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Pros – Easy work, good co-workers, remote workplace, started out a good job with plenty of hours but school lost a huge contract and there was not enough work for everyone.
Cons – late paychecks, no chance for advancement, no raises in over four years-I became so bored with work I would try to find extra things to do only to get told not to do "extra work". What job does not want you to go the extra mile?
Advice to Senior Management – Take better care of your contractors, give them at least partial benefits and direct deposit-sending checks through the mail is just not secure anymore.
No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company
Pros – Excellent benefits package including tuition assistance and reimbursement
Voted one of NEPA's best places to work
Opportunity for advancement if you start in the enrollment department and are able to meet and exceed their strict sales quotas, otherwise you will be fired and walked to the door immediately with no real warning
Very good training program
Cons – Upper Management is very busy and has no time for you if you have questions or need help with your job. The "Fact Book" that you are supposed to look up answers to questions about the school or specific programs on their Intranet is usually out of date and then you end up giving wrong information to potential students.
Some employees need to keep something called a "time tracker," where you have to write down everything that you do and when you do it, even when you go to the bathroom.
Inbound and Outbound calling with a dialer called "Nortel" which may or may not call the same person several times a day, thus angering them and then results in you getting screamed at by angry students.
Advice to Senior Management – Call center environments are tough to manage. I understand why the policies and procedures that Penn Foster Enrollment needed to be in place, but the new sales environment where all they care about is if you meet your quotas was really sad. I know from first hand experience that many EA's that got let go were very friendly and super helpful and personable but that doesn't matter to Penn Foster, and it should!
Yes, I would recommend this company to a friend
Pros – Benefits are good based on the area
The people there are very friendly
Depending on department, you can learn a lot in a short amount of time
Can easily manage yourself
Cons – Bad reputation in area for Company name changes (due to acquisitions)
A large number of employees have been with the company a long time (20+ years) they know everyone and talk about everyone
Lack of resources causes very long hours (human capital)
Some managers have little understand of the work their employees are doing
Long term employees very set in ways
The pay scale is very skewed
Advice to Senior Management – Really look at what you're doing joining forces with The Princeton Review. The work necessary for the transition will take much longer - and cost more - to accomplish than you have planned on. Also look at your employees and use common sense. If you're not communicating with some of your employees you're not seeing the entire picture.
No, I would not recommend this company to a friend
Pros – Solid Pay and Benefits, great work atmosphere if you have day shift
Cons – Out Bound calls are repetitive and the same people are repeatedly called.
Advice to Senior Management – leave the lights on when night shift is working.
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Pros – the education programs we produce and sell are excellent. Our programs change lives at a very affordable price--less than $1,000. The work environment is pleasant.
Cons – Pay is too low for the experience and quality of work I perform. Company only pays the amount paid by other local employers, rather than reward excellence. Company doesn't care if they lose good employees to employers willing to pay more.
Advice to Senior Management – Get out of the "call center" mentality. We're not selling long distance phone service or credit card offers. Representatives are 'sales counselors' and should be compensated higher. Get out of the employee "revolving door" mentality--pay good employees a good living wage.
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