Questions and Answers about American Vision Partners

Here's what people have asked and answered about working for and interviewing at American Vision Partners.

View all 11 questions about American Vision Partners

What advice would you give the CEO of American Vision Partners about how to improve it?

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7 answers

Put all your Directors, Managers, Supervisors, Team Leaders, etc. through major training on all policies, procedures, & the LAW before they can be promoted into these positions!!! Due to the fact the Manager in Prescott, AZ violated the law of confidential information of employees many times in that office in front of patients that over heard her say many things in that small office. And times she would holler confidential patient info out of her office across the room where other patients could hear it. Not good & not professional. And her head person from Cottonwood did not do anything about it either when our coworker brought it up to her.

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RCM aka Acct Receivable aka sweat shop. The amount of work that is expected from staff is overwhelming yet you are expected to meet a quota that is all about the bottom line. The turn over in this department shows how stressful it is. The merger was a big surprise and was presented to the employees that it would be the most wonderful thing ever to happen. Unfortunately it has been the best for the employees. The managers are under such pressure they are completely unaware of how the staff is doing, or at least act like it. No communication, not even Hello! They are always ready to point out our short comings and are very lack on building confidence and team work. One thing I have never understood is the workers are always reviewed, but the managers are not reviewed by the staff. So how do they and the upper management know how they are doing. BDPEC was one of the best practices however, they have lost sight of how to keep employees that have been around for a long time and the new employees run after finding out what it is to work for this dept. Very disappointing when there is so much talent lost.

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Take care of your employees by offering 401K matching. Bargain for better healthcare/ lower premiums, not execute for 2018. Reduce the amount of REDUNDANT MANAGERS and increase the amount of patient care workforce. Evaluate the issues/reasons your employees and MD's are leaving at an astounding rate and EXECUTE A PLAN TO RETAIN THE CURRENT EMPLOYEES, for which your management/VP staff is not doing. Remember "The Mission Statement" and execute it with ACTION.

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Train your Management staff to be more professional and maybe the company wouldn't have a high turn over. This is not good especially for a new applicant when trying to make a decision. Do I want to work for this company?

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You need to have a training manual in your billing department.

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More friendly employees. Employees employed for years did not seem to want to mentor or even befriend any new employees.

Answered - Credentialing Assistant (Former Employee) - Phoenix, AZ

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To reduce high turnover, have managers/supervisors give feedback when things are not going as they should go give the employee a chance to correct the issues instead of just dismissing them.

Answered - N/A (Current Employee) - N/A

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