Health Management Associates

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Health Management Associates Reviews

9 Reviews
3.0
9 Reviews
Rating Trends

Recommend to a friend
Approve of CEO
Health Management Associates President, CEO, and Director Gary D. Newsome
Gary D. Newsome
9 Ratings

9 Employee Reviews Back to all Reviews

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  1.  

    hard work everyday

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Staff RN in Van Buren, AR
    Current Employee - Staff RN in Van Buren, AR

    I have been working at Health Management Associates full-time (more than a year)

    Pros

    small and friendly little hospital

    Cons

    short staffed much of the time

    Advice to ManagementAdvice

    company merging with a huge company.many changes too soon

    Recommends
    Positive Outlook
    Approves of CEO
  2. 1 person found this helpful  

    HMA has a very fast paced environment.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Confidential in Naples, FL
    Current Employee - Confidential in Naples, FL

    I have been working at Health Management Associates full-time (more than 8 years)

    Pros

    HMA's pay is extremely competitive

    Cons

    There is a lot of work-related stress at HMA.

    Advice to ManagementAdvice

    Be supportive of your staff.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
  3. 4 people found this helpful  

    Opportunities at a price

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

    I have been working at Health Management Associates full-time (more than 5 years)

    Pros

    Opportunity for growth & advancement, benefits are great compared to others in the area.

    Cons

    Long hours, expectation seems to be that you make your job your life. Poor compensation.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
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  5. 2 people found this helpful  

    Exceptional learning position.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Negotiator in Naples, FL
    Current Employee - Negotiator in Naples, FL

    I have been working at Health Management Associates full-time (more than a year)

    Pros

    Freedom to innovate and see your progress.

    Cons

    Merging with CHS and the company will evolve.

    Advice to ManagementAdvice

    na

    Recommends
    Negative Outlook
    Approves of CEO
  6.  

    Challenging and most times demanding work but excellent compensation packages

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Manager in Naples, FL
    Current Employee - Manager in Naples, FL

    I have been working at Health Management Associates full-time (more than a year)

    Pros

    Located in SWFL, excellent weather. Corporate headquarters has small amount of people, you feel sort of like family. Excellent compensation package with bonus and stocks.

    Cons

    Extremely busy, have to serve 70 hospitals in various time zones.

    Advice to ManagementAdvice

    not a whole lot now that the merger is happening, wouldn't matter.

    Doesn't Recommend
    Negative Outlook
    Approves of CEO
  7. 1 person found this helpful  

    This was a good learning experience

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

    I have been working at Health Management Associates full-time (more than 3 years)

    Pros

    They have self-funded health insurance plan
    There are a lot of hard working people in this company

    Cons

    Progress is slow and planning seems to be an after-thought

    Advice to ManagementAdvice

    Planning

    Recommends
    Negative Outlook
    No opinion of CEO
  8. 1 person found this helpful  

    This company does not support their employees.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Emergency Room Nurse in Spring Hill, FL
    Current Employee - Emergency Room Nurse in Spring Hill, FL

    I have been working at Health Management Associates full-time (less than a year)

    Pros

    Self Scheduling, flexible uniform code.

    Cons

    Low pay, lack of management support and visibility, lack of credible CEU's only provides the basic requirements. Slow ER process of patients, no working system.

    Advice to ManagementAdvice

    There needs to be applicable education for the department. Upper management needs to be more visible to be plugged into what works and doesn't work in the department and who is an effective worker and who is just taking up space with very little productivity. Increase pay to be more competitive instead of sending out emails that state you are giving pay equitable raises and then not following thru. You will have an increase in job satisfaction if you do these simple steps and retain your nurses instead of losing employees to all other local hospitals and being short staffed on a day to day basis.

    Doesn't Recommend
    Neutral Outlook
  9. 2 people found this helpful  

    HMA we make sure Executives get what they want no matter how wrong they maybe.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Systems Administrator
    Current Employee - Systems Administrator

    I have been working at Health Management Associates

    Pros

    In my particular case proximity to my home is the primary reason why I stay there. The pay is decent as well. If it weren't 10 minutes from my house I'd definitely be looking for something else. The people that work in this area for this company are typically very cordial, the management is not. I'm really trying on this one, but it's really a tough question.

    Cons

    Medical Insurance is far below average and they actually require that you have most or all of your medical care in an HMA facility, severely limiting your choices and options regarding healthcare. On top of this most everything is either a $250 deductible or $500. The 401k is held with a historically poor performing albeit low fee management company. In 5 years I've lost 11%. They match a paltry 3%. If you want average or better systems to help you with your job, look elsewhere. HMA uses the latest from 1985 to run their entire enterprise. You'll love working in accounting and calling I.S. to run the simplest of reports where you needed all of 1 page of information yet 300 pages print at your printer (if it's working) an hour later. The pay is average, but don't worry you'll be sending it back in your $105 bi-weekly copay for insurance. It pays to ask management questions, you'll reap great rewards in laughter as their answers clearly shows they're far less competent than most of their employees. There's really just too much to list here.

    Advice to ManagementAdvice

    Scrap just about everything you do. IS at the corporate level is a major culprit here. Throw them all out and start over, might be the best answer at this point. They have become the seasoned politicians looking to make their jobs easier while at the same time making sure they keep it. Little regard is held in what systems may affect users or what capability those systems may have in use. If the system is price comparable, is easy for corporate I.S. to manage, and interfaces with existing ancient mainframes you can bet HMA will be using it. It won't matter if it's lacking the features of most of it's competitors or if it's barely scalable. Corporate I.S. has turned into a department looking out only for themselves damning the very employees and the company they work for. Executives have devised a plan which they think is very effective, I call it Officer Chairs. If an officer of a hospital isn't performing to standard at one facility they move him to a Hospital which is performing well and move the officer at that hospital to a poor performing one. What exactly does this accomplish? From what I can tell the company has to fit a $25,000 bill every time they want to move someone. Little changes in the grand scheme of things because the officer is still doing whatever corporate executives desire him/her to do. Never do they look at the possibility that it was indeed someone at corporate whom said officer was reporting to that was actually making the mistakes bringing down the Hospital. One might wonder with all these issues regarding corporate level decisions if anyone has ever been held accountable for their mistakes. Well you can stop wondering, executives are untouchable at HMA. A recipe for disaster if I've ever heard one.

      Last but not least, HMA needs to really look at where it's competition is if they want to stay competitive. Twenty years ago you could run a hospital the way HMA does, but things have changed drastically. Burke if you want this company to succeed it's time to get rid of just about every executive that has been there over 2 years. New blood and new ideas are about the only thing that's going to rock the boat enough to get it off the shore.

    Doesn't Recommend
    No opinion of CEO
  10. 2 people found this helpful  

    WHO IS HE AND WHAT DOES HE BELIEVE?

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - CPhT
    Current Employee - CPhT

    I have been working at Health Management Associates

    Pros

    HMA owns several hospitals in mostly rural areas. Hospitals are a necessity for health care and employees working at hospitals will usually maintain employment through bad economical times. The job is less prone to lay offs when compared to other fields of employment.

    Cons

    HMA focuses on management of rural hospitals. I happen to work at a hospital in Southwest Florida area. Some of the financial practices that HMA has adopted for those small rural hospitals do not work well for the more urban hospital of a larger city. For instance, we have antiquated software that is so time consuming that it is a waste of manpower! Sometimes, we are limited to the type and amount of supplies we need to do our job effectively. Perhaps, these practices work well for more rural hospitals, but, times have changed and technology is the key to healthcare. HMA does not lead the way in technological advances and/or practices.

    Also, they seem to hire many individuals that would be overlooked by other hospitals. We have several sharp, educated, sincere employees. However, we have some that are given tasks that are above their scope of understanding. When you work in the medical field, the patient relies on the employee to provide care and expertise. Honestly, I would want to hand pick my nurse should I be admitted to our hospital! The hospital hires many LPNs, perhaps because it costs them less in salaries. And don't get me wrong...there are many LPNs that are even better than an RN. I really do not think that management has a clue as to what makes a good nurse. They have appointed some nurses as Team Leaders and a few of these individuals should not be practicing. I am not sure that HMA really performs a quality background check on employees.

    HMA has recently brightened our New Year by telling us that they will not be giving us a raise this year and they will not be matching our 401K contributions. This does not appear to be an effective way to maintain employee satisfaction!
    I wonder if Management gets their bonuses! I did hear that they did not get the year end bonus. Why not examine the Upper Management and can one of them! instead of robbing from those faithful, dedicated employees who may make a meager yearly salary (that may be equal to the bonus stipend of Upper Management) Share the wealth among the many dedicated, blue collared workers who are working hard so management does not have to!

    Advice to ManagementAdvice

    Take care of all employees. Ancillary departments are just as crucial to Nursing as Nursing is crucial to patient satisfaction. I have not figured out a good reason why nurses get salary perks when ancillary staff do not. Nurses would have it very difficult to perforn their jobs if there was no Pharmacy or no Radiology, Lab or Respiratory Department. How can management cater to the nurses when it is all of us that rely on each other to foster the system to provide patient services? Often times only the nursing staff is offered bonuses for extra hours worked.

    401K benefits are important. PTO hours equally important. Providing the staff with the right equipment to perform our jobs is a necessity.

    I understand that Senior Management has to be concerned with finances. But, honestly, it seems like management is too concerned with the "Almighty Dollar' and not concerned about their employees There has to be a happy medium! Management has difficulty hearing from their employees. Typically, management has no idea how things really happen!
    I think they would benefit from on-the-job experience, like working in the various departments, to broaden their understanding. It should not be all abouth the dollar!

    HMA has recently brightened our New Year by telling us that they will not be giving us a raise this year and they will not be matching our 401K contributions. This does not appear to be an effective way to maintain employee satisfaction!
    I wonder if Management gets their bonuses! I did hear that they did not get the year end bonus. Why not examine the Upper Management and can one of them! instead of robbing from those faithful, dedicated employees who may make a meager yearly salary (that may be equal to the bonus stipend of Upper Management) Share the wealth among the many dedicated, blue collared workers who are working hard so management does not have to!

    HMA focuses on management of rural hospitals. I happen to work at a hospital in Southwest Florida area. Some of the financial practices that HMA has adopted for those small rural hospitals do not work well for the more urban hospital of a larger city. For instance, we have antiquated software that is so time consuming that it is a waste of manpower! Sometimes, we are limited to the type and amount of supplies we need to do our job effectively. Perhaps, these practices work well for more rural hospitals, but, times have changed and technology is the key to healthcare. HMA does not lead the way in technological advances and/or practices.

    Doesn't Recommend
    No opinion of CEO

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Nursing Staff, Barrow Regional Medical Center

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