Job Title: CARE MANAGER
Location: EL SEGUNDO, CA
Submitted on: 05-Jun-03
|
|
Job Title |
Workplace
Survey |
| CARE MANAGER |
CORPORATE CULTURE: IT DEPENDS ON THE OFFICE IN WHICH YOU ARE WORKING. I
STARTED IN THE CHICAGO IL OFFICE WHICH WAS THE FIRST TO INTEGRATE THE
THREE MAJOR COMPANIES OF GREEN SPRING, HAI, AND MERIT. THERE WAS
SIGNIFICANT DIFFERENCES IN HOW MANAGED CARE BUSINESS SHOULD BE RUN
BETWEEN THE THREE COMPANIES WHICH LED TO A SIGNIFICANT AMOUNT OF
CONFLICT BOTH WITHIN AND BETWEEN STAFF AND MANAGEMENT. AFTER WORKING IN
THE OFFICE IN CHICAGO FOR NEARLY TWO YEARS, I APPLIED FOR A TRANSFER TO
THE EL SEGUNDO CALIFORNIA OFFICE WHERE I STARTED IN DECEMBER 2000. THE
CHANGE IN MANAGEMENT APPROACHES WERE MOST NOTICABLE BUT THE E.S. OFFICE
ONLY REALLY HANDLED HAI BUSINESS AT THAT TIME. HOWEVER, OVER THE COURSE
OF A YEAR THE LOST OF SEVERAL KEY MANAGEMENT PERSON WITHIN THE CLINICAL
AREA, AND HIRING AND/OR PROMOTION OF INEXPERIENCED, UNKNOWLEDGABLE,
UNPROFESSIONAL, AND/OR UNETHICAL PERSONS. I BROUGHT TO THE ATTENTION OF
HUMAN RESOURCES, ALONG WITH SEVERAL OTHERS, MY CONCERNS AND EXPERIENCE
WITH THOSE MANAGEMENT PERSON WHOM I FELT WERE INADEQUATE, AND WHY, YET
AFTER AN "INTERNAL INVESTIGATION" NOTHING CHANGED. THIS LEAD TO MY
ULTIMATE DECISION TO LEAVE FOR ANOTHER MANAGED CARE COMPANY. SOME OF THE
ISSUES WHICH I FOUND UNPROFESSIONAL YELLING BY MANAGEMENT AT EMPLOYEES,
ALONG WITH INSULTS AND DEMEANING COMMENTS. THERE WAS ALSO A HUGE GAP OF
CREDIBILITY WITH THE ACTING MEDICAL DIRECTOR AND CLINICAL SUPERVISOR
REGARDING BOTH QUESTIONABLE MEDICAL NECESSITY CRITERIA WHICH CASES WERE
BEING CLINICALLY DENIED, AND WHAT APPEARED TO BE INAPPROPRIATE DISPLAYS
OF "AFFECTION/COMMUNICATION" BETWEEN THESE TWO INDIVIDUALS. THE HIRED
VICE PRESIDENT OF CLINICAL SERVICES WAS UNPREPARED AND UNKNOWLEDGABLE IN
MUCH OF HOW THE BUSINESS WAS RUN WHICH ALLOWED HIM TO BE EASILY
OVERWHELMED WITH THE DAILY FUNCTIONING, THE INCREASING CLASH/SPLIT OF
THE CARE MANAGEMENT TEAM, AND ULTIMATELY THE ANIMOSITY WHICH
DEMONSTRATED THE INABILITY FOR ME TO CONTINUE WORKING IN SUCH AN
ENVIRONMENT. WITHIN THE CHICAGO OFFICE, THE SPLIT BETWEEN AND WITHIN THE
MANAGEMENT AND STAFF REACHED SUCH A LEVEL THAT THERE WAS OPEN ANIMOSITY
WHICH MADE THE WORK ENVIRONMENT NEARLY INTOLERABLE AT TIMES. THE SAME
MEDICAL DIRECTOR MENTIONED ABOVE ALSO WORKED IN THE CHICAGO OFFICE, AND
WAS PART OF THE LARGER PROBLEM WITH FEMALE STAFF ENTERING INTO HIS
OFFICE DURING BUSINESS OFFICE THEN CLOSING THE DOORS FOR EXTENDED
LENGTHS OF TIME CAUSING GREAT CONTROVERSY AND DIVISION. SINCE UPPER
MANAGEMENT APPEARED TO TURN THEIR BACK ON SUCH SEEMINGLY INAPPROPRIATE
BEHAVIOR, THIS WAS ONE OF THE REASON I REQUESTED A TRANSFER. LATER, WHEN
THE MEDICAL DIRECTOR ALSO TRANSFERRED TO EL SEGUNDO, THIS TYPE OF
BEHAVIOR WAS NOT ADDRESSED AND, AGAIN, CREATED THE SAME PROBLEMS WHICH
MANAGEMENT FAILED TO ADDRESS.
DIVERSITY: TO MY KNOWLEDGE, THERE WERE NO PROBLEMS WITH DIVERSITY ISSUES
WITHIN EITHER THE CHICAGO OR EL SEGUNDO OFFICE. DIVERSITY WAS ENCOURAGED
IN BOTH AND EFFORTS MADE TO MAKE PEOPLE FEEL WELCOME AND VALUED ALONG
THOSE LINES.
HOURS: THE HOURS BOTH THE CHICAGO AND EL SEGUNDO OFFICE WERE STANDARD
BUT MOST DEDICATED EMPLOYEES, WHICH I FEEL I WAS AMONG, USUALLY WORKED
AN HOUR OR TWO DAILY BEYOND THE 7.5 IN ORDER TO TRY AND DO AN ADEQUATE
JOB. HOWEVER, WHAT WAS DISCONCERTING WAS MANAGEMENT WHO HELD THE 7.5
HOUR TIME FRAME AND DID NOT APPEAR INTERESTED OR CONCERNED ABOUT THE
EXTRA HOURS PUT IN BY CARE MANAGERS; YET, THESE TENDED TO THE THE SAME
MANAGERS WHOSE CONDUCT AND BEHAVIOR WERE VERY QUESTIONABLE AS OUTLINED
ABOVE. ONE OF THE REASONS I LEFT WAS HAVING THE ACTING MEDICAL DIRECTOR
QUESTION THE CREDIBILITY OF THE WORK I WAS DOING SHORTLY BEFORE I
ANNOUNCED MY RESIGNATION AT THE EL SEGUNDO LOCATION, AS IF I WAS NOT
KEEPING UP WITH THE WORK FLOW. HOWEVER, MY CLINICAL DOCUMENTATION AND
APPLICATION OF MEDICAL NECESSITY WAS OFTEN REGARDED AS SOME OF THE
FINEST IN EITHER THE CHICAGO OR EL SEGUNDO OFFICE; I RECEIVED "CARE
MANAGER OF THE QUARTER" AWARDS IN BOTH OFFICES. MY DIRECT SUPERVISOR,
WHO I MENTIONED ABOVE AS HAVING INAPPROPRIATE BEHAVIOR WITH THE ACTING
MEDICAL DIRECTOR, IGNORED MY REQUEST WITH HIS ACCUSATION(S).
DRESS CODE: I FELT THAT THERE WERE INAPPROPRIATE GARMENTS WORN BY STAFF
AT TIMES, MOSTLY TOO LOW CUT OF DRESSES OR HALTERS BY THE FEMALE STAFF.
OPPORTUNITIES FOR ADVANCEMENT: THIS WAS A FRUSTRATING POINT FOR MOST
STAFF MEMBERS WHO WORKED DILIGENTLY ACROSS THE BOARD. ALTHOUGH I WAS
GIVEN ADDITIONAL PAY INCREASES AND RECOGNITION FOR THE HIGH QUALITY OF
WORK PROVIDED, PROMOTIONS WERE MUCH MORE DIFFICULT TO OBTAIN. HOWEVER,
THERE WAS ALSO THE ISSUE OF MY LACKING A CALIFORNIA LICENSE IN THE EL
SEGUNDO OFFICE (I WAS ONLY LICENSED IN ILLINOIS AND WAS APPLYING FOR MY
LICENSE IN CALIFORNIA). IT WAS EXPLAINED TO ME, AND I ACCEPTED, THAT
UNTIL I RECEIVED MY CALIFORNIA LICENSE I COULD NOT BE PROMOTED. SO THIS
WAS NOT AS MUCH AN ISSUE FOR ME AS WHEN I WAS IN THE CHICAGO OFFICE.
|
|
Magellan Health Services Interview Surveys
