I have been working at Wheaton Franciscan Healthcare full-time (More than 10 years)
Competitive benefit structure, strong family oriented environment, Pension Plan, mission focused, supportive of development, strong presence in the community, committment to diversity.
Going through growing pains and struggling to find sources of revenue with a large unisured patient population.
Advice to Management
Focus on leadership development and mentoring,
The review process (PEP) was mostly rewarding. I appreciated the link between my job duties, the department goals, and the company's objectives. The mission, vision, and values gave ethical direction on a daily basis. I used my role to gain as much HR knowledge as I could (even though the entry level positions are NOT created for such professional growth!!). My immediate supervisor was a decent sounding board.
HR management is unresponsive, aloof, and not interested in mentoring or promoting the entry level staff. This goes against everything that the company claims to stand for. Ethics are absent from the HR department. We are expected to bend over backwards to retain employees everywhere else and build one-sided relationships with company leaders, yet there is no concern for our wellbeing and professional goals within the department. I would not recommend my worst enemy work in the HR department. It is the most dysfunctional place I have ever worked! And management is pointing fingers at employees instead of looking at the culture that they have created and promoted- no decent feedback on performance, no respect for individuals, no trust... it is UGLY! The employee that fits in the most is the one who works part-time, who has no desire to move up, does not use critical thinking (because you will be punished for it), and is a total "yes man". If you have a brain, this is not the place to work. Go into the department knowing that you will have limited opportunities for advancement within the company.
Advice to Management
Get your heads out of your butts and really pay attention to the problems. You know there is a connection between customer and employee satisfaction- cultivate a culture of trust and shared responsibility to increase the satisfaction. Be personally accountable for the problems in the department. Do not rely on the associate opinion survey for your only feedback. Care more about the people behind the numbers then the numbers themselves and the satisfaction and engagement scores will increase. Learn what empathy is and show it to everyone within the department, not just your senior and middle management peers!
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