Providence Health & Services
3.0 of 5 196 reviews Renton, WA 5000+ Employees

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8 people found this helpful  

Safe" employment, but at the cost of your professional growth

Marketing/Communications (Former Employee)
Portland, OR

Pros-Job security (although layoffs and firings becoming more common)

-Rank-and-file staffers generally friendly and competent (although morale is low and continues to sink)

-Admirable Mission on paper (if only today's corporate management cared to live up to it)

-Office spaces in newer Halsey facilities in Portland are pleasant and centrally located by public tranportation

-Benefits package is decent and includes TriMet annual passes, health coverage, 401k and retirement savings account for full-timers (although leadership continues to trim benefits each year)

ConsYears ago, Providence was an A+ employer ... today, you would not recognize that employer:

-Salary/bonus compensation is pathetically low and out of touch with today's job market. Don't expect a "real" annual raise (max 2%), no matter how strong your performance review; and expect a token $25 Safeway gift certificate (no cash value) for your annual bonus around Christmas

-Executive managment is struggling to find its way in this new era of healthcare: lack of vision, lack of focus, mired in bureaucatic and outdated thinking

-Nepotisism: If you're a relative of a top executive, esteemed physician or wealthy Foundations' donor, regardless of your skills, you'll advance rapidly ... otherwise, good luck

-Career growth is snail's pace. A big part of the problem is Providence's tendancy to look outside for management hires rather than look for or grow loyal, internal talent (the longer you're there, the fewer your chances of being promoted)

-Diversity: For a Mission-driven company that seeks to care for the poor and vulnerable, tragically few people of color and other diverse backgrounds given the size of the organization. To add insult, the company does not recognize MLK Day as a paid holiday. Over the years, the company has steadily marginalized its own diversity department to maintain the homogenous status quo.

-Work/life balance: used to be a "pro," but now individual employees are expected to produce the work formerly done by three employees. Rather than management saying "no" to senseless work requests, the polite culture is to never turn down a request...even if it comes in last minute and requires you to work past midnight

-Training and tools: Providence's internal training tools are outdated and inadequate and will ensure that you fall behind in your craft/skills. Meaningful training (or training that requires any expense and/or travel) is for Director-level and above ranks only (another example of top-down management culture)

- Top-down management: Providence is the epitomy of this outdated organizational culture. Bosses sit in big corner offices while the minions are crammed into cubes. Get used to asking permission, and you will learn to do things "the Providence way," whether it's right, wrong or terribly outdated

Advice to Senior Management-Executive leadership and top-heavy organizational structure needs to be completely overhauled. Bring in empowered/objective outside consultants and allow the rank-and-file to have a voice in the changes that are made

-Stop placing the burden of responsibility for the company's struggles/failures on the rank-and-file; leaders need to be held accountable first and foremost

-Stop the nepotism and corporate in-breeding

-Take diversity seriously, it's your Mission and it's just good business

-Stop crying poor when compensating and laying off rank-and-file, while frivolously and lavishly spending on pet-projects, e.g., fancy buildings, under-used and expensive clinical techologies, private club memberships for execs...etc. Pay your people what they are truly worth, instead of keeping them living month-to-month and dependent on the company

-Invest in tools and training to allow your workforce to be the best it can be and to increase productivity...instead of fretting about employees being lured away by better employers. Empower staff at all levels to use their education and training to make decisions, innovate and grow.

-Leaders need to grow a backbone to challenge each other's excessive, last minute or ill-conceived pet-project requests rather than appeasing each other and pushing the issues down the ranks

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  

    Great mission, excellent professional people

    Human Resources Leader (Former Employee)
    Renton, WA

    I worked at Providence Health & Services full-time for more than 5 years

    Pros: An organization that truly values people and wants to make… Cons: People work so hard - sometimes too hard - and… Advice to Senior Management: Check in with people and be willing to hear if they are overwhelmed and worn out. Take some things off their plates… Yes, I would recommend this company to a friend – I'm optimistic about the outlook for this company… More
    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • No Opinion of CEO

    4 people found this helpful  

    Very Poor Human Resources Leadership Team for Supporting Departmental Managers

    Manager (Former Employee)
    Everett, WA

    I worked at Providence Health & Services full-time

    Pros: Excellent Senior Leadership Especially.... "Providence Medical Group" My Old Boss was an amazing… Cons: The Human Resources Senior Management Team at Providence Regional Medical Center Everett & Providence Medical Group Mill Creek is a non supportive entity for middle… Advice to Senior Management: Support your "Mid-Level Leaders" when they are presented departments with a history of organizational abuse to the facility. If the Managers cannot rely on… No, I would not recommend this company to a friend More
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