Schumacher Group – Lafayette, LA
• Abstracts, analyzes, and communicates clinical data sets according to defined quality standards established by CMS and TJC (The Joint Commission… Schumacher Group
Schumacher Group – Lafayette, LA
• Obtain availability and scheduling preferences from contracted providers sixty (60) days or as appropriate prior to month being scheduled… Schumacher Group
Doesn't RecommendNeutral OutlookApproves of CEO
- Work/Life Balance
- Culture & Values
- Career Opportunities
- Comp & Benefits
- Senior Management
I have been working at Schumacher Group full-time (More than 8 years)
Management changes. Business has a more solid footing and clear direction. Take employee feedback seriously regarding some items. Seem to be trying very hard to develop a compensation system that benefits all parties. The current plan is tiered and employees across the board have the chance to receive compensation bonuses - if things work out. Personal experience is that mid-level management always has an open door and is an active advocate for personnel. Annual goals/review process to help employee development. IT teams, although separate, are not isolated and work together well to the benefit of all. This is an organization that truly believes in its mission and that employees directly impact that mission - or at least they say it quite often.
Management changes. Culture is changing. Quickly losing what made it a unique place to work and new upper management seems very willing to make changes "just because" despite employee feedback and attrition. Latest compensation system very susceptible to bad management decisions. In light of current circumstances, this bonus plan is not likely to be very fruitful for employees this year. Not all mid-level managers in IT seem to be willing to push back on upper management for their personnel. Annual goals/review process is largely a waste of time due to arbitrary values for scoring and tenuous links to real-world items with even the best of efforts. Not much room for positional growth either. Some IT teams get more recognition than others simply because of the nature of what they do. This never bothered me but it did bother some people so I am mentioning it here. Although praise and attention is given to operational employees in meetings, physicians are really the focus of the organization (as they probably should be to a degree) and are clearly given preference in light of compensation impact on finances.
Advice to Management
There is a de facto lack of guidance for one team in IT right now and no clear - or seemingly appropriate - plan to solve that and with new people coming on board, that should be looked at immediately. Review process has undergone constant changes over the years but has never really achieved any relevancy other than giving employees a list of things that need to be accomplished before the next annual review. Unfortunately, I have no advice here as "scrap it" is not really an option. Let up on changing the culture. When Schumacher becomes "just another place to work" and management is not willing to compete on an economic level, there is little incentive for employees to go above-and-beyond - especially if they are willing to do things on personal time. That goes out the window fast when you hound employees on when they are "supposed to work." If projects are getting completed, morale is high, and people are willing to spend off hours working when they are inspired, why would you mess with that? It benefits everyone. Unfortunately, that is lost on the present leadership.