Directors in the Revenue Management Division are not aggressive in keeping their teams at full staff. Almost all teams are understaffed and employees are expected to keep up with workload.
New EPIC computer system is working well for the front line staff in hospitals and clinics, but is horribly defective. Employees are told "they" are working on it but little has been fixed. This is pervasive throughout the entire Revenue Management system.
Some management follow the spiritual guidelines of the company, others do not follow them in any way. If a company holds itself to a higher standard, then they should stick to that.
Holiday pay is taken from PTO (personal time off). PTO is equal to 2 weeks vacation and 10 holidays a year. No extra time for sick leave, or personal time, like many other companies offer.
Bonus is dependent on ENTIRE 500 employee Revenue Management Division, meeting goals. Individual excellence is not rewarded.
Training for new system was lacking specific training for specific positions. Employees across the entire division were told, "Play around in the system and figure things out". This style of training is good for the generations that grew up playing video games, but is not helpful to the older employees who did not. There is no consideration or training for babyboomer generation.
Even though Centura Health is growing it is extremely difficult to promote within the company. Over and over I have witnessed individuals with more than the required training, certifications and incredible yearly reviews, be passed over for people outside of the company. I have witnessed this within hospitals, clinics and Revenue Management.
