Vista Community Clinic

  www.vistacommunityclinic.org
  www.vistacommunityclinic.org

Vista Community Clinic Jobs & Careers in Chula Vista, CA

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Vista Community Clinic Reviews

3 Reviews
3.2
3 Reviews

Recommend to a friend
Approve of CEO
(no image)
Barbara Mannino
1 Rating
  1. 1 person found this helpful  

    Room for improvement, vast improvement

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Manager in Vista, CA
    Current Employee - Manager in Vista, CA

    I have been working at Vista Community Clinic

    Pros

    With a turnover rate of 28% in 2007 and Upper Management (Directors) proud of the fact that turnover decreased to 20% in 2008, it is increasingly interesting to list reasons to work for this company.

    Most turnover personnel enter the company with no experience or training, stay while getting trained and then jump at the opportunity of a better paid position with a different company. People who have been working with the organization for many years work either because they are very concerned about the work they do and the clients they impact or because they have managed to make this job a career as they believe this is as good as it gets.

    Cons

    Pay is one of the first things that comes to mind as a downside to working with the organization. Upper Management rationalizes this as being hand in hand with the not for profit industry.

    Employees see the organization as a place to be during their job search and depart as soon as they get a new position elsewhere. This leads to unmotivated staff who are not dedicated to their trade and who provide adequate customer service at best. Turnover leads to more problems management has to deal with and leads to more job satisfaction.

    Upper management is not sync-ed with the reality of what employees need in order to accomplish their job positively. Upper management does not understand some systems and relies on other personnel who in turn do not accomplish what they should in order to make everyone complete their jobs.

    Recognition seems to be "yes-man" driven as opposed to merit driven. Those who get recognized are those who are friends with upper management, not necessarily those who excel at their jobs. This builds animosity amongst coworkers.

    Advice to ManagementAdvice

    Actually listen to what employees have to say and not have findings from surveys, which seem not to reflect what employees are talking in the water cooler.

    Do perform salary analysis, and really analyze the results.

    Doesn't Recommend

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