Questions and Answers about Burrell Behavioral Health

Here's what people have asked and answered about working for and interviewing at Burrell Behavioral Health.

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What advice would you give the CEO of Burrell Behavioral Health about how to improve it?

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14 answers

Start listening to your employees. Not management, the employees that actually do the work. You have a few people working themselves to death while the others do as little as possible. The nursing managers do not know how to do their jobs. Scheduling does not know what they are doing. How can you reprimand employees for doing too much work?! Especially when the employees who complain about their workload get assigned as little as possible. Leaving others to pick up the slack.

You are getting ready to lose some of your hardest working employees. And since they do all the work, there will be no one left who knows how to do the job. I don't know how you sleep at night.

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I have really been pleased with Burrell thus far (I started January 2018). The advice I would give is improved communication both between departments and clinicians as well more stream-lined paperwork processes. The paperwork and systems are very clunky.

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Recognize that your caseworkers are earning the money for your company that pays everyone's wages, and compensate them accordingly. Don't forget, CJ, you may issue our checks, but we are the hand that feeds, and when united, we can stop your money flow. ;)

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It would be helpful to see raises based on how long we have been here. I would like to see employees working here longer have more pay then newer employees. I recently transferred jobs making more money to less money and I know the company very well, so I think it would be great to consider keeping the pay similar to previous position because they are similar. I think admin has asked for changes and sometimes they implement change which results in employees having to pay, I.e car and phone where we weren’t asking to have to pay more for doing our jobs.... do better on this!
Ultimately a great place to work in my opinion because I have an amazing supervisor and assistant director. I have heard other supervisors are not always supportive and css’s don’t feel like they are part of a team, this needs to be changed!
Clients also need more education on our services, some really take advantage of our services and css’s and this burns the css’s quickly. Even with bringing this up to my supportive supervisor, I still have to do more for the client who abuses our program because of a business perspective and we get paid to have the client, when not all clients need to be in our services. This needs evaluated too because these are the clients that are burning css’s out but we keep them to get paid. That isn’t right. Again, overall I love this company and getting my masters to continue to be part of change in this company!

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Replace your Director, Asst Director and a few of your CSS supervisors with people who are not well versed at creating situations where employees are forced to defend themselves then made out to the problem so they do not look incompetent. You said you were going to make changes,,,this is where you start.

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Get clerical support, Medicaid, millage certain assessments, encounter times can be put in independtlu. Clerical staff yo contact clients and assist with communication on real time. Raise wages based on performance, and time on the job. A general airing out of the abrasive offensive management tone, we should not be pouncing on those who are struggling train retrain and train some more. The orentation and training teach very little. Get receptors run one on one sawdows for 3 week sttaight. Make better safety plans for your staff , send 2 together for high risk clients. Make your CSSs feel like they matter (because they do ) make them feel valued and appreciated and heard. Commitees more surveys, start actually listening in stead of feeding us the lines you have already written. We are out their in our own and it often feels like we are paid to heard cats while drowning in paper work quick sand with 3 managers standing over you screaming about your grid.
Over all company communication is TERRIBLE we make access as difficult as possible. We make almost no effort to coordinate care or community intergrate our services.
See the clients you have well, get your grids cleaned up then talk about taking in new clients. Tell me what you need then listen when we tell you what we need to pill it off. Your staff is a great population of professional folks treat them like it.

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Increase pay. As a direct support worker we do the most difficult part of the job. We ensure safety, implement plans, and spend more time than adminstration yet we are the least appreciated by the organization.

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Raises/ reviews for raises should be put in place for those who deserve it. It would help with the current turn over rates and giving employees something to work towards. Also, retrain management and watch over them more effectively.

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Pay based on experience and time on the job. The current "retention" bonus is actually a productivity bonus and nearly impossible to achieve. Workers who have been with the company for several years get paid the exact same as new hires straight out of college with zero experience.

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Better pay would help decrease the turn-over rate. Better communication between manager and workers. We are out with clients all day everyday and it would be nice to feel like we have supervisors supports when needed. Internal therapist would help with burn out. We deal with extreme stuff and there is nobody to help us process what we go through. Between the lack of support and poor pay I think about 2/3 of the staff in the office are actively looking for other work.

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