Presbyterian Homes and Services

  www.preshomes.org
  www.preshomes.org
There are newer employer reviews for Presbyterian Homes and Services

 

Awesome place to work as a student!

  • Comp & Benefits
  • Work/Life Balance
  • Culture & Values
  • Career Opportunities
Former Employee - Dietary Server in Mahtomedi, MN
Former Employee - Dietary Server in Mahtomedi, MN

I worked at Presbyterian Homes and Services part-time (more than 3 years)

Pros

Flexible, great pay, short shifts and fun coworkers.

Cons

Not many hours and always hot!

Recommends

14 Other Employee Reviews for Presbyterian Homes and Services (View Most Recent)

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  1. 1 person found this helpful  

    Culinary Director

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Culinary Director in Minneapolis, MN
    Former Employee - Culinary Director in Minneapolis, MN

    I worked at Presbyterian Homes and Services full-time (more than an year)

    Pros

    Family Friendly Hours. Quality of Life.

    Cons

    Inconsistant HR policies. To many mid level managment gets in the way of decision making.

    Advice to ManagementAdvice

    Do not micro manage.

    Recommends
  2.  

    Mismanaged company that doesn't follow own mission statement

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Resident Assistant in Minneapolis, MN
    Former Employee - Resident Assistant in Minneapolis, MN

    I worked at Presbyterian Homes and Services full-time (more than an year)

    Pros

    This can be a fun a fun place to work at times, but this is only because of certain co-workers, and residents. The residents usually appreciate what you do for them, and can be enjoyable to work for. This company will give entry level people with no experience a chance in a field that otherwise repels the uninitiated. My supervisors were generally awesome!

    Cons

    Silly rules regarding sick days and time off that are dysfunctional. Although my supervisory staff were mostly competent and good, they were powerless against the corporate office to make common sense decisions on broken policies. There is a corporate office that hands-down decisions that often don't seem to have relevance to the needs of the residents and direct care staff. Decisions are based on money more than providing a positive care experience, and the care staff are expected to pick up the slack, or else! Some policies seem to only have the purpose of punishing staff. They don't make money or increase service to residents. Staff are given residents with acute and constant needs, but aren't provided the time to meet these needs correctly. I have never worked for a company that has made decisions on staffing in such an irresponsible manner. Residents don't get routine cares. When it does become a problem it is always the fault of care staff. Even when it is obvious the real reason is a lack of allotted hours on the schedule. Even when simple care ratios show that there is no way you could complete their care plans on time. Pay is comparable to similar companies. Benefits are terrible. They don't pay much if at all on medical insurance, but you get their group policy. Honestly for just a few dollars more a month you could pick up your own policy, which may have slightly better coverage. Management is full of lip service and have no accountability. This trickles down until it lands on the shoulders of direct care staff who have to "fix" or "deal" with the resulting issues to get their jobs done, on top of their actual their duties. It is irritating how a non-profit will make decisions based on a bottom line instead of quality of care.

    Advice to ManagementAdvice

    Take a long hard look at what kind of care you want to provide. Take a look at what your residents actually need. Not what is on paper, but what they actually need. Visit your facilities and shadow your staff on all shifts. See what is actually going on. Don't make decisions from your desks based on a phone call or a document. Don't ask staff about things because they are afraid of you, and don't want to lose their jobs. They will only tell you what you want to hear to cover their own butts. Staff appropriately. All of your staff wants to complete the care plans, but you set them up for failure with a skeleton staffing schedule. Also give incentives to your QUALITY staff to stay. Turn over rates hurt your bottom line. If you got staff that are rockstars, give them a reason to stay and continue rocking on! Because your current system is chasing away anyone with talent. Anyone with talent can get better offers elsewhere. So you are left with the bottom of the barrel staff.

    Doesn't Recommend
    Neutral Outlook
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