Great co-workers; IT senior leadership lead by intimidation. - Avis employé Employé (anonyme) Sutter Health

2,0
26 mars 2012
Employé (anonyme)
Recommande
Approbation du PDG
Perspective commerciale

Avantages

Great co-workers, benefits, reputation and hospitals/clinics.

Inconvénients

IT department is unbelievable. Main hub in Sacremento - any production change decisions do not include affiliate sites. Whatever they decide to implement gets done - anything else is put on a list that fades to black. Managers/Supervisors beware! You will more than likely be hired at a salary that is 10-25% "lower" than your staff! No need to address the issue - nothing will be done. Regional CIO is very arragant and tempermental - speaks to employees as though they are "beneath" him; does not keep his word - not concerned about work/life balance of employees. In March of 2011, restructure occured - employee titles, and salaries were lowered or capped with minimal fair warning - multiple employees left within six months of changes; however, CIO expressed this had nothing to do with the restructure.....yeah, right. Opportunity for growth and the so called "Career Path" module is designed for those who live in or are willing to relocate to Sacramento - very few jobs available in the East and/or South Bay.

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5,0
11 juin 2026
Recommande
Approbation du PDG
Perspective commerciale

Avantages

The top-notch professionalism work-culture is what made me decide to switch from a contract-worker to a full-time RN.

Inconvénients

I wish that the N95 mask requirement was included while I was in Chicago in my remote physical and urine drug testing during pre-employment. I had to fly in SF for one day to meet the N95 fit requirement then fly back to Chicago to spend more time with family.

3,0
11 juin 2026
Recommande
Approbation du PDG
Perspective commerciale

Avantages

Leadership trainings, conferences, educational opportunities, Senior leadership seems to respond to employee feedback, Great organizational transparency and clarity around goals and direction, Front-line leadership receiving recognition more often, Fair (not amazing) compensation and benefits overall, Organization seems to be healthy and growing which is encouraging for job security and retention.

Inconvénients

Unsustainable front-line leadership expectations, responsibilities, and tasks without providing support from supervisors or assistant managers specifically in San Francisco campuses, High burnout risk among front-line leaders which is continuing to increase, Growing list of contradicting or conflicting priorities. Patient experience scores have improved greatly in SF but patient quality/safety and employee satisfaction has become the apparent cost of that, Very unreasonable span of control for front-line leaders, i.e. way too many direct reports, Meeting metrics and KPIs at all costs is the message being received. Front-line leaders are left scrambling to reach the data points (regardless of the methods), to get there. In other words, we might be meeting the metrics and KPIs on paper, but that doesn’t necessarily mean the real purpose or reason behind those metrics is being performed. We’re just desperate to keep our jobs, The leadership culture in the last 6-9 months has shifted towards motivation through fear. Fear of losing our jobs or bonuses rather than motivation by providing actual daily support in doing our jobs and genuine concern and encouragement to succeed.

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