Davis Vision
2.5 of 5 14 reviews
www.davisvision.com Plainview, NY 1000 to 5000 Employees

Davis Vision Reviews

Updated Jun 9, 2014

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2.5 14 reviews

                             

33% Approve of the CEO

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Steve Holden

(6 ratings)

25% of employees recommend this company to a friend
14 Employee Reviews
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    Professional environment with lots of growth opportunities for those willing to work hard.

    Customer Service Representative (Former Employee)
    Latham, NY

    ProsYou have a good network to help you do your best.

    ConsIf you're a CSR, Union forces everyone to start at the same wage, even those with more experience. Working hard, or being good at your work isn't always appreciated.

    Advice to Senior ManagementNothing can really be done as long as the union is trying to keep everything "fair"

    Yes, I would recommend this company to a friend

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    1 person found this helpful  

    Used to have a decent IT environment

    (Current Employee)
    Latham, NY

    ProsAt the level of programmer or QA specialist, there is relative job stability.
    If you keep your head down to stay out of trouble and can deal with dysfunction, there can be good days.

    ConsErosion of Benefits under HVHC (parent company)

    December 2012
    • Paid holidays reduced from 13 to 8 per year.
    • One of the paid holidays is "Fiesta Day", which is pertinent only to associates in San Antonio. Latham associates are not forced to take Fiesta Day off; rather, they can take a day off of their choice as long as that day is within two weeks before or after Fiesta Day.
    • Floating holidays (birthday plus two other days) eliminated.
    • Unused vacation can no longer be rolled over to next year. This becomes a big deal in the annual rush (each fall) to get features released for January 1. In addition to working extra hours evenings and weekends during this period, programmers do not have the ability to take outstanding vacation days, effectively losing them.
    • Granularity of sick/personal time reduced to 4-hour blocks. If you have an AM doctor's appointment and arrive at the office at 9:30, it costs a half-day.

    January 2014
    • Flex-time is eliminated. Associates must be in the office from 8 AM to 5 PM (to ensure adequate coverage…). A one-hour lunch is optionally mandatory, meaning you can take an hour for lunch or just work nine hours per day. You also have to be available outside of the 45-hour work week, of course.

    March 2014
    • Gym and health club memberships no longer reimbursed. The announcement for this was sent just hours after an e-mail was sent touting the large financial reserve the company has.

    Dysfunctional Processes

    Company culture (in place well before HVHC took over) results in programming requests being thrown over the wall without adequate detail. Programmers spend a significant amount of time doing business-analysis tasks before they can even begin programming.

    The very process of determining functional requirements is frustrating, at best. Whether it's due to lack of knowledge or fear of taking responsibility, business decisions are stifled by meetings and lack of consensus, only to be laid aside for a future meeting.

    There is a left-hand/right-hand communication problem. Features will often have progressed all the way to QA when another person will voice an objection to the way the feature has been defined. Development time is wasted, QA time is wasted, and more meetings are frantically organized.

    On paper, there are scheduled releases to the production environment. In practice, interim releases are hastily pushed through because something was left out of the requirements, a promise was made to a client (without consulting IT), or there was inadequate planning for regulatory compliance.

    A symptom of the chaotic release schedule is the fact that there are three separate QA database environments, each with a suite of disparate features designated to an upcoming release (in theory). What you end up with are deployment issues that require extensive troubleshooting, for example because a script has been deployed to database A, but not to B.

    Application Architecture

    Three separate claims systems, each of which has different business logic. Countless reports, export packages, queries, EDI jobs, all without a unifying vision. Repetition of code and processes create a maintenance nightmare. There is no ERM/CRUD implementation, just a hodgepodge of stored procedures. There is a TON of business logic in stored procedures. There is a TON of client-specific logic in code and stored procedures.

    All in all, it feels like you are continuously applying band-aids and choosing the least awful method to get your code out the door.

    Attrition

    Programmer turnover was fairly normal (perhaps a little high) until the beginning of 2014. In the first six weeks of the year, five .NET programmers left the company. It would not be unrealistic to predict that two or three more will leave in the coming months.

    As of May, 2014, there has not been a single programmer hired to replace those mentioned above. The workload of each outgoing person gets transferred to those remaining and it doesn't take many iterations before the stress of being responsible for unfamiliar functionality, on top of your current workload, takes its toll.

    Advice to Senior ManagementThe first step is admitting there is a problem.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

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    Optical Assistant

    Anonymous Employee (Former Employee)

    ProsBenefits are ok, commision allows for extra bucks.

    ConsHorrible upper management, no soft skills, do not value their employees.

    Advice to Senior ManagementHire management that is capable of understanding what it means to lead a team.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

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    Unfair

    Senior Accounts Receivable (Current Employee)
    San Antonio, TX

    ProsFriendly atmosphere. Great coworkers.Sad to say but I do not have any other pros to give.

    ConsNo room for advancement unless you know some higher level friend/family within the company. Low pay. Poor management.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

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    Good Experience

    Anonymous Employee (Current Employee)

    ProsGood Experience at this company

    ConsBig fish small pond at this company

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    Avoid this place at all costs

    Anonymous Employee (Former Employee)

    ProsNone at all, in any aspect.

    ConsEndless work days, often had to work weekends, cut holidays and benefits after move to San Antonio, people were fired weekly, upper management changed nonstop, bad service provided to clients, no one knew what they were doing, stifling environment, impossible to please, no set business polices, unethical.

    Advice to Senior ManagementDon't ask your subordinates for suggestions then fire them.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

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    No longer anyones pleasure

    White Collar (Former Employee)
    Plainview, NY

    ProsIf you were at Davis under the Davis' rule, it was a good place to work.

    ConsThere is no longer concern for employees. Benefits are not great anymore. Compensation is slipping. Pretty much everything is a con at this point.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

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    2 people found this helpful  

    Company will not survive more than 1-2 years

    IT (Current Employee)
    Latham, NY

    ProsThere are some nice employee discounts.

    The IT staff in Latham are intelligent, friendly and respectful.

    ConsThere is no career path or chance for advancement and the raises are pathetic. Multiple departments are understaffed and spread thin. A lot of employees are burnt out, underpaid and have lost confidence in the company. Promises have been made that will not be fulfilled.

    HVHC has ruined this company beyond repair. The company currently has a "F" rating on the BBB. The poor choices made by senior management is ruining our reputation and will ultimately cost us a lot of clients.

    Simply put, the issue is with management in Texas. Texas management has absolutely no idea how to run a managed care company. The infrastructure is beyond end of life and cannot support the enterprise. Texas is not investing in this datacenter, they will most likely move it somewhere else in the future.

    Most of the IT talent are looking to leave ASAP. If you see a job posting for this company, move on, you don't want to work here.

    Advice to Senior ManagementIf there is any hope to save the company, you need to hire a VP of IT in Latham with enough authority to do their job. A lot of the issues in Latham can only be solved by spending money.

    No, I would not recommend this company to a friend

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    Good place to work, although it is undergoing a major corporate restructuring.

    Anonymous Employee (Former Employee)
    Plainview, NY

    ProsGood team environment. Open door policy. Davis Vision has relocated its corporate HQs to San Antonio, so most Management will consist of new faces.

    ConsHard to get promoted. Although, that could change depending on what direction Management takes the company in. A lot of details are still being worked out, as far as I understand.

    Advice to Senior ManagementI don't feel I can offer advice since I am not longer with Davis Vision in light of the relocation of its corporate Headquarters. The severance package they offered was perfectly fair.

    Yes, I would recommend this company to a friend

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    Horrible place, run! Better off working at walmart

    Customer Service Representative (Current Employee)
    Latham, NY

    ProsThey basically hire one that can pass a drug test, but literacy is not an issue.

    Conswhere do I begin?
    1. Lie about the hourly wage
    2. Lie about the amount of training you will receive
    3. Lie about what "shift" you will work

    No experience? Years of experience? No problem they start everyone off at $11.30 an hour. They promise to bump you up to an amazing $11.80 after 90 days but really, not too many stay that long to get it. HR will promise that you will be paid a certain amount but make sure you get it in writing because that won't happen.

    It's more important to have a high number of calls that you handle rather than to answer them accurately. Basically tell them anything you can to get them off of the phone as fast as you can.

    As hard as it is to believe they call the first week of your training "Indoctrination Week" and go on for days about how great a company they are. Then barely show you how to operate the system and throw you on the phone. Don't dare ask someone for help or a major attitude will come down on you. Oh and their HSA is one of the worse benefit plans out there.

    I could go on but why bother? If you are lucky enough for them to allow you to work there you will find out for yourself!

    Advice to Senior ManagementYou might want to invest in some of that technology thingy people in the year 2011 are always talking about. Next would be to start hiring some competent managers that actually have call center experience. There is a reason why attrition is so high, why pay so low when you can make more at Walmart? And why did you move all the big mukkity mucks to Austin, TX? Not a good sign when the big bosses move out of state.

    No, I would not recommend this company to a friend

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