Hamilton-Madison House Inc Reviews

Updated July 20, 2015
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  1. Fine working environment as NGO

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee
    Recommends
    Neutral Outlook
    No opinion of CEO

    I have been working at Hamilton-Madison House Inc full-time (Less than a year)

    Pros

    They provide unique service in NYC. People with Asian language skills (Chinese, Korean, Japanese) have a good chance to be employed here. Good location. Friendly working environment.

    Cons

    As all NGOs, financial problems, not enough staff, etc. Although work load is not usually huge, you usually have to do things outside of your described work title.


  2. Poor References

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Freelancer - Administrator
    Current Freelancer - Administrator
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    Pros

    Provides neutral outlook as a guise.

    Cons

    Provides poor, inconsistent / inaccurate references behind neutral guise.

    Advice to Management

    Do not encourage provision of inaccurate communications and data submission of professional references.


  3. Power and provilege model. If you

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Administration in New York, NY
    Current Employee - Administration in New York, NY
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    Pros

    learn about politics, hierarchical power dynamics, supervisory approach, culture, climate, organization, procedures, nickel and dime priorities, hindsight approach to self-correction.

    Cons

    lack of diversity and narrow perspective in disposition, skill set, day to day atmosphere throughout ranks, incl. but not limited to direct service patient divisions. punitive style, inconsistent mentoring / instruction, inconsistent recognition of line worker contributions, poor mentoring approach, lack of disposable resources to support sustainable mental health outcomes, selective communications, poor use of direct service skill set, comparatively more focus on patient retention and case management than patient health outcomes.

    Advice to Management

    Be more transparent in communications across all ranks and divisions to address inconsistent morale and misunderstandings between ranks. be more transparent to patient (client group) to ethically inform them of client service model. Client service model does not always reflect business model and vice versa. Conduct internal audit, quality assurance of all middle management and supervisory positions. Re-evaluate whether mission and vision is consistently and accurately reflected in all managers, which will trickle down to interpersonal morale and quality of patient interventions and referrals.


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  5. mixed bag, clarity would be helpful

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I have been working at Hamilton-Madison House Inc full-time

    Pros

    learn about contextual macro level factors contributing to quality assurance outcomes.

    Cons

    mixed messages, competing priorities / expectations, need to step back and temper target group expectations for quality control outcomes due to rapidly changing, tense, uncertain climate.

    Advice to Management

    temper expectations for target group. have middle management temper treatment / intervention expectations. step back, hold off on criteria expected at all ranks. monitor trickle down effect to line workers and morale impact. increase transparency to line workers.


  6. mental health department

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Mental Health Counselor in New York, NY
    Former Employee - Mental Health Counselor in New York, NY
    Doesn't Recommend
    Neutral Outlook

    I worked at Hamilton-Madison House Inc full-time (More than a year)

    Pros

    decent benefit, direct services/help towards people in need, some of the staff are friendly

    Cons

    comparatively low pay, terrible office politics (directors with their own issues, unprofessional supervision, bossy office manager, etc.)


  7. Relaxed non-profit environment

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Human Resources Assistant in New York, NY
    Current Employee - Human Resources Assistant in New York, NY
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    I have been working at Hamilton-Madison House Inc part-time (More than a year)

    Pros

    Easy work, nice people, good HR team

    Cons

    Low pay, financial problems because of lack of funding

    Advice to Management

    Try to reward staff for their hard work


  8. Disorder and dysfunction resides at Hamilton Madison House

    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Teacher in New York, NY
    Current Employee - Teacher in New York, NY
    Doesn't Recommend

    Pros

    If you are looking to work for a non-profit agency that works with pre-school children and the elderly and you want to give something back to the community then this would be a good place to work.

    Cons

    Teachers are moved around to much especially if teams are not getting along. There is too much catfighting and backbiting and discrimination. There is no support system in place. Staff that has been there for more then 20 years are overlooked for promotion. The Administrative Director over the Pre-school program operates on dysfunction and disorganization and is the cause of most of the problems there.

    Advice to Management

    Take a good look at who you have in charge and re-evaluate their postion there. Be more supportive with your staff and give a helping hand when it is needed and be fair.



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