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- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I have been working at Community Gatepath full-time (more than 5 years)Pros
Employees previously fired, pushed out, or left on bad terms are accepted back graciously as consultants.
Company is good at attracting talent for at least 6 months to 1 year.Cons
Remember in school when the teacher would assign a group project and there was always that one kid who does nothing and takes the same credit as the group? Now imagine a team of people like that, and add poor communication skills, and favoritism from the teacher. This is what its like working at Community Gatepath.
The problems that run deep is low morale amongst staff, high turn over of employees, increasingly ineffective services, and maladaptive from the adult services department.
Low morale- I truly believe that management forgets that they are running a human services industry. I can confidently say that at least 80% of the staff members openly have not respected adult services management for the last few years. The moral is not getting any better, it's just that the people who spoke up about issues found their way out the door. The majority of staff do not call management "leaders" because they do not lead or inspire.
I constantly hear about how rudely staff are treated and how often their workload is changed or increased. It is demoralizing when management consistently treats us like we are below them.
Management's mistakes are swept under the rug yet their subordinates mistakes are magnified. Currently, there is emphasis on accountability, but that exercise has proved to be used to help shift more blame onto direct care staff and coordinators.
It is close to impossible to take time off work without coming back to a complete disaster. There is no capacity for people to support others when they need to take time off, and in this work it is important to have time to disconnect.
High turn over- Staff that have been with the company for 5, 10, 15, 20, years avoid company events, even if they are receiving an internal award.The few events planned for staff are so poorly attended that they have cancelled them. Managers are asked to recruit their staff, but they act as if they dont want to be there either. Example: the holiday party (which was scheduled in mid Jan,) 25% of the employes attended.
Company recently lost several exceptional staff members: direct care, supervisors, human resources and leadership. I made a list right now and counted 28 people in 2013 including: VP, human resources, directors, managers, managers, teachers, job coaches, coordinators. Half way into this year, the numbers almost exceed that amount in just 3 departments.That's really high!! Sadly, many people were good at their job but were poorly managed.
I hear conversations regularly by people wondering if they stay afloat by merging and eliminating positions. Many positions seem as if they are randomly eliminated. Possibly trying to eliminate the person but can only do it by also eliminating the position.
The other posts on here are accurate about the overworking of positions where staff wear several hats. I'm so tired seeing people break down in tears out of frustration or regularly carry high doses of frustration.
The feedback I get from coworkers is that human resources is not approachable or confidential. Not approachable because they are either not working that day so there is no one to go to or when they are available you are treated like you are wasting their time. Not confidential because often times employee issues are spread to the executive team.
Quality of services- Participants in programming are too often an after thought. Many buildings have unsanitary conditions, where buildings smell like body odor and feces. Molding in bathrooms. Staff and clients are constantly getting sick. I've been sick 7 times in one year!!
There is no room and consumers are packed so tightly in that they don't have chairs to seat everyone.
There is a significant amount of double dipping and over enrollment.
There is little investment in program activities and materials for staff to support consumers. Adults are given crayons and coloring paper too often.
Staff members have provided rides to participants for the last 15 years but now they do not want to be liable. With bus routes to program locations being eliminated this has put an extra burden on families and care homes.
Children, participants, staff are removed from programs if the right person complains. Very little investigation is conducted as to why the removal occurred. No support, advocating, or communication for the person being removed.
There are so many red flags that the agency is constantly undergoing audits through community care licensing, department of labor and so forth.
Scapegoating is too ramped and most employees consistently need to watch their back for defamation. The only silver lining is that the participants for the most part really appreciate you because you are the one who is there for them.
Greed from upper management and blame-game between everyone competing to stay or be at upper-management level.Advice to ManagementAdvice
Confidentially evaluate job satisfaction under manager and directors that have been "leading" for more than 2 years. More anonymous evaluations.
Real issues are too often filtered through jaded adult management director and manager since there continues to be a strong disconnect. The agency is too small to continue to have this many large fundamental problems.
Many of my friends who currently work in adult services tell me how poorly the department is managed. Look into these programs!Doesn't RecommendNegative OutlookDisapproves of CEO