APS Healthcare Reviews

Pros

Exciting tempo, high energy environment, creative management and co-workers, good pay and benefits. Management cares about its employees wellbeing and offers wellness programs to assist us improve our health. I like the discounted cost of health insurance if we use the wellness programs. A lot of smart people with good values.

Cons

Lean budgets mean heavy workloads to keep up with the fast pace. Needs to offer more training programs to help with career growth or more budget flexibility to fund external training. The nature of the company's business has operations and staff dispersed across the country. I think more in person events or video conferencing would help us all feel more connected by "seeing" people not just emailing or conference calling with colleagues in other states.

Advice to Senior Management

Publish a more current state of the company report on the intranet. Let us know and see what new business you are pursuing. Allow more cross functional or cross geography workgroups.

Pros

Good pay, nice benefits, time off is usually approved and encouraged.

Cons

They don't treat employees equally...they cut the workload for poor performing employees and pile it on the hard-working ones.
They only give raises once a year, and they're not big.
Sometimes is can feel like a huge corporation that sees their clients as dollar signs.

Advice to Senior Management

Start using spot bonuses in the way they were designed, encourge creativity and give more specific, one-on-one feedback.

Pros

Pay is competitive but not worth the hassle to get it.

Cons

Inconsistency of information given by management; if you ask 3 management staff a question, you will most likely get 3 different answers. Micromanaging is the worst I've ever seen, even down to watching how long staff is in the bathroom. Nursing is overworked with too many calls for the number working to answer them, yet the only movement towards hiring additional nurses is a part time position of 4 hours daily for 6 days a week. Who is likely to drive to a part-time job 6 days weekly for 4 hours a day?

Advice to Senior Management

Get some management training and hire qualified individuals. Hire enough nurses to staff the phones.

Pros

flexible work schedule; opportunity to work remotely

Cons

unclear growth strategy; company suffered damage to its reputation among public clients

Advice to Senior Management

merge company with a stronger partner

Pros

Company management is committed to providing good service to customers and the care and concern for improving health for the members (patients) was a daily focus. Good pay and good benefits which were getting better each year. I was sad the state government customer ran out of money and cut back on the contract I worked in.

Cons

The technical system platform needs modernizing to make our employee desktops faster and easier to navigate. Staffing levels are lean so when anyone is out sick or vacation it is hard to get all the work done

Advice to Senior Management

I think you should offer more in-person training programs and less remote video type training. If you get business back in Oklahoma, be sure to contact the employees who lost their jobs - most were very happy with their jobs

Pros

Pay seems about average for local area. Drive to work for me is quick for me, otherwise I find it more of a Customer Service Rep Job rather than a Professional (RN) Position who wants to do the Best at providing Important Health Information to members.

Cons

There is a Horrible Lack of Communication from Corporation, and Immediate Supervisors about Procedures, and Examples of what is wanted to and Not wanted to Protect Corporation from Liability, yet provide Honest, Accurate, Complete Information to Healthcare Members.

Advice to Senior Management

Corporation needs to provide More of Needed information as to What they Reailsticly want from their Employees as well as Actually Providing the "Open Door" Policy they stated in Print as having.

Pros

APS allows people early in their career to get valuable experience and opportunities to grow and develop that other companies would not normally offer. I was brought in "green" and was given the opportunity to take on challenging assignments (with support from my Manager). I hope to continue to grow with the organization.

Our CEO/Chairman and COO hold a "All Associates Call" each quarter to update all Staff on company updates and initiatives. At the end of the call, each and every employee can give feedback and ask questions. This type of open communication at any Company is rare, and I appreciate it at APS.

An Employee Survey is offered to all staff each year. The results and action plans to improve are communicated to all staff as well.

With any company, APS has its ups and downs. But I truly feel top management has good intentions and does want to improve company performance and employee satisfaction.

Cons

APS programs are contract driven, which means there may be reductions and complete losses in contracts. When this happens reductions in force are required. This tends to cause job security issues with all staff across the organization, and with that brings discontent among staff. With that being said, APS does offer tools and resources to assist with finding a new job if an Employee is laid off.

Since APS is an growing organization, there is trial and error with processes and procedures. Just have to be willing to ride the wave.

Advice to Senior Management

Top management could do a better job communicating the negative stuff to staff - lost contracts, bids not won, turnover, etc. Communicate to all staff the good and bad.

Pros

The employees themselves, non C-level executives, are great people. Smart, willing to get their hands in the mix, do what needs to be done.

Cons

The owners and senior management have ZERO regard for the well-being of their employees. For example, they moved their headquarters from Maryland to New York and had to let go of a vast amount of employees in Maryland.

A few months later, finally realizing that they do not have the accreditation to do the work that they hired over 40 people for... thus having to let all of them go... and move that department back to Maryland.

There is constant CONSTANT re-organization. When even C-level executives start wondering if they need to find a better place to work or when you have 3 of them leave within 2 months, that's a problem.

They have a horrible HR and leadership problem. The employees are not the problem. It's the management.

Advice to Senior Management

Realize that you have people working for you. Not Employee ID numbers.

Pros

I did enjoy some of my co-workers. The office location was fine, but space to do the work became an issue.

Cons

The majority of management that I was in contact with was poorly trained and selected for their positions. There also seemed to be no training offfered to them once on the job. I think their insecurity and anxiety in their positions 'rained down' on those of us below them. Non-professional. Was a major lack of honesty and integrity, bordering on illegal. Staff meetings with upper-management were all about the R.O.I. Poor morale with very high turnover.

Advice to Senior Management

Is your resume up to date ??

Pros

The pay can be decent compared to similar companies in the area. There are some dedicated and intelligent coworkers. Because of the lack of process, it's possible for anybody to have a really big impact by simply deciding to implement a new process. There is an awareness of the lack of process/policy so anybody that decides to implement one will face little resistance.

APS is trying to enter the business of Accountable Care Organizations under the new health care law. Unfortunately, the new ACO rules to date have been unpromising and not many organazations are yet pursuing this model. With the upcoming release of revised ACO rules, it's possible that more companies will form ACOs and hire APS to help them do it. Whether this is enough to offset their loss of state government business (mentioned in Cons) is questionable.

Cons

On the one hand, it's like an entrepreneurial environment. A start-up that has outgrown its infrastructure. On the other hand, its primary customers are state governments, and state governments are running out of money and scaling back the work they do with APS. Rather than do a one-time right size of the business, there are quarterly RIFs and closures of entire offices.

I thought the benefits package was rather poor.

Advice to Senior Management

Go ahead and scale back the employee base 10% now instead of trickling out the RIFs every quarter. And when you do a RIF, do not stretch them out over 3 weeks. Just get it over with in one day.