Sutter Health Compensation FAQ

Pros

Good health insurance, the new hire training was remote and thorough, set schedule.

Cons

No company sponsored HSA/FSA, no Christmas bonus, no quarterly bonuses available based on performance, QA department is not consistent with their reviews/ratings

Pros

Great benefits, pay is very good (could always be better), very diversity conscious.

Cons

I worked throughout the System and found that after about year 2 or 3 your expertise is not accepted. You are no longer considered an "expert in your own house". In fact, at the end of the pandemic response my expertise was flatly ignored with the exact opposite actions taken. Fortunately, I documented my recommendations and showed them that their actions of ignoring my (and other experts) recommendations cost them literally 10's of millions of dollars. Executive and Senior level leaders always want to do more with less and don't recognize that their in-house personnel are not the experts or have the skill sets to complete the required job. Finally, due to extremely large lawsuits being settled and pandemic impacts, they are in TERRIBLE financial hardships. 2 voluntary severance packages, 2 rounds of layoffs with a 3rd being floated. The current CEO (Koreans) and COO (Conforti) are very similar and have been the leaders for over 15 years whereby the financial hardships were perpetuated by. Both should be shown the door.

Pros

Compensation is decent, work is relatively steady and easy, great health and ancillary benefits like life insurance, chiropractic, massage, and employee assistance program (therapy).

Cons

I feel Sutter Health is resting on its laurels. It once used to be a great company and one folks competed to work for, but no more. Last year, Sutter put the nail in its coffin as evidenced by Sarah Krevans' departure. Under her leadership, Sutter converted their employees from traditional pension plans to cash balance plans last year. The pension plan was a significant tool for recruiting employees. However, now that they got their fill of labor, they pulled the ol' switch-a-roo. Under the new cash balance plan, Sutter Health is no longer competitive with companies that offer 3.5% or better 401k matches. There is a lot more details to it, but basically, younger to mid-career employees got screwed hard and Sarah Krevens, along with other long tenured folks, resigned with golden parachute retirement packages they called voluntary employee separation packages (VESP). Except they only made sense for Sarah's demographic. Everyone else: too bad, so sad. As a matter of policy and hiring practices, Sutter does not promote from within. All openings are open to the public and you will have to compete with folks who already poses the skills and experience listed in the job description, while you can only offer examples of work you've done in your existing job underqualified job, and maybe a certificate or degree vouching for your ability to learn, but without experience, too bad, so sad, they pick the ready-to-go applicant. Yes, there are the cursory attempts at career development and some folks navigate the process successfully, but it's definitely not set up to support existing employees. There is zero incentive for management to promote from within. There needs to be.

Advice to Management

Hire better leadership. A company's culture starts at the top. If we hire shortsighted greedy folks, we'll keep having to swat away lawsuits and throw employees under the buss to fund the payoffs while leadership gets off scot-free. So far, the quality of care has suffered marginally, but it's a matter of time before cuts due to missteps by leadership require cuts there too. Make your retirement plan competitive or face decreasing quality of labor and increasing unionization pressure. Incentivize management to develop their staff (that's what a good manager looks like) and employees to develop their skills. Win-win-win, it's a no brainer! Stakeholders, management, and labor all win! All without the mess of unions. Obviously, I'm looking for a new job. Which is why I landed here and was prompted to leave a review to keep browsing. I hope it helps.

Pros

good base pay as a new grad, 96 hours of paid continuing education per year, accrue about 8-9 hours of PTO per pay period

Cons

have to use PTO on holidays PTO/sick days are pooled $30 co-pays within sutter

Pros

Good pay, great co-workers, and good work / life balance.

Cons

There appears to be lots of middle managers who are always in meetings.