TSS, PCA (Former Employee) – Chester County, PA – March 2, 2014
Working with the clients was delightful, also the flexibility in scheduling cases was very helpful with my schedule. You will make a powerful impact on children's lives and you will get to see it, and if you can focus just on that and have a very tough skin, this is a good job for you. A few case managers are thoughtful and have excellent clinical skills, however most seem to take themselves and their position very seriously, and often are punitive and very directive in their orders. I'm assuming their manager comes down on them very hard on a daily basis, or they have very difficult personal lives. Toxic treatment of entry level workers can result in a negative and unhealthy work environment. CCRES management thrives on competition and totalitarian management style. There is no sensitivity training for supervisors and BSCs or accountability other than clinical supervision, therefore they have free reign of how they speak to, treat, and interact with entry level TSS and PCA's. Upper level management will explain and teach that entry level employees main job is to make supervisors like them, which may require remaining silent and unresponsive to maltreatment.
Emotional/verbal abuse from higher ups, very negative work environment as everyone is polite however no one really likes each other, very corporate
Behavior Specialist Consultant (Former Employee) – Downingtown, PA – January 31, 2014
Working for CCRES was a great way to add my first real professional experience onto my resume. This is also a great job for working parents who want a flexible schedule, part-time work, and don't need benefits. However, they advertised the Behavior Specialist positions as if there were full time positions available. When I interviewed they said they didn't know if there were, even though they were posted as available. They said I could always build up my caseload to full time and transition to a full time with benefits position. This was not the reality. In fact, they were cutting full time positions. It took me about a year to build up a caseload, and I ended up having to contract with an additional company to do this. I had to take any open case I could. The cases were not distributed geographically, so I would be driving two hours between clients. As time went on, more and more restrictions as to what was "billable" cut down the amount I was getting paid for the amount of work I did. In addition, the amount of ridiculous paperwork increased. Originally travel was reimbursed at about $2 per 15 minutes of driving, but then they cut that and there was no travel reimbursement. No reimbursement for materials or supplies. Originally we could use the teacher resource center located in the CCIU building, but then they cut that because we weren't technically employees of the CCIU. My biggest complaint is that the clinical administration, supervision, and case management came from a completely different company, CCIU. All those employees were full time salaried with benefits andmore... vacations. Also, the clinical supervisor was not even trained in behavior interventions so going to "supervision" was a joke. "Oh but you can write it off" they would say. I don't think they understood what that means. All that means is you don't get taxed on that portion of your salary. You don't actually get a reimbursement for the expenses. You don't control the amount you're getting paid. It was flat rate of $45 an hour for master's level BCBAs, which sounds like a lot, but it really was not with the difficulty getting clients and the amount of unbillable prep work and travel time that went into the cases. My TSS told me there was never a cost of living increase in the ten years she had worked for them. Have they ever heard of inflation? There was pretty high turn over as employees built up their resume and could find full-time positions somewhere else. TSS would last about a year and then leave. Clients were not happy with the high turn over, understandably. However, the company was not doing anything to keep employees. Oh wait...we weren't employees, we were independent contractors.less
independent contracting, low billing rate, many required tasks were not billable