Mckinley Childrens Center
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“This organization treats direct-care staff poorly and the residential clientele suffer a life in a dismal program. ”
- Comp & Benefits
- Work/Life Balance
- Senior Management
- Career Opportunities
I have been working at Mckinley Childrens CenterPros
-McKinley offers employees the opportunity to gain experience in the social-services field.
-Many opportunities for meaningful contact with at-risk and underprivileged youth.
-Opportunities to admire the CEO's shiny Mercedes in the parking lot.Cons
-Residential program is chronically under-staffed.
-Wages are low, though in line with other similar organizations. However, many other organizations treat their employees better.
-Opportunities for promotion are very limited.
-Very high-stress work environment in direct-care positions.
-McKinley is quick to scapegoat and fire low-level employees in order to protect management and the larger organization, despite under-resourcing the residential program and placing unmanageable expectations upon those employees. In other words, employees are set up for failure.Advice to ManagementAdvice
-Stop treating the low-level staff so poorly. Ask direct-care staff for suggestions about program administration. Really listen to staff concerns.
-When in doubt, err on the side of over-staffing, not under-staffing in direct-care positions; efficiency is important but more important are the quality of the program and the ability of staff to perform essential duties well and create a therapeutic environment.
-Provide a more comprehensive staff training program; the current training program seems to be primarily aimed at merely limiting liability to the organization and generally lacks sufficient instruction on how to better perform job duties or care for the population served.
-Create a workplace environment where values of teamwork and respect are acknowledged, appreciated, and expected. Employees should feel that their superiors are supportive of those they manage. Employees should be able to express their concerns and be heard. Employees should feel valued and appreciated. Co-workers should also be actively encouraged to be more supportive to one another.
-Administration and organizational leadership should spend time observing the residential program in person, so that they might understand what goes on on a daily basis and make better-informed decisions.
-Really, truly, begin to take an interest in the lives of the children who are your residential clientele. For example, provide the residents with adequate opportunities for constructive activities instead of sitting around bored, watching TV and waiting for the next fight to break out. The current program does not allow for this for several reasons: under-staffing makes it very difficult to take youth on outings or to set aside time for recreational activities as employees are often struggling to schedule and transport residents to family visits, treatment programs etc. and thus staff are otherwise occupied with these and other duties and thus cannot devote their time or attention to providing residents with recreational activities, let alone therapeutic interactions; there are simply too few recreational activities for the children to participate in on campus- within the cottages most board games and even decks of playing cards are missing essential pieces, outdoors, sports balls are often hard to come by; funding for outings and other activities is chronically lacking; as residents need to be under constant supervision, they are often not able to leave the cottage area or campus for recreational activities because employees cannot accommodate due to under-staffing as it creates difficulty in maintaining the maximum 6:1 client to staff ratio required by organizational policy.Doesn't Recommend