Microsoft abandons employee-ranking system #employee #evaluation #software


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Microsoft abandons employee-ranking system

Microsoft is abandoning a ranking system that has been blamed for hampering innovation and pitting employees against one another.

Employees learned of the move in an email from Lisa Brummel, Microsoft’s executive vice president of human resources, on Tuesday.

The system, known as “stack ranking,” has become emblematic of much that is wrong with Microsoft’s corporate culture.

Employees have called it the most destructive process inside the company, blaming it for crippling Microsoft’s ability to innovate, according to a Vanity Fair article. “Microsoft’s Downfall: Inside the Executive E-mails and Cannibalistic Culture That Felled a Tech Giant,” published in June last year.

Stack ranking forced managers to give a predetermined proportion of employees in a team a top, fair or bad annual review, even when all team members did an excellent job.

This led to employees competing with each other instead of competing with other companies, according to one developer cited by Vanity Fair.

Now, though, Microsoft has decided to stop the ranking system, Brummel told employees via email on Tuesday. The email was shared with IDG News Service by Microsoft’s German corporate communications department on Wednesday.

“I am pleased to announce that we are changing our performance review program to better align with the goals of our One Microsoft strategy. The changes we are making are important and necessary as we work to deliver innovation and value to customers through more connected engagement across the company,” she wrote.

No more in-fighting

Stopping the rating system was one of the changes made: “No more ratings. This will let us focus on what matters—having a deeper understanding of the impact we’ve made and our opportunities to grow and improve,” Brummel wrote.

Microsoft will also stop its pre-determined targeted distribution rewards program, she wrote, adding that managers will have flexibility to allocate rewards in the manner that best reflects the performance of their teams and individuals, as long as they stay within their compensation budget. This will make it easier for managers to allocate rewards, she said.

There will also be more emphasis on teamwork and collaboration. Microsoft will be more specific about what is deemed a special performance and will not only focus on the work an employee does, but will also evaluate how the employee uses ideas from others and what they contribute to others’ success, she said.

Furthermore, there will also be more focus on employee growth and development. Through a process called “Connects” there will be more timely feedback to help employees learn, grow and drive results, she wrote.

The changes were devised after obtaining feedback from thousands of employees over the past few years, and following a review of numerous external programs and practices, she wrote. The transition to the new system started on Tuesday, she said.

Microsoft is currently undergoing a vast restructuring that is aimed to help the company innovate faster and operate in a more coherent manner. The restructuring should focus the company on a single strategy, said departing CEO Steve Ballmer when he announced the his plan in July.

To comment on this article and other PCWorld content, visit our Facebook page or our Twitter feed.


Why a Company Thief May Get Away with It #employee #theft #prosecution


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Employee Theft: Why Most Small Businesses Don’t Report It

Most small business owners don t get the police involved when they catch an employee stealing from them, new research finds.

While 64 percent of small businesses have experienced employee theft, only 16 percent of those reported the incident to police, the study found.

It s important to look at this topic because such theft represents a loss to the tax base and would also seem to put such businesses at risk, and so, put our overall economy at risk, said study author Jay Kennedy, a University of Cincinnati criminal justice doctoral student.

Kennedy found four main reasons why employers are hesitant to get the authorities involved.

  • No real victims. The business owner does not see the victimization as serious enough to warrant his or her time and trouble beyond firing the employee.
  • Attorney advises against it. The business owner seeks counsel from a third party, usually his or her attorney, who often advises that the employer s costs in time and effort for a successful prosecution outweigh any likely benefits to the employer. For instance, one company went through all the time and steps for a successful prosecution of an employee who stole $200,000. The employee was convicted, put on probation and ordered to make restitution at the rate of $50 per month, Kennedy said. In essence, the small business will never recoup the stolen funds.
  • Emotional ties. Many of those employees caught in theft have worked alongside business owners for many years, and may even be family. In the intimate environments that are small businesses, you may know this person s spouse and children, or may see him or her in family settings at the holidays, Kennedy said. All in all, you just want to put the betrayal behind you as much and as quickly as you can.
  • Business owners see the police/criminal justice system as ineffective or incompetent. Since thefts by employees may involve complex finances that are not the specialty of a beat cop, small businesses often assume that a responding officer won t have the business background to appreciate or even, initially, do much about a reported crime other than write up a report. Or, small business owners assume the police are busy with more traditional, street-level law enforcement duties.

The research found that the most common item stolen was cash. Overall, 40 percent of thefts in small businesses are of money.Kennedy said that the cash thefts reported in his study ranged from $5 to $2 million, with $20,000 being the average amount stolen.

Kennedy hypothesized that the higher the dollar amount in a theft, the more trusted the employee conducting the theft. He said most people believe that employees who steal are doing so because they are poor, in desperate need of money for, say, medical treatment or other dire circumstances.

Anecdotally, I ve founded in my research that these crimes actually tend to be a matter of lifestyle enhancement, Kennedy said. Those convicted of fraud cannot account for how they spent the money.

In addition to cash, 18 percent of thefts were of products sold by the business, 12 percent were of materials (items that go into the production of a firm s product offerings), 8 percent were of tools and 6 percent were equipment.

The study revealed that most of thefts do not happen in a one-time incident, but represent an employee who steals over time. According to the research, 61 percent of reported thefts were ongoing schemes and ranged in duration from a low of about two weeks to a high of 20 years. The average duration of a theft scheme was 16 months before the employee was caught. Kennedy said in most cases the theft is discovered by sheer luck .

Say the employee who is stealing goes on vacation, and someone else steps in to take over duties, he said. The person stepping in notices something funny and begins asking questions.

The research found 60 percent of the employees most likely to steal were categorized as general or first-line employees, those at the lowest hierarchical level without supervisory responsibility. About 20 percent were managers/executives; the rest consisted of small percentages of accountant/bookkeeper/finance professionals; receptionists and secretaries; and billing/purchasing professionals.

Kennedy said that, somewhat surprisingly, only about 2 percent of cashiers those handling cold, hard cash at a cash register were likely to steal.

The study was based on surveys of 314 small business owners in Cincinnati. The businesses covered a range of industries, including the finance/banking sector; manufacturing sector; service sector; and restaurant/retail sector. Kennedy also conducted 30 in-person interviews with some of those surveyed.

The research will be presented during this week s (Feb. 18-22) annual meeting of the Academy of Criminal Justice Sciences in Philadelphia.

Chad Brooks is a Chicago-based freelance writer who has nearly 15 years experience in the media business. A graduate of Indiana University, he spent nearly a decade as a staff reporter for the Daily Herald in suburban Chicago, covering a wide array of topics including, local and state government, crime, the legal system and education. Following his years at the newspaper Chad worked in public relations, helping promote small businesses throughout the U.S. Follow him on Twitter .


Top 5 Best Free Employee Monitoring Software for Windows #employee #computer #monitoring,employee


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Top 5 Best Free Employee Monitoring Software for Windows

Employee monitoring software is a computer application used to monitor staff activity. It is utilized by business networks to supervise and monitor employee PCs from a centralized computer. This software’s purpose is, of course, to ensure that staff members are productive during working hours. It may deploy several operations at once, such as: ‘events timeline logging’, which logs all events performed by employees on their workstations and lists these in an organized, viewable manner; ‘keystroke monitoring’, which logs/records the keys typed by a user on the keyboard, with the users often unaware that their activities are being tracked; and ‘application usage’, which keeps track and logs all applications running in a PC. Below are some of the most popular employee monitoring systems.

Note: These software are not recommended to be installed on system where you have sensitive data. These software are extremely intrusive (both technically and functionally) and may violate user s right. So, don t install these software on any system that you don t own. Even on those systems that you own, don t use these software to perform any things that are not considered legal. Use common-sense while using these software.

1. ActivTrak

Tagged as a “friendly employee monitoring software”, some of its major features are: can track usage statistics for websites visited and applications used; can monitor current activities of employees in realtime on one screen; can automatically record screenshots; can block users from accessing certain sites or applications; and can be secured through network rights, which means only selected network members or administrators can access ActivTrak data.

  • Our Rating:
  • Home Page
  • Pros: You can setup and track employee s productivity and general system usage effectively
  • Cons: The free version works only on 3 workstations
  • OS: Windows 7 (32-bit and 64-bit), Windows XP, Vista

2. SurveilStar Activity Monitor

This is an easy-to-use, undetectable surveillance tool and activity monitoring software for individual computers. Its main features include: controlling sent and received HTTP webmail and email; tracking downloaded and uploaded FTP files; filtering undesirable websites by host names or IP addresses; monitoring and recording websites visited using URLs, titles, sizes, and time stamps; and generating statistics on FTP files, history mails, and visited websites.

  • Our Rating:
  • Download SurveilStar Activity Monitor
  • Home Page
  • Pros: Easy to install and configure.
  • Cons: The application icon is visible when you are checking the system
  • OS: Windows XP, Vista, Windows 7 ( 32bit 64bit), Windows Server

3. ExtraSpy Employee Monitor

A 100% free corporate employee monitoring application that demonstrates high stability and performance even when deployed over large networks. It has several features, among of which are: monitor performance of employees, see what applications they use on their PCs and what websites they access, prevent or detect any violations made against work policies, and check whatever your staff is doing during working hours.

  • Our Rating:
  • Download ExtraSpy
  • Home Page
  • Pros: Real-time remove system monitoring
  • Cons: Can t take screenshot of remote system
  • OS: Windows 8, Windows 7, Win98, 98, NT, Me, 2000, XP, Vista

4. MyTeamMonitor

If you want to make sure you are getting what you are paying for from your employees, then this is the monitoring software for you. It can record employee activity, capture regular screenshots, and track mouse clicks and keystrokes so that you can better identify problems and reward efficiency within your organization. In addition, it can work great for virtual teams, it requires no software (on the boss’ end), and it requires no IT or servers.

5. Keylogger

The paid version Total Spy is designed for monitoring PC activity and covert surveillance. Its basic features include chat and password monitoring, keylogging, Web navigation tracking, and screenshot capturing features. The scope of is keylogging capability is rather broad, as it can capture keystrokes for passwords, chats, emails, and documents. It then collects all the information it records and stores these data into your harddrive so that you can view them later. But, for free version, you just use their Free Keylogger software.

  • Our Rating:
  • Download Keylogger
  • Home Page
  • Pros: Captures the keystrokes well
  • Cons: This keylogger doesn t start in hidden mode. It is also visible in the program list.
  • OS: Windows 7, Windows XP, Windows Vista and NT

If you enjoyed this article, you might also like..

100 Best Freeware for Windows – Free eBook

You’ve already spent a lot to purchase your laptop that runs on Windows.

Don’t waste any more purchasing commercial software for your Windows systems when there are several very good free alternatives available.

There are a total of 100 freeware programs listed in this eBook, each with a brief description, download link, and review link.


Employee Monitoring Software – See All Employee Activity #classroom #management #software, #spy


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Employee Monitoring, Activity Recording, Reporting.

Easy to install Employee Monitoring Software

Employee monitoring software has become an essential tool for tracking your employee activity to increase productivity in offices.

If you are a business leader, a teacher, a chairman of a company or project supervisor, you need strong tracking application to keep an eye over the screen of your team members.

It happens many times that many team members spare their time in watching unnecessary content on the Internet or using your resources for their personal use or just spending time in web browsing.

If you want to monitor their activities, you need nothing more than installing our software. You don’t need to register – just download and install.

Net Monitor for Employees Professional lets you see the screens of all network computer monitors, making it easy to detect an unauthorized and prohibited PC or Mac use.

With this tool, not only can you monitor screens, you can also take control of any network PC or Mac by controlling the mouse and keyboard.

When you are not at your desk, you can record screens, visited web sites and used applications for later review of your team member activity.

You can easily log which websites your employees are visiting or log application use activity – see if employee is using the application and for how long.

Advanced key logger reports allow you to see what your employee are typing in each application.

With the ability to block individual websites, you’ll find Net Monitor for Employees Professional invaluable for preventing unproductive web browsing during work time.

Now you can know for sure whether the employee are working hard or they are just wasting time. Record computer screens to get a proof.

Additionally you can easily send and collect files from employee computers.

Are you a teacher?

Use this popular activity monitoring tool in your classroom to track your student activity or just block some harmful applications and websites.

Can I monitor them?

Yes. Our employee monitoring software is legal as long as the person or organization installs it on a PC or Mac they own themselves. If you are worried about this, please consult your local and state laws.


Online Course: Effective Communication 101 – CEUs and Certificate #communications #class #online,


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Effective Communication 101

Lesson 1: Recognizing and Understanding Communication Styles

This lesson will help recognize four of the major communication styles. Each style serves a different purpose, and you will be able to identify those and understand which is the most effective.

  • Lesson 2: Verbal Communication

    This lesson will break down verbal communication into various subcategories. It will help to find key areas for improvement when misunderstandings arise.

  • Lesson 3: Nonverbal Communication

    This lesson will help you learn to use nonverbal cues to better understand others. Likewise, you can hone these skills to be sure you are effectively communicating your ideas.

  • Lesson 4: Communicating in Writing

    This lesson will address the different components of written communication. It will enable individuals to use writing to maximize their ability to communicate for personal and business reasons.

  • Lesson 5: Cultivating Conversational Skills

    This lesson teaches the most important skills required to use conversation as an effective form of communication. Mastering conversational skills makes you more interesting, and more likely to truly experience two-sided communication.

  • Lesson 6: Group Communication

    In this lesson, you will learn more about group dynamics and how to use them to your advantage. Groups have very specific ways of interacting, and anticipating this can be invaluable in making sure the group actually is effective.

  • Lesson 7: Communications Technology

    In this lesson, you will learn more about the technology currently available to make communication faster and easier. You will also learn what kinds of repercussions this access to instant communication has on business and personal relationships.

  • Lesson 8: Barriers to Communication

    The goal of this lesson is to learn to recognize where there might be breakdowns in communication. By knowing what problems you are facing, you are more prepared to avoid them altogether.

  • Lesson 9: Cultural Aspects of Communication

    In this lesson, you will learn about the field of cross-cultural communication. You will discover what types of barriers to expect, and what you can do to overcome them.

  • Lesson 10: Disagreements and Conflicts

    In this lesson, you will learn how to handle disagreements before and after they occur.

  • Lesson 11: Negotiation

    In this lesson, you will learn the basics of negotiation. It will also pull together some of the skills you have learned throughout this course and show you how to utilize them to reach a specific goal.

  • Lesson 12: Constructive Criticism

    In this lesson, you will learn how to offer and receive constructive criticism. You will also learn the dynamics of the critical relationship.

  • Additional Course Information

    • Document Your Lifelong Learning Achievements
    • Earn an Official Certificate Documenting Course Hours and CEUs
    • Verify Your Certificate with a Unique Serial Number Online
    • View and Share Your Certificate Online or Download/Print as PDF
    • Display Your Certificate on Your Resume and Promote Your Achievements Using Social Media

    Course Title: Effective Communication 101

    Course Number: 7550121

    Learning Outcomes

    By successfully completing this course, students will be able to:

    • Recognize and describe various communication styles.
    • Define verbal communication.
    • Define nonverbal communication.
    • Demonstrate proper techniques when communicating in writing.
    • Demonstrate techniques for improving conversational skills.
    • Demonstrate techniques for improving group communication.
    • Describe techniques for improving communications with technology.
    • Define barriers to communication.
    • Compare and contrast cultural aspects of communication.
    • Describe communication strategies to resolve disagreements and conflicts.
    • Describe negotiation strategies.
    • Describe how to receive and deliver constructive criticism, and
    • Demonstrate mastery of lesson content at levels of 70% or higher.

    Related Courses

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    Copyright 1999-2017 Universal Class All rights reserved.


    Occupational Therapist Salaries by education, experience, location and more #occupational #therapist #schools


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    Occupational Therapist Salaries

    Alternate Job Titles: Occupational Therapist

    • What is the average annual salary for Occupational Therapist?

      How much does a Occupational Therapist make? The median annual Occupational Therapist salary is $82,628. as of May 30, 2017, with a range usually between $75,685 – $90,027. however this can vary widely depending on a variety of factors. Our team of Certified Compensation Professionals has analyzed survey data collected from thousands of HR departments at companies of all sizes and industries to present this range of annual salaries for people with the job title Occupational Therapist in the United States.

      This chart describes the expected percentage of people who perform the job of Occupational Therapist in the United States that make less than that annual salary. For example the median expected annual pay for a typical Occupational Therapist in the United States is $82,628, so 50% of the people who perform the job of Occupational Therapist in the United States are expected to make less than $82,628.

      Source: HR Reported data as of May 30, 2017

      • About this chart

        This chart describes the expected percentage of people who perform the job of Occupational Therapist that make less than that salary. For example 50% of the people who perform the job of Occupational Therapist are expected to make less than the median.
        Source: HR Reported data as of June 2017

        Plans and conducts individualized occupational therapy programs to help patients develop, regain, or maintain their ability to perform daily activities. Teaches patients skills/techniques and how to use adaptive equipment for participating in activities. Studies, evaluates, and records patients activities and progress. Requires a bachelor s degree and is certified as a occupational therapist. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. A certain degree of creativity and latitude is required. Typically reports to a manager. View full job description


    HR Magazines #human #resources, #hr #community, #hr #best #practices, #hr #articles, #hr


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    Cover Stories

    Case Studies

    HR Roundtable

    HR Interviews

    Browse by issues

    Testimonials

    • Having read all of the issues in these 17 long years, I can confidentially declare that HC today is a world class HR journal, with its positioning that is strong and erudite. Articles by your correspondents are sharp, researched extremely well, global in its outlook and contemporary. Proud to be associated with Human Capital. Dr. Ganesh Shermon, Partner – Platform Solutions, North America, TCS Canada Inc.
    • I like the breadth of topics which are covered in the different functional domains of HR. It gives me an opportunity to meet many thought leaders from a wide spectrum of organizations. Also periodical views from business leaders on HR as well as a section for new age professionals are something that I look forward to. Hemalakshmi Raju, Head L sexual or ot.
    • BY S. AJAY KUMAR

      While joint families and easy availability of dome.

    • BY AJAY KUMAR

      Zillow, SoFi and LinkedIn have been in the forefro.

    Uncertainties in the business environment, augment.

  • The spate of consolidation in the telecom sector c.
  • The placement season of top business schools, incl.

  • Sakshi Sood

    Sakshi Sood is a Graduate in Electronics Engineer.

  • Sakshi Sood

    Sakshi Sood is an electronics engineering graduat.

  • Nupur Modi

  • MN Insurance Agent Minnesota Auto Car Homeowners Life Health Quote Columbia Heights


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    McAlpin Agency, Inc.

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    Working at Beacon Hospice: Employee Reviews #virginia #beach #hotels

    #beacon hospice

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    Beacon Hospice Employee Reviews in United States

    Director of Operations (Current Employee) Massachusetts August 13, 2016

    for past 12 years company changed a lot, we were bought out by Amedisys company who is not offering to much for employees, benefits very expensive, our pay is not up to any standards of Northeast prices. They comparing our income to Sought life of leaving.

    very expensive benefits

    horrible place to work

    RN (Former Employee) Sumter, SC November 13, 2015

    started out to be the best job ever then once management started making changes it became the worst job ever. no teamwork. over worked and under payed. not appreciated for killing yourself working. management would let you drown. no family life. never any sleep due to charting all night at home. two faced co-workers, especially management. never time to eat lunch much less use the bathroom. all about the numbers not whether the patient was appropriate. illegal things being done. alot of favoritism. manager did not get from behind the desk to help out. this company is failing very quickly. alot of change over with staff. would not recommend working here to anyone. poor marketing. they gave themselves a bad name when they brought in unexperienced people that did not know what they were doing and did not show love and compassion for the patients. very unorganized way of doing things.

    meet some good people along the way. loved my patients.

    Manual labor, customer service, helping people to laugh and smile as they get their cup of coffee, or desired beverage.

    Volunteer (Current Employee) East Providence, Rhode Island August 5, 2015

    It is a great company, the environment is face paced. Recently the hiring has been poor, possibly do to poor training, and resistance. I have a great boss, who is very caring for his employees as individuals, as for the store he is mildly apathetic, which is something I struggle with, when there is so much potential. The people I work with are great, and we have a lot of awesome customers, as well as some very difficult ones. It s fun getting to know so many people s stories, and I ve learned so much in how to react in situation, and defuse conflict, as well as communicate effectively.

    Set schedule, tips, one free lb. of coffee/week, insurance

    R.N. Case Manager (Former Employee) Charlestown, MA June 23, 2015

    This was my Professional introduction to Hospice and I have to say the pro is definitely orientation you learned
    the con was the lack of internal support
    Everyone was great to work with felt less like a team than Ascend Hospice
    I was a case manager carried a load of 20 patients and also did the on-call position
    A typical day included patient visits and because the office was close I would go to office 2/3 times a week to drop off paperwork
    one of the best parts was when I traveled and did in-services with staff

    A diverse work place, relaxed atmosphere. Employees are generally very happy and dedicated to the team effort to do their part.

    Full charge Telecommunications Contractor (Former Employee) Boston, MA September 9, 2012

    Great place to work. a culture of can we help you . Management is friendly and extends a helping hand to each employee as if they were the only one. As close to the ideal working situation as can be.
    When you are doing what you like to do, it isn t like working at all .

    comfortable working environment, restaurant across the hall and you can brown bag there as well..

    Business Office Manager (Former Employee) York, ME September 11, 2012

    Very busy office. Needed to multi task alot. Given new assignments and needed to learn them like doing payroll, insurances, workmen s comp. Management was not qualified for her position and she often was overwhelmed and unable to do her job productively.
    Wasted time having to call the main office to find out answers to questions because supervisor didn t have answers to my questions.

    The best thing was having the feeling that by going to work every day you were helping the patients and families have a better day and feel secure.

    overall good co workers

    RN Case Manager (Former Employee) Nashua, NH May 1, 2014

    Long hours careing for patient with end stage disease, in home and in long term care facility. Balance of care time and personal time was difficult manage. Staffing was minimal and expectations to travel over a large area of the state in one day was challenging.
    The hardest part of the job was office politics and poor leadership
    The most enjoyable part of the job was working in long term care facilities, bringing joy to hospice patients, working with other nurses and families who were committed to careing for the patient at the end of life. Hospice nursing is an incredible honor. Being able to serve families and patients at this important time is an amazing gift.

    wonderful chaplains, other hospice nurses, training for the job

    turn over, leadership malfunction





    Working at Tidewell Hospice: Employee Reviews #qualifications #for #hospice #care

    #tidewell hospice

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    Tidewell Hospice Employee Reviews in United States

    Lpn coordinator (Former Employee) Lakewood Ranch, FL July 24, 2016

    I worked as intake lpn/coordinator. That team was gossippy, jealous, bossy and egotistical. The worst set of women i ever worked with. Everyone thought they were boss. Nit pit, micromanage. The company does do great things. Way over the top. Except for field nurses, ppl were too uptight. Hated it, was miserable and quit. That dept was disorganized and did not have policies in place. Good luck

    Like watching the titanic sink. So sad.

    Registered Nurse (Former Employee) Port Charlotte, FL June 20, 2016

    Upper Level Management (CEO, EVP s most VP s) are Vain Ungrateful to the staff. Egos are out-of-control: In the public they steal the limelight and take the credit for the successes of the amazing hospice clinical team actually doing the end-of-life care with compassion. Heartless: They have no idea, or do they appear to care, that hospice is a people business and compassion should not be optional. Blame Bullying: finger pointing and scapegoats are selected when things go wrong, even when it is clearly the fault of poor leadership. Arrogant: prevent collaboration that might reveal their ignorance, belittles any true expertise in staff that advocate for the patient families. Divide and Conquer (including Human Resources) pit individuals and teams against one another, causing low morale and resentment of co-workers. Hostile Judgmental: publicly makes negative remarks concerning former employees, and also state you don t like it work somewhere else , generating fear among the staff of potential smear campaign or possible job loss. Only hospice in area, if you love working in the hospice field you have no where else to work. Morally Bankrupt: non-profit hospice but now run, like a for-profit where you wash your hands of ethics in order to increase your power and own self-interest which include company perks only for upper level management. Oppressive culture of Fear, many good people are quitting hospice to get off this sinking ship, so sad that a few people are destroying this once great company.

    The clinicians, few managers, that do the real work, with compassion and integrity. Because they believe in and love what they do.

    RN (Former Employee) Sarasota, FL February 7, 2016

    HR is unprofessional and unorganized. The pay is low, and they tell you but remember Florida has no state income taxes. The interview process is long, and they don t seem the least bit interested in what you can contribute to their organization. In a peer interview another nurse asked me, are you sure you want to come work here, I mean every day they are throwing another piece of paper at you? I have known several nurses who work here a few months and then run!

    Working with hospice patients.

    Poor pay, definite separation between management and employees.

    RN Case Manager (Former Employee) Bradenton, FL December 6, 2015

    I m not going to say much more than has already been said. I moved to Florida from Michigan, and was frequently told things were different in Florida. That fine. except hospice standards and qualifications are mandated exactly the same across the United States. Poor, unethical, and fraudulent care is inexcusable. I truly enjoy hospice care and deliver quality care when allowed. But felt almost forced to leave a job I loved because of many of the practices done here. They are the only hospice in the area, and don t have to compete. I do however believe in hospice care, and would tell anyone to try learning hospice care. You will learn a lot about families, love, compassion, and even yourself.

    Caring for people at a crucial time in there lives

    RN (Former Employee) Sarasota April 21, 2015

    The pay rate is terrible, management treats employees terrible
    they look down on them like they are above everyone. You know
    you are working for a cheap company when their employees are getting 5 to 10 cent raised for the entire year!

    Just crazy considering the CEO drives around in a Bentley! Management gets a big Christmas bonus, everyone else is lucky to
    get a Tidewell polo shirt! They don t even give (Cola) cost of living pay increase.

    They have lost focus on why they started this business. There main focus now is making as much money and profits for themselves.

    I had heard so many good things about Tidewell and honestly
    after working there for several years it was a BIG disappointment
    how they treat their hard working employees. It s all about
    management and their profits! They look down on everyone
    else that isn t management and treat them with no respect.

    Co-workers are nice and really care about the patients, enjoyed helping sick patients.

    LPN, Hospice Crisis Care (Former Employee) Sarasota, FL September 16, 2014

    I worked at Tidewell several years ago as an LPN in crisis care. I am now an RN and have never forgotten how good it was to help patients and families at the most difficult points in their lives. I want to return to hospice but cannot because a vindictive supervisor put something in my file that makes me not eligible for rehire even though I gave notice and my last review was excellent. This supervisor even went so far as to reject my request to complete my RN hospice clinicals at her location two years after I quit. I was the only one out of 32 students forced to choose another hospice house. It saddens me that after nearly five years I am still unable to return to a job I am truly good at, am trained for and want to do! Thank you for letting me know that nothing has changed. I guess I will look elsewhere.

    clients and co-workers





    Working at Alive Hospice: Employee Reviews #manly #paradise #motel

    #alive hospice

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    Alive Hospice Employee Reviews in United States

    I wouldn t tell my worst enemy to work here

    RN (Current Employee) Nashville, TN February 2, 2014

    I currently work here. Morale is extremely low as patient ratios are 7:1 on days and 7/8:1 on nights. It s next to impossible to care for a family and the patient during their final days when we have 35 family members to answer to. The directors have zero communication and are very unprofessional. There was an email sent between a charge and director complaining about employees- both I d love to see work the floor and see why we ask for help! And that s the response they have and accidentally sent it to all employees.
    The patient care is lacking tremendously at this point. Nurses are worked to the bone and are never praised for doing a good job but called out for missing this or forgetting that. We have 7 patients to care for and most are high acuity and we are treating more that hospice centered symptoms.
    We are called off about 2 shifts a month with it being bout 4-5 lately since they changed ratio. We work bare boned and it s so wearing. The directors would rather us be worn that help. I love the team I work with but as for having any advocacy for us- the answer is No.

    good nurses and care partners

    Registered Nurse (Current Employee) Nashville, TN January 15, 2014

    I have worked there for one year and overall it has been a good experience. I have to say-they have increased their patient ratios so that your care is now greatly effected. This has not been a good thing either for patients or the nurses. Also- you get called off quite frequently since the ratios were increased and this means you use your personal time I order to get paid. It is hard to accumulate any vacation time this way.
    The facilities are wonderful and the patients and staff are great to work with. The organization is changing policies though. There are a lot of people unhappy with what is happening.

    wonderful facilities, great staff, fair pay, benefits, good training

    Revenue Cycle Specialist (Current Employee) Nashville, TN December 26, 2013

    Alive is a great place to work however the day to day stress can become overwhelming. I love to work and have always worked very hard at any job. I ve learned a lot about hospice, the regulations, the challenges in obtaining proper reimbursement.

    My co-workers are difficult because most will not accept any additional responsibilities. I keep to myself but get along with most of my co-workers.

    The hardest part about my job is accepting the responsibility that my co-workers will not accept, but I love the challenge.

    will treat regardless to the ability to pay

    Tech (Current Employee) Nashville, TN December 25, 2013

    This is the only company that I have been employed by where the management will speak with your co-workers, about you, behind your back. In addition when this unprofessional behavior is brought to the management s attention, they will deny they have said anything; even when multiple co-workers are saying the same things, and using the exact same words. One co-worker, you can ignore; however when multiple employees are telling you the same thing, it s hard to disregard. Please protect yourself from management if you work for this company. Have them put Everything in writing.

    making a positive difference in the final days of someone s life.

    Outstanding Community Asset – With Poor Middle Management

    Registered Nurse – ELNEC Certified (Former Employee) Nashville, TN September 24, 2013

    A typical day includes significant education of patients and their family members, as well as tapping into a very wide knowledge base of end of life symptoms and their associated effective treatments. The most difficult part of this job was trying to operate within the ever-changing perimeters and constraints controlled by middle management. The daily environment of tension and aggression has resulted in a sinking morale and a high turnover of direct care staff. The most enjoyable part of the job was the privilege given by AH patients to be included in their lives at such an intimate time. I will always be grateful for that privilege.

    great access to continuing education

    Worker bee (Current Employee) Nashville TN March 15, 2013

    Poor morale, due to hypocricy of upper middle mgmt. Nurse-centered culture; other members of interdisciplinary teams (even doctors!) feel devalued. Bad insurance, benefits. Good people leaving. No advancement unless you re a nurse. Clinical nurses, SW, aides, chaplains, doctors are hard-working and loving, but lots of frustration in the trenches.

    Registered Nurse/ Case Manager (Former Employee) Nashville, TN November 3, 2012

    Wonderful experience gained from working with this patient population. Management frequently out of touch with nurses and other clinical staff. Management sometimes not sympathetic to the concerns of the clinical staff. Poor communication between Administration and clinical staff. Nurses, aides, chaplains and Social Workers on average very committed to their patients and willing to go the extra mile to provide excellent care.

    upward mobility, excellent team work by clinical staff

    RN (Former Employee) Nashville, tn October 19, 2012

    Hospice work, while very rewarding, is hard enough without the stress of very poor management, low pay, and very poor support from co-workers, nurse educators, and directors. Best part of the job is patients and families, worst is low pay, very poor benefits, and poor support from management. Lots of turn over during the last few years, with good reason.





    Working at Hospice of the Bluegrass: Employee Reviews #joliet #area #community #hospice

    #hospice of the bluegrass

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    Hospice of the Bluegrass Employee Reviews in United States

    Triage Nurse (Former Employee) Lexington, KY February 19, 2016

    Very busy and cutting edge hospice. In recent years has undergone some major changes some of which were not preventable and others that were. At end of my time there I noted some major financial problems which had greatly affected services and made changes in how and way care was provided. I really enjoyed the staff there and truly have never known a better bunch of people.

    RN staff nurse (Former Employee) Harlan, Ky. February 29, 2012

    This is a wonderful thing to prepare people for the last stages of life. You are so appreciated, and feel like you are so personally fulfilled in helping patients and families deal with their last days of life.

    Very satisfying working with the patients

    Care Manager/Admissions RN (Former Employee) Lexington, KY May 19, 2014

    Typical day involved traveling to patient homes or nursing homes to provide care management as needed. Being on call meant I had to carry a pager and frequently had several calls which I had to triage and at times call in the back up nurse. Provided instructions and necessary education over the phone when appropriate. Frequently had to make visits to pronounce a death and then contact the funeral home. While waiting for the funeral home to arrive, I would provide comfort to the family, help clean up the patient, and provide information to the family regarding the process followed after a death and the services Hospice provided to those who had lost a loved one. Would admit patients to the program which involved completing much paperwork, providing extensive patient and family education, assessing the patient s needs and following up to ensure they received the equipment, supplies, and medications needed. Giving report to the nurse assigned to that patient. Following up with the social worker, chaplain, or volunteer coordinator as needed. The administrator of the organization welcomed feedback, provided feedback, and basically had an open door policy. However, the nursing supervisor provided only negative feedback, rarely acknowledged me when I was in the office, appeared to have a poor attitude, despite being a supervisor, was critical of my charting, despite my attention to detail, always seemed hesitant when I asked to give her my concerns or feedback, never complimented me on any of my work, and would often question why I would do something, some of those things I had learned more. in nursing school, and I knew were expectations of the Board of Nursing. Most of my co-workers were kind, caring, and compassionate and very hardworking in order to provide the necessary patient and family care. They were willing to answer my questions when I was unsure of how to handle a specific situation, and many of them were very complimentary of me.The hardest part of the job was working night shifts and being at home waiting for pages so I had to stay awake, which was difficult. Although it was difficult to attend a death the most enjoyable part of my job was providing compassionate and comfort to the patient and family and then to the family when the patient passed away. less

    yearly bonuses, the satisfaction i received knowing i had comforted a family at their time of loss





    Working at Arbor Hospice: Employee Reviews #clothes #shop

    #arbor hospice

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    Arbor Hospice Employee Reviews in United States

    Used to be ok, Doesn t sound like it now. Care lost to cash

    Department Manager (Former Employee) Residence. Ann Arbor September 1, 2016

    Worked in the residence when it first opened. Total of 6 or 7 years.
    Things were pretty good. People cared. Then top management was booted(the woman who started it) by the board and was replaced by a money, money, money type person. Much of the real caring was lost and replaced by superficial and fake caring in front of families. After adjusting to the new management, things were alright for a few more years. Then big pressure was put on to move them in and move them out. Always about the money. I was management so I do understand the money side, but it needs to be evened out with caring. Glad I left, much better opportunities out there, and not worth the hassel.
    From what I ve read in these other reviews, it hasn t improved at all.

    Decent benifits at the time

    Scheduler (Current Employee) Ann Arbor, MI August 21, 2015

    Arbor Hospice can be at times an emotional challenging place to work given the scope of the business. The most difficult part of my job is balancing various work ethics. My co-workers are very supportive. I ve learned that Not everyone has the same work ethic but the bottom line is that the patients come first. The most enjoyable part of my job is hearing the gratitude from families when we as a team have worked together to enable a family have their loved one die with peace and dignity and in comfort. Management as a whole supports the mission of Arbor Hospice and I feel they do an amazing job with what they have on their plate.

    An employer with a mission that gives a sense of purpose

    Horrible place to work

    On-Call Social Worker (Former Employee) Ann Arbor, MI March 1, 2016

    The management has no respect or. in the case of the SW lead and her boss, a complete lack of manners, appropriate behavior, or basic civility. They are also extremely abrasive, have anger management issues, and are impossible to talk to.
    Overall, communication is non-existant between them, the employee and others, yet their arrogance is laughable. I was insulted by the lead on 2 occasions in front of numerous employees and paid a ridiculously low hourly rate.
    HR has been led to believe that non-profit includes paying staff very low wages, which is ridiculous and untrue.
    I am a highly educated and experienced professional, and always treated them with respect and courtesy, but this was a one way street.
    I read management s replies to some of the reviews, often stating would never mistreat employees, however, they don t know or don t care about the employee, and just allow the lower/middle management do whatever they want.

    Therefore, I have no respect for Arbor Hospice, and suggest that the Executive Director, who is intelligent and professional, maintain accountability from her subordinates from the top down, and help by investigating the many complaints by staff and doing. some housekeeping by cleaning out these hateful, stupidly arrogant, and horrible mid to low managers.

    SCHEDULING COORDINATOR/ADMINISTRATIVE ASSISTANT (Former Employee) Ann Arbor, MI August 22, 2013

    I enjoyed my work at Arbor Hospice! I was a scheduling coordinator for the nurses and my office was right next to patient rooms, so I was able to really get to know the patients and families. I feel I grew as a person and employee during my time at Arbor Hospice. I learned to value life and realize how blessed I truly am!

    wonderful staff, patients and families

    emotionally draining at times, low salary

    Job Work/Life Balance

    Fantastic Place to Work

    Human Resources Assistant (Former Employee) Ann Arbor, MI October 22, 2012

    Worked here for a little over 2 years. Had a fantastic supervisor, employees were friendly and caring in all departments. Loved working here – the only reason I am not there is because we had an extremely low census at the time and my hours were cut from FT to PT. Would most likely still be working there if my hours hadn t been cut. I highly recommend working for Arbor Hospice.

    Management Reorganization Demoralized Staff/Compromised Patient Care

    Nurse (Former Employee) Ann Arbor May 30, 2012

    This hospice provided wonderful compassionate care to patients and felt like a warm, family environment for hard working staff. New management and its reorganization destroyed the environment of trust and care. Staff were laid off, fired, hours reduced periodically, across the board. This policy change created an environment of job insecurity, distrust and general confusion, ongoing. Staff could not devote full attention and care to patients so patient care suffered. This is the point when many of us who cared about quality patient care left this hospice to find other jobs. Long time staff also were laid off without understandable reasons.

    caring for patients was rewarding.

    I worked at Arbor Hospice for over 5 1/2 years where a lot changed.

    Nurses Aide (Former Employee) Ann Arbor, MI March 16, 2015

    When I started the job in 2009,I enjoyed being there -business was good with the company rating high in SE Michigan, staff was happily
    working with a healthy staffing ratio. But about 1 1/2 – 2 years later things began to change and did so steadily until present. Management made decisions to change staffing models and still expect the same level of care. A wing was closed and in the process many staff were let go, some working there 15 years or more.

    I will say, for the most part, that Nurses and Aides are drawn to this type of work. Dedication comes from a sense or calIing . I experienced my co-workers in this way. The problem with management was a disconnect between them and us. We were not considered or consulted on many issues ie switching from 8 hr
    to 12 hr shifts, having a dress code with everyone wearing scrubs with company logo on them.

    the physical setting of the residence, the grounds and landscaping.

    Rewarding work but not valued by management

    RN (Former Employee) Ann Arbor, MI November 7, 2012

    There is such a thing as a hospice heart and the majority of nurses and aides working there have one. They are great people and the work they do is awesome! However, the management does not value their employees. Over the years I was there I saw a frequent pattern of over-hiring and over-staffing then cancelling one or two nurses each shift. It was not uncommon for me to be cancelled two shifts a week! That s half a paycheck! Doesn t look like things have changed much. That kind of environment leads to competition for shifts and back-stabbing. The attitude of management is very aloof and there seems to be a lot of dissention withinin administration as there is a high turn-over rate. I recall the VP stating at a mtg, There s not one of us here who can t easily be replaced. That pretty well sums it up.





    Working at Hospice of the Comforter: Employee Reviews #titanic #hotel #turkey

    #hospice of the comforter

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    Hospice of the Comforter Employee Reviews in United States

    Clinical (Former Employee) Florida June 10, 2016

    Started out as one of the most wonderful places I have worked but soon realized that it is just another Corporate America facility that do not care for their employees. I did have one manager who really stood out to me and thank God that place has her. The Physicians have no idea what they re doing and I wonder if they really are receiving palliative care the way it s supposed to be delivered. Inter communication skills and Care planning are the worst I ve ever seen. But I know that there are several people there who have a true hospice heart and that makes up for almost everything personally I m on the fence about recommending working here it just depends on what area you end up in and if your favorite or not.

    Beautiful facilities a few team members that are irreplaceable and knowledgeable good benefits

    No brakes administrators do not understand the philosophy of hospice care terrible care planning

    Former nurse (Former Employee) Altamonte Springs, FL November 17, 2012

    It used to be a wonderful place to work. There is no job security at the present time. There are layoffs occurring almost weekly. Upper management does not focus what is important, quality patient care. Instead the focus is on productivity. They add more work to the already overworked field staff.

    dedicated hardworking employees and physicians. excellent education department.

    Former employee (Former Employee) Florida September 11, 2012

    HOTC used to be a great place to work 3 yrs ago. It is not any longer. Field staff is overworked and continuously expected to do more and more. Management does nothing but berate staff about being more productive and uplifting Hospice of the Comforter . Staff is exhausted and constantly getting e-mails that help is needed at nights and weekends and getting called on weekends. No time for a personal life at all. Glad to be employed elsewhere!

    patients and thier families

    Work is rewarding, people are a blessing

    Administration (Current Employee) Altamonte Springs, FL November 21, 2012

    It can be challenging to work for a non-profit organization; but you make that choice because you want to.
    Working for Hospice of the Comforter has been the most rewarding job in my career. We all work together to get the job done — our number one priority is being their for our patients and families. they need us 24/7. There are times when I m needed to stay late, but when my work is done I get to go home to my family. I don t take work home with me, and my boss has never refuses a request for personal time off. Their wellness program is very supportive our personal well-being.
    It takes someone with strong character, a positive attitude, ability to accept change and a strong sense of teamwork to work for a non-profit organization. I am grateful for the opportunity to work with Hospice of the Comforter.

    great people, good benefits, reduced lunches, flexible schedules, education/training

    Hospice of the Comforter

    Hospice Homecare Nurse (Former Employee) Orlando, FL May 7, 2012

    A typical day at work at Hospice of the Comforter was challenging, enlightening and with every day came a chance to learn and grow, both personally and professionally. I learned more how to manage time, how to deal more effectively with patients and staff, and management was always available to answer questions or assist you in tasks, if you were feeling overwhelmed. Co-workers consisted of interdiscipanary specialties: social workers, nurses, CNA s, chaplain and management and we all had to work well together to optimize patient care and comfort and to effectively help caregivers and families. The hardest part of the job was the unexpected emergencies that arose; the most enjoyable part of the job was interacting with the team and the gratification that came with knowing the team did everything that could be done to ensure patient comfort.

    knowledgeable co-workers, help always available, challenging position, opportunities to learn, opportunities for personal growth.