difficult work environment due to management/directors
Child Care Counselor to Supervisory position (Former Employee) – Pasadena, CA – March 21, 2014
***Note the low ratings given by floor staff (Child Care Counselors) and the high ratings given by staff in higher ranking positions.
I first started as floor staff and then was promoted to a supervisory position. In my experience there was a clear hierarchal structure in which management and department directors did not make it a priority to be transparent and communicative to floor staff. There is a high turnover rate for group homes in general, but unfortunately RCS has a much higher turn over rate due to these issues. A developed blame culture often pitted co-workers against each other.
When I was promoted to a supervisory position I received only 3 hours of direct training/shadowing and then was expected to start. In this position I was given negative feedback about my ability to meet the expectations of the job title. I asked for additional training and specific feedback regarding the vague directives I was given to better my performance. Even after meeting with HR, my supervisors decided that instead of training me they would restructure the department. When I decided to search for work elsewhere, 3 clinicians (out of the 4), a director, and a handful of residential staff left the agency within a period of a month. Hopefully things have changed since then and management has turned that into an opportunity to reevaluate the current structure of the mental health and residential department. This agency does have the potential to do great work.