Health Services for Children With Special Needs

  www.hscsn-net.org
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Health Services for Children With Special Needs Reviews

3 Reviews

3.0
3 Reviews

Recommend to a friend
Approve of CEO
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Thomas W. Chapman
0 Ratings

Employee Reviews

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  1.  

    It's fine

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Clinical
    Former Employee - Clinical

    Pros

    Depending on your department, you can work from home a couple of days a week.

    Cons

    In terms of promotion, it's all about who you know in this organization.

    Recommends
    Positive Outlook
  2.  

    Health Insurrance Provider/Social Service Agency

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Care Manager  in  Washington, DC
    Current Employee - Care Manager in Washington, DC

    Pros

    HSCSN has great values. They provide terrific services for special needs children. They have many company social events throughout the year. Good pay. Great staff. Work from home (telecommute) 2 days a week after 6 months of probation. Staff is given a lap top and iphone for work purposes. The main things keeping Care Managers at HSCSN are the pay and telecommuting. It is a rewarding job when you take away the politics and stress that comes with the work.

    Cons

    Although employed as a "Care Manager" often several hats are worn as the role of the position is not well defined and boundaries are not set by upper management because they would like to do whatever it is possible to keep members enrolled in the program. The workload and expectations are extremely high and unrealistic. NO work life balance. New employee training doesn't properly prepare new Care Managers for the work. Staff is expected to go to several meetings and trainings monthly. It's virtually impossible to visit members and complete care plans with company standards because of the high caseloads (up to 100+) and the population of members served. Telecommuting days can be taken away because of poor performance/not meeting benchmarks. Parking is not paid for unless you are in management. Care Managers use their own car for face to face visits to members. Policies and procedures constantly change. Work is nonstop as you continue to get new members monthly and it's almost always a game of "catch up." To catch up on work employees often work long extended hours, after business hours, whether it be at work, home, or on weekends. Although HSCSN is a health insurance provider, enrolled members are promised services given by social services agencies, most of which cannot be delivered to them. In sum, working at HSCSN is more like working for a social service agency.

    Advice to ManagementAdvice

    The burnout and high turnover rate will be minimized if management hire more staff and reduce the case load. Case loads are way too high for the special needs population served and company expectations. Therefore, you can't realistically expect for staff to do a great job with each individual member and consistently meet bench marks with the high case load. The "Care Manager" position should be reviewed, revised, and streamlined to fit the role that will reflect the actual work done. Consider hiring supportive staff for the care managers instead of expecting them to virtually wear several different hats and do a great job all at the same time. If you want bench marks to be met, it’s met with supportive "extra" staff. If you don't pay for extra staff now, you'll end up paying for it later. Please consider company cars or zip cars as an option for Care Managers. Please don't promise potential enrollees services (social services) that cannot be provided by HSCSN as Care Managers are often left with the task of letting them know that some of the services they were promised cannot be delivered. Please set boundaries for enrollees. It’s important to keep members happy in the plan but boundaries must consistently be set and well defined for members before they are enrolled, when they become enrolled and during the time they are participating in the plan.

    Doesn't Recommend
    Neutral Outlook
  3.  

    No Room For Advancement

    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    Pros

    ability to work and learn more about children with special needs
    community driven organization

    Cons

    Note: This review is for the Outreach Department Only
    expected to work extended hours and weekends on short notice
    no room for departmental advancement
    no change in employment status

    Advice to ManagementAdvice

    The Outreach Department staff should be required to participate in company-wide meetings and activities.

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