Thank you for taking time to leave feedback for the Alliance. Your thoughts and comments are appreciated. Best of luck in your future endeavors.
The Alliance has a mission with a purpose: Providing high quality health care to 350,000 members throughout our service area. Isn't it nice to be able to work at a company that has such a positive impact on the community? We're so happy to read that you're enjoying your time here. Thanks for taking time to leave feedback for the Alliance.
Thanks for taking time to leave feedback for the Alliance. We're happy to read that your experiences here were so positive and reflective of our value of "Culture," which we define as a "respectful, diverse, professional and fun workplace." An overall sense of commitment to our mission of providing accessible quality health care guided by local innovation is ever present here at the Alliance. Thanks again, and best of luck in the future.
Thanks for taking the time to leave feedback for the Alliance. It sounds as if your experiences here were definitely reflective of our core values and mission.
Thanks for taking the time to leave feedback for the Alliance. I'm happy to read you enjoyed your time here.
Thank you for taking the time to leave feedback for the Alliance. It’s unfortunate your time here wasn’t as positive as possible. Note that we do have extensive training opportunities in place for all employees, both staff and management, via our Learning Management System. While our required training on the Health Insurance Portability and Accountability Act (HIPAA) is extensive, no training can cover every issue that may arise. In this training, we focus on ensuring our employees know what is important as they complete their work. In one-off situations, it’s really best for the employee to ask questions before making choices when a member’s protected health information is potentially at risk. Simply put, when in doubt, ask. We have a knowledgeable and available Compliance department, and they are always happy to answer questions that arise. In regards to the working environment, we actually don’t have prescriptive standards around noise levels. However, if an individual is unknowingly and/or unintentionally impacting the environment in a counterproductive way, he or she will likely receive some coaching from their supervisor. Thank you again for leaving feedback for the Alliance. I truly wish you the best in your future endeavors. Scott F.
Comment – May 4, 2017
When someone is asked to fill in for another during their vacation time and HIPPA rules were NOT explained, this should fall to the manager as a learn moment, not a moment to blame the fill in person. This is a teaching moment! It's just sad that the manager is not trained enough himself to guide his staff. HIPPA is HUGE and for the comment below to just sweep it under the carpet and expect for the fill in employee to know everything about the job they are filling in for is like, trying to read minds. Even after asking questions and getting a response from a supervisor that was a green light to go ahead with the task and then blamed is shameful. Maybe extensive training / testing your manager on HIPPA rules and making sure that things are FULLY explained before the fill in person takes over the position, would be YET ANOTHER learning opportunity. Seems the manager DOES NOT know how to recognize when the learning opportunities are right in front of him, hints the need to managment training! Without this training you can not build a successful team, you will have high turnover rates and people in HR consistently during to the lack of leadership and tactics used to because the manager doesn't understand how to be a manager. It was like the deer in the headlights look, when bringing up important, and then be belittled by that manager. And the last thing an employee wants to hear is "managing this team is only 50% of my job". It was very obvious to me that he spent 50% or less on his staff.
Thank you for your follow-up comments. As stated in my original response, no training can cover every situation that may arise in regards to the Health Insurance Portability and Accountability Act (HIPAA). Our training provides a specific level of detail for staff to understand the importance of protecting our members' health information, and how to do so in most business situations, more formally known as "Treatment, Payment, and Operations" (or TPO). It also provides a level of awareness that employees should possess when dealing with these types of issues. We unfortunately cannot anticipate and train on every action an employee may take or every question they may have in regards to HIPAA. (That too would be an attempt at reading minds.) However, in consideration of your comments which you are clearly passionate about, I will ensure staff in your former position are aware of any higher level privacy aspects related to the duties they perform. Thanks again for your feedback.
Thank you for leaving feedback for the Alliance. In regards to Alliance atmosphere, note that culture is one of our seven core values. We strive for a respectful, diverse, professional and fun workplace. Our confidential employee opinion surveys indicate that overall we are succeeding in this area. In our surveys we ask staff to provide opinions and feedback on a number of areas, including teamwork, employee management relations, executive leadership, job satisfaction, staff development, performance standards and fair compensation. Our overall satisfaction rating from our December, 2015 survey was 3.94, which was a well above average rating indicating high levels of employee satisfaction. Note also that the survey module on employee management relations has been the top rated module for employee satisfaction in every employee opinion survey conducted since 2001. HR focuses on ensuring the best possible experience for staff. However, this department at times can be placed in situations where they have to deliver information that an employee may not want to hear. Your comment related to being vengeful is noted. If you feel there is an issue related to an experience you had personally with a member of the HR team that needs to be addressed, I encourage you to use our confidential disclosure hotline to report the situation, or come to me directly. Details on making a report are available on the Compliance Department page on our Intranet website. As we just went live with our new core system in October last year, we are still in the stabilization period. Your department has provided avenues for you to contribute to further development and honing of this new tool. Know that you can discuss this further with your supervisor and department leadership. In regards to your interpretation of staff with small minds, it is inevitable that there will be differences of opinion in the workplace. If you have ideas or suggestions to further improve the Alliance, I encourage you to communicate those via any number of methods available to you, including our suggestion box (on the HR website), conversations with your department and division leadership, and/or coming to me directly with your ideas. I’d love to hear them. Thanks again for leaving feedback about the Alliance. Scott F. less
Thanks for your comments. We do indeed believe in investing in our valuable and talented employees. Our Learning Management System offers a variety of courses for staff to use in further developing their knowledge, skills and abilities. As you may know, we just partnered with Lynda.com, which provides Alliance employees with access to over 5,000 courses on subjects from everything to software to career development to personal interests. We're currently expanding WLB options for staff, and our benefits package is comprehensive at 35.1% of compensation. Thanks again for leaving feedback.
Thanks so much for your positive feedback. I'm happy YOU'RE happy. Scott F.
Thanks so much for your positive feedback. I'm happy to read you're happy hear. Scott F.
Thank you for taking the time to provide comments on your experiences at the Alliance. It's great to know that your time here has been both meaningful and enjoyable.
Thank you for taking the time to leave comments about your time here at the Alliance. It’s wonderful that your time here was positive, and that you believed in leadership. As a point of note, salaries at the Alliance are benchmarked off similar not-for-profit public health plans throughout the state, and survey results show that our compensation is in line. We recognize that Santa Cruz County is a high cost of living area. Unfortunately, we’re not immune to high living expenses associated with the Bay Area. Annual COLAs serve to help offset local inflation. Additionally, we offer a very rich benefits package to staff, totaling an additional 35.1% in total compensation. Surveys show also that the Alliance is at or below market for medical, dental and vision insurance, meaning our employees pay less for health insurance than do others. Finally, our 401(a) retirement plan is quite healthy, offering a 10% employer match each pay-period. Thanks again for leaving your comments. Best of luck to you in your future endeavors.
Thank you for taking the time to leave comments about your time here at the Alliance. We're happy to hear your are receiving the needed support from management, and that you're enjoying our benefits.
Thank you for taking time to leave comments on your experiences at the Alliance. It’s unfortunate that your time here wasn’t more positive. In regards to leadership and tenure, 45.1% of Alliance leadership (Chief, Director, Manager) was hired after January 1 of 2011. Of that 45.1%, 47.8% were hired into new positions that were created in response to expanded programs and services, or to meet operational needs. Regarding staff tenure, the Alliance has added approximately 260 positions in order to meet our growth and expansion efforts since 2012. With that, 71.5% of our employees have been hired within the last four years. In 2014 we implemented supervisory leadership training and development encompassing Ken Blanchard’s Situational Leadership II (SLII) model. All supervisors and staff were trained on these leadership concepts in an effort to ensure situations were properly evaluated and the appropriate style of leadership applied. One of our seven corporate values is "Culture," and we strive for a respectful, diverse, professional and fun workplace. Finally, while communication seems to be a challenge at nearly every organization, our monthly employee newsletter, quarterly all-hands meetings, and regular messages from our CEO work toward ensuring our staff have the information needed to serve over 320,000 members in our service area. Thanks again for leaving your thoughts, and best of luck in future endeavors.
Thank you for taking the time to leave comments about your time at the Central California Alliance for Health. We certainly do recognize and appreciate intelligence, creativity, leadership, loyalty, integrity, and professionalism. At the Alliance, we value our staff and we invest in their employment and tenure with training and development programs, with “pay for performance” merit pay/reward opportunities (up to 5%), and with a very comprehensive and rich benefits package totaling 35.1% of total compensation (which includes a hefty 10% employer contribution to employee retirement accounts). You are correct in that (like most companies) we are an at-will employer, and there are times when a decision is made to separate an employee from employment due to overall poor performance, policy violation, etc. However, all aspects of individual employment decisions are carefully evaluated before implementation, and CEO review and approval occurs as part of any final end of employment result. Ours is a culture of open, honest, respectful and direct communication, and we work to communicate with an employee and provide feedback in situations where they are not fully meeting job expectations, giving them a chance to improve their work and meet minimum performance standards. It’s unfortunate that your time here wasn’t more positive. Best of luck to you in future endeavors.
Thank you for taking the time to leave comments about your time at the Central California Alliance for Health. Here at the Alliance, all new employees are evaluated as part of an initial six-month introductory period. The Alliance uses this period to obtain an understanding of the employee’s overall work performance. At the end of the six-month period, an evaluation of the employee’s judgment, productivity, work quality, initiative, interpersonal relationships, etc., is completed. There are times when, based on the employee’s job performance, it’s decided that the new employee will not be transitioned from introductory employee status to regular employee status resulting in a decision to separate the employee. All aspects of these decisions are carefully evaluated before implementation, and any separation from employment requires CEO review and approval. It’s unfortunate that your time here wasn’t more positive, and it’s noted in your Indeed review of the Alliance that you were seeking employment elsewhere within two weeks of joining our team. We hope you have found a position with an employer that more closely matches your expectations. Best of luck to you in future endeavors.