Central California Alliance for Health Reviews

I’m glad to read that you are enjoying your role at the Alliance. You’re absolutely right; employees at the Alliance are committed to our mission and are very positive about their work to improve our communities’ health. Supportive and collaborative is definitely what we aim for!
Our PTO and retirement are highly valued parts of our expansive benefits package. I too enjoy the natural beauty of our surroundings at the Scotts Valley office. Many Scotts Valley staff members enjoy walking meetings or walking breaks among the trees. I find that each of our office locations offers something special and unique. We are fortunate to own all of our buildings, and with that, we have been able to create a comfortable environment for staff in all locations.
I encourage you to continue participating in the collaborative process; your ideas and feedback are highly valued! Thanks for being part of the Alliance team.... MoreLess

Thank you for leaving feedback for the Alliance. It’s certainly a point of pride to read that this is the best organization you’ve worked for. We work diligently to ensure the Alliance is an environment supportive of its employees so that everyone can bring their absolute best to work every day. It’s always meaningful to read when members of the Alliance team value these efforts.
Thanks for touching on some of our great benefits, including PTO, fitness center, office facilities and onsite café. We’ve invested a tremendous deal of thought and resources to offer industry-leading benefits to our team. As you mentioned, our 10% retirement contribution is one of the best around. Our PTO accrual rate and flexible work options also help support a healthy work-life balance.
Finally, we’re always working on ways to improve our communications with each other. With the launch of a Communications Department this year and the hiring of a new Communications Director, we’re very excited about the opportunities for continued improvement.
We’re glad to have you as part of our team!... MoreLess

Thanks for your feedback on working at the Alliance. We’re glad you are finding fulfilment in your work here! Yes, we are a mission-driven organization comprised of industry leaders in their respective fields who come together for an important purpose in the communities we serve.
As you noted, organizational culture must be continuously nurtured, but don’t worry, we’re on it. Our goal at the Alliance is to continue evolving in support of our core values, organizational strategy and employee satisfaction, and your feedback helps.
Thanks again!... MoreLess

Thank you for leaving feedback for the Alliance on Glassdoor. I’m happy to read that you appreciate our benefits and Work/Life Balance opportunities. In regard to your comment about advancement , please note the Alliance has provided several professional growth opportunities in the Merced office. Below is a list of jobs that have been recently hired or recruited specifically for the Merced county office: Quality Improvement Coordinators (3 positions), Business Systems Analysts (3 positions), Systems Administrator, Member Services Program Analyst, PS Network Manager, Case Management Supervisor – RN, Case Management Manager (CCS), and MS Call Center Manager.

These jobs and others – Grievance Department positions, for example – are all higher-level positions that were not available/Merced-specific when the Alliance first expanded to Merced County. Please know that the Alliance definitely recognizes, supports, and encourages an employee’s desire to advance professionally. I encourage you to continue monitoring all job openings and apply for advancement opportunities for which you are qualified. In doing so, consider whether or not an opportunity is one worth possibly relocating for based on its office location.

Regarding the staff-related issues you raised, my hope is that you are also communicating your concerns internally. Your feedback is valuable, but in order for the organization to respond in an appropriate and timely manner, it’s important that it is also shared internally with appropriate leadership. Please contact Provider Services leadership or the Chief Operating Officer directly to share your concerns. They have open-door policies and will welcome the feedback.

About hiring practices, the Alliance conducts a thorough interview process and selects candidates with the knowledge, skills and abilities that align with position requirements. While a degree is required for some positions, in many cases, the Alliance will accept a certain number of years of experience in the profession in lieu of a college education (as stated in the position description). We do our best to hire the most qualified candidate for an open position, and we also do our best to make a change when an incorrect selection was made.

Finally, in regard to office relocations, as we’ve shared throughout the collective process of implementing our Work/Life Balance program, an employee must be in good standing, meaning performing at a satisfactory level at a minimum, to be eligible for the program. This expectation is a standard, best practice approach for Work/Life Balance program eligibility for many organizations. As a point of further clarification in response to your concern, we are only aware of two employees who have been denied the opportunity to relocate based on job performance. I encourage any employee who has concerns about being denied this opportunity to contact their HR Representative to discuss further.

Thank you again for leaving feedback for the Alliance.... MoreLess

Thank you for leaving feedback for the Alliance on Glassdoor and, more importantly, for more than eight years of service to the Alliance and our members. Your commitment to our vision and mission is truly appreciated. In reading your post, I am very concerned about your comment regarding your department manager. The actions you mention would be inconsistent with leadership expectations and the values of the Alliance. I encourage you to report your concerns to your department director or division chief, to Human Resources, or to file a report on the Alliance’s confidential disclosure hotline (see the Compliance page on our Intranet for details on making an anonymous report). The Alliance has a strict anti-retaliation policy, and your concerns will be treated with the utmost confidence. We all play important roles in upholding the values of the Alliance, and I appreciate you sharing this feedback.... MoreLess

Thank you for taking the time to leave feedback for the Alliance on Glassdoor. I’m happy to read that you’re enjoying the benefits program the Alliance has developed for employees. Our PTO benefit is very popular; staff members who are new to the organization earn 28 days per year. Employees who are starting their ninth year at the Alliance move to the highest PTO accrual bracket, which is 38 days of paid time off annually. Add 11 paid holidays to the PTO offerings, and it’s clear we have a highly competitive time-off package. Beyond this, our Work/Life Balance program currently offers flexible scheduling, a 9/80 program, and a new parent part-time return-to-work program. This year we’ll also begin offering telecommuting options.

I appreciate you sharing your concern regarding Alliance managers, and I’d like to learn more about it. As a clarification, Alliance employees at all levels are selected for their roles based on the alignment of knowledge, skills and abilities with position requirements. The experience of our managers and leaders runs a diverse gamut of seasoned professionals, and their education levels include a wide range of undergraduate, graduate and post-graduate degrees and certifications. Given that developing current staff into future leaders is a top priority of the organization, I’m troubled by the concern you raised. I invite you to connect with me personally, or perhaps consider expanding on this perception via our confidential disclosure hotline (see the Compliance page on our Intranet for details on making an anonymous report).... MoreLess

Thanks for taking the time to leave feedback for the Alliance. I was happy to read that you are appreciating our great environment, our efforts around employee health and fitness, and staff retirement benefits, and our extensive efforts to implement greater flexibility with the expansion of our work/life balance (WLB) program.

In regards to your comments under the “Cons” and “Advice to Management" sections, please note that we’ve had a project management department at the Alliance for several years now. You indicate you’ve been with us less than a year so I want to make sure you know that this isn’t a new function here. Recently we’ve worked to further define and clarify our strategic project work, which actually resulted in a REDUCTION of projects overall.

Regarding leadership duties and responsibilities, I encourage you to think about the type of work those in leadership roles are expected to complete, which is different from staff level work. Alliance core competencies state that leaders “guide the overall strategic and operational direction for the organization.” Depending on the leadership position, this includes setting the vision, developing strategies and plans for execution, implementing the work plans, and overseeing day-to-day operations. Core competencies for staff level positions include performing work in a specialized field, providing customer service, implementing acquired knowledge in a focused area, analysis of complex data and technology systems, and execution of administrative tasks and procedures. The point here is leadership completes work that is different from “the people actually doing the work.” We’re all evaluated annually, and employees not completing/performing their assigned duties, regardless of position, will receive the appropriate feedback.

In response to your comment about “paying attention to the bottom line,” as we are a publicly funded not-for-profit health plan operating under a board-approved budget, paying attention to the bottom line is critical. One of our values is that of “Stewardship,” which means managing responsibly. It’s not unusual for a company to be measuring financial performance in accordance with its budget.

Regarding WLB, I encourage anyone to contact me directly if none of the options under our WLB program are available to them. We know that not all positions can be eligible for all options, which is why we’ve worked to develop and implement a suite of WLB opportunities including flexible scheduling, the 9/80 program, and a new parent part-time return-to-work program. As you know, we’ll soon implement telecommuting and hoteling. We want there to be options available that will work for their position.

Interestingly, your review was posted just one day before our first quarter all staff meeting where our new CEO talked about change at the Alliance. She clarified that with our new three-year strategic plan there will be change associated with how we do our work. We have one set of shared priorities and strategies, one set of shared outcomes, and a new emphasis on communication, planning and process, with an eye toward increased efficiency, accountability and opportunity. She invited all of us to “be the change we want to see,” and she encouraged everyone to ask questions, speak up, and strive for clarity. In that vein, I invite you to visit me, or even the CEO, to discuss your comments further and to have any questions answered.

Note that I have shared your review with the CEO and the entire Chiefs team. We appreciate your input and suggestions, and thank you again for leaving feedback.... MoreLess

Thanks for taking time to leave feedback for the Alliance. I was happy to read you are enjoying our friendly environment and employee benefits.

In response to some of your other comments, I must admit to experiencing a certain feeling of perplexity as the Alliance in fact currently offers (or will soon offer) many of the programs and benefits that you’ve stated we do not. Please review the following:

Working from Home: Perhaps you’ll recall during several all staff meetings last year, the HR Director and I discussed the implementation of our telecommuting and hoteling programs, which are going live this year. We are currently conducting pilot programs, which are going well. With supervisor approval, staff will have the option to telecommute or hotel from a different Alliance office location once the programs are fully implemented. These programs offer greater flexibility and also options for shortening/eliminating commute times. We’ve also offered more flexibility around schedules (come in earlier or later, leave earlier or later).

Maternity/Paternity Part-Time: This benefit program was launched in 2017. Employees returning to work after birthing/adopting a child can re-integrate back into the workforce via a part-time schedule over 90 days. Employees are currently working part-time schedules as they re-join our workforce.

Recycling and Composting: The Alliance is very committed to sustainability, hence our strategic initiative around this issue. As you mentioned, we are installing solar panels at all three of our office locations. We’ve also installed electric vehicle charging stations in all three locations, which are available to staff free of charge. The Alliance has been a Green Certified Business since 2008, and we’ve had a general recycling program for years. Perhaps you’ve noticed the receptacles in all employee lounges and copy rooms that are specifically labeled for recyclable waste. On December 11, 2017, our Admin Services and Facilities Director emailed all employees to let them know of the new food waste (compost) recycling program at our Scotts Valley office. We launched the program in our Salinas office earlier in 2017. (In order for a company to have a composting program, city sanitation services need to be available. Once the city of Scotts Valley implemented these services, we implemented the program in our Scotts Valley location. We’re still waiting for a program to be implemented by the city of Merced.)

Weekend/Night Work: I’m aware of one department in the organization that regularly offers overtime opportunities to employees, and that is our Claims department. OT is offered to staff in order to help the organization maintain compliance with claims turnaround times. It’s my understanding that traditionally there are enough volunteers to cover the need without employees being “required” to stay to complete the work. If you are being REQUIRED to work overtime, please see me personally.

In response to some of your other comments…

Salary Increases: According to a kiplinger.com article (The Outlook for Pay Raises in 2017) the Alliance was aligned with national averages in regards to pay increases for top performers, which was specified in the article as being 4.5% to 5%. At the Alliance, the highest performers received a straight 5% raise. We’re also in line with projected pay increases for 2018.

Laptops: Unlike other organizations (a global technology company for example), our business model doesn’t necessitate all employees having laptops. Accordingly, desktops are widely used (this is also cheaper and less risky). Staff in positions requiring mobile access are provided with laptops. All medium and large sized Alliance conference rooms have overhead projectors with screens or large video monitors to display meeting materials (eliminating the need for printing copies of agendas, attachments, etc.).

Job Shadowing: This is a process that’s actually encouraged by the organization for all employees new to the company or newly promoted. There has not been a company-driven effort to move away from job shadowing, so I will certainly investigate this further. If you’ve heard otherwise, I ask that you let me know.

Thanks again for leaving feedback for the Alliance. I hope that with my response you’re more familiar with the programs that we actually do offer. I shall ensure we work harder to communicate to staff all of the options and opportunities that are available to them, from work/life balance to sustainability and recycling to coming back to work part-time following an addition to their family. Again, please do contact me directly as I’d love to learn more about your experiences here with job shadowing and overtime.... MoreLess

Hello and thank you for leaving feedback for the Alliance on Glassdoor. I was disappointed to read that your time here wasn’t what you’d hoped it would be. We strive to have the best possible working experience and environment for all employees.

I’d like to take an opportunity to respond to some of the issues you’ve raised about your time here. In regards to internal promotions, like other companies, the Alliance has an open recruitment and selection process. Current employees can apply for any position for which they feel they are qualified. After interviews are completed, the candidate with the experience, knowledge, skills and abilities most closely matching what’s needed for position is selected for the promotional opportunity. These decisions aren’t based on tenure or seniority, but on the qualifications of those in the candidate pool. I do acknowledge and understand your feelings on this issue and I have brought them forward to our Claims Director with the intent of ensuring all employees in his department can be better prepared and developed for career advancement opportunities.

In regards to merit pay, I’m sure you’ll recall that an employee can receive up to 5% in merit pay based on their job performance. Employees meeting expectations receive less of an increase compared to employees who meet AND exceed job expectations. I’m sure you’ll also recall that in 2016 the Alliance transitioned from an anniversary performance evaluation process to a focal review process. This means that with this transition all employees are now evaluated at the same time, whereas previously employees were evaluated on their anniversary date. As part of this transition, to ensure Alliance employees didn’t experience an extended period of time without a pay increase (which could have been up to 24 months for some employees) all eligible staff received a compensation increase effective January 1, 2016. These pay increases, which were based on the employee’s prior performance evaluation rating, were prorated in accordance with the date of the employee’s most recent merit pay increase. For example, an employee whose most recent merit pay increase was in January of 2015 would have received a greater prorated increase compared to an employee who had just received a merit pay increase in December of 2015. We followed this process to ensure a transition that was fair for all employees. By contrast, some organizations moving from anniversary to focal reviews simply expect their employees to wait until the transition is complete before they receive a merit pay increase. If you received a pay increase of $0.02 per hour as part of our transition, that means you received your latest regular merit pay increase very recently, hence the reason for a lower prorated transitional merit pay adjustment.

It is not atypical to experience a quiet environment in a medical claims processing department. This is due to the fact people are concentrating on their work. Additionally, we regularly hear that employees value and appreciate having a private workspace in order to perform their duties and focus on their important responsibilities. Finally, it is not uncommon in most organizations for employees to meet with their supervisor to discuss their performance, productivity, and work quality.

I’ll close by saying that I do hope you have found an employment opportunity that more closely aligns with your overall expectations. Again, please know that I’ve heard you, and that I have shared all of your feedback with our Claims Director so that he’s aware of your experiences here and can use this information going forward. Best of luck to you and thank you again for leaving feedback.... MoreLess

Thanks for taking the time to leave feedback for the Alliance! So happy to read that you feel welcomed, appreciated and supported. Also, I am delighted to see you're finding our benefits package "above and beyond." Thanks again.... MoreLess