Sierra Tucson
Happiness rating is 49 out of 100
2.8 out of 5 stars.
Write a review

Sierra Tucson Careers and Employment

Work happiness

Scores based on about 37 responses to Indeed's survey on work happiness
Do people feel happy at work most of the time?
Do people feel they often learn something at work?
Do people feel their work has a clear sense of purpose?

About the company

  • CEO
    Valerie Kading
    50%
    approve of Valerie Kading 's performance
  • Founded
    1983
  • Company size
    51 to 200
  • Revenue
    $5M to $25M (USD)
  • Industry
    Healthcare
  • Headquarters
    39580 S Lago Del Oro Pkwy...
  • Link
    Sierra Tucson website
Learn more

Jobs

You’re seeing all 34 jobs at Sierra Tucson because we can’t find any available jobs at Sierra Tucson close to Ashburn, VA at the moment.

Browse jobs by category

Therapy

11 jobs

Salaries

Salary estimated from 174 employees, users, and past and present job advertisements on Indeed.

Rating overview

Rating is calculated based on 69 reviews and is evolving.

2.9320182.2920191.9020203.1420213.112022

Reviews

Unspecified in Tucson, AZ
on August 25, 2022
Dangerously short staffed, high acuity with low levels of safety, disrespectful raises (less than 10 cents), AOC will never come in when “on call” during an emergency.
Clinical in Tucson, AZ
on September 18, 2022
Training and improving your skills are encouraged and offered to staff who are open to it. Supervision is seen as critical and incorporated into regular work hours.
Trauma Therapist in Tucson, AZ
on May 17, 2022
I worked at Sierra Tucson as direct service provider for 90 days. In that time, I never had an individual meeting with my supervisor. Ever. It was difficult to get guidance on some policies and procedures. When I would ask questions I would often get directed to shared drives that typically did not contain the information that was supposedly there. Asking co-workers about policies and procedures would yield differing answers. My direct pay (salary) was good after some negotiation. However, many of the benefits advertised had significant caveats you only learned about after the fact. For example, some positions come with a $2000.00 signing bonus. When you receive the terms in writing, those terms explain the bonus would be broken up into quarterly installments that are paid out over TWO YEARS. If you left the company for any reason prior to those full two years, you had to pay back every pro-rated penny of what you had received of the bonus. Bonuses are taxed at a high rate. You would have to pay back the original gross amount -- not the net amount received after taxes. You'd essentially have to go into your own pocket to reimburse the company. A "signing" bonus paid out over two years with the repayment clause they use isn't a signing bonus, it's a control tactic. There are other caveats to advertised benefits as well. The company 401K match is so minuscule as to be functionally non-existent. You're told the company will pay for job-related training, but that doesn't kick in until you've been there for at least 6 months. And on and on. HR will tell you when asked about those clauses that they don't want to pay out money to people who aren't going to stay long. I totally get that. And through those policies and those answers they admit to having an institutionalized employee retention and turnover problem. The company is pretty management top heavy. Too many generals and not enough service providing foot soldiers, so to speak. That, along with the high turnover, shows up as the place seeming to be chronically understaffed.It appeared the main goal of the facility was to keep the census full, no matter what; regardless of staffing, ability to provide adequate care, etc. I suspected the detox/intake unit was being used as an overbooking holding tank for residential beds. Some residents would be told they were to be directly admitted to residential and end up staying in detox/intake from anywhere from 48 hours up to six days until a residential bed was open because of what looked like overbooking according to some of the chart review I did.The overall quality of treatment provided for a residential level of care was poor and inconsistent, compared to other agencies I have worked for. A significant proportion of the residents I worked with had gone up to 12 days into their 30 day stay NOT having met with their Primary Therapist, had any treatment planning done, or had any other individual appointments with providers after intake and psychiatric evaluation. They would spend most of their time "going to classes" (i.e., psychoeducation groups).While I was at the facility, there was an increasing number of residents being admitted with higher acuity, including being at higher risk of suicide. There did not seem to be an appreciable increase in service delivery, service quality, or coordination of services to handle the increase in numbers of residents with high acuity.Residents would often communicate having been told ("promised", using their word) through the admissions process that a certain type and frequency of service or services would be provided them. What was communicated to them would then not be provided. Definitions of what constituted some services (e.g., "trauma services") were periodically redefined, which came across as gaslighting to both residents and staff. When residents would voice dissatisfaction with their quality of care or lack of services they believed were promised, they were given a stock Hotel California-style message. They can check out anytime they want, but doing so would be "against medical advice" (potentially voiding insurance coverage for the stay if they were there on insurance) and they would not receive any of their medication at discharge.Chart reviews of residents I worked with revealed a significant number of them either NOT having any treatment planning done, or what constituted treatment planning was nothing more than copy/pasted boilerplate text across different residents. Many treatment plans stated that residents had received services the residents themselves said they never received. Overall, I felt like a piece of meat that was there to help extract money from other pieces of meat (the residents).
Registered Nurse in Sierra Tucson
on April 21, 2022
Ever since I’ve worked at Sierra Tucson I felt very motivated. I relocated from the east coast and over there on-boarding IS crazy and deficient. I can see why some people complain about it at Sierra Tucson, but those who do is like they’ve never been outside of their bubble. I’ve seen change happen for better and still there’s people literally complaining 24/7 and I just don’t get it.
Residential Accountability Safety Coach in Tucson, AZ
on March 3, 2022
Always understaffed. Poor Management. They don't care about helping clients just the money. The company allows clients to treat staff poorly and no hold them accountable. They don't provide adequate training for new staff and just leave you to either sink or swim. Horrible place to work.

What would you say about your employer?

Help fellow job seekers by sharing your unique experience.

Questions and answers

People have asked 28 questions about working at Sierra Tucson. See the answers, explore popular topics and discover unique insights from Sierra Tucson employees.

See questions about:

  • Interviews
  • Benefits
  • Hiring Process
  • Working Environment
  • CEO
  • Company Future
  • Promotion
  • Working Culture
  • Attire
  • Background Check
  • Dental benefits
  • Dress Code
  • 401k
  • Working Hours

Interview insights

Insights from 18 Indeed users who have interviewed with Sierra Tucson within the last 5 years.

Average experience
Interview is easy
Process takes about a week

Interview Questions

Do you have a license, and when can you start?

Shared on February 25, 2020

Common questions about Sierra Tucson

Sierra Tucson locations

What's being discussed at Sierra Tucson?

Select a topic to see what people are saying about different issues

People also viewed

  • Companies
  • Sierra Tucson