PAF Reviews

The new CEO has been a breath of fresh air. PAF is not what it used to be, and it seems as though he is trying to get it back to that point.You cannot bring any issues to leadership team or Talent Management without fear of retaliation. I enjoy my co-workers and helping people, This is something I find very rewarding. Surveys were done a few months ago to rate employee satisfaction. While I feel the surveys were a great opportunity to get things off our chests the way the results were relayed to us, was a great disappointment. What most of us took out of this meeting is the problems that we all addressed were our perception, and not reality. Sadly I do feel this is much better than the message we got a few years ago that we were not grateful. When a majority of the staff feel like favoritism is shown, this is not perception, this is a reality. When co-workers who had a few days training and are not proficient in their jobs are groomed for positions, and told they have a position before it is even posted, given additional duties, and offered over-time, when other staff are not this is not our perception, this is the reality. We always talk about the patients, however we are the patients. Some of us are in the program. The pay was bought up in the survey meeting; while this is probably not an issue for you, or much of our leadership, it is a problem for your staff. There are departments were the starting pay is only $12.09. We were told in the meeting that we need to look at the whole benefits package. We cannot pay bills with the benefits package. We are struggling every day. I don’t think you all know how many of us have to go without eating, or have to go to a food bank to put food on the table. How many of your staff carpool not because they want to but because they cannot afford a car or gas. Many of your staff have roommates or second jobs. We spend so much time caring for our patients but we are not looked after. Your staff are very giving to each other, we share our homes, cars and food with each other, not just out of kindness but out of necessity. It is not our perception we do not get paid well, the reality is we do not. We were told in the meeting that we make a comparable salary to others in the area. Talent Management rattled off some data that was used in the figuration used. This is difficult to hear from someone who makes enough to be able to take a voluntary pay cut, like she did a few years ago. PAF’s founder made almost a half million dollars, yet you have staff that cannot provide the basic necessities to live. I would give up winter shut-down, and even the company paid benefits like life insurance and short and long term disability if I could be paid more. We are always told we should be accountable for what we do, however excuses were made for our leaders failing their staff. We are micro-managed, favoritism is shown, and management is not approachable. These are not perceptions, this is reality. We just want to be able to come to work and get paid for the hard work we do. If we are trying to be a preferred employer, we need to be able to be paid enough, so we do not have to rely on food stamps, food banks, other co-workers or family and friends to make it. The new CEO is trying to fix this sinking ship. We are number one as far as the patients are concerned. As far as the staff, this would not be the case. As a whole everyone I spoke with from the different departments are very dissatisfied with the survey. We feel it t was not even worth the time as it is unlikely things will change. Instead of being called into meeting to tell us we are messing up, it would be nice to hear something positive. We are not children and do not need to be given treats (Ice cream, candy, or cookies) to keep us motivated.