Questions and Answers about WellPath

Here's what people have asked and answered about working for and interviewing at WellPath.

View all 117 questions about WellPath

What would you suggest WellPath management do to prevent others from leaving?

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23 answers

More respect for nurses and increase the wage for Experience and higher education nurses.

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2
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Increase pay. I'm only making $11.80 per hour at South Florida Evaluation and Treatment Center

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2
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Hire professional preceptors or at least keep new employees with one or two preceptors. Bouncing trainees with a different nurse on a daily basis does not work! You are given conflicting information on a daily basis and when you try to clarify you never get an answer.

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3
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Believe in your employees. Even when a policy is broken unintentionally, dont assume until you have all the facts

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4
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They need better management, not a manager that does not train or support nursing staff.

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9
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Hire experienced supervisors who have at least 1-2 years of supervisory experience, who are supportive, warm, and polite to all of the clinical therapists, and have a clinical director who is fair and doesn't take sides of the clinical supervisors.

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10
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Take a hint!! Stop turning a blind eye, fire the current scheduling team and hire people who are capable and qualified!! Stop the hypocrisy!

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12
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Company needs to be more supportive of nursing and mental health staff. At this company I received little to no supervision and when I did, it was all negative based. Most of my co-workers were down right rude, for example, not saying hello when coming in to work or asking how you are doing.

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19
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Hire supervisors that have actual experience with supervision, and ones that do not cross boundaries.A supervisor is supposed to complete the work load when an employee is sick or needs time off, not have their team do all the work in the absence of a team member. Have actual policies in place so that fairness and consistency is achieved.Supervisors should not be texting on Facebook with their employees on company computers to get information on what team members are doing. Supervisors should believe the clinician over the resident, and the clinician should not have to prove they are right over the resident, whom is a convicted felon.

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22
3
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Surprise management is what I found in CCS. The inability to read the coordinator mind was a downfall. The orientation and process of CCS is not well defined, new management, lack of leadership. Not a safe place to work.

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18
1
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