Read this first, 35k sign on is NOT worth it! - RN HOME CARE Duke Health Employee Review

4.0
Aug 6, 2021
Recommend
CEO approval
Business Outlook

Pros

Excellent Benefits You will learn a lot no matter how long you have been a nurse Vast amount of endless resources The pay was decent Co Workers were awesome The patients are amazing people going through really tough health issues

Cons

The paperwork is rediculous and unnecessary. I have worked for several home health agencies and never had the amount of paperwork required here. An admission takes a minimum of 4 hours, no matter what. You are salaried. They will tell you that you are eligible for OT, but don’t count on it, you will be working 7 days a week just attempting to keep up with your productivity. NO home health agency operates like Duke. Also, very unorganized, your schedule may change several times in a day. You will have many meetings to attend weekly that are mandatory, you will not receive productivity for these. You may have to drive from Roxboro to Chapel Hill to Wake Forest, no one cares how many miles you are driving and you had better have your notes finished within 24 hours, routine visits prior to midnight Home Care is not on Epic!

Explore other reviews about Duke Health

5.0
Jun 16, 2026
Recommend
CEO approval
Business Outlook

Pros

Scheduling is quite flexible working 3 12s

Cons

Holiday pay is only for major holidays not Christmas Eve

1.0
Jun 23, 2026
Recommend
CEO approval
Business Outlook

Pros

The work is meaningful and the team consists of some highly skilled professionals who are dedicated to supporting patients, providers, and the organization. The role provides exposure to complex issues and opportunities for professional growth.

Cons

The department suffers from significant leadership and culture challenges. Employees are hired as experienced professionals but are given little autonomy to perform the work they were hired to do. Leadership frequently inserts itself into routine matters, creating unnecessary delays and fostering a culture of micromanagement rather than trust. Communication is inconsistent and often lacks accountability. Important decisions and changes are frequently communicated verbally without written follow-up, creating confusion and shifting expectations. Employees are expected to remember evolving guidance, identify leadership mistakes, and compensate for communication failures. There is a noticeable gap between leadership messaging and employee experience. Work-life balance, employee engagement, and professional respect are regularly discussed, but many employees do not experience those values in practice. Concerns raised by employees do not appear to result in meaningful change, contributing to low morale and diminished trust in leadership. Leadership often responds to issues by implementing department-wide restrictions rather than addressing the specific individuals or situations involved. As a result, high-performing employees are subjected to increasing oversight and reduced autonomy because leadership is unwilling to address performance concerns directly. Turnover, employee dissatisfaction, and leadership credibility have been ongoing concerns. The department would benefit from leaders who are willing to listen, communicate transparently, accept accountability, and trust the expertise of the professionals they supervise.

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