Going Down - Anonymous employee Positive Behavior Supports Employee Review

- Switch from independent contractor to employee model has been unnecessarily rushed and poorly handled. - People are promised more hours than are available. With this employee transition several people (in my region) were offered contracts with billable requirements that are unattainable because the region simply does not have enough morning/daytime hours to provide people with those hours. - Online system used for billing, client files, training, etc. is constantly glitching, slow, and inefficient. The personalizations made to Sharepoint have taken away from many of the benefits and useful functionalities if it was used how Sharepoint is intended to be used. I've used it at other companies and have never had the issues that we have at PBS. - No use of a scheduling system such as NPA Works or CentralReach - No online data collection system (what they call a data collection system is actually manually inputting totals to graph; no different from excel). - Los Angeles region specifically is poorly managed, and the management based out of the state is disconnected from the problems in the region and don't seem to take complaints or offers of solutions seriously. It's difficult to pinpoint one person because we see our main point of contact, while incompetent in many ways, is also constantly being set up for failure by their superiors. - No NCPI training. The answer provided is always that PBS focuses on proactive strategies and shouldn't use restraint. However the P in NCPI is PREVENTION, and it is NOT only about restrain, but teaches how to safely protect and remove yourself from a dangerous situation. One of my clients pulled a knife on my RBT during an episode. The answer that we need to maximize our use of proactive strategies is dismissive and communicates that the company is not concerned about the safety of it's staff.