Central California Alliance for Health Reviews

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

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

Hello and thanks for taking the time to leave the Alliance feedback here on Glassdoor.com. I'm very happy to read that you're happy here. As you're likely aware, we are currently conducting a compensation study for all Alliance positions to ensure we are paying market based wages. Our goal is to implement consultant recommended comp adjustments/changes in 2018. Thanks again for your feedback.... MoreLess

Thanks for taking the time to leave feedback for the Alliance on Glassdoor. We're happy you're happy!

Thanks for taking the time to leave feedback for the Alliance on Glassdoor. 2017 has been a very bad year for traffic on Highway 17 due to road closures earlier this year, and we do see traffic pickup when the job market in Silicon Valley is strong. As you know, we are focusing on Work/Life Balance for staff here at the Alliance, including telecommuting and more scheduling flexibility. Part-time position availability is based on business need and may become more prevalent in the future. If you're curious about upward mobility in your specific job function or perhaps transitioning to a new role entirely, I encourage you to discuss your career goals with your supervisor, your HR Representative, and/or a member of the recruiting team. We have a strong record of employees advancing here at the Alliance, for example our new CEO who started as a temporary employee in an administrative role in 1999. Thanks again for leaving your feedback.... MoreLess

Thank you for taking time to leave feedback for the Alliance on Glassdoor. And, thanks for your appreciation of the vision, mission and values of the Alliance.