Minnesota Oncology Employee Reviews in United States

Showing all 5 reviews
Job Work/Life Balance
Compensation/Benefits
Job Security/Advancement
Management
Job Culture
Small clinic that all the employees felt like family.
Medical Assistant (Former Employee) –  Plymouth, MNMarch 29, 2016
I would start off by preping charts for the providers, opening up the clinic and getting the rooms ready to room patients. I would stock the lab and get things ready for the day with blood draws and injections. I enjoyed the small closeness of the clinic and staff there. I also enjoyed all of my co-workers.
Was this review helpful?YesNo
Job Work/Life Balance
Compensation/Benefits
Job Security/Advancement
Management
Job Culture
Good Company to work for
Scheduler (Current Employee) –  Coon Rapids, MNOctober 11, 2014
I schedule patients Monday threw Friday from 830 to 5pm I like working with patients and my co workers
Pros
helping patients
Cons
working with cancer
Was this review helpful?YesNo3
Job Work/Life Balance
Compensation/Benefits
Job Security/Advancement
Management
Job Culture
Patient centered cancer facility with a large network of Doctors
PET/CT Technologist (Current Employee) –  Maplewood, MNSeptember 14, 2013
Great company so far. I am a casual employee so I don't have much to say yet...hopefully that will change soon
Was this review helpful?YesNo5
Job Work/Life Balance
Compensation/Benefits
Job Security/Advancement
Management
Job Culture
I Survived US Oncology/MN Oncology!
Anonymous (Former Employee) –  St. PaulNovember 20, 2014
It seems when US Oncology/MN Oncology wants to get rid of older employees or so called "problem employees" such as FMLA takers.The most common excuses they seem to use for getting rid of these employees was “job elimination.” However, that may have been just an excuse for what really looks like discrimination. The departments are not really eliminating the job, just changing the title and putting someone else or someone younger in their former positions. After years of great performance reviews, these employee's were getting reprimanded for things everyone does, or being nitpicked for things the company didn’t care about before, the company was gearing up for what I call the “suddenly stupid defense.” They were building a case to get rid of them for poor performance. It seems like one of the ways to force the employees out was to cut their job duties, limiting their authority and humiliating them with low-level tasks. Hoping they just quit in disgust. Towards the end they cut them out of meetings, excluding them from lunches, or sticking them in offices far from the action.

Almost the same scenarios for getting rid of their “problem employees.” When Human Resources department and upper Management are presented with this "problem employee". They try to manage or eliminate the employee so they do not cause problems with coworkers, the Leadership, or the organization. They will investigate how much a problem this employee is. Maybe they will wait and see if diplomacy will work to fix the "errant employee". Ultimately, HR supports management's choices, If they cannot diplomatically
  more... solve the issue, they will make the employee's life difficult so they quit on their own because they do not want to pay unemployment or worker's compensation. Making there life difficult can take many forms from a bad performance review, putting them on a "Performance Improvement Plan (PIP) the. If the person is a true legal threat we may need to cut their losses and remove them immediately.  less
Pros
parking is ok.
Cons
insecure leadership.
Was this review helpful?Yes5No

Overall rating

3.4
Based on 5 reviews
5 stars
4 stars
3 stars
2 stars
1 star

Ratings by category

Work/Life Balance
Compensation/Benefits
Job Security/Advancement
Management
Culture