. Instead, we are an online-based department with the s-l-o-wwwwwest technology pieces. This job has become too much of a "job" for us; there are so many soft-skills and must-do's on my computer now in order to enroll a student. Seriously, what about our purpose? That is not what an Enrollment Counselor used to be, should be, and no longer what I am going to be.



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