Well needed organization that wants to provide great affordable housing
General Maintenance Worker (Current Employee) – Cincinnati, OH – July 8, 2017
Very nice company. I enjoy serving the tenants. Just lacking organization and miscommunication is horrible. Needs improvement in these areas. The tenants have needs and sometimes neglected, I believe there's not enough federal funding to assist all needs. I believe the organization is trying really hard and don't have enough staff to resolve issues and work loads. High rises and scattered sites need routine maintenance and follow up inspections improved. The management needs to support tenants long term outages better and not ignored. Possibly follow up letters to assure tenants their needs are not forgotten. Overall, I believe CMHA wants to meet the needs of their tenants and have plans to do this in the near future with the right funding. Affordable housing is a great thing for the community and CMHA is not just finding people housing. They are assisting needs for the community and neighborhood activities and assistance for tenants and their families. It's a pleasure to know the organization cares and wants to help all around.
Paralegal (Former Employee) – Cincinnati, OH – August 19, 2017
Enjoyed working with people there in the legal department. Learned about negotiating with unions and employers. Fast paced at times and a few days there was some over time. The hardest part of the job was to leave the job once my job assignment was over. The most enjoyable part of the job was working in the legal department and learning all I could about union negotiations.
meeting people and learning about union negotiations
The moral is low, the upper management is completely disconnected to what it actually takes to operate and complete the day to day task at the property level. There is zero reward for doing a great job since everyone in each classification gets paid the same and raises only occur based on a small agreed percentage each year through the union contract. The safety and well being of the employees is rarely considered. Unrealistic expectations. Minimal office support and positions never filled leaving employees doing multiple job positions without any additional compensation. Career development is non exsistent since the training coordinator left and the position wasn't filled. Company took away the little bit of employee appreciate they did do last year.
It is great to interact with the public and to help them move into affordable housing. However, the management team constantly gives you new tasks to complete on top of your already overwhelming duties and you still are expected to perform at a high level. They also do not give you all the tool like "training" to do your job properly.
The Asset Management Dept. here is the worst department to work for overall. Training is little to none.The shadow method is used without any formal follow-up. The management lacks professionalism in treating employees with respect and dignity. The work/life balance is a joke. The initial venture seems good until you become a part of the company.
If your a woman don't apply for a field rep position they won't hire you
contractor (Former Employee) – Cincinnati area field inspector – January 3, 2016
I worked in the field of property inspections for 5 years, then contracted with cmha, when a full time position opened and my contract was finished I noticed they had no female field reps. I applied for the position I had been doing for 2 years and I didn't get the job. Now my performance was perfect, but I was truthful on every assignment and they weren't happy, I wasn't suppose to fail the properties like the job called for. So like I said if your dedicated to do a great job, and your a woman, don't even try to get a field job with them. If your a man, take the job fill out the assignment in your car instead of going in the property, and you'll get 10 years on the job before you get caught. lol
•Provide career management services to Public Housing Residents with a focus on helping customers obtain employment. •Responsible for administering career development initiatives and activities that include interaction with a development staff of specialists to develop job recruitment and retention strategies. •Duties include a combination of the following intake, interviewing, eligibility verification, referrals to supportive services, employer services, career coaching, job search and orientation/classroom instruction, and regular follow-up in executing client's individual employment plan. • Facilitates customer access to supportive services, social services, training, education, and employment services, as well as job search mechanics such as: Job search techniques, Resume writing, and Interview Skills. • Assesses client aptitude, values, interest inventories and training needs in assessing job readiness and preparing client for entry/re-entry into the workforce. •Serves as a liaison with instructors, businesses and other client resources.