Here's what people have asked and answered about working for and interviewing at Independence Association.
Benefits, medical, dental and life insurance was fair at best.
1. Increase the respect and appreciation given to the front line staff: DSP's. They are the group of working people who are charged with the job of caring for a vulnerable and protected class of citizens.
Although most of the direct care workers are compassionate and kind people, if I were the Executive Director I would strive to find ways to show them that they are appreciated.
Given that their role is to serve and support the most vulnerable groups in the population it only makes sense that the caretakers themselves feel valued by the management.
Currently at IA the DSP's are not seen as stakeholders within the day to day operations of the company. This is ironic because everyday and all day the DSP's are serving on the frontline and actually are in the position to define the day for the clients that are served. Everyone knows that in order to get the best performance and the highest and best device from someone , especially in the helping professions, that the employee needs to a stakeholder on some level within the company. This seemingly simple inclusion practice seems to be so overlooked by IA management.
An example of making a DSP a stakeholder would be (a) include a DSP in a management meeting once each month, include a DSP in employment interviews, and suggest that DSP's appointment one other DSP to represent the larger group at key junctures.
2. Scheduling is done by management plotting out so-calked templates which set out a grid of hours/shifts that an employee signs up for. The grids are fixed and inflexible. Often times they mandate 16 hours on shifts on Saturday, Sunday's, Friday's. These have proven to be unsustainable.
To be continued.
They have created "templates" that are more like a schedule that you would find in a manufacturing plant or warehouse. Yet the job requires extreme flexibility in the part of the Wirkers due to the variations in levels of need and in personalities of the people being served and the team staff. Typically the motivating factor in taking a job in this field is that the employee would be a compassionate and supportive individual and have a flexible and adaptive personality. Ideally they would be rewarded with some level of reciprocal flexibility.
Currently the scheduling and hours appear to be unsustainable.
The training was fair at best. If you had your CRMA and your trainings in place it is a decent place to work
Varied on position and location