47 Employee Reviews (View Most Recent)

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MHS Manager

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Former Employee - Manager  in  Tacoma, WA
Former Employee - Manager in Tacoma, WA

I worked at MultiCare Health System

Pros

The salary seemed to be on par

Cons

The leadership skills seemed to be rather uneven

Advice to ManagementAdvice

Concentrate on process improvement rather than blame identification

Doesn't Recommend
No opinion of CEO

Other Reviews for MultiCare Health System

  1.  

    A good start to your career.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Former Employee - Anonymous Employee  in  Tacoma, WA
    Former Employee - Anonymous Employee in Tacoma, WA

    I worked at MultiCare Health System

    Pros

    Great people, fulfilling work. Quick feedback on performance.

    Cons

    Pay was lower than other opportunities.

    Advice to ManagementAdvice

    Better correlation between management. I had difficulty discerning what I was supposed to do when multiple supervisors had different priorities.

    Recommends
    Approves of CEO
  2.  

    MultiCare Health System is a good place to work

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Anonymous Employee  in  Tacoma, WA
    Current Employee - Anonymous Employee in Tacoma, WA

    I have been working at MultiCare Health System

    Pros

    As the largest employer in Pierce County, MultiCare offers multiple opportunities for those interested in health care. The senior leadership is committed to growth and makes efforts to communicate with those in upper management. The benefits remain quite good, especially in a time when so many employers are cutting them.

    Cons

    For those like me who do not possess degrees in health care, even though I possess the education, qualities and abilities to excel at my job, my compensation is lower than if I possessed, say, a degree in nursing, for example. Like most major hospital-based systems, the departments generating the most revenue receive the most rewards; thus, smaller departments, even though increasing their revenue stream and making a positive contribution to the system, receive little recognition for bottom line improvement.

    Advice to ManagementAdvice

    Rather than recognizing departmental contribution by dollar amount, look for ways to measure by percentage improvement. For example, even though a smaller department might only contribute $2M to the overall system revenue, that $2M might represent a 50% increase from the previous year!

    Recommends
    Approves of CEO
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