Pros
Remote work: The role offers the benefit of working from home, which can support work-life balance. Potential flexibility: With strong self-advocacy and boundaries, some flexibility in scheduling is possible. Autonomy in daily work: When not pulled into excessive meetings or oversight, there is some independence in managing your caseload.
Cons
Compensation does not align with expectations: The workload and scope of responsibilities—particularly covering both OPWDD and Health Home functions—are not reflected in the pay. Inconsistent supervision and communication: Guidance varies between supervisors, and there is often a lack of clear, direct answers, which creates confusion and inefficiency. Excessive workload and role strain: Care managers are expected to take on a high volume of responsibilities per client, making it difficult to effectively perform core job duties. Inefficient systems and processes: Internal “checks and balances” often add administrative burden without improving outcomes, ultimately taking time away from client care. Limited operational support: Employees are expected to assume responsibility for company-issued equipment without being provided basic protective resources, which feels misaligned with expectations and pay- a phone case cost about 20 dollars. Essentially making an employee pay for this is an hour of their pay when you look at how low the pay is. Flexibility is conditional: While flexibility exists, it often requires active advocacy and is not consistently supported across leadership. In some cases, employees are directed to use PTO rather than being allowed to flex time, despite being told we have to flex time for the clients we serve. Basically expect to work your personal schedule around work but your boss will consistently encourage pto when you have a personal appointment. Meeting structure can be inefficient: Group work sessions or additional meetings may not always be productive and can take time away from completing essential tasks- when explaining that to supervision- ironically.... more work groups were scheduled. Getting on direct deposit took 6 weeks after paperwork was submitted- but was informed that the same person assigned to doing payroll direct deposits will start clock watching staff if they clock in before 7 am (probably get your staff paid before clock watching) Leadership is a fearful/anxiety driven leadership style. Very little room to move up since supervisory positions do not open easily- I think being in leadership is actually a great position to be in and thats why The turnover is so high for CM because of all of the above.