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23 days ago

Outreach Coordinator

Network Health Medford, MA

Assists in the coordination of workflows for the Population Health and Wellness/Clinical Community program management. Works with all members of the… Glassdoor

2 days ago

Program Manager II - Quality Measurement and Reporting – new

Network Health Medford, MA

• Collaborates with with Market Research and QHI teams at Tufts Health Plan to develop improvement projects related to regulatory surveys • Oversees… Glassdoor

30+ days ago

Medical Management Review Coordinator

Network Health Medford, MA

• Receive requests by telephone or fax from physicians and hospitals inpatient admissions for the Together, Forward, Choice and Direct products… Glassdoor

30+ days ago

EDI Developer

Network Health Medford, MA

• Provide senior level technical programming functions for the development, implementation, and maintenance of all applications supported by the E… Glassdoor

30+ days ago

Senior Health Care Analyst

Network Health Medford, MA

The candidate must have the analytical and technical skills necessary to independently execute each phase of an analysis, including information… Glassdoor

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Network Health Reviews

16 Reviews
16 Reviews
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Christopher "Kit" Gorton
4 Ratings

    Benefits are acceptable, work life is good and flexible, management is poor

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Programmer in Medford, MA
    Former Employee - Programmer in Medford, MA

    I worked at Network Health full-time (more than 5 years)


    The work environment is very nice. The salaries are a little under the average. The benefits are good but I think that they could do better. The matching for the retirement is only 2%. It should be 3% at the minimum. The company also charges some money for the parking. Other companies absorb the entire cost. The IRS has increased this amount to $245.00 allowance and the company don't do it.


    I worked in the IT department and I think that the culture of the company is in the understanding that a programmer should be a business analyst, a systems analyst, a programmer, a leader, a tester and everything. That would have worked in the past when the company was small and the programming was not so complex. However the business needs and products offered by the company also grew a great deal in 3 years and HR and the company in general are in the understanding that with a small programmer pool in IT they could do the same as other bigger insurance companies do. I also could see that many young persons were hired as managers and directors in the business configuration and member enrollment teams without any experience. The situation was painful to employees under their supervision. Those teams also dont provide any help to the IT department and are very demanding in their needs.

    Advice to ManagementAdvice

    In general there isn't a sense of respect to the employees in providing a reviewed annual evaluation by senior management or HR. A manager could just be mad one day and write a one unrespectful comment in the annual evaluation. I think there should be a review a small review every 6 months and annual evaluations and salary increases should be reviewed by more people than just the manager before being delivered to the employees. Also the directors should also communicate more ofter with their teams as Christina does with the assembly meetings,

    Doesn't Recommend
    Neutral Outlook
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